Information technology (IT) has enabled organizations to implement significant, beneficial traits of virtual organizations into their own structure such as the ability to work remotely. However, due to the COVID-19 pandemic, the business world was forced to shift towards a virtual environment where remote working has become the new norm. Thus, this study seeks to contribute to the understanding of motivation and self-efficacy for workers in this relatively new environment. This is guided by three main research questions: (1) What are the aspects of intrinsic motivations that employees feel affect employee motivation in a remote work environment?, (2) How do employees perceive incentives and other extrinsic motivators within the remote work environment?, and (3) In which possible ways does an employee believe self-efficacy has altered due to remote work? Self-determination theory (SDT) and self-efficacy were utilized as the main theoretical tools to examine the motivation of remote workers within the engineering industry along with inductive reasoning. Data for this qualitative study was gathered through the conduction of seven semi-structured interviews on two engineering companies, which are identified as Sim Co. and Mech Co. It was found that extrinsic motivators within the more autonomy supportive environment—that is remote work—will not be as influential and prominent from the individual’s perspective. Hence, supporting an individual’s perceived locus of causality (PLOC) and intrinsic motivators will be much more beneficial to motivate remote workers. It was also observed that project burnout and personal disinterest continues to conflict with remote workers as the separation between work and personal life may be an issue for the individual. Vicarious experience and physiological and emotional states were primarily affected for the interviewees during the transition to remote work. This led to a change in self-efficacy for the individual along with competence and autonomy. This research has concluded: (1) remote employee motivation is influenced more by intrinsic motivations rather than extrinsic motivations similar to the in-office environment, and (2) self-efficacy judgment was affected in two components by remote work一vicarious experience and physiological and emotional states.

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Eleven Canadian public university educators who used OERs in their teaching practices were interviewed about their lived experiences with obstacles and affordances encountered when adopting, modifying, and/or creating OERs. The reflective lifeworld phenomenological approach was used for data collection and analysis. The results were viewed through self-determination theory’s regulatory styles. Educators reflected on their experiences with several obstacles including, lack of time, perceived poor quality of OER textbooks, and difficulties using Pressbooks to modify and/or create OER textbooks, even though the educators appeared to have good technology skills. OER affordances included the ability to modify resources, OERs were easy to find, and OERs aligned with the participants’ teaching practices. Results found educators were motivated to use OERs primarily to ease their students’ financial burdens and have up-to-date teaching and learning material. All participants were externally motivated to engage with OERs and two were intrinsically motivated when creating OERs. The essential meaning of the phenomenon is understood as a device rooted in educators’ motivation to support students beyond the classroom. This research contributes to the growing body of qualitative OER research. The results and recommendations may be useful to educators who are considering using OERs and to teaching and learning centres that support OER use. / Graduate

Belöningssystem är ett omtalat verktyg inom organisationer och används i syfte attmotivera organisationers anställda. Självbestämmandeteorin (SDT) förklarar viktigaaspekter för att främja arbetsmotivation inom organisationer, som omfattar upplevelsenav autonomi, tillhörighet och kompetens. Bland forskare råder det delade meningargällande vilka former av belöningar som främjar arbetsmotivation. Uppsatsens syfte attundersöka hur arbetstagare upplever arbetsmotivation och belöningar, samt hur dessaförhåller sig till varandra. För att besvara uppsatsens syfte genomfördes en kvalitativstudie, vilket omfattade ett genomförande av intervjuer med anställda på en organisationi Sverige. Resultatet visade huruvida belöningar och arbetsmotivation upplevdes, samthur belöningar och arbetsmotivation samspelar med varandra. Det framkom att olikaindividuella aspekter som exempelvis personlighet, livssituation och övriga behov ochpreferenser påverkar vilken form av belöning som eftersträvas