scholarly journals Influence of the organizational support on Generation Y’s work motivation

2019 ◽  
pp. 388-398
Author(s):  
Jandir Pauli ◽  
Renan Godinho-Bitencourt ◽  
Alessandra Costenaro-Maciel
Keyword(s):  
Intrinsic Motivation ◽  
Generation Y ◽  
Organizational Support ◽  
Work Motivation ◽  
Self Determination Theory ◽  
Self Determination ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Member Exchange ◽  
Manager Support

This study intends to analyze the influence of organizational support on Generation Y’s work motivation. For this, a cross-sectional survey was conducted with 326 subjects with ages between 17 and 37 years old. Data analysis was conducted using statistical software and interpreted based on the Self Determination Theory and the Leader-Member Exchange. The results show that the intrinsic motivation of Generation Y is directly associated with the perception of organizational support, but is significantly moderated by manager support. These results demonstrate the influence of manager support on the intrinsic motivation of the individuals belonging to Generation Y, indicating that leaders are the moderating agents of the institution, acting as a bridge between institution and employees.

scholarly journals Acting One’s Age in Physical Exercise: Do Perceived Age Norms Explain Autonomous Motivation Among Older Adults?

2018 ◽  
Vol 26 (4) ◽  
pp. 521-529 ◽  
Author(s):  
Johan Pelssers ◽  
Emalie Hurkmans ◽  
Jeroen Scheerder ◽  
Norbert Vanbeselaere ◽  
Steven Vos ◽  
...  
Keyword(s):  
Older Adults ◽  
Social Identity ◽  
Autonomous Motivation ◽  
Self Determination Theory ◽  
Self Determination ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Exercise Participation ◽  
The Social ◽  
Social Identity Approach

Background: The social identity approach proposes that the more older adults identify with the social group of “older adults,” the more they will conform to what they perceive as being normative exercising for their group. However, so far, it remains unclear why older adults adhere to these norms. Objective: This study evaluated whether perceived exercise norms are associated with higher levels of autonomous motivation according to the self-determination theory and actual exercise participation. Methods: A cross-sectional survey, either by regular mail or online, was conducted among 409 older adults in Flanders (Belgium). Results: Our analyses revealed that older adults who perceived more positive older adult norms for exercising were more autonomously motivated to exercise. In explaining 24% of their exercise motivation, older adults’ perceptions of the exercise norms for older adults predicted 6% of their exercise participation. Conclusion: Our findings suggest that social identity approach and self-determination theory can be meaningfully integrated.

If and when social and economic leader-member exchange relationships predict follower work effort

2014 ◽  
Vol 35 (8) ◽  
pp. 725-739 ◽  
Author(s):  
Robert Buch ◽  
Bård Kuvaas ◽  
Anders Dysvik ◽  
Birgit Schyns
Keyword(s):  
Intrinsic Motivation ◽  
Hierarchical Linear Modeling ◽  
Work Motivation ◽  
Leader Member Exchange ◽  
Work Effort ◽  
Linear Modeling ◽  
Cross Sectional ◽  
Content Type ◽  
Member Exchange ◽  
The Relationship

Purpose – The purpose of this paper is to conceptualize social leader-member exchange (SLMX) and economic leader-member exchange (ELMX) as two separate dimensions of leader-member exchange, and examines how intrinsic work motivation moderates their relationship with follower work effort. Design/methodology/approach – Data were obtained from 352 employee-leader dyads from the public health sector in Norway (response rate=61.9 percent). Hierarchical linear modeling was used to test the relationship between subordinate rated SLMX and ELMX relationships and leader ratings of work effort. Findings – This study replicates prior research showing that SLMX is positively related and ELMX negatively related to followers’ work effort. A significant interaction between SLMX and intrinsic motivation is also revealed, suggesting that SLMX relationships are important with respect to work effort for followers who exhibit lower levels of intrinsic work motivation. Research limitations/implications – The data were cross-sectional, thus prohibiting causal inferences. Practical implications – SLMX relationships may be particularly important for the work effort of followers low in intrinsic motivation. Leaders may draw on this finding and seek to aid the development of the relationship by means of relationship-oriented behaviors. Originality/value – Given the importance of maximizing the performance of all the followers, a better understanding of the conditions under which SLMX and ELMX relationships relate to work effort is particularly important. The present study advances knowledge on SLMX and ELMX relationships by demonstrating how intrinsic motivation moderates how SLMX and ELMX relationships relate to follower work effort.

scholarly journals The Path from Leader-Member Exchange to Citizenship: An Empirical Test of Self-Determination as a Linchpin

2020 ◽  
Vol 18 (2) ◽  
Author(s):  
Anata Flavia Ionescu ◽  
Dragos Iliescu
Keyword(s):  
Organizational Citizenship ◽  
Work Motivation ◽  
Empirical Test ◽  
Autonomous Motivation ◽  
Self Determination Theory ◽  
Self Determination ◽  
Leader Member Exchange ◽  
Organizational Contexts ◽  
Controlled Motivation ◽  
Member Exchange

In response to calls to uncover the mechanisms whereby leadership influences subordinate outcomes, the present studyproposes and tests a path from leader-member exchange (LMX) to subordinate organizational citizenship behaviors(OCBs) through work motivation as conceptualized by self-determination theory (SDT). We conducted a survey studyon a Romanian sample of 338 subordinates nested under 59 leaders from a large variety of organizational contexts. Ourfindings at the within-group level offer limited support for the incremental validity of autonomous motivation andamotivation, but suggest controlled motivation—and, through it, LMX—has a negative incremental contribution to bothOCB targeted at co-workers and OCB targeted at the organization. None of the paths was supported at group level.Results thus suggest that leaders should be wary of the consequences of high LMX—despite its established overallpositive influence on OCB, LMX may also undermine OCB to the extent to which it enhances controlled motivation.

Modeling collaborative consumption by extending self-determination theory: an emerging economy perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aashish Garg ◽  
Muskan Sachdeva ◽  
Simarjeet Singh ◽  
Pooja Goel
Keyword(s):  
Self Determination Theory ◽  
Economic Benefits ◽  
Self Determination ◽  
Survey Method ◽  
Cross Sectional Survey ◽  
Collaborative Consumption ◽  
Cross Sectional ◽  
Content Type ◽  
Intention To Participate ◽  
The Individual

Purpose This paper aims to cognizance consumers' intention to participate in collaborative consumption (CC). Also, the gender difference regarding the above is examined. Design/methodology/approach To quantify the consumers’ intention to participate in CC cross-sectional survey method has been used. In total, 333 potential consumers selected through convenience sampling participated in the survey. The study used the capabilities of the structured equation modelling technique to validate the proposed research model. Findings Except for hedonic motives, all other drivers such as reputation, economic benefits, sustainable motives and trust have a significant influence on the intention to participate in CC. The effect of gender was found on the relationship between Trust and Intentions only. Practical implications This study can be used as a guiding path in the domain of CC for practitioners, marketers, startups and policymakers as the opinion of potential users has been reported. The results of the study highlight that the consumers’ interest in CC participation and social reputation are the most influential drivers of intention to participate in CC. Marketers should design their strategies in such a way that the individual should feel like a social hero rather than just a responsible consumer while participating in CC. Originality/value The present study contributes to the literature by examining the intention to participate in CC through the lens of self-determination theory (SDT), specifically in the Indian context. The authors have also extended the SDT by adding a trust factor that is best to their knowledge not integrated till now. The present study integrated cognitive, economic, psychological and relational aspects to understand CC behavior.

Proposal for a Version of MWMS Across Mediterranean Countries

2017 ◽  
Vol 33 (2) ◽  
pp. 104-115 ◽  
Author(s):  
Adalgisa Battistelli ◽  
Maura Galletta ◽  
Carlo Odoardi ◽  
Juan Núñez ◽  
Filotheos Ntalianis
Keyword(s):  
Organizational Support ◽  
Discriminant Validity ◽  
Work Motivation ◽  
Positive Association ◽  
Autonomous Motivation ◽  
Self Determination Theory ◽  
Self Determination ◽  
Future Research ◽  
Continuance Commitment ◽  
Mediterranean Countries

Abstract. Self-determination theory introduces a multidimensional view of motivation and explains how the different types of motivation can be promoted or hindered. Following Gagné et al. (2014) , the purpose of this study was to create an abbreviated version of the Multidimensional Work Motivation Scale (MWMS) and to study the psychometric properties of the instrument using data from 1,035 workers from three Mediterranean countries (Greece, Italy, and Spain). Factorial analyses indicated that the 18-item scale has the same factor structure across the three Mediterranean languages, reflecting common cultural idiosyncrasies and influences. Convergent and discriminant validity indicated that intrinsic and integrated forms of autonomous motivation had a positive relationship with job satisfaction, affective and normative commitment, prosocial behavior, perceived organizational support, job autonomy, and leader-member exchange. Controlled forms of motivation (e.g., social and material) were unrelated or negatively related to most of the variables examined, with the exception of continuance commitment (positive association). Lastly, amotivation was negatively related to all employee-related variables, except for continuance commitment. Practical implications and suggestions for the development of future research based on self-determination theory are discussed.

scholarly journals Exploration of work motivation structure and profiles based on self-determination theory among Korean employees

2016 ◽  
Vol 29 (1) ◽  
pp. 27-60
Author(s):  
JiHyeon Park ◽  
JaeYoon Chang
Keyword(s):  
Intrinsic Motivation ◽  
Work Motivation ◽  
Organizational Outcomes ◽  
Self Determination Theory ◽  
Self Determination ◽  
Future Research ◽  
Research Directions ◽  
Future Research Directions ◽  
Motivational Profiles ◽  
Distinct Features

The Self-determination theory (SDT) posits the existence of distinct taxonomy of motivation (i.e., amotivation, external, introjected, identified, integrated, and intrinsic motivation). The purpose of this study was to explore whether SDT’s work motivation structure can be applied to the understanding that of Korean employees, and to identify the motivational profiles for Korean employees together with their relationships with a variety of organizational outcomes. Data was collected from two separate samples of Korean employees(Study 1: 509 employees; Study 2: 153 employees). The results showed that unlike SDT taxonomy, autonomous motivations were not classified into three distinctive categories(identified, integrated, and intrinsic motivation). The results also revealed that there were three distinct motivational profiles(i.e., autonomous motivated, controlled motivated, and amotivated), and the largest proportion of Korean employees was covered by controlled motivated cluster. The autonomous motivated cluster had the most favorable levels of adaptive organizational outcomes(i.e., organizational commitment, job satisfaction), whereas the amotivated cluster was strongly related to non-adoptive organizational outcomes(i.e., turnover, emotional exhaustion). Based on these results, discussion was made regarding the distinct features of work motivation structure and motivational profiles in Korean work setting, and also future research directions were suggested.

scholarly journals Antecedents of Employees Work Engagement: A Study on an Ethiopian Universities in Case of Amhara Regional State

2021 ◽  
Vol 11 (4) ◽  
pp. 4426-4439
Author(s):  
Zeleke Wale Kassahun ◽  
Dr. Manju Shree Raman
Keyword(s):  
Work Environment ◽  
Work Engagement ◽  
Organizational Support ◽  
Work Motivation ◽  
Working Environment ◽  
Survey Method ◽  
Snowball Sampling ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Multiple Regression Modeling

This study aimed to investigate the antecedents influencing employees’ engagement at universities in Amhar Reginal state Ethiopia. The study used descriptive and explanatory research designs. A total of 320 academics staffs were taken from ten Amhara Reginal State public Universities as a sample and 282 valid questionnaires collected. Convenience and snowball sampling were used to select the employees from each University. Also, cross sectional survey method applied to collect data via Likert scale questionnaire. Correlation and multiple regression modeling were used to appraisal association and predict the relationships. Initially, a pilot test was a sampled of 30 instructors to check data scale reliability. The study found that all the independent variables (work environment, leadership, reward, organizational support, work motivation) variables had statistically significant correlation with employees’ engagement. Morover the study founded that all the studied variables were predictors of workers engagement(R2= 0.662); but the predictors that had foremost influence were working environment, leadership and work motivation. Remarkable emphasis and devotion is required particularly on variables such as working environment, leadership and work motivation as they have reveled significantly greater influence on employees engagement. Universities shall focus on creating better work environment, working on instructors motivating factors and more work is required to improve the leadership to boost work engagement.

scholarly journals The why and what of academic goals, their perceived value, and relation to academic goal pursuit

2020 ◽  
Author(s):  
Gail McMillan ◽  
Kaitlyn M. Werner ◽  
Ryan Svoboda ◽  
Marina Milyavskaya
Keyword(s):  
Goal Pursuit ◽  
Autonomous Motivation ◽  
Self Determination Theory ◽  
Complex Model ◽  
Self Determination ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Self Regulated Learning ◽  
Regulated Learning ◽  
The Relationship

What predicts goal-relevant behaviours when students are confronted with motivational conflicts? Drawing on value-based models, self-determination theory, and the goal complex model, a comprehensive goal framework tested the assumption that what a student wishes to achieve depends on why goals are being pursued, and that these determine subjective task value, goal pursuit and self-regulated learning. A cross-sectional survey of college students (n=366) found that autonomous motivation predicted goal pursuit and self-regulated learning. The relationship between autonomous motivation and the outcomes (e.g. goal pursuit and self-regulated learning) could be partially explained by higher attainment value for major, but not intrinsic and utility values. While mastery aims predicted goal pursuit and self-regulated learning, the strongest associations were observed when mastery aims were being pursued for autonomous motives. Attainment value mediated the relationship between the combined mastery-autonomous goal complex and the outcomes. Performance aims, more likely to be pursued for controlled motives, were generally nonadaptive. These findings support self-determination theory and value-based models.

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