Motivations, Attitudes and Modern Languages. A study of students’ motivational processes and attitudes while learning foreign languages. This doctoral thesis investigates students’ motivational processes and attitudes while studying and learning foreign languages (FLs). Students were asked about their choice of FL, and what had motivated them during their many years of studies. The study analyzes open-ended questionnaires and interviews with 43 students enrolled in the last year of foreign language studies in two schools, limiting its focus to the three most commonly studied FLs – French, German and Spanish. The theoretical framework of the thesis draws on sociocognitive theory (Bandura 1997; Linnenbrink & Pintrich 2002). Several informants refer to motivation in terms that could be related to intrinsic motivation. They have chosen to continue studying their particular target language due to an emotional state which could be related to enjoyment, pleasure and curiosity (Deci & Ryan 1985). Another salient feature is the frequent reference to mastery goals. Many of the informants express a motivation directed towards mastery and growth, or a main goal to be fluent or communicatively competent in their target language. Several informants also underline the motivational importance of experiencing competence, success and development. They become motivated by experiencing self-efficacy (Bandura 1997). This self-efficacy is rooted in experience of success, but also in being encouraged by significant others or role models, i.e. family members and friends. Despite a frequent awareness of the weakening general interest for FL, most students have a supportive network. Likewise, family and friends play a crucial role for many informants while choosing their target language initially. This key factor interacts with other important factors, such as the experiences of visiting countries or settings where the target language is used. In this context, target language attitudes tend to be important when choosing language and pursuing studies.

Denna studie syftar till att bidra med kunskap om hur anställda upplever motivation i samband med användandet av ett spelifieringsprogram. Detta har konkretiserats med hjälp av frågeställningarna ”På vilket sätt påverkar spelifieringen de anställdas motivation?” och ”Vilka konsekvenser upplever anställda att spelifieringen har för deras arbetssituation?” För att behandla frågeställningarna har åtta semistrukturerade intervjuer med anställda genomförts hos ett företag som använder sig av ett spelifieringsprogram. Vår empiri tolkas med hjälp av Vrooms (1964) Förväntansteori och Ryan och Decis (2000) Self-Determination Theory. Resultatet visar att spelifieringsprogrammet som deltagarna i studien använt har bidragit till yttre motivation hos vissa av de anställda. Ojämlik möjlighet till belöningar samt abstrakta mål har dock begränsat spridningen av denna motivation. Spelifieringsprogrammet har i mycket liten utsträckning påverkat de anställdas arbetssituation. Det har också i låg grad påverkat hur de anställda upplever sin motivation på arbetsplatsen överlag. I stället ser vi att det fyller en funktion som någonting kul och ”extra” för vissa anställda. / The purpose of this study is to contribute with knowledge about how employees experience motivation when using a gamification program. This has been concretized by the following research questions: “In what way does the gamification affect the motivation of the employees?” and “What consequences do the employees perceive the gamification has on their work situation?” To inquire into these questions eight semi-structured interviews with employees at a company that uses a gamification program have been conducted. Our empirics have been analyzed with the help of Vroom’s (1964) Expectancy Theory and Ryan and Deci’s (2000) Self-Determination Theory. The results show that the gamification program used by the participants in the study has contributed to extrinsic motivation for some of the employees. Unequal opportunity for rewards, as well as abstract goals, has limited the spread of this motivation. The gamification program has to a low degree affected the employees work situation. It has also to a low degree affected how the employees perceive their motivation at the workplace in general. Instead it serves as something fun and “extra” for some of the employees.

Offentliga organisationer implementerar nya arbetssätt i allt högre utsträckning. Syftet med detta examensarbete är att förstå hur individens inneboende motivation påverkas av företagets samhällsansvar, CSR (Corporate social responsibility). För att uppnå syftet studeras den statliga myndigheten Trafikverket. Examensarbetet utgår från en hermeneutisk kunskapssyn där en kvalitativ forskningsstrategi används för att tolka vilka faktorer som påverkar individens inneboende motivation inom organisationen. Två urvalsgrupper intervjuas där en av urvalsgrupperna har en starkare relation till CSR i form av CSR-verktyget SUNRA. Dataanalysen utförs med inslag från grundad teori. Examensarbetet kommer fram till att ett samband mellan inneboende motivation och CSR inte kan fastslås, vilket delvis motsäger den tidigare forskningen. Resultaten antas bero på att individernas internalisering av SUNRA som arbetssätt inte har fullbordats. Tolkningen görs att individerna använder SUNRA, eftersom det ingår i deras arbetsroll och som en följd av självpålagd press. Dessutom visar examensarbetets resultat att individerna tenderar att hålla isär sitt arbete och privatliv. Trots detta antyder examensarbetet att det finns utrymme för inneboende motivation på Trafikverket om förbättringsåtgärder vidtas för att höja individens upplevda kompetens och autonomi inom organisationen. / Public sector organizations increasingly implement working processes such as corporate social responsibility (CSR). The aim of this study is to understand how intrinsic motivation is affected by this specific working process. To achieve this aim, this thesis studies Swedish Transport Administration (Trafikverket). A hermeneutic approach is used to interpret which factors affect the intrinsic motivation of individuals. Two sample groups are interviewed, where one of the groups has a stronger connection to CSR through the use of the CSR-tool SUNRA. The data is analysed with elements from grounded theory. Previous literature states that intrinsic motivation and CSR are related, but the results of the thesis cannot confirm such a relation. The results are assumed to be affected by the individuals’ failed internalization of SUNRA. The results indicate that the individuals use SUNRA because it is a part of their work role and as a result of self-imposed pressure. Furthermore, the individuals seem to distinguish between work and personal life. It is shown that the possibilities to be driven by intrinsic motivation is decent at the Swedish Transport Administration. However, it is suggested that improvement actions are necessary in order to increase perceived autonomy and competence.

Budget constraints will cause federal furloughs to continue through 2035. Federal furloughs such as the one in 2012-2013, affected 800,000 out of 2.7 million federal employees. This dramatic workforce reduction caused remaining employees to experience stress and morale issues in the workplace. The purpose of the research was to understand how managers comprehend and experience the impact of extrinsic and intrinsic motivation on remaining employees' performance and attitudes during the furlough process. The theoretical foundation and conceptual framework were designed using both intrinsic and extrinsic motivation concepts and theories. Aspects of self-determination theory and hierarchy motivation theory were used to describe intrinsic motivational concepts. Extrinsic workplace motivation was described through expectancy theory, equity theory, and goal-setting theory. The overarching question addressed the lived experiences of 15 government managers to understand their perceptions on employee motivation during a furlough in the workplace through a hermeneutic phenomenological approach. Through the use of Flick's method of data analysis, 5 themes emerged from the interviews with the participants. The most notable results described the perceptions that managers had about their challenges in maintaining employee motivation and trust in an organization where the managers felt powerless. Recommendations may support positive social change by enabling more local control for managers and to develop and implement policies and procedures to support motivation of employees. Additionally, this study outcomes may lead to sensitizing national leaders to the detrimental effects of furloughs and the impact to employees and their families.

Syftet med denna uppsats var att fastställa om och hur arbetsuppgifternas komplexitetsgrad påverkar vad de anställda motiveras utav. Vidare undersöktes vilka preferenser de anställda med arbetsuppgifter av olika komplexitetsgrad hade gällande icke-monetära belöningar. Det studerades även till vilken grad cheferna var medvetna om deras anställdas preferenser. Utifrån det teoretiska perspektivet ska de anställda med komplexa arbetsuppgifter motiveras utav inre faktorer såsom beröm, utveckling och ökad självständighet. Anställda med icke-komplexa arbetsuppgifter ska då påverkas utav yttre faktorer som lön och spontana materiella belöningar. Studien genomfördes på två fallföretag med en population utav 60 anställda med icke-komplexa arbetsuppgifter samt 30 anställda med komplexa arbetsuppgifter med en svarsfrekvensen på 57%. Resultatet bekräftar att personer med komplexa arbetsuppgifter upplever inre motivation samt att personer med icke-komplexa arbetsuppgifter upplever yttre motivation. Det är snarare tillgången till en viss typ av motivation än själva arbetsuppgiftens komplexitetsgrad som avgör vad anställda motiveras av. / The purpose of this thesis was to determine whether and how the level of complexity within work task affects what employees are motivated by. Moreover, was the purpose to investigate what preferences the employees with different level of complexity in their work task had regarding non-monetary rewards. The degree to which the executives were aware of their employees preferences regarding non-monetary rewards was also examined. Based on theoretical perspectives should the employees with complex work tasks be motivated by intrinsic factors such as praise, growth and increased autonomy. The employees with non-complex work task should be affected by extrinsic factors such as salary and spontaneous material rewards. The study was carried out on two case companies with a population of 60 employees with non-complex work tasks and 30 employees with complex work tasks with a response rate of 57%. The results of this study confirm that people with complex work tasks experience intrinsic motivation whereas those with non-complex work tasks experience extrinsic motivation. The result concludes that it is the access to a certain kind of motivation rather than the complexity of work task which determines what the employee is motivated by.

科学研究費補助金 研究種目:基盤研究(C)(2) 課題番号:07610121 研究代表者:速水 敏彦 研究期間:1995-1996年度

In the present study, the topic under scrutiny is how Philanthropic Corporate Social Responsibility plays a role within the workplace. This study is being presented due to the fact that CSR is often researched with the frame of reference of marketing, whereas the managerial perspective is not often considered. The research question addressed will take a managerial perspective on CSR and examine if implementing Philanthropic CSR only affects extrinsic factors, or if it also has an intrinsic effect on employee motivation. In this research, the questions undergoing discussion to support the study are 1) To what extent does CSR motivate employees? 2) What involvement level of CSR is required for employee motivation? 3) What level does CSR fit into on Maslow’s Hierarchy of Needs? This thesis focuses mainly on connecting Philanthropic CSR to Maslow’s Hierarchy of Needs. Other supporting theories that will be used include: Herzberg’s Motivation Hygiene Theory, McGregor’s X and Y Theory, Self-Determination Theory, and Motivational Crowding Theory. To conduct the research needed, the authors have conducted a deductive study through a comparative design, obtaining qualitative data by the means of semi structured skype interviews. These interviews focus on American for-profit companies that have CSR in their strategy but focus on profit. The data collected has then been analyzed through a thematic approach. The information obtained suggests that Philanthropic CSR plays a role within the workplace, however, it is not seen as an incentive by employees. Moreover, an employee must be personally involved within the company’s CSR program to fully feel the effects that the program has to offer. This is due to the emotional investments made while participating in the said philanthropy. The conclusion found from this study is that Philanthropic CSR does have an intrinsic effect on employees because of the ‘feel good feeling’ they benefit from when they do participate in the Philanthropic CSR. However, to fully understand the effects of the motivational aspects, further research must be conducted.

This dissertation presents the findings of a qualitative study on understanding the motivating factors underlying repeat attendance in market research studies and the ways in which repeat attendance participants are recruited to take part in such studies. The study was approached from an interpretivist paradigm, employing the self-determination theory and the theory of self-concept maintenance. Purposive sampling was applied. The data was collected by conducting eight semi-structured interviews with participants who had taken part in numerous market research studies. Through thematic analysis, sub themes were identified from the data, combined into second-level themes and grouped into the following three overarching themes: (1) participation motivation; (2) honesty/dishonesty; and (3) recruitment procedures. It was found that participants were not only motivated by extrinsic motivators such as incentives, but that intrinsic motivators were also present. Furthermore, a level of dishonesty was also evident, not only among the participants, but among the recruiters as well. / Psychology / M.A. (Psychology with specialisation in Research Consultation)

From the wave of policy reforms of the new Minister of Education and Human Resources for a "World Class Quality Education", stakeholders have been ascribing the poor quality of learner performance to a lack of motivated teachers. This study focuses on the factors that impact on teacher motivation in the Flacq district of Mauritius and on the role of the principal in enhancing teacher motivation. An empirical investigation based on qualitative research was conducted following the literature study on these two themes. Motivational factors pertain to the school-based personal and professional needs of the teacher. Due to centralised school governance and instructional leadership tasks being delegated to the School Management Team, principals are not effective teacher motivators. Recommendations relate to transformational, distributive and participatory leadership strategies for optimal instructional principalship. / Educational Leadership and Management / M. Ed. (Educational management)

The purpose of this study was to investigate the relationship that exists between academic self-concept, motivation and academic achievement at the University of the Free State. The primary aim of this study was to determine if academic self-concept and motivation of quantity surveying students at the University of the Free State could predict their level of academic achievement. The sample was selected by means of convenience sampling. Relevant literature indicated that there are contrasting findings about whether a relationship exists between students’ academic self-concepts and motivation, and academic achievement. The empirical investigation revealed that there are only significant correlations between academic self-concept, motivation and academic achievement in some of the study year levels and not in all of them. / Educational Studies / M.Ed. (Adult education)