Syftet med studien var att undersöka om anställdas arbetsmotivation var beroende av hur många timmar de reste i tjänsten under en vanlig arbetsvecka. Studien genomfördes med hjälp av två grupper anställda inom det statliga bolaget Vattenfall. Mätinstrumentet som användes i studien var Basic Need Satisfaction at work scale som mäter arbetsmotivation i tre grundläggande faktorer; autonomi, kompetens och samhörighet. Totalt deltog 123 respondenter i undersökningen. Resultatet visade att det i kompetens och samhörighet förekom signifikanta skillnader mellan de två grupperna, där de som reser mycket skattade upplevelsen av kompetens och samhörighet högre än i gruppen som reser lite. Vidare visade resultatet att det inte förelåg någon signifikant skillnad mellan gruppernas skattning av autonomi. / The purpose of the study was to exam if employee’s work motivation depended on how many hours they travel during an ordinary work week. The investigation contained two different groups of employee’s in a Swedish public company. A total of 123 respondents participated in the study. The instruments used in this study were Basic Need Satisfaction at work scale, which measures work motivation based on three basic factors; autonomy, competence and relatedness. The results showed that there were significant differences between the two groups, where the group of employee’s that travelled more experienced more satisfactions with competence and relatedness, than the group that travelled less. Further the results showed no significant differences between the two groups relating to autonomy.

Thesis (Ph.D.)--Mississippi State University. School of Human Sciences. / Title from title screen. Includes bibliographical references.

Syftet med studien var att undersöka om feedback från närmaste chef leder till ökad arbetstillfredsställelse och arbetsmotivation hos arbetstagare. Urvalet för studien var arbetstagare mellan 18-65 år och undersökningen utfördes genom en webbaserad enkät som genererade 157 enkätsvar. Enkäten baserades på frågor från Feedback Orientation Scale (FOS), Minnesota Satisfaction Questionnaire (MSQ) och Basic Need Satisfaction at Work Scale (BNS). Analyserna genomfördes i SPSS och resultatet visade att det fanns en positiv korrelation mellan indexet feedback och arbetstillfredsställelse men inte mellan indexet feedback och arbetsmotivation. Resultatet visade också att positiv feedback predicerade både arbetstillfredsställelse och arbetsmotivation. Det fanns inga skillnader i skattning av feedback, arbetstillfredsställelse och arbetsmotivation mellan män och kvinnor. / The purpose of this study was to investigate whether feedback from the first line manager increase job satisfaction and work motivation for employees. The sample for the study were employees between 18-65 years, and data collection was conducted through a web-based survey which generated 157 completed questionnaires. The survey was based on Feedback Orientation Scale (FOS), Minnesota Satisfaction Questionnaire (MSQ) and Basic Need Satisfaction at Work Scale (BNS). The analyse were performed in SPSS and the result showed a positive correlation between the index of feedback and job satisfaction, but not between the index of feedback and job motivation. The result also showed that positive feedback predicted job satisfaction and job motivation. No differences in estimation of feedback, job satisfaction and work motivation were found between men and women.

The Thesis was aimed at evaluation of the level of motivation and stimulation of work performance in a company upon a worked out analysis and proposal of suitable measures for improvement in this sphere. I chose Hypoteční banka, a. s.. The first part of the Thesis summarises theoretical knowledge of motivation and stimulation of work performance. It also characterizes the company, its history, size, number of staff and financial data about company. I performed an analysis of motivation and stimulation based on a questionnaire survey, evaluation and gave proposals for improvement. I conducted an in-depth unstructured interviews with staff HR.

My thesis is focused on the research of motivation system in the chosen organization. On the basis of performed analyses of the current motivation system for employees the main aim was to determine possible measures and to propose effective changes that improve this leadership area.

Sveriges befolkning lever allt längre och därav har en ny överenskommelse gällande pension utformats för att kunna upprätthålla den svenska ekonomin. Pensionsåldern kommer att höjas och för att äldre ska orka arbeta längre behövs en god arbetsmotivation och rätt förutsättningar. Syftet med denna studie var därför att undersöka vad äldre arbetstagare upplever som viktigt för att orka och vilja arbeta längre. Nio semistrukturerade intervjuer genomfördes med arbetstagare över 60 år som var yrkesverksamma inom olika branscher. Intervjuerna analyserades med en induktiv tematisk analys. Äldre arbetstagare motiveras framförallt av inre motivationsfaktorer som trivsel på arbetsplatsen och goda relationer till kollegor. Ett fortsatt arbetsliv kan enligt respondenterna också påverkas av delaktighet och utvecklingsmöjligheter på arbetsplatsen. Möjligheten till utveckling i arbetet kan påverkas av de förutsättningar som arbetstagaren ges men arbetstagaren har samtidigt ett eget ansvar att ta till vara på utvecklingsmöjligheterna. / The population of Sweden tends to live longer and therefore a new agreement about the retirement age has been designed to maintain the Swedish economy. The retirement age will increase and to make older employees cope with a longer worklife it´s important to maintain a good work motivation and also give the employees the right conditions to be able to work longer. The purpose of this study was therefore to study what employees perceive as important to be able and willing to work longer. Nine semi-structured interviews were performed with employees over 60 years old and were professionals in different industries. The interviews were analysed with an inductive thematic analysis. Older employees are primarily motivated by intrinsic factors such as well-being at work and good relations with colleagues. Participation and development opportunities were important factors to be able to work longer. The opportunity for development at work can be affected by the conditions given to the employee, but the employee also has his own responsibility to take advantage of the development opportunities

Entrepreneurs and the components that motivates them not to give up when facing obstacles have been the focus in many different studies. There have also been some studies which aims at connecting the concepts of intrapreneurs and motivation. However, we found a gap in the research which compares Swedish entrepreneurs and intrapreneurs focusing on their motivational factors. Therefore, this study aims to fulfill the found research gap through looking deeper into the intrinsic and extrinsic motivational factors of both entrepreneurs and intrapreneurs. This led up to the following formulation of the research question: What are the main differences in motivation factors between successful entrepreneurs and intrapreneurs in Sweden? To answer this question, a qualitative study was conducted with the focus on gaining more understanding on what intrinsic and extrinsic factors motivates entrepreneurs and intrapreneurs. Participants in the study were found based on criteria such as working in Sweden and being considered as successful through nominations or rewards. Data collection was done through using semi-structured interviews with five entrepreneurs and five intrapreneurs with the focus on finding motivational factors and typical personal characteristics related to their line of work. Since we found similar motivational factors in our chosen theories, it was decided that they would be used in the interviews. These factors were; Monetary reward, Challenges, Training, Acknowledgement, Affiliation, Power and Accomplishment.  Results show that the entrepreneurs and intrapreneurs have differences in their motivational factors both among the individuals within each title, as well as between the titles. The motivational factors found were paired with definitions of factors from the theories. Personal characteristics of entrepreneurs and intrapreneurs were also found and connected to theories about personal characteristics. The analyzed answers of intrapreneurs’ and entrepreneurs’ motivational factors were compared against each other to see if the motivational factors differ between entrepreneurs and intrapreneurs. The conclusion of this study is that for the extrinsic motivational factors, the entrepreneurs are more motivated by monetary rewards than the intrapreneurs and challenges motivates the intrapreneurs more than the entrepreneurs. For the intrinsic factors, power was more motivating for the entrepreneurs and more intrapreneurs saw acknowledgement as motivating. The factors which had no differences were concluded to not being related to being an entrepreneur or intrapreneur.

El propósito de la siguiente investigación tiene como objetivo determinar la influencia de las políticas motivacionales en los trabajadores de la empresa Telefónica del Perú S.A.A. En este mundo competitivo las empresas se preocupan por ser cada día mejor, por lo que acuden a todos los medios disponibles para poder cumplir con sus objetivos. Por lo tanto el talento humano es el elemento esencial y principal que tienen las empresas. El éxito de una empresa se da por la calidad de su personal, por tal motivo, con el objeto de aprovechar al máximo el talento humano, las empresas desarrollan diferentes procesos en los que se involucra la motivación personal del trabajador, que es de importancia tanto para el logro de los objetivos empresariales como para el desarrollo personal y profesional del trabajador. Por tanto, queremos demostrar sí la influencia de las políticas motivacionales en los trabajadores de la empresa Telefónica del Perú S.A.A. están bien aplicadas o estas tienen falencias en el proceso de satisfacción del trabajador y como repercute en estos. The purpose of this research is to determine the influence of motivational policies on workers in Telefónica del Peru S.A.A. In this competitive world, companies worry about being better every day, so they use all they available options to achieve its objectives. Therefore the human factor is the essential and primary element that companies have. The success of a company is given by the quality of its staff, for this reason, in order to exploit the human potential, companies develop different processes in which the personal motivation of the worker is involved. This is important for achieving business goals and for personal and professional development of workers. Therefore, we want to demonstrate if the influence of motivational policies on workers in Telefónica del Peru are well applied or these ones have deficiencies in the process of worker´s satisfaction and how it impacts on them.

Submitted by Fabio Sobreira Campos da Costa (fabio.sobreira@ufpe.br) on 2016-04-07T12:05:26Z No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) Ronnie Edson de Souza Santos - Dissertação de Mestrado.pdf: 1606424 bytes, checksum: a113e8f9718b34411e84149694b571ce (MD5) / Made available in DSpace on 2016-04-07T12:05:26Z (GMT). No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) Ronnie Edson de Souza Santos - Dissertação de Mestrado.pdf: 1606424 bytes, checksum: a113e8f9718b34411e84149694b571ce (MD5) Previous issue date: 2015-01-22 / Context. During the last decades, human factors have become of great interest for many software engineering researchers, considering there are a wide variety of human and social aspects that might affect the way software engineers perform their work. As an example of this, recent research revealed a need for the proper management of two elements, the motivation and the satisfaction of software engineers, in order to achieve higher levels of performance at work. In this context, the Theory of Motivation and Satisfaction of Software Engineers (TMS-SE), recently established, confirms this need and recognizes the difference between these two factors, demonstrating that motivated software engineers are engaged and concentrated, while satisfaction is perceived in terms of happiness at work. Goal. Although having observed a wide diversity of aspects present at the software development environment, the TMS-SE did not specifically address the practice known as Job Rotation, whereby people are constantly switching jobs or projects at the same organization, and the effects of this practice on the motivation and satisfaction of software engineers. Thus, the main goal of this research is to investigate and discuss how the practice of job rotation can influence the motivation and the satisfaction of these individuals. Method. To achieve this goal, a qualitative case study was conducted in a software organization where the practice of job rotation amongst software projects is common. A group of software engineers were interviewed in order to collect data about their experience with this practice. Results. The findings suggest that, in a context in which the rotation of software engineers is frequent, it is necessary to find the balance between the positive and negative factors affecting the engagement and the concentration of these individuals, otherwise, their motivation will be impaired by the increase in the cognitive overload at work. In addition, the lack of feedback, resultant from constant movement among projects and teams, has a direct and negative impact on job satisfaction. / Contexto. Durante as últimas décadas, os fatores humanos tem recebido grande atenção de muitos pesquisadores de área de Engenharia de Software, pois estes fatores afetam a forma como os engenheiros de software executam o seu trabalho. A exemplo disto, pesquisas recentes revelaram a necessidade de uma gestão adequada da motivação e satisfação de engenheiros de software para que se possa atingir altos níveis de desempenho. Neste contexto, a Teoria da Motivação e Satisfação dos Engenheiros de Software (TMS-SE), estabelecida recentemente, confirma esta necessidade e estabelece a diferença entre estes dois fatores, demonstrando que engenheiros de software motivados são empenhados e concentrados, enquanto a satisfação é percebida em termos de contentamento com o trabalho. Objetivo. Apesar de ter discutido uma grande variedade de aspectos relacionados com o trabalho de equipes de desenvolvimento de software, a TMS-SE não explica diretamente o impacto da prática de Job Rotation (rotações de trabalho), através da qual estes indivíduos são periodicamente mudados de equipe e de projeto de software, na motivação e satisfação dos engenheiros de software. Assim, o objetivo desta pesquisa foi investigar e discutir como as rotações de trabalho podem influenciar a motivação e a satisfação de engenheiros de software. Método. Para atingir este objetivo, um estudo de caso qualitativo foi realizado em uma organização de software que utiliza a prática de rotação de engenheiros de software, os quais foram entrevistados sobre a sua experiência neste processo. Resultados. Os resultados sugerem que, em um contexto em que a rotação de engenheiros de software é freqüente, faz-se necessário buscar o equilíbrio entre os fatores positivos e negativos que afetam o engajamento e a concentração destes indivíduos, caso contrário, sua motivação será prejudicada pelo aumento da carga cognitiva do trabalho. Além disso, a falta de feedback sobre o trabalho, tem impacto negativo direto sobre a satisfação no trabalho.

Victor Frankl (1969, 1972, 1975, 1984a, 1984b) postulated that man’s search for meaning is the primary motivational force in his life. If this postulation is true for life in general, it was expected that this would also be true for a person’s work life. The objective of the present research was to explore whether relationships exist between man's "will to meaning" as defined in Frankl’s logotherapy, with work aspects such as work commitment and work motivation. The present research also investigated the relationships between meaning and certain work related biographic/lifestyle variables. Survey research was conducted with a sample of 458 management level employees from six large companies from different industrial sectors in South Africa. Seven standardised, well-validated instruments were used to measure the respective constructs. The following constructs were measured: meaning, work involvement, work commitment (represented by work values, job involvement and career commitment), and work motivation (represented by intrinsic motivation and goal orientation). The data was analysed by means of Principal Factor Analysis, Non-Parametric Analysis of Variance, Partial Correlation Analysis, Stepwise Multiple Regression Analysis, and Structural Equations Modelling. These instruments were revalidated as part of the present study. The results of this research indicated that meaning was significantly associated with career commitment. The results also indicated that meaning was significantly associated with work motivation, as measured through intrinsic motivation and goal orientation. Furthermore, meaning generally showed statistically significant relationships with work orientation and lifestyle related variables. In contrast, meaning did not show statistically significant relationships with work values, job involvement or work involvement. Meaning also did not show statistically significant relationships with Biographical/demographic type variables. These findings deepened the understanding of some of the origins of work commitment and work motivation. The findings from this study also pointed to a deeper and more fundamental source of work motivation and work commitment than those sources covered in the existing work motivation and commitment theories; an existential source. This study also attested to the significant role that meaning plays in a person’s work and in his worklife. / Thesis (PhD (Organizational Behaviour))--University of Pretoria, 2006. / Human Resource Management / unrestricted