Nyfikenhet är inneboende strävan mot inhämtande av ny information. Länge har det ansetts vedertaget att yttre motivation hämmar nyfikenhet, men på senare år har det framkommit forskning som indikerar ett delvis annorlunda förhållande. För att undersöka interaktionen mellan nyfikenhet och yttre motivation konstruerades ett bildbaserat inlärningsexperiment i vilket deltagarna belönades respektive bestraffades för att inhämta information som stillade deras nyfikenhet. I experimentets första del skattade deltagarna sin nyfikenhet på mosaikmaskerade bilder. I experimentets andra del presenterades de skattade mosaikbilderna med en konstant bild. De 24 deltagarnas uppgift var att välja en av de två bilderna i varje spelomgång. Bilden deltagarna valde demaskerades efter olika väntetider. Väntetiden var antingen dragen från en lång eller kort väntetidsfördelning och avhängig om bilden var ny eller återkommande. Huruvida det var den nya eller återkommande bilden som hade kort respektive lång medelväntetid varierade mellan de två inomgrupps-betingelserna. Deltagarna antogs vara yttre motiverade att minimera väntetiden genom att lära sig och sedan föredra den bildkategori med kortast genomsnittlig väntetid. Deltagarna antogs dessutom vara nyfikna att se bilder demaskerade. I ena betingelsen sammanföll deltagarnas yttre motivation och nyfikenhet, i andra betingelsen var deltagarnas yttre motivation och nyfikenhet i konflikt. I en tredje kontrollbetingelse var nyfikenhetsdimensionen eliminerad för att mäta inlärning av väntetid. Experimentet visade att det krävdes fler spelomgångar för att lära sig väntetiden i kontrollbetingelsen jämfört med betingelsen där nya bilder också hade kortare medelväntetid. Betingelsen där nya bilder var förknippade med längre medelväntetid delade deltagarna i två grupper. Deltagare i den ena gruppen valde sällan nya bilder (proportionsmått: 0.75 – 1.0) medan deltagare i den andra gruppen valde nya bilder i hög utsträckning (proportionsmått: 0.0077 – 0.069). Dessa grupper utmärks också på personlighetsdrag kopplade till nyfikenhet. Sammantaget ger studien stöd för att nyfikenhet och yttre motivation kan integreras och att personlighetsdrag är relaterade till värderingen av information. / Curiosity is an intrinsic aspiration to obtain new information. It has been considered that external motivation inhibits curiosity, but over the last years new research has indicated a partially different relationship. To investigate the interaction between curiosity and external motivation a picture-based learning experiment was constructed, in which the participants were rewarded, alternatively punished for obtaining new information which pleased their curiosity. In the first part of the experiment, the participants scored their curiosity of mosaic-covered pictures. In the second part of the of the experiment, the scored mosaic-covered pictures were consequently presented next to a constant picture. The task for the 24 participants was then to choose one of the pictures in each round. The chosen mosaic-covered picture would then show according to a certain waiting time - either short or long - depending on if it was new or recurring. Whether the new or recurring picture had a short or long average waiting time varied between the two in-group conditions. It was hypothesized that the participants would be externally motivated to minimize the waiting time by learning and favouring the category of pictures with the shortest waiting time. In addition, it was hypothesized that the participants would be curious of the mosaic-covered pictures. In one of the conditions, the participants external motivation coincided with their curiosity, in the other condition the external motivation was in conflict with their curiosity. In a third controlling condition, the dimension of curiosity was eliminated to measure the learning of the waiting time. The experiment showed that more rounds are needed to learn the waiting time in the controlling conditions compared to when the new pictures also had a shorter average waiting time. When new pictures were associated with a longer average waiting time, it divided the participants into two groups. In one group the participant rarely chose new pictures (proportion: 0.75 – 1.0) while the participants in the other group to a large extent chose new pictures (proportion: 0.0077 – 0.069). These differences were also shown in the participants personal traits connected to curiosity. All together, the study supports the idea that curiosity and external motivation can be integrated and that personal traits are related to the evaluation of information.

Domestic violence (DV) rehabilitative program facilitators administer the same treatment programs to males who reoffend. When DV facilitators administer the same unsuccessful treatment programs to repeat offenders, facilitators may lose intrinsic and extrinsic motivation to perform their job. For this study a hermeneutic phenomenological methodology approach was used to explore the phenomenon of DV facilitators' motivation. Self-determination theory was used to frame the influence of intrinsic and extrinsic motivation on DV facilitators who administer treatment programs to repeat offending males. A recruitment flyer was placed in the DV organization, data were collected from 7 participants through face-to-face or telephone interviews that were 18 years of age, proficient English speaking, actively facilitating DV treatment programs to repeat offending males, and employed with the DV organization. Data were transcribed and coded using open and axial coding, and analyzed for themes. Findings indicated that accountability, intrinsic motivation, and commitment influenced DV facilitators when administering programs to repeat offenders. Social change implications include awareness of perceived laissez-faire criminal justice policy towards DV male offenders and the lack of community support of challenges and opportunities for enhancing motivation for DV program facilitators.

<p>The aim of the present study is to examine how the development of <i>syntactic complexity</i> and <i>accuracy</i> in spoken Spanish L2 is related to two parameters, <i>motivation</i> and <i>aptitude</i>, in which <i>individual differences</i> are often claimed to correlate with successful second language learning (Dörnyei and Skehan 2003). The study shows how an understanding of the relationship between progression in second language proficiency and motivation is gained through the study of longitudinal data and the assessment of motivation in discourse. The development of syntactic complexity and accuracy in oral performance has been chosen as main indicators of <i>proficiency level</i>. <i>Correlations</i> have been computed between proficiency levels, <i>development coefficients</i>, quantitative outcomes of aptitude tests and quantified assessment of motivation. The study is based on longitudinal data consisting of recorded interviews and conversations in Spanish in Swedish upper secondary school. </p><p>The results from the progression analysis show that the whole group develops syntactic complexity, and that individual learners concentrate on either syntactic complexity or accuracy in their development. </p><p>Discourse analytical methods have been applied to the in-depth interviews in order to identify motivational types expressed by the learner and the strength of each type. These have been represented in terms of values on a self-determination scale, the extreme points of which are '<i>intrinsic</i>' vs. '<i>extrinsic</i>' motivation. An aptitude test (<i>Lat03</i>, Meara 2005) has also been administered to the participants and analysed . </p><p>Correlations (Spearman) have been further calculated between the relevant parameters. The results indicate that self-determined, intrinsic motivation correlates with progression. Analytic aptitude, however, does not predict progression to the same extent as intrinsic motivation seems to do at this level. </p>

<p><strong><p>Abstract</p><p>The purpose of this study was to investigate the consultants' approach to the intrinsic and extrinsic motivation in temporary work agencies. We examined the motivation of three temporary work agencies to see if there are any differences in how they motivate their consultants. The intrinsic motivation comes from the own spontaneous interest while the extrinsic is related to the surrounding circumstances.</p><p>We created a survey with 42 questions for the consultants, concerning motivation in order to understand their attitudes to the phenomenon of motivation.</p><p>The following issues are addressed in our study:</p><p>- What are consultant’s experiences of motivation in the temporary work agencies and are there any background factors that may impact?</p><p>- Are there any differences in how consultants in the three different temporary work agencies are experiencing motivation?</p><p>As analytical tools, we used concepts and theories of the intrinsic and extrinsic motivation based on Self-Determination theory.</p><p>The results of this study showed no distinct differences between the intrinsic and extrinsic motivation of all consultants, but in general the intrinsic motivation was experienced slightly higher rated. The consultants appeared to be aware of what was expected of them and communication was valued fairly well. A positive attitude towards the organization was that the consultants were the least satisfied with, in our study. Our conclusion is that the intrinsic and extrinsic motivations interact with each other, depending on the work situation.</p></strong></p> / <p><strong><p>Sammanfattning</p><p>Syftet med denna studie var att kartlägga konsulternas syn på den inre och yttre motivationen i bemanningsföretag. Vi undersökte motivationen på tre bemanningsföretag för att se om det fanns någon skillnad i hur de motiverar deras konsulter. Den inre motivationen handlar om det spontana egna intresset medan den yttre uppstår från omgivningens omständigheter.</p><p>För att uppnå syftet har vi använt oss av en enkätundersökning med 42 frågor riktade till konsulterna för att fånga deras attityder till motivationsfenomenet.</p><p>Följande frågeställningar besvaras i studien;</p><p>- Hur upplever konsulterna i bemanningsföretagen sin motivation och finns det några bakgrundfaktorer som får betydelse?</p><p>- Finns det några skillnader i hur konsulterna i de tre olika bemanningsföretag upplever motivationen?</p><p>Som analysverktyg har vi använt oss av begrepp och teorier om den inre och yttre motivationen som bygger på Self-Determination theory.</p><p>Resultatet av studien visar inte på några markanta skillnader mellan den inre och yttre motivationen hos samtliga bemanningsföretag, men den inre motivationen upplevdes lite starkare. Konsulterna visade sig vara medvetna om vad som förväntades av dem och kommunikationen värderades relativt bra. En positiv inställning till organisationen var det som konsulterna var minst nöjda med enligt vår studie. Vår slutsats blev att den inre och yttre motivationen samspelar med varandra, beroende av arbetssituationen.</p></strong></p>

The aim of the present study is to examine how the development of syntactic complexity and accuracy in spoken Spanish L2 is related to two parameters, motivation and aptitude, in which individual differences are often claimed to correlate with successful second language learning (Dörnyei and Skehan 2003). The study shows how an understanding of the relationship between progression in second language proficiency and motivation is gained through the study of longitudinal data and the assessment of motivation in discourse. The development of syntactic complexity and accuracy in oral performance has been chosen as main indicators of proficiency level. Correlations have been computed between proficiency levels, development coefficients, quantitative outcomes of aptitude tests and quantified assessment of motivation. The study is based on longitudinal data consisting of recorded interviews and conversations in Spanish in Swedish upper secondary school. The results from the progression analysis show that the whole group develops syntactic complexity, and that individual learners concentrate on either syntactic complexity or accuracy in their development. Discourse analytical methods have been applied to the in-depth interviews in order to identify motivational types expressed by the learner and the strength of each type. These have been represented in terms of values on a self-determination scale, the extreme points of which are 'intrinsic' vs. 'extrinsic' motivation. An aptitude test (Lat03, Meara 2005) has also been administered to the participants and analysed . Correlations (Spearman) have been further calculated between the relevant parameters. The results indicate that self-determined, intrinsic motivation correlates with progression. Analytic aptitude, however, does not predict progression to the same extent as intrinsic motivation seems to do at this level.

Over the last two decades, research has identified factors that foster versus undermine human motivation and well being with important implications for learning and performance. Much of the research is concerned with intrinsic versus extrinsic motivation and autonomous versus non-autonomous learning environments. The data suggests that learning and performance are often significantly enhanced in autonomy-supportive environments that foster intrinsic motivational perspectives. This study examines the lived experience of Abraham Lincoln in the context of his adult learning motivation, forming a qualitative narrative around his adult educational experiences. It was hypothesized that Abraham Lincoln benefited from learning experiences with high levels of both intrinsic motivation and autonomy-supportive contexts. Results indicate that Abraham Lincoln experienced near total autonomy in his learning activities and that most of his adult learning activities were intrinsically-motivated. A discussion section explores the relevance of the findings to select topics in adult education.

Syftet med studien var att undersöka SPIRA-projektets deltagares uppfattningar om motivation och uppfattningar om projektets eventuella påverkan på motivationen. Samt uppfattningar hos några tidigare deltagare i projektet. SPIRA-projektets syfte är att stärka kompetensen hos sina deltagare och målgruppen är individer som varit arbetslösa i ett år eller mer, alternativt sjukskrivna i minst sex månader. Tidigare forskning inom arbetslöshet och motivation tyder på att de individer som drivs av en motivation med en hög grad autonomi har en större chans att vara lyckosamma. De anses även vara mer ihärdiga i sitt arbetssökande och har ett högre välmående än de som drivs av motivation med en låg grad autonomi. Däremot har ingen liknande undersökning gjorts inom denna grupp. Metoden i studien var semi-strukturerad enkät med öppna frågor och enkäten delades ut till 20 nuvarande deltagare och 15 tidigare deltagare, varav 20 nuvarande och 5 tidigare svarade. Bearbetningen av empirin genomfördes med inspiration av Self-Determination Theory och dess underteori, Organismic Integration Theory (OIT), där det finns olika grader av motivation. Slutsatserna i studien är att respondenterna uppfattar motivation som någonting med en hög grad autonomi. De drivs även överlag av en motivation med en hög grad av autonomi, men det är ofta ett förväntat yttre värde som ligger bakom motivationen. Vidare är även respondenterna generellt nöjda med projektets utformning och de främjande faktorerna inom projektet kännetecknas av en hög grad autonomi. Samtidigt som de hämmande faktorerna präglas av en låg grad av autonomi.

Abstract The purpose of this study was to investigate the consultants' approach to the intrinsic and extrinsic motivation in temporary work agencies. We examined the motivation of three temporary work agencies to see if there are any differences in how they motivate their consultants. The intrinsic motivation comes from the own spontaneous interest while the extrinsic is related to the surrounding circumstances. We created a survey with 42 questions for the consultants, concerning motivation in order to understand their attitudes to the phenomenon of motivation. The following issues are addressed in our study: - What are consultant’s experiences of motivation in the temporary work agencies and are there any background factors that may impact? - Are there any differences in how consultants in the three different temporary work agencies are experiencing motivation? As analytical tools, we used concepts and theories of the intrinsic and extrinsic motivation based on Self-Determination theory. The results of this study showed no distinct differences between the intrinsic and extrinsic motivation of all consultants, but in general the intrinsic motivation was experienced slightly higher rated. The consultants appeared to be aware of what was expected of them and communication was valued fairly well. A positive attitude towards the organization was that the consultants were the least satisfied with, in our study. Our conclusion is that the intrinsic and extrinsic motivations interact with each other, depending on the work situation. / Sammanfattning Syftet med denna studie var att kartlägga konsulternas syn på den inre och yttre motivationen i bemanningsföretag. Vi undersökte motivationen på tre bemanningsföretag för att se om det fanns någon skillnad i hur de motiverar deras konsulter. Den inre motivationen handlar om det spontana egna intresset medan den yttre uppstår från omgivningens omständigheter. För att uppnå syftet har vi använt oss av en enkätundersökning med 42 frågor riktade till konsulterna för att fånga deras attityder till motivationsfenomenet. Följande frågeställningar besvaras i studien; - Hur upplever konsulterna i bemanningsföretagen sin motivation och finns det några bakgrundfaktorer som får betydelse? - Finns det några skillnader i hur konsulterna i de tre olika bemanningsföretag upplever motivationen? Som analysverktyg har vi använt oss av begrepp och teorier om den inre och yttre motivationen som bygger på Self-Determination theory. Resultatet av studien visar inte på några markanta skillnader mellan den inre och yttre motivationen hos samtliga bemanningsföretag, men den inre motivationen upplevdes lite starkare. Konsulterna visade sig vara medvetna om vad som förväntades av dem och kommunikationen värderades relativt bra. En positiv inställning till organisationen var det som konsulterna var minst nöjda med enligt vår studie. Vår slutsats blev att den inre och yttre motivationen samspelar med varandra, beroende av arbetssituationen.

Problem: För att skapa ett starkt employer brand ska arbetsgivaren inneha positiva associationer hos potentiella medarbetare, vilket bidrar till att mindre resurser krävs för att finna den efterfrågade kompetensen. Då en rekommendation handlar om att yttra sig förmånligt blir betydelsen av medarbetares rekommendationer viktig för företagets employer brand. Resultaten av att använda sig av medarbetares rekommendationer i rekryteringsprocessen är känt inom forskningen. Däremot har underliggande faktorer och motiv som ligger till grund för att medarbetare rekommenderar personer i deras sociala nätverk inte adresserats i samma utsträckning. Syfte: Syftet med studien är att undersöka vilka underliggande faktorer och motiv som finns hos anställda vid rekommendationer av personer i deras sociala nätverk. Studien ska analysera hur företag med rekryteringsbehov kan utveckla deras employer brand som i sin tur gynnar rekryteringsprocessen. Studien kan fungera som vägledning i utvecklingen av företags employee referral program, då en allmän förståelse kring rekommendationer saknas. Utifrån resultatet kommer förslag att ges om vad som bör tas hänsyn till vid en utveckling av ett employee referral program. Metod: Den insamlade data är av kvantitativ karaktär och samlades in genom en enkät som skickades ut till anställda på ABB. Resultat: Studien visar att respondenterna i undersökningen motiverades av en prosocial motivation då de rekommenderar någon till att söka anställning hos arbetsgivaren främst för att hjälpa en bekant följt av att hjälpa organisationen. Respondenterna motiverades minst av yttre motivation i form av belöningar samt att rekommendationen ska bistå med ett stärkande av deras position. Hinder och osäkerhet upplevdes till viss del hos respondenterna vid en rekommendation, men i de flesta fall var detta inte en orsak till att inte rekommendera. Det främsta hindret som upplevdes var att respondenterna inte har kunskap om hur de rekommenderar via digitala hjälpmedel och den främsta osäkerheten grundades i att personen som rekommenderas inte ska passa ihop med ABB. De flesta respondenter svarade däremot att inget hinder eller osäkerhet fanns vid en rekommendation. / Problem: In order to create a strong employer brand it requires that the potential employees hold positive associations towards the employer. When this exists, fewer resources are required in order to find the right expertise. A recommendation could be defined as: to speak favourably about something or someone. The importance of employee referrals is vital for the company's employer brand. The results of the use of these types of referral programs in the recruitment process are already known in research. However, the underlying factors and motives for employee referrals and why the employees recommend people in their social networks is not addressed to the same extent in research. Purpose: The purpose of this thesis is to examine the underlying factors and motivations held by employees when they recommend people in their social network. The study will analyze how companies employer brand and employee referral program can be developed. Based on the results, suggestions will be given on what should be reviewed in a development of an employee referral program. Method: The collected data is of quantitative characteristic and was extracted from a survey, which was sent to ABB employees. Results: The study shows that most of the respondents were motivated by a prosocial motivation, as they mainly recommended someone to help an acquaintance, followed by helping the organization. The external motivation was the motivation the respondents were least motivated by, in regards to rewards and that a referral would assist with a strengthening of their position. Barriers and uncertainties among respondents were perceived to some extent when making a referral. For some respondents this was perceived as a factor for not making a referral, however not for most of them. The main barrier experienced was a lack of knowledge about how to make a referral by using digital tools. The main uncertainty was found in the perception that the person who is recommended make a suitable organisation fit. Most respondents experienced that barriers or uncertainties would not prevent them from making a referral.

Titel: Inre och yttre motivation – En studie om vilka faktorer som motiverar unga medarbetare mest i fyra detaljhandelsföretag Nivå: C- uppsats i ämnet företagsekonomi Författare: Joel Lawrence Tribble &amp; Abdi Fatah Jimaale Handledare: Lars Ekstrand Datum: 2013 – Juni Syfte: Syftet med undersökningen är att, med hänsyn till incitamenten som tillämpas i detaljhandelsföretag, studera huruvida det är inre eller yttre motivationsfaktorer som har störst positiv påverkan på unga medarbetares motivation. Våra forskningsfrågor är: Är det inre eller yttre motivationsfaktorer som har störst positiv påverkan på unga medarbetares motivation? Vilka incitament tillämpar företag för att motivera sina medarbetare att utföra önskade prestationer? Metod: Vi har gjort fallstudier på fyra branschledande detaljhandelsföretag, där vi utförde fyra kvalitativa intervjuer med företagens respektive chefer. Vi delade även ut 60 enkäter till de valda företagens respondenter där vi riktade oss till unga medarbetare i åldrarna 15-30 år. Även sekundärdata som litteratur inom området och tidigare forskning har studerats. Informationen som genererats behandlades och analyserades vilket sedan ledde till vår slutsats. Resultat &amp; Slutsats: Vi har kommit fram till att arbetstrygghet och goda arbetskamrater är de två mest motiverande faktorerna bland studiens unga medarbetare, och dessa är inre motivationsfaktorer. Förslag till fortsatt forskning: Vilka skillnader av motivationspreferenser finns det mellan olika generationsgrupper? Vilket styrsystem motiverar medarbetare mest? Utformar företag sina incitamentsystem på ett effektivt sätt?                      Uppsatsens bidrag: Det bidrag som uppsatsen gett är en ökad förståelse om vad som motiverar unga medarbetare mer och mindre inom detaljhandeln, och vilka incitament de valda företagen använder för att motivera sina medarbetare att utföra önskade prestationer. / Title: Intrinsic and extrinsic motivation - a study of what motivates young employees the most within four retail businesses. Level: Final assignment for Bachelor Degree in Business Administration Authors: Joel Lawrence Tribble &amp; Abdi Fatah Jimaale Supervisor: Lars Ekstrand Date: 2013 - June Aim: The purpose of the study is that, given the incentives applied in the retail businesses, consider whether it is intrinsic or extrinsic motivators that have the greatest positive impact on young employees' motivation. Our research questions are:                      Is it intrinsic or extrinsic motivators that have the greatest positive impact on young employees' motivation?     What incentives do companies apply to motivate their employees to perform the desired performance?             Method: We have done case studies on four industry-leading retail companies, where we conducted four interviews with their respective managers. We also distributed 60 surveys to the selected companies employees where we aimed ourselves to young employees aged 15-30 years. Secondary data in forms of literature and prior research have been studied. The information generated were then processed and analyzed, which then led to our conclusion. Result &amp; Conclusions: We have found that job security and good coworkers are the two most motivating factors among the study's young employees, and these are intrinsic motivators. Suggestions for future research:           What are the differences of motivation preferences between different generational groups? Which control system motivates employees the most? Do companies design their incentive systems in an efficient way? Contribution of the thesis: The contribution that the thesis has given is an increased understanding of what motivates young employees more and less within the detail industry, and what incentives the studied companies use to motivate their employees to perform the desired performance.