Introduction: Work motivation (intrinsic & extrinsic) and employee engagement is the hot issues for today’s management. Employee’s motivation has been in discussion for years, different compensation plans and strategies were adopted over years to make employees more productive. Recently, the introduction of employee engagement as a new construct to business, management, and human resource management fields make it an imperative to adopt in organizational settings. Many studies made indirect link between work motivation (intrinsic & extrinsic) and employee engagement. Moreover, motivational factors (intrinsic & extrinsic) are often considered a useful tool for employee engagement. But very few studies investigated the direct relationship between work motivation (intrinsic & extrinsic) and employee engagement. Purpose: This study explored the relationship between work motivation (Intrinsic & Extrinsic) and employee engagement. Moreover, the study also examined the impact of intrinsic and extrinsic motivation on employee engagement.   Methodology: In order to fulfill the research purpose, quantitative study was adopted. Questionnaires were designed using Google survey tool. 187 questionnaires were collected from employees of Allied Bank of Pakistan. Later on, SPSS was used to perform the required test of descriptive statistics, reliability analysis, bivariate correlation, ANOVA test and multiple regression analysis.   Findings: The results of SPSS revealed strong agreement of respondents to positive relationship between intrinsic motivation and employee engagement, and extrinsic motivation and employee engagement. Four intrinsic factors namely interesting work, job appreciation, satisfaction and stress, and four extrinsic factors namely job security, good wages, promotion & growth and recognition were considered important by respondents for engagement.   Conclusion: From the findings it is concluded that there is positive relationship between intrinsic motivation and employee engagement, and extrinsic motivation and employee engagement. Furthermore, it is also accomplished that both intrinsic and extrinsic motivation has strong positive impact on employee engagement. From the results it is also concluded that the relationship and impact of extrinsic motivation was stronger on employee engagement as compared to intrinsic motivation.      The study will enrich the current literature of work motivation and employee engagement. On practical level this study will not only help practitioners and consultants but also bank management will also be equipped with useful information regarding work motivation and employee engagement in organizational settings.

Thesis (M.Ed.)--University of Hong Kong, 1999. / Includes bibliographical references (leaves 114-121). Also available in print.

Syftet med denna studie var att undersöka om studenters inre och yttre motivation skiljde sig åt beroende på vilken högskoleutbildning individen har valt. Tidigare studier har visat att det finns en skillnad mellan typer av motivationsnivåer hos studenter på olika högskoleutbildningar. I studien deltog 46 studenter vid ett svenskt universitet från Musikproduktionsprogrammet och 39 studenter vid samma universitet från Civilekonomprogrammet. Resultatet visade att Civilekonomstudenterna hade signifikanta skillnader mellan motivationstyperna. Majoriteten av civilekonomstudenter skattade högre värden i yttre motivation (EM) än i inre motivation (IM). Civilekonomstudenterna visade även högre värden i yttre motivation (EM) i jämförelse med Musikproduktionsstudenterna. Värden i IM och EM var jämt fördelade hos studenter från musikproduktionsprogrammet och Amotivationen visade sig vara låg hos samtliga studenter. Deltagarnas årkurs och kön var kovariater som kontrollerades i studien. Här sågs deltagarnas årkurs och kön ha signifikanta samband med studenternas nivåer av IM och EM. Utifrån resultatet dras slutsatsen att studenter från musikproduktionsprogrammet sannolikt drivs av både personligt intresse och externa belöningar medan majoriteten av civilekonomstudenter endast tycks motiveras av externa belöningar. / The aim of this study was to investigate whether student’s intrinsic motivation (IM) and extrinsic motivation (EM) differs depending on which university program the individual has chosen. Previous studies have shown that there is a difference between the level of motivation among different college students. 46 Swedish university students from the Music Production Program and 39 Swedish students at the same university from the Civil Econom Program participated in the study. The results showed that the Civil Economic students had significant differences between motivational types. The majority of Civil economic students estimated higher values in EM compared to IM. The Civil Economic students even showed higher values in EM compared to students from the Music Production program. The values in IM and EM were equally distributed within students from the Music Production program and the Amotivation proved to be low among all students. The grade and the gender of the participants were covariates that were controlled in the study. The participants grade and gender showed to have correlations that were significant with the students’ level of IM and EM. Conclusions from the results are that students from the Music Production program are likely to have goals based on personal interest and external rewards while the majority of civil Economic students only seems to be motivated by external rewards.

Vårt syfte med studien är att undersöka på vilka sätt åtta svensklärare på två olika högstadieskolor motiverar sina elever till skönlitterär läsning. Vi ville även ta reda på vilka inställningar de hade till läsning och motivation samt om de individualiserar för att motivera. Materialet insamlades genom åtta semistrukturerade intervjuer med svensklärare på två olika skolor i två kommuner. Resultatet visade att de flesta av lärarna hade en positiv inställning till motivationsarbetet men deras insatser och metoder skiljde sig åt. Vi kunde urskilja två grupper av lärare där den ena föredrog att låta eleverna läsa på fritiden och den andra i skolan. Urvalet av skönlitteratur grupperade också lärarna i två kategorier, där den ena valde verk åt eleverna och den andra lät eleverna ha inflytande över valet. En slutsats vi kunnat dra av detta är att undervisningen ser olika ut beroende på vilken lärare man möter som elev i skolan. Lärarna har olika tillvägagångssätt för att motivera elever till skönlitterär läsning samt prioriterar individualisering olika.

Abundant research quantifies the effects of different meditation practices, however little work has been done to investigate the motivations individuals have for starting or continuing their practice. This study investigated individuals' motivations for starting and continuing meditation practice through an online, open-ended survey. Participants were 401 adult, Englishspeaking practitioners from 33 states and 27 countries with any kind of meditation practice. Using grounded theory, seven over-arching themes for practicing meditation were identified. The study supported previous work demonstrating that motivations for practicing meditation move along a continuum of self-regulation to self-exploration to self-liberation over time (Shapiro, 1992). The study also revealed increases in altruistic motivations over time, suggesting that over time motivations for meditating become less self-focused. These results have implications for motivational models of how meditation practices are established and maintained.

Problem: Hög produktivitet är ett måste för dagens organisationer i strävan mot ökad konkurrenskraft. Samtidigt visar motivationsforskningen att individer som upplever inre motivation är mer produktiva. Ett arbetssystem som gör anspråk på både ökad effektivitet och en motiverad arbetskraft är lean. En industri där lean fått fäste är lagerverksamheter med ständigt höga krav på ökad produktivitet och optimerade varuflöden. Forskningen kring lean och dess påverkan på medarbetare är dock motstridig. Detta beror på att lean inte är en enhetligt definierbar arbetsmetod då konceptet innefattar allt som handlar om att eliminera slöseri. På grund av detta saknar forskningen en samsyn gällande effekterna av lean på medarbetarna. Motivation i kombination med lean är även ett relativt nytt forskningsområde. Framförallt finns det få empiriska studier gällande medarbetares upplevelser av inre motivation i en lean-baserad lagerverksamhet. Syfte: Syftet med studien är att bidra med kunskap och förståelse om medarbetare på plocklagret i en lean-baserad lagerverksamhet upplever inre motivation. Vidare ämnar studien att kartlägga hur den studerade lagerverksamheten arbetar med lean för att belysa vilken påverkan lean har på den inre motivationen. Metod: Studien utgick från ett tolkande samhällsvetenskapligt perspektiv med en kvalitativ ansats. För att erhålla kunskap och förståelse gällande ett specifikt fall användes fallstudie som forskningsdesign med hjälp av semistrukturerade intervjuer. Forskningsansatsen var av ett iterativt slag där studien pendlade mellan teori och empiri fram till slutgiltigt resultat. Vidare användes en tematisk analys för bearbetning av data.   Slutsats: I studien framgick det att fallföretaget arbetar med lean utefter den teoretiska framställningen av konceptet. Resultatet visade att medarbetarna upplever meningsfullhet i arbetet men att arbetet upplevdes innebära en låg grad autonomi och feedback. Studien visade därför en tvetydig bild av medarbetarna upplevda inre motivation. Studien kunde fastslå att lean har både en positiv och negativ påverkan på medarbetarnas inre motivation. De positiva effekterna som kunde skönjas var en högre grad av delaktighet och autonomi, bättre sociala relationer, ökad självkänsla och ökad kompetens. De negativa effekterna som kunde urskiljas var högre stress i form av prestationskrav och ökad arbetsintensitet. Studien kunde därmed visa att lean hade en överhängande positiv påverkan på medarbetarnas inre motivation. / Problem: High productivity is crucial for today's organizations in the pursuit of increased competitiveness. At the same time, research on motivation shows that individuals who experience intrinsic motivation are more productive. A work system that claims to increase efficiency and lead to a motivated workforce is lean. An industry where lean has taken hold is warehousing which faces constant demands for increased productivity and optimized production flows. Research on lean and its impact on employees, however, is contradictory. This is because lean is not a unitary concept but one that includes all aspects related to eliminating waste. Because of this, research seems to lack consensus on the effects of lean on employees. Motivation in combination with lean is also a relatively new area of research. Above all, there are few empirical studies on employees' perception of intrinsic motivation in lean based warehouse operations. Purpose:The purpose of the study is to provide knowledge and understanding if warehouse stock pickers in a lean-based warehouse operation experience intrinsic motivation. Furthermore, the study aims to identify how the studied warehouse operation are working with lean to highlight the impact of lean on intrinsic motivation. Method: The study is based on an interpretive social science perspective with a qualitative approach. To obtain knowledge and understanding regarding a specific case, we applied a case study research design using semi-structured interviews. The research approach is iterative where the study has fluctuated between theory and empirics until the final results. Furthermore, a thematic analysis was used for data processing Conclusion: The study revealed that the case company is working with lean according to the theoretical description of the concept. The results showed that employees feel meaningfulness in their work but that the work was perceived to contain a low degree of autonomy and feedback. The study therefore showed an ambiguous picture of the employees perceived intrinsic motivation. We could conclude that lean has both positive and negative effects on employees' intrinsic motivation. The positive effects consisted of a greater degree of participation and autonomy, improved social relationships, self-esteem and skills. The negative effects that could be identified was higher stress due to performance requirements and increased work intensity. We could thus conclude that lean had an immediate positive impact on employees' intrinsic motivation.

published_or_final_version / Psychology / Doctoral / Doctor of Philosophy

published_or_final_version / abstract / toc / Educational Psychology / Master / Master of Social Sciences

published_or_final_version / abstract / Educational Psychology / Master / Master of Social Sciences

published_or_final_version / Educational Psychology / Master / Master of Social Sciences