Submitted by Silvana Teresinha Dornelles Studzinski (sstudzinski) on 2016-07-15T16:20:46Z No. of bitstreams: 1 Clarice Lucas da Silva Machado_.pdf: 2080708 bytes, checksum: 816dd61e9fa35916d650ec4535b87320 (MD5) / Made available in DSpace on 2016-07-15T16:20:46Z (GMT). No. of bitstreams: 1 Clarice Lucas da Silva Machado_.pdf: 2080708 bytes, checksum: 816dd61e9fa35916d650ec4535b87320 (MD5) Previous issue date: 2016-05-12 / Nenhuma / Este estudo trata de uma pesquisa de campo, de abordagem quantitativa e qualitativa, que foi realizada com 262 trabalhadores de empresas de tecnologia do Sul do Brasil. Apresenta como principal objetivo analisar os fatores motivacionais no ambiente laboral destacados entre trabalhadores desse segmento. É aplicada a Multidimensional Work Motivation Scale (MWMS), através de survey eletrônica, enviada aos participantes por meio da técnica de amostragem “bola de neve”. O estudo está complementado por 6 (seis) entrevistas semiestruturadas, segundo a técnica de análise de conteúdo. Como resultado, observa-se que esses trabalhadores são primordialmente orientados pela Motivação Autônoma, seguidos pela Motivação Controlada. Salienta-se que o fator Desmotivação não foi evidenciado no conjunto de trabalhadores estudado. Sentimentos de ligação com seus valores pessoais, tais como os sentimentos de autonomia e de competência, bem como a motivação para o saber e o aprender se apresentaram como fortes características desses profissionais, nos quais valorizam as relações no trabalho em todos os níveis e são estimulados pela sensação de liberdade psicológica. Esses trabalhadores gostam de competir e resolver problemas complexos, motivam-se pelos sentimentos de autoestima e da autopercepção social e profissional, assim como do reconhecimento de suas competências. O estudo revela um perfil de profissional que precisa se sentir competente, que busca superar os outros e a si mesmo, ou melhor, ser reconhecido além das barreiras institucionais. Recomenda-se que a motivação seja trabalhada no âmbito organizacional, de liderança e no individual, de forma conjunta, abrangendo mais elementos que possam alavancar o bem-estar do trabalhador e, consequentemente, melhorar os resultados organizacionais. / This field study, which used a quantitative and qualitative approach, was carried out by 262 employees of technology companies in South Brazil. The main objective was to analyze motivational factors in the work environment of workers in this particular sector. Based on the Multidimensional Work Motivation Scale (MWMS), participants were sent electronic surveys using the “Snowball Sampling” technique. The study was conducted using six (6) semi-structured interviews by way of content analysis technique. As a result, it was observed that these workers are primarily guided by Autonomous Motivation, followed by Controlled Motivation. Please note that the study did not focus on demotivation factors of the workers. Connecting personal feelings with personal values, such as feelings of autonomy and competence, as well as the motivation to learn, is presented as strong features of these professionals, in which they value relationships at work at all levels and are encouraged by a sense of psychological freedom. They like to compete and solve complex problems, are motivated by feelings of high self-esteem, social and professional self-perception, as well as being recognized for their skills. The study reveals a profile that needs to feel competent, that seeks to overcome others and himself, or better yet, be recognized beyond institutional constraints. It is recommended that motivation be worked through an organizational context, both through leadership and the individual, jointly covering more elements that will leverage the worker’s well-being and consequently improve organizational results.

Denna kvantitativa studie har syfte att undersöka sambandet mellan individers upplevda arbetsmotivation och dess personlighetsdrag. Ökad kunskap inom området har visat sig möjliggöra förbättringar inom personalarbete, däribland ledning och rekrytering. Studiens syfte mynnade ut i tre hypoteser, varav en berörde samband mellan extern arbetsmotivation och personlighetsdraget neuroticism och en intern arbetsmotivation och personlighetsdragen extraversion, samvetsgrannhet och öppenhet. Den tredje hypotesen undersökte åldersskillnader i motivationsfaktorer vid arbete – där ett antagande fanns att skattning korrelerande med intern arbetsmotivation skulle ses bland deltagare med högre ålder. En kvantitativ enkätundersökning användes som metod i vilken två sedan innan validerade mätinstrument utgjorde den huvudsakliga delen av undersökningen. Multidimensional Work Motivation Scale (MWMS) användes för att undersöka upplevd arbetsmotivation och Ten Item Personality Inventory (TIPI) för att undersöka personlighetsdrag bland deltagarna. Resultatet analyserades med Spearman’s korrelationsanalys varpå ett antal korrelationer kunde ses. Studiens resultat kunde bekräfta två av hypoteserna – där ett samband dels kunde ses mellan intern arbetsmotivation och personlighetsdragen extraversion tillika öppenhet. Ett samband kunde även ses mellan ålderskategorierna och arbetsmotivationsfaktorerna, vilket visade på att deltagare med högre ålder i större utsträckning motiverades av interna arbetsmotivationsfaktorer i jämförelse med externa arbetsmotivationsfaktorer tillika amotivation. Sammanfattningsvis kunde studiens resultat visa på upplevd arbetsmotivation och dess korrelation med personlighetsdrag tillika ålder. / This quantitative study aims to investigate the correlation between individuals' perceived work motivation and its personality traits. Increased knowledge in this field has been shown to enable improvements in personnel work, including management and recruitment. The purpose of the study led to three hypotheses, one of which concerned the relationship between external work motivation and the personality trait neuroticism and one of which concerned internal work motivation and the personality traits extraversion, conscientiousness and openness. The third hypothesis examined age differences in motivational factors at work – where an assumption was made that internal work motivation would be seen among participants with older age. A quantitative questionnaire survey was used as the method in which two previously validated measuring instruments formed the main part of the survey. The Multidimensional Work Motivation Scale (MWMS) was used to examine perceived work motivation and the Ten Item Personality Inventory (TIPI) to examine personality traits among participants. The result was analyzed with Spearman's correlation analysis, whereupon a number of correlations could be seen. The results of the study were able to confirm two of the hypotheses – where a correlation could be seen between internal work motivation and the personality traits extraversion as well as openness. A correlation could also be seen between the age categories and the work motivation factors, which showed that participants with older age were motivated to a greater extent by internal work motivation in comparison to external work motivation as well as amotivation. In summary, the results of the study could show perceived work motivation and its correlation with personality traits as well as age.