Intrinsic and Extrinsic Motivators and Older Employees' Attitudes towards Their Current Jobs

1998 ◽  
Vol 87 (2) ◽  
pp. 407-410 ◽  
Author(s):  
Sean Valentine ◽  
W. Robert Valentine ◽  
James Dick
Keyword(s):  
Work Force ◽  
Longitudinal Sample ◽  
Older Employees ◽  
Extrinsic Motivators ◽  
Intrinsic Motivators

It has been suggested that one of most dramatic changes in the workplace over the next decade will be the growing number of older employees. The task of managing, challenging, and motivating this aging work force is expected to be more complex due to varied needs and goals. An analysis of data from 3358 workers (45–59 yr. old) in a national longitudinal sample on attitudes indicated that jobs that provided intrinsic motivators or a combination of both intrinsic and extrinsic motivators were better received than those that offered only extrinsic motivators.

scholarly journals Motivations for Going to University: A Qualitative Study and Class Project

2014 ◽  
Vol 7 (2) ◽  
pp. 106 ◽  
Author(s):  
Heather Schmidt
Keyword(s):  
High School ◽  
Qualitative Study ◽  
Structured Interviews ◽  
Theory Analysis ◽  
Class Project ◽  
Guidance Counselling ◽  
Extrinsic Motivators ◽  
School Guidance ◽  
Student Motivations ◽  
Intrinsic Motivators

We explored student motivations for attending university, including how motivations may change over the course of one’s postsecondary career, by conducting semi-structured interviews with 8 upper-year undergraduates. Participants were also asked to reflect back on their own experiences and provide advice for new university students. We conducted a grounded theory analysis to identify common themes running across the 8 interviews. What emerged was a pattern of transition from a predominance of external/extrinsic motivators at the beginning of one’s university career, into increasingly internal/intrinsic motivators as students discovered their passions and interests. Two unexpected external/extrinsic themes to emerge included: ‘Unhelpful high-school guidance-counselling’ and a ‘Motivation to disprove people who underestimate you’. The strongest internal/intrinsic motivation was the ‘Desire to help others’. Students can apply these findings to their own lives and universities can gain a better understanding of the supports that are needed to retain students through to graduation.

Is Financial Reward Still an Important Motivator for the Indonesian Multi-Generational Workforce?

2017 ◽  
Vol 2 (3) ◽  
pp. 01-09
Author(s):  
Yanki Hartijasti ◽  
Surya Dwi Kusuma Darpita
Keyword(s):  
Baby Boomers ◽  
Work Motivation ◽  
Jel Classification ◽  
Survey Method ◽  
Gen Y ◽  
Significant Difference ◽  
Gender Education ◽  
Extrinsic Motivators ◽  
Intrinsic Motivators ◽  
Gen X

Objective - Considering the importance of work motivation in the workplace for staff performance and organizational success, employers need to be sensitive and focusing more on work motivation of their employees to avoid losing them. However, previous studies still have conflicting results on this issue whether there is a significant difference on intrinsic and extrinsic motivators or not among employees from Baby Boomers, Gen X and Gen Y because many studies find generation is not the only driver influencing work motivators. The objectives of this study are to investigate whether a three-generation workforce differs in the level of work motivators and whether differences in generational work motivation are better explained by gender, education, or types of job to design effective human resources development programs. Methodology/Technique - Using survey method to collect data, 415 respondents who work in a manufacturing company were gathered and analyzed by applying descriptive and multivariate analysis. Intrinsic and extrinsic motivators were the subscales of work motivators. Findings – Results indicate that all generations are intrinsically motivated, in which Gen Y employees are found to have higher intrinsic motivators than Gen X and Baby Boomers. However, this study reveals that financial rewards are still considered as an important motivator for the three generations. Novelty - The study presents evidence that work motivators should not only be measured based on generational alone because other factors, such as gender, education, and types of job, can give impact to various outcomes. Type of Paper - Empirical Keywords: Intrinsic Motivators; Extrinsic Motivators; Financial Rewards; Gen Y; Gen X; Baby Boomers; Indonesian Workplace. JEL Classification: J28, J33, M52, M54.

Intrapreneurship in teams/groups: self-determination theory and compensation

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Subrata Chakrabarty
Keyword(s):  
Self Determination Theory ◽  
Self Determination ◽  
Content Type ◽  
Group Settings ◽  
Compensation Systems ◽  
Extrinsic Motivators ◽  
Conceptual Paper ◽  
Entrepreneurial Action ◽  
Intrinsic Motivators

PurposeThe literature on intrapreneurship recognizes the notion that regular employees can be expected to be entrepreneurial. Using self-determination theory as a basis, the purpose of this conceptual paper is to focus on the role of compensation systems in incentivizing entrepreneurial action by regular employees who constitute the bulk of the organizational workforce.Design/methodology/approachThis conceptual paper suggests that greater clarity on the role of compensation systems in entrepreneurial action by regular employees would require an understanding of how entrepreneurial action happens through relationships among employees. An exploration of both compensation systems and the relationships among employees undertaking entrepreneurial action as part of team/group settings can deepen our understanding of intrapreneurship. Self-determination theory and relationship-focused theory allow for such an exploration.FindingsThe literature on self-determination theory, has identified the needs of autonomy and relatedness among employees. This conceptual paper will propose that the interaction between compensation systems and the needs for autonomy versus relatedness among employees determines the type of relationships chosen for entrepreneurial action. After the chosen type of relationships are formed and entrepreneurial action begins, challenges in the implementation of compensation systems are likely to emerge – distributive justice issues under individual based compensation and free-riding issues under team-based compensation. The entrepreneurial performance of the team/group will likely be influenced by the interaction between the challenges in the implementation of compensation systems and the type of relationships chosen for entrepreneurial action.Originality/valueThis conceptual paper gives a new direction to how collective entrepreneurial processes and outcomes can be understood. Self-determination theory and relationship-focused theory, in unison, can be useful in analyzing the role of intrinsic motivators, extrinsic motivators, and relationships during entrepreneurial action.

scholarly journals Why Consumers Talk: An Investigation of the Extrinsic Motivators of Electronic Word of Mouth

2014 ◽  
Vol 2 (1) ◽  
pp. 63
Author(s):  
Jie Feng ◽  
Purushottam Papatla
Keyword(s):  
Life Cycle ◽  
Product Life Cycle ◽  
Word Of Mouth ◽  
Life Cycle Stage ◽  
Electronic Word Of Mouth ◽  
Product Attributes ◽  
Expert Opinions ◽  
Extrinsic Motivators ◽  
Intrinsic Motivators

<p><em>We investigate the relative effects of intrinsic and extrinsic motivators on online consumer word of mouth. Specifically, we examine how the influence of product satisfaction – an intrinsic motivator – compares to three extrinsic motivators, i.e., product life cycle stage, product attributes and expert opinions, in stimulating electronic word of mouth. We also examine the roles of different types of product attributes in generating electronic word of mouth. </em><em></em></p> <p><em>The context of our investigation is electronic word of mouth for automobiles. Our results suggest that while intrinsic motivators do play a strong role in generating electronic word of mouth, extrinsic motivators such as the product’s life cycle stage, its attributes and experts’ opinions play a stronger role. Specifically, new products are likely to generate more word of mouth than older ones. Following the product’s life cycle stage in importance are the product’s attributes and expert opinions, in that order, in their influence. We also provide implications for additional research on the role of extrinsic motivators in generating consumer word of mouth. </em><em></em></p>

scholarly journals The Impact of Intrinsic and Extrinsic Motivators on IT professionals. Case of Latvia

2021 ◽  
Vol 92 ◽  
pp. 04008
Author(s):  
Svetlana Gribanova
Keyword(s):  
Factor Analysis ◽  
Online Survey ◽  
Labour Force ◽  
Value Added ◽  
Personal Characteristics ◽  
Full Time ◽  
It Professionals ◽  
Extrinsic Motivators ◽  
Intrinsic Motivators ◽  
The Impact

Research background: In contemporary environment and conditions of globalization, IT professionals become significant part of labour force for every organization, which needs to be competitive in the market. This paper, on one hand, demonstrates how employees can be involved in production process, and, on the other hand, it helps to observe the interconnection between theory and practical application of management. Purpose of the article: The purpose of the research was in defining and determining the influence of intrinsic and extrinsic motivators for IT professionals in Latvia. Methods: The data for the research was collected with the help of online survey held in December 2019 using online survey panels. The targeting criteria for the respondents was the employment on position of IT employee, company located in Latvia and employed full time. Sample size was 1500 respondents. The research used factor analysis, which allowed defining intrinsic and extrinsic motivators and evaluating their significance and method of multidimensional linear regression to determine the influence of personal characteristics of employees on types of motivation. Findings & Value added: Factor analysis of motivations shows that there are five types of motivators, which make IT professionals work more productively, stay late at work if needed and do the best they can to solve the task set by their management. These are material stimulators, respect, responsibility, fear and self-realization. The results of the research can be well interpreted with the help of McGregor Theory, who demonstrated that there is a need of combination of extrinsic and intrinsic motivators. The findings can be used in building appropriate motivation strategy for IT professionals.

scholarly journals How to control the controller – CEO compensation and motivation

2013 ◽  
Vol 11 (1) ◽  
pp. 24-31 ◽  
Author(s):  
Udo C. Braendle ◽  
John E. Katsos
Keyword(s):  
Stock Options ◽  
Ceo Compensation ◽  
Pay For Performance ◽  
Control Mechanisms ◽  
Senior Managers ◽  
Extrinsic Motivators ◽  
Compensation Packages ◽  
The Right ◽  
Intrinsic Motivators

One of the main control mechanisms that shareholders have used to rein in rogue managers is compensation. Through a combination of intrinsic and extrinsic incentives, shareholders have tried to provide the right balance to motivate senior managers to perform at their best. Shareholders have often failed in achieving this balance through compensation. In this paper, we argue that this failure is not the result of compensation packages as such, but on the focus of compensation packages on extrinsic motivators such as pay-for-performance bonuses and stock options. Instead, the focus of compensation packages should be on cultivating intrinsic motivators such as firing and prestige.

scholarly journals Work profiles of older employees in Germany-results from the lidA-cohort study

2020 ◽  
Vol 20 (1) ◽  
Author(s):  
Hans Martin Hasselhorn ◽  
Michael Stiller ◽  
Jean-Baptist du Prel ◽  
Melanie Ebener
Keyword(s):  
Work Ability ◽  
Older Workers ◽  
Latent Profile Analysis ◽  
Work Force ◽  
Physical Work ◽  
Health Work ◽  
Physical And Mental Health ◽  
Work Intensity ◽  
Work Exposure ◽  
Older Employees

Abstract Background This study investigates whether a typology of work exposure can be established among older workers in Germany. Work exposure comprises physical work, working time quality, work intensity, skills & discretion, social environment, leadership, continued education, earnings and work prospects. Methods Latent profile analysis was conducted on a representative sample of the socially insured workforce in Germany born in 1959 or 1965 (N = 6277). Seven year-prospective associations between the typology and work-related outcomes (physical and mental health, work ability and work-privacy-conflict) were investigated to establish the distinctness of the profiles. Results Five profiles were identified: “Poor Quality” (19%), “Relaxed Manuals” (30%), “Strained non-Manuals” (16%), “Smooth Running” (33%) and “High Flying” (3%). These profiles exhibited diverging patterns of association with the selected outcomes, thus representing qualitatively distinct subgroups of older workers in Germany. Conclusions We conclude that a typological approach may broaden the understanding of the ageing work force and the complex interplay of the overall work situation with outcomes of high individual and social relevance such as health, work ability and employment. The five work profiles identified in this study may constitute crucial clusters needed to reliably mirror today’s over-all work exposure patterns in the older work force in Germany. They may allow for the comprehensible monitoring of quality of work and personal life among the older work force during their last working years and their transition to retirement in current times of extending working lives.

scholarly journals What Motivates Participants to Adhere to Green Exercise?

2019 ◽  
Vol 16 (10) ◽  
pp. 1832 ◽  
Author(s):  
Matthew Fraser ◽  
Sarah-Anne Munoz ◽  
Sandra MacRury
Keyword(s):  
Methodological Approach ◽  
Psychological Benefits ◽  
Key Factors ◽  
Recreational Physical Activity ◽  
Green Exercise ◽  
Face To Face ◽  
Starting Point ◽  
Extrinsic Motivators ◽  
Exercise Enjoyment ◽  
Intrinsic Motivators

There is a lack of research into green exercise which investigates and compares motivational drivers between the different types of outdoor activities. The current paper addressed this gap by classifying and comparing three types of green exercise: (i) Recreational physical activity, (ii) competitive sport, and (iii) outdoor adventure sport. Using a mixed methodological approach, the present study investigated the motivations for adhering to green exercise and directly compared the differences between these three forms of green exercise. Online questionnaires and face-to-face interviews were used to collect data. The results demonstrated that within all types of green exercise, enjoyment was the greatest motivator. Based on analysis of the qualitative materials, extrinsic motivators such as the environment, family, and friends were highlighted as key factors in beginning and continuing their activity. However, intrinsic motivators were also emphasised as more important in adherence to green exercise. Furthermore, as seen in other research, numerous psychological benefits were reported over time. The results of the study may act as a starting point in understanding how we may increase public engagement in green exercise by prompting participants to select a form of green exercise that best suits them based on their motivational profile.

Towards an integrated framework of intrinsic motivators, extrinsic motivators and knowledge sharing

2017 ◽  
Vol 21 (6) ◽  
pp. 1486-1502 ◽  
Author(s):  
Kuok Kei Law ◽  
Andrew Chan ◽  
Muammer Ozer
Keyword(s):  
Knowledge Sharing ◽  
Design Methodology ◽  
Future Research ◽  
Personal Traits ◽  
Content Type ◽  
Integrated Framework ◽  
Extrinsic Motivators ◽  
The Individual ◽  
Intrinsic Motivators ◽  
Forms Of Knowledge

Purpose This paper aims to develop an integrated framework to demonstrate the individual and combined effects of intrinsic and extrinsic motivators on two forms of knowledge sharing behaviors – in-depth knowledge sharing and routinized knowledge sharing. Design/methodology/approach A range of work on the use of intrinsic and extrinsic motivators and the differential degrees of costs and risks involved in the two forms of knowledge sharing is being reviewed with the aim to locate gaps and problems arising from propositions of different scholars. An integrated framework is then proposed to connect different schools of thoughts into a single, unifying framework. Findings Knowledge sharing behaviors among employees are subject to both attractive and distractive forces. Intrinsic and extrinsic motivators might interact positively or negatively depending on the type of extrinsic motivator and the form of knowledge sharing. While enhancing the intrinsic enjoyment of employees along with outcome-based extrinsic motivators can promote in-depth knowledge sharing, the use of behavior-based extrinsic motivators is more appropriate for fostering routinized knowledge sharing. Research limitations/implications This paper mainly focuses on the sharing of knowledge without examining the receiver side in knowledge sharing. Also, the use of punitive means by superiors in encouraging knowledge sharing is not discussed in the framework. Future research can also add into the authors’ integrated framework the effects of personal traits in knowledge sharing. Originality/value This paper narrows the gap between existing theories on the use of extrinsic and intrinsic motivators and offers an integrated theoretical framework for those interested in examining the inter-relationship among intrinsic motivators, extrinsic motivators and knowledge sharing behaviors.

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