Bien qu'elle constitue toujours l'orthodoxie en philosophie de l'esprit, la théorie humienne de la motivation (selon laquelle la motivation origine toujours d'un désir et jamais d'une croyance seule) a été plusieurs fois critiquée au cours des dernières décennies. Je passe ici en revue les principaux arguments avancés à la fois pour appuyer et rejeter cette théorie. Du côté humien, j'examine l'argument des croyances identiques, l'argument de la direction d'ajustement et l'argument de l'uniformité théorique. Du côté anti-humien, l'objection voulant que la notion de direction d'ajustement soit circulairement caractérisée, l'objection des croyances irrationnelles et l'objection selon laquelle certains états mentaux présenteraient deux directions d'ajustement. Je conclus qu'aucune de ces objections ne devrait nous conduire à rejeter la théorie humienne, mais aussi que cette dernière trouve son principal appui du côté des considérations relatives à l'uniformité théorique et non du côté de l'argument de la direction d'ajustement comme le pensent plusieurs. / Although remaining orthodoxy in philosophy of mind, the humean theory of motivation (according to which motivation always comes from a desire, never from a belief alone) has often been critized over the last decades. Here I review the main arguments put forward both to support and reject this theory. On the humean side, I examine the argument from identical beliefs, the direction of fit argument and the argument from theoretical uniformity. On the anti-humean side, the objection that direction of fit caracterizations are circular, the objection from irrational beliefs and the objection according to which there could be mental states with two direction of fit. I conclude that none of these objections should lead us to reject the humean theory, but also that this one finds its main support in theoretical unifomity considerations and not in the direction on fit argument as many think.

This diploma thesis deals with employee motivation, remuneration and evaluation in the company Macek a syn s.r.o. The aim of the theoretical part is to clarify the primary terms of the motivation, remuneration and evaluation system. The practical part review the actual techniques used in Macek a syn s.r.o. A survey is used to assess the satisfaction of the employees. The summary includes recommendations to improve the motivation, evaluation and satisfaction of the employees.

Das Forschungsanliegen der vorliegenden Arbeit war es, sich mit der Herausforderung digitalisierter Wissensarbeit mit Social Software für die Organisation von Unternehmen und in diesem Rahmen insbesondere mit der Bedeutung für die Arbeitsmotivation auseinanderzusetzen. Hierzu wurde der Zusammenhang zwischen der Nutzung von Social Software in Unternehmen, damit zusammenhängender Organisationsmerkmale und der Arbeitsmotivation von Wissensarbeitern untersucht.:Kapitel 1: Einleitung 1 1.1 Die Digitalisierung der Arbeitswelt: Social Software, Wissensarbeit und die Organisation menschlichen Handelns in Unternehmen 1 1.2 Problemstellung, Gegenstand der Untersuchung und Forschungsthese 3 1.3 Zielsetzungen der Arbeit 6 1.4 Forschungsansatz, wissenschaftstheoretische Einordnung und methodisches Vorgehen 7 1.5 Theoretischer Referenzrahmen für die Gliederung der Arbeit 9 Kapitel 2: Begriffliche Grundlagen und theoretischer Bezugsrahmen 13 2.1 Ein Verständnis von Organisation 13 2.2. Perspektive Wissensarbeit 42 2.3. Perspektive Digitalisierung 51 2.4 Fazit: Ableitung forschungsleitender Fragen für die theoretische und empirische Analyse 62 Kapitel 3: Theoriebasierte Exploration und Stärkung erster Annahmen mittels Experteninterviews 65 3.1 Komponenten des (qualitativen) Forschungsdesigns 65 3.2 Aufbau und Durchführung der explorativen Studie 70 3.3 Dateninterpretation: Auswertung des Interviewmaterials 73 3.4 Validierung der Interpretationsergebnisse 85 Kapitel 4: Digitalisierte Wissensarbeit mit Social Software und vernetzte Organisation 86 4.1 Nutzwerte digitalisierter Wissensarbeit mit Social Software 86 4.2 Vernetzte Organisation: digitalisierte Wissensarbeit und Organisation 111 Kapitel 5: Die Selbstbestimmungstheorie als Theorie der Arbeitsmotivation von Wissensarbeitern 137 5.1 Wissen, Bedürfnisse und der organisationale Kontext 138 5.2 Zentrale Theorie: Die Selbstbestimmungstheorie als Theorie der Arbeitsmotivation 144 5.3 Ausgewählte Konzepte der Selbstbestimmungstheorie 148 5.4 FAZIT: Eignung der Selbstbestimmungstheorie für den Untersuchungsgegenstand 161 Kapitel 6: Entwicklung eines Modells zur Erklärung selbstbestimmter Motivation von Wissensarbeitern durch die Nutzungspraktiken von Social Software und inhärenter Merkmale vernetzter Organisation 163 6.1 Erweiterte Forschungsfrage 163 6.2 Hypothesenentwicklung 164 6.3 Involvierte latente Konstrukte und das Hypothesensystem 184 Kapitel 7: Untersuchungsdesign und Datenerhebung 189 7.1 Forschungsmethodik 190 7.2 Operationalisierung der Variablen 198 7.3 Stichprobe und Datenerhebung 210 Kapitel 8: Ergebnisse der empirischen Untersuchung 218 8.1 Datenaufbereitung 218 8.2 Beschreibung der Stichprobe 221 8.3 Datenanalyse: Modellparameter und Gütekriterien des PLS-Pfadmodells 226 8.4 Fazit: Evaluation des Gesamtmodells 251 Kapitel 9: Theoretische Diskussion 262 9.1 Zentrale Erkenntnisse: Vernetzte Organisation und Arbeitsmotivation 263 9.2 Theoretische Implikationen 275 9.3 Limitationen und Anknüpfungspunkte für zukünftige Forschung 281 9.4 Implikationen für die Praxis 285 Kapitel 10: Fazit 288 Kapitel 11: Appendix 293 11.1 Experteninterviews (Studie 1) 293 11.2 Kausalanalyse im Strukturmodell (Studie 2) 303

The purpose of this thesis is to investigate the factors affecting talent retention in private organizations located in Baku, Azerbaijan. Since people are valuable assets to achieve sustainable development, organizations implement various strategies to retain them. The influence of globalization has made retaining talent a more challenging process. Considering that people's desire to work in an organization depends on motivating factors, this paper applied Self-Determination Theory to gain a deeper understanding of the relationship between motivation and retention. Self-Determination Theory has helped explain work motivation and its impact on people's choices and decisions. A qualitative study was chosen for this thesis because it is based on data collected through interviews. Data were collected through semi-structured interviews with HR practitioners to learn their perspectives. The study reveals the importance of some factors: fair and transparent compensation which is given as recognition of competence; clear communication and feedback; training that ensure internalization; a workplace provides autonomy to make one's own decisions; and an organisational culture which promotes work-life balance. Management in organizations should approach employees' problems more individually and pay attention to their intrinsic motivation. Extrinsic motivators, such as rewards offered by the organization, may contribute to retention only if they strengthen rather than undermine basic psychological needs.

This work focuses on the motivation of the primary art schools' principals in the Region of Karlovy Vary, with the aim of establishing which specific factors influence it. First of all, I defined the factors that, based on expert literature and other research, influence people's motivation. Afterwards I studied how the individual factors motivate the primary art schools' principals in the Region of Karlovy Vary through questions in a survey. All principals in the region were surveyed. The data obtained was analyzed with the use of statistical methods and interpreted afterwards. On the basis of the obtained data analysis, I established for the individual factors how much they influence the motivation of the principals surveyed. There was significant or highly significant impact established for a total of 35 factors. These results were also compared with other research studying similar issues. The results mostly corresponded with four studies, and they differed from one. The results of this work extend the empirical knowledge in this field. They can be used as groundwork for further research or by the bodies establishing the primary art schools or other institutions that step into the work of the primary art schools' principals to increase their motivation.

A fundamental question in the neurobiological study of drug addiction concerns the mechanisms mediating the motivational effects of chronic drug withdrawal. According to one theory, drugs of abuse activate opposing motivational processes after both acute and chronic drug use. The negative experience of withdrawal is the opponent process of chronic drug use that drives relapse to drug-seeking and -taking, making the identification of the neurobiological substrates mediating withdrawal an issue of central importance in addiction research. In this thesis, I identify the involvement of the neurotransmitters dopamine (DA) and corticotropin-releasing factor (CRF) in the opponent motivational a- and b-processes occurring after acute and chronic nicotine administration. I report that acute nicotine stimulates an initial aversive a-process followed by a rewarding opponent b-process, and chronic nicotine stimulates a rewarding a-process followed by an aversive opponent b-process (withdrawal). These responses can be modeled using a place conditioning paradigm. I demonstrate that the acute nicotine a-process is mediated by phasic dopaminergic activity and the DA receptor subtype-1 (D1R) but not by tonic dopaminergic activity and the DA receptor subtype-2 (D2R) or CRF activity, and the opponent b-process is neither DA- nor CRF-mediated. I also demonstrate that the chronic nicotine a-process is DA- but not CRF-mediated, and that withdrawal from chronic nicotine (the b-process) decreases tonic but not phasic DA activity in the ventral tegmental area (VTA), an effect that is D2R- but not D1R-mediated. I show that a specific pattern of signaling at D1Rs and D2Rs mediates the motivational responses to acute nicotine and chronic nicotine withdrawal, respectively, by demonstrating that both increasing or decreasing signaling at these receptors prevents the expression of the conditioned motivational response. Furthermore, I report that the induction of nicotine dependence increases CRF mRNA in VTA DA neurons, and that blocking either the upregulation of CRF mRNA or the activation of VTA CRF receptors prevents the anxiogenic and aversive motivational responses to withdrawal from chronic nicotine. The results described in this thesis provide novel evidence of a VTA DA/CRF system, and demonstrate that both CRF and a specific pattern of tonic DA activity in the VTA are necessary for the aversive motivational experience of nicotine withdrawal.

A fundamental question in the neurobiological study of drug addiction concerns the mechanisms mediating the motivational effects of chronic drug withdrawal. According to one theory, drugs of abuse activate opposing motivational processes after both acute and chronic drug use. The negative experience of withdrawal is the opponent process of chronic drug use that drives relapse to drug-seeking and -taking, making the identification of the neurobiological substrates mediating withdrawal an issue of central importance in addiction research. In this thesis, I identify the involvement of the neurotransmitters dopamine (DA) and corticotropin-releasing factor (CRF) in the opponent motivational a- and b-processes occurring after acute and chronic nicotine administration. I report that acute nicotine stimulates an initial aversive a-process followed by a rewarding opponent b-process, and chronic nicotine stimulates a rewarding a-process followed by an aversive opponent b-process (withdrawal). These responses can be modeled using a place conditioning paradigm. I demonstrate that the acute nicotine a-process is mediated by phasic dopaminergic activity and the DA receptor subtype-1 (D1R) but not by tonic dopaminergic activity and the DA receptor subtype-2 (D2R) or CRF activity, and the opponent b-process is neither DA- nor CRF-mediated. I also demonstrate that the chronic nicotine a-process is DA- but not CRF-mediated, and that withdrawal from chronic nicotine (the b-process) decreases tonic but not phasic DA activity in the ventral tegmental area (VTA), an effect that is D2R- but not D1R-mediated. I show that a specific pattern of signaling at D1Rs and D2Rs mediates the motivational responses to acute nicotine and chronic nicotine withdrawal, respectively, by demonstrating that both increasing or decreasing signaling at these receptors prevents the expression of the conditioned motivational response. Furthermore, I report that the induction of nicotine dependence increases CRF mRNA in VTA DA neurons, and that blocking either the upregulation of CRF mRNA or the activation of VTA CRF receptors prevents the anxiogenic and aversive motivational responses to withdrawal from chronic nicotine. The results described in this thesis provide novel evidence of a VTA DA/CRF system, and demonstrate that both CRF and a specific pattern of tonic DA activity in the VTA are necessary for the aversive motivational experience of nicotine withdrawal.