scholarly journals The Temporary Agency Worker’s Motivation Profile Analysis

2021 ◽  
Vol 18 (13) ◽  
pp. 6779
Author(s):  
Filipa Sobral ◽  
Maria José Chambel ◽  
Filipa Castanheira
Keyword(s):  
Extrinsic Motivation ◽  
Affective Commitment ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Self Determination Theory ◽  
Negative Effect ◽  
The Individual ◽  
Positive Results ◽  
Work Arrangement ◽  
Temporary Agency Workers

The Self-Determination Theory (SDT) establishes that human motivations can take different forms (e.g., amotivation, extrinsic and intrinsic motivation), yet it is only recently that the theory has been advanced to explain how these different forms combine to influence temporary agency workers’ (TAWs) affective commitment and their perception over the human resources practices (HRP) applied. We tested this theory with data from seven temporary agency companies (N = 3766). Through latent profile analysis (LPA) we identified five distinct motivation profiles and found that they differed in their affective commitment to the agency and to the client-company, and in their perception of HRP. We verified that temporary agency workers in more intrinsic profiles had more positive outcomes and a better perception of the investment made by the companies, than did TAWs in more extrinsic profiles. Additionally, when TAWs were able to integrate the reasons for being in this work arrangement, the negative effect of the extrinsic motivation was attenuated, and it was possible to find moderated profiles in which TAWs also showed more positive results than TAWs with only extrinsic motives. These differences are consistent with the notion that a motivation profile provides a context that determines how the individual components are experienced. Theoretical and practical implications of this context effect are discussed.

Managing motivation in the contact center: The employment relationship of outsourcing and temporary agency workers

2016 ◽  
Vol 40 (2) ◽  
pp. 357-381 ◽  
Author(s):  
Filipa Sobral ◽  
Maria José Chambel ◽  
Filipa Castanheira
Keyword(s):  
Affective Commitment ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Self Determination Theory ◽  
Contingent Workers ◽  
Contact Center ◽  
Contingent Employment ◽  
Relationship Of ◽  
The Relationship ◽  
Temporary Agency Workers

Grounded in self-determination theory (SDT), this research builds a motivation profile typology of contingent workers in the contact center industry, compares outsourcer (OW) and temporary agency workers’ (TAW) profiles, and differentiates their human resources practices (HRP) perceptions and affective commitment. The hypotheses were tested in a sample of 2078 Portuguese contingent workers, through several statistical procedures, including latent profile analysis. Six profiles were identified. As expected, OW were mostly in the more intrinsic profiles, whereas TAW were in the more extrinsic ones. However, the contingent employment format did not moderate the relationship between motivation, HRP perceptions, and affective commitment.

scholarly journals Associations between Child and Family Level Correlates and Behavioural Patterns in School-Aged Children

Children ◽  
2021 ◽  
Vol 8 (11) ◽  
pp. 1023
Author(s):  
Ninoshka J. D’Souza ◽  
Miaobing Zheng ◽  
Gavin Abbott ◽  
Sandrine Lioret ◽  
Kylie D. Hesketh
Keyword(s):  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Multinomial Logistic Regression ◽  
Working Hours ◽  
Target Population ◽  
Older Children ◽  
Increased Risk ◽  
Behavioural Patterns ◽  
Family Level ◽  
The Individual

Identifying correlates of behavioural patterns are important to target population sub-groups at increased health risk. The aim was to investigate correlates of behavioural patterns comprising four behavioural domains in children. Data were from the HAPPY study when children were 6–8 years (n = 335) and 9–11 years (n = 339). Parents reported correlate and behavioural data (dietary intake, physical activity, sedentary behaviour, and sleep). Behavioural data were additionally captured using accelerometers. Latent profile analysis was used to derive patterns. Patterns were identified as healthy, unhealthy, and mixed at both time points. Multinomial logistic regression tested for associations. Girls were more likely to display healthy patterns at 6–8 years and display unhealthy and mixed patterns at 9–11 years than boys, compared to other patterns at the corresponding ages. Increased risk of displaying the unhealthy pattern with higher age was observed at both timepoints. At 9–11 years, higher parental working hours were associated with lower risk of displaying mixed patterns compared to the healthy pattern. Associations observed revealed girls and older children to be at risk for unhealthy patterns, warranting customisation of health efforts to these groups. The number of behaviours included when deriving patterns and the individual behaviours that dominate each pattern appear to be drivers of the associations for child level, but not for family level, correlates.

Motivational Strategies Used by Exercise Professionals: A Latent Profile Analysis

2021 ◽  
pp. 1-9
Author(s):  
David Sánchez-Oliva ◽  
Antonio L. Palmeira ◽  
Eliana V. Carraça ◽  
Pedro J. Teixeira ◽  
David Markland ◽  
...  
Keyword(s):  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Self Determination Theory ◽  
Need Satisfaction ◽  
Self Determination ◽  
Motivational Strategies ◽  
Work Related ◽  
Need Frustration ◽  
Health And Fitness ◽  
Latent Profile

Background: Using self-determination theory as a framework, the aim of this study was 2-fold: (1) identify different profiles of motivational strategies used by exercise professionals and (2) examine associations of these motivational profiles with work-related variables: measures, perceived job pressures, need satisfaction/frustration, and perceived exercisers’ motivation. Methods: Participants were 366 exercise professionals (193 males; experience = 7.7 [5.8] y) currently working in health and fitness settings. Results: Latent profile analysis identified a 3-profile model: (1) most need-supportive and least controlling (NS+; n = 225), (2) less need-supportive and slightly controlling (NS−; n = 42), and (3) most controlling and slightly need-supportive (mixed; n = 99). Professionals working less than 20 hours per week, more experienced, and female were more likely to integrate NS+, which was also associated with higher levels of work-related need satisfaction and clients’ perceived self-determination, and lower levels of job pressures and need-frustration. Conversely, NS− displayed the most maladaptive pattern of associations. Conclusions: The present findings highlight the importance of analyzing the correlates of different professional profiles, namely to help health and fitness organizations to provide high-quality motivational practices within an appropriate environment both for professionals and clients.

scholarly journals A Person-Centered Perspective on the Combined Effects of Global and Specific Levels of Job Engagement

2020 ◽  
Vol 45 (4) ◽  
pp. 556-594
Author(s):  
Nicolas Gillet ◽  
Alexandre J. S. Morin ◽  
Christine Jeoffrion ◽  
Evelyne Fouquereau
Keyword(s):  
Emotional Exhaustion ◽  
Psychological Health ◽  
Affective Commitment ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Job Engagement ◽  
Normative Commitment ◽  
Task Variety ◽  
Organizational Tenure ◽  
Task Significance

This study examines how the different dimensions of job engagement combine within different profiles of workers ( n = 264). This research also documents the relations between the identified job engagement profiles, demographic characteristics (gender, age, education, working time, and organizational tenure), job characteristics (work autonomy, task variety, task significance, task identity, and feedback), attitudes (affective and normative commitment), and psychological health (emotional exhaustion and ill-being). Latent profile analysis revealed four profiles of employees defined based on their global and specific (physical, emotional, and cognitive) job engagement levels: Globally Disengaged, Globally Engaged, Globally but not Emotionally Engaged, and Moderately Engaged. Employees’ perceptions of task variety and feedback shared statistically significant relations with their likelihood of membership into all latent profiles. Profiles were finally showed to be meaningfully related to employees’ levels of affective commitment, normative commitment, emotional exhaustion, and ill-being.

Can Different Types of Non-Territorial Working Satisfy Employees’ Needs for Autonomy and Belongingness? Insights From Self-Determination Theory

2020 ◽  
pp. 001391652094260
Author(s):  
Gabrielle Gatt ◽  
Lixin Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Affective Commitment ◽  
Self Determination Theory ◽  
Psychological Needs ◽  
Self Determination ◽  
Relationship Of ◽  
The Relationship ◽  
Work Arrangement

Organizations are increasingly adopting non-territorial organizational models with unassigned desks. However, previous research has: (1) shown mixed results regarding the impact of non-territorial working on employees, (2) largely examined non-territorial working in its purest sense without considering the nuanced differences in non-territorial working, and (3) not understood the mechanisms underlying the relation between non-territorial working and employee outcomes. To address these research gaps, we apply self-determination theory, which argues that meeting basic psychological needs of autonomy and belonging allows optimal human development, to the physical environment of office spaces. Specifically, we investigated whether the relationship of two types of non-territorial working with employee work engagement, emotional exhaustion, job satisfaction, and affective commitment is mediated via autonomy over office spaces and belongingness. Data were collected from 127 working New Zealanders who have adopted two types of non-territorial working (i.e., work arrangement 1 and work arrangement 2) in an organization. We found that although workers with work arrangement 2 did not report higher belongingness than those with work arrangement 1, workers with work arrangement 1 reported higher autonomy over office spaces than those with work arrangement 2. Moreover, belongingness was related to higher work engagement, job satisfaction, and affective commitment but lower emotional exhaustion, while autonomy over office spaces was related to increased job satisfaction and affective commitment but decreased emotional exhaustion. We also found that autonomy over office spaces, but not belongingness, mediated the relationship of non-territorial working with emotional exhaustion and job satisfaction.

On the motivational nature of authentic leadership practices: a latent profile analysis based on self-determination theory

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Julie Levesque-Côté ◽  
Claude Fernet ◽  
Alexandre J.S. Morin ◽  
Stéphanie Austin
Keyword(s):  
Leadership Practices ◽  
Authentic Leadership ◽  
Latent Profile Analysis ◽  
Work Motivation ◽  
Profile Analysis ◽  
Self Determination Theory ◽  
Self Determination ◽  
Content Type ◽  
Motivation Profiles ◽  
Latent Profile

PurposeAlthough one of the central premises of authentic leadership theory is that authentic leaders mobilize their followers, the underlying motivational mechanisms of this process remain poorly understood. Drawing on self-determination theory, this study aims to fill that gap by examining authentic leadership practices (ALP) as theoretical antecedents of employees' motivation profiles.Design/methodology/approachLatent profile analyses conducted on a sample of 501 employees revealed four profiles: self-determined, unmotivated, highly motivated and moderately motivated.FindingsALP were associated with a higher likelihood of membership into the most adaptive motivation profiles. Employees in these profiles displayed more optimal job functioning: higher organizational commitment and performance, and lower intentions to leave their organization.Originality/valueThese findings underscore the predictive power of autonomous motivation for employee functioning and provide new insights into how ALP can improve work motivation, and hence job functioning. Our results account not only for how ALP affects the complete range of behavioral regulations at work but also the different patterns in which these regulations combine within employees.

scholarly journals Prison population reductions and COVID-19: A latent profile analysis synthesizing recent evidence from the Texas state prison system

2020 ◽  
Author(s):  
Noel A. Vest ◽  
Oshea D. Johnson ◽  
Kathryn M Nowotny ◽  
Lauren Brinkley-Rubinstein
Keyword(s):  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Prison Population ◽  
Secondary Data ◽  
Absolute Minimum ◽  
Public Health Professionals ◽  
Texas Department ◽  
High Death ◽  
The Individual ◽  
Latent Profile

Importance: People in prison are particularly vulnerable to infectious disease due to close living conditions and the lack of protective equipment. Public health professionals and prison administrators seek information to guide best practices regarding prison population to capacity rates for the COVID-19 outbreak. Objective: Using latent profile analysis, we sought to characterize Texas prisons on levels of COVID-19 cases and deaths among incarcerated residents, and COVID-19 cases among prison staff. Design: This observational study was a secondary data analysis of publicly available data from the Texas Department of Criminal Justice (TBDJ). Data were downloaded and analyzed on July 24, 2020. This project was completed in collaboration with the COVID Prison Project. Setting: One-hundred and three prisons in the state of Texas. Participants: The unit of analysis is the individual prison units that comprise the TDCJ. Exposures: None Main Outcomes and Measures: Latent profiles on levels of incarcerated resident COVID-19 cases, staff COVID-19 cases, and incarcerated resident COVID-19 deaths. Results: We identified relevant profiles from the data: a low outbreak profile, a high outbreak profile, and a high death profile. Additionally, current prison population and level of employee staffing predicted membership in the high outbreak and high death profiles when compared to the low outbreak profile. Conclusions and Relevance: Housing persons at 85% of prison capacity may minimize the risk of infection and death related to COVID-19. Implementing this 85% standard as an absolute minimum should be prioritized at prisons across the US.

scholarly journals Doctoral Students’ Social Support Profiles and Their Relationship to Burnout, Drop-Out Intentions, and Time to Candidacy

10.28945/3792 ◽  
2017 ◽  
Vol 12 ◽  
pp. 157-173 ◽  
Author(s):  
Jouni A Peltonen ◽  
Jenna Vekkaila ◽  
Pauliina Rautio ◽  
Kaisa Haverinen ◽  
Kirsi Pyhältö
Keyword(s):  
Social Support ◽  
Doctoral Students ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Community Support ◽  
Drop Out ◽  
Satisfaction With Supervision ◽  
Community Contribution ◽  
Disciplinary Background ◽  
The Individual

Aim/Purpose: The primary aim of this study was to better understand the individual variations in supervisory and researcher community support among doctoral students by analyzing the social support profiles of Finnish doctoral students. The differences among the profiles, in terms of satisfaction with supervision, experienced burnout, time to candidacy and disciplinary background were also examined. Background: This study explores social support profiles and their association with the experienced burnout, satisfaction with supervision, drop-out intentions, disciplinary background, and form of dissertation among doctoral students by employing a person-oriented approach. Methodology: In total, 402 doctoral students from a Finnish university completed a Doctoral Experience survey. Latent Profile Analysis (LPA) was used to group doctoral students according to social support from supervisors and the researcher community. Contribution: The present study is among the first quantitative studies to explore doctoral student social support profiles and their association with burnout, drop-out intentions, and time to candidacy. It brings into focus the importance of supervisory and researcher community support as one of the most crucial assets of doctoral education in researcher communities. Findings: Two social support profiles, a) sufficient support from supervisor and researched community, and b) insufficient support from both of these, were identified. Further investigation suggested that the doctoral students who received sufficient support were less likely to suffer from burnout and were less likely to develop drop-out intentions than students who received insufficient support from their supervisor and the researcher community. Recommendations for Practitioners: A recommendation deriving from this research is to identify students at risk as early as possible and assist them with sufficient support.

scholarly journals Perfectionism Profiles and Motivation to Exercise Based on Self-Determination Theory

2020 ◽  
Vol 17 (9) ◽  
pp. 3206 ◽  
Author(s):  
María Vicent ◽  
Ricardo Sanmartín ◽  
Oswaldo Vásconez-Rubio ◽  
José Manuel García-Fernández
Keyword(s):  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Self Determination Theory ◽  
Self Determination ◽  
Sport Science ◽  
Science Degree ◽  
Integrated Regulation ◽  
Regulatory Styles ◽  
Person Centered Approach ◽  
The Relationship

This study complements extant variable-centered research that focus on the relationship between perfectionism and the autonomous and controlled motivation to exercise. A person-centered approach is used for identifying perfectionism profiles as well as analyzing inter-profile differences in terms of the six regulatory styles located on the autonomy-control continuum. A sample of 597 (Mage = 22.08, SD = 3.33) Ecuadorian undergraduates enrolled in a sport science degree program was employed. Latent Profile Analysis based on two higher-order perfectionism dimensions, Perfectionistic Strivings (PS) and Perfectionistic Concerns (PC), supported a four-class solution: Non-Perfectionists (low PS and PC), Adaptive Perfectionists (high PS and low PC), Maladaptive Perfectionists (high PS and PC), and Moderate Perfectionists (moderate PS and PC). Adaptive Perfectionists obtained the highest means on Intrinsic, Integrated, and Identified regulations. However, these differences where only significant when compared with Moderate Perfectionists, and only in the case of Integrated regulation, in comparison with Non-Perfectionists. In contrast, Maladaptive Perfectionists obtained significantly higher scores on Introjected and External regulations as well as on Amotivation than the other three classes. Results are discussed in light of Self-Determination Theory.

Sign in / Sign up

Export Citation Format

Share Document