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The article introduces the results of studying the motivation types of professional activity that promote work satisfaction of "Ivushka" furniture factory employees. The subjects of the test have been classified into two groups: s...
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The article introduces the results of studying the motivation types of professional activity that promote work satisfaction of "Ivushka" furniture factory employees. The subjects of the test have been classified into two groups: sales managers and workshop workers. The concept of K. Zamfir, F. Herzberg's dual-factor theory, and the Expectancy theory of V. Vrum are of scientific interest for the conducted study. The authors identify the correlation between the internal motivation of the employees of both groups and their work satisfaction. The last depends on the content of activity and availability of interest to it.
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Purpose - The purpose of this paper is to examine the mediating role of total quality management (TQM)internalization factors on the relationship between the proposed drivers (internal/external motives) andoutcomes (external benef...
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Purpose - The purpose of this paper is to examine the mediating role of total quality management (TQM)internalization factors on the relationship between the proposed drivers (internal/external motives) andoutcomes (external benefits and financial results).Design/methodology/approach - Using a sample of quality managers, this study adopts a two-stepmethodological approach to explore the key components of TQM internalization via an initial exploratorystudy followed up with a quantitative study to examine the relationships between the proposed drivers usingstructural equation modeling.Findings - The qualitative study revealed the key components of TQM implementation factors, namely topmanagement commitment, middle management commitment and audits, training and employees' commitment.The quantitative results show that a positive relationship between external motives and TQM internalizationwas not supported; yet, the results supported the influence of internal motives on TQM internalization. Further,the results revealed a significant relationship between TQM internalization and internal benefits but notfinancial benefits. Finally, a strong positive link between internal and financial benefits emerged.Research limitations/implications - The study findings are only based on the perceptions of qualitymanagers and future research could test the proposed model using other units of analysis in order to fullycapture the role of TQM internalization.Practical implications - The findings show that award model adoption is a significant tool for qualityimprovement in organizations, a procedure that drives both internal and financial benefits. Further, the studypoints out areas that companies should emphasize in order to successfully implement a quality award modeland therefore harvest its potential benefits.Originality/value - The paper proposes an empirically tested conceptual framework that examines vitalissues concerning the internalization of the TQM approach through award models, thus providing valuableoutcomes for decision makers to improve service quality.
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Abstract There existed a lack of measuring instruments to clarify employees’ psychological motivation for working overtime, which challenged the management of employees’ occupational safety and health. Therefore, this article co...
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Abstract There existed a lack of measuring instruments to clarify employees’ psychological motivation for working overtime, which challenged the management of employees’ occupational safety and health. Therefore, this article conducted three studies to develop and validate the Motivation for Overtime Work among Chinese Employees (MOW-CE) questionnaire. Study 1 developed the initial questionnaire, consisting of 55 questions. Study 2 involved a formal questionnaire exploring overtime work motivation, which was based on the data obtained from 208 valid questionnaires. Reliability analysis, item analysis, and principal component analysis were carried out to examine six factors, including promotion, belongingness, survival, companion, standard, and aimless, consisting of 21 items. Based on these data, Study 2 constructed the progressive model of external–internal overtime work motivation. Finally, Study 3 validated the formal questionnaire by analyzing the data obtained from 1412 valid questionnaires. The results of the confirmatory factor analysis showed good convergence validity and structural discrimination, and the questionnaire also passed the reliability test. This study proposes a new questionnaire that facilitates an understanding of why individuals work overtime according to an advanced model of external-internal motivations.
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Recent virtue theorists in psychology implicitly assume the truth of motivational internalism, and this assumption restricts the force and scope of the message that they venture to offer as scientists. I aim to contrive a way out ...
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Recent virtue theorists in psychology implicitly assume the truth of motivational internalism, and this assumption restricts the force and scope of the message that they venture to offer as scientists. I aim to contrive a way out of their impasse by arguing for a version of Aristotelian motivational externalism and suggesting why these psychologists should adopt it. There is a more general problem, however. Although motivational externalism has strong intuitive appeal, at least for moral realists and ‘Humeans’ about motivation, it continues to be threatened by Smith’s fetishisation argument and burdened by the inability of its familiar counter-examples to internalism (of the immoral, wicked, listless and amoral persons) to bear full scrutiny. I argue that Aristotle’s example of the continent person (as distinct from the fully virtuous) offers a more persuasive counter-example to internalism. The moral judgements of continent persons do not motivate them intrinsically, yet the continent cannot be counted as practically irrational with regard to morality. If Aristotelian motivational externalism holds true, psychologists can offer full-fledged theories of virtue without the danger of turning the science of psychology into a prescriptive moralism.
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Background When financial cuts are made, staff redundancies and reorganisation in the healthcare system often follow. Little is known how such cutbacks affect work motivation of nurses in primary health care. Aim Examine the effec...
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Background When financial cuts are made, staff redundancies and reorganisation in the healthcare system often follow. Little is known how such cutbacks affect work motivation of nurses in primary health care. Aim Examine the effects of cutbacks on motivating factors among nurses in primary health care. Methods A phenomenological approach involving a purposeful sample of ten nurses in primary health care. Average age 44. Results The participants identified the job itself, autonomy, independence, good communication with co‐workers, and the potential for professional training, learning and development as the main internal motivational factors related to their work. However, increased stress and uncertainty, growing fatigue and understaffing were starting to have a negative impact on these internal motivational factors. Moreover, reduced opportunities for professional training and development had negative effects on the participants. Many saw these opportunities as a vital part of recognition for their job performance. Regarding external motivation, the factors identified were job security, salaries and rewards, and interaction with management. The participants expressed their interest in more consultation with managers and most preferred an increased flow of information from managers to staff members during cutbacks. Salaries, professional training opportunities and appreciation were rewards named by participants for a job well done. All agreed that salaries are stronger motivational factors than before cutbacks. Conclusions In the case of cutbacks, nursing managers should increase consultations with staff and make sure that nurses maintain their independence, autonomy, opportunities for professional training as well as appreciation for job well done.
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There is an increasing growth of customers and regulators requesting enterprises to adopt the ISO 14001 environmental management standard over the last 15 years. Yet, any evidence for consistent environmental, market, and social b...
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There is an increasing growth of customers and regulators requesting enterprises to adopt the ISO 14001 environmental management standard over the last 15 years. Yet, any evidence for consistent environmental, market, and social benefits has been widely debated, which in turn, might be partly linked to the underlying organizational motives for environmental management system adoption. Based on the Institutional Theory and the Natural Resource-based view, this study examines the relationship of two different organizational adoption motives (i.e., internal and external) with triple bottom line perceived benefits (i.e., environmental, social, and market) on the adoption of ISO 14001. Using empirical data collected from a large-scale survey of Australian firms, we found that the motivation for environmental management system adoption was aligned closely with the types of benefits that accrued. The results indicate that external motives enhance social and market positioning, whereas internal motives better serve environmental benefits. Thus, managers may be seeking only a narrowly bounded set of outcomes from ISO 14001, rather than broader strategic improvement. The results also show the environmental benefits of adopting ISO 14001 to improve both the social and market benefits of the adopter enterprises, Practically, environmental benefits should be realized before firms can expect to reap social and market benefits from the environmental management system adoption. Our investigation on multiple motivations for organizational adoption of a voluntary standard provides important theoretical and practical insight: on which organizational environmental management system adoption motives are conducive tc fostering a broader set of strategic benefits.
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Autism spectrum disorder (ASD) is associated with pervasive social deficits as well as marked emotion dysregulation across the life span. Decreased social motivation accounts in part for social difficulties, but factors moderating...
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Autism spectrum disorder (ASD) is associated with pervasive social deficits as well as marked emotion dysregulation across the life span. Decreased social motivation accounts in part for social difficulties, but factors moderating its influence are not fully understood. In this paper, we (a) characterize social and emotional functioning among children and adolescents with ASD, (b) explore contributions of social motivation and emotion dysregulation to social skill, and (c) consider biological sex and intellectual functioning as moderators of these associations. In a sample of 2,079 children and adolescents with ASD from the Simons Simplex Collection, we document direct effects of social motivation, internalizing symptoms, aggression, attention problems, irritability, and self-injurious behavior on children's social skills. Furthermore, dysregulation in several domains moderated the association between social motivation and social skill, suggesting a blunting effect on social motivation in the context of emotional difficulties. Moreover, when considering only individuals with intellectual skills in the average range or higher, biological sex further moderated these associations. Findings add to our understanding of social–emotional processes in ASD, suggest emotion dysregulation as a target of intervention in the service of social skill improvements, and build on efforts to understand sources of individual difference that contribute to heterogeneity among individuals with ASD.
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Internalists argue that there is a necessary connection between motivation and moral judgment. The examination of cases plays an important role in philosophical debate about internalism. This debate has focused on cases concerning...
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Internalists argue that there is a necessary connection between motivation and moral judgment. The examination of cases plays an important role in philosophical debate about internalism. This debate has focused on cases concerning the failure to act in accordance with a moral judgment, for one reason or another. I call these failure cases. I argue that a different sort of case is also relevant to this debate. This sort of case is characterized by (1) moral judgment and (2) behavior that accords with the content of the moral judgment but that has been performed not because of the moral judgment. Instead it is due to some other source of motivation. I call these alternative motivation cases. I distinguish two sorts of alternative motivation cases, and I argue that externalists have natural explanations of these cases. By contrast, extant internalist accounts of failure cases are inadequate when applied to alternative motivation cases.
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Prevention scientists recognize that implementing effective prevention practices and programs responsive to the needs of individuals but based solely upon the findings from variable-centered methods presents several limitations du...
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Prevention scientists recognize that implementing effective prevention practices and programs responsive to the needs of individuals but based solely upon the findings from variable-centered methods presents several limitations due to numerous risk factors, pathways, and unobserved influences. One such understudied influence that is masked by variable-centered methods, motivation, is a person-level characteristic that influences treatment outcomes. The purpose of this paper is to demonstrate the use of an alternative person-centered approach, group iterative multiple model estimation (GIMME), to model change over time that focuses on the interdependence of daily student motivation levels and teacher feedback and their relations to student outcomes over time. Specifically, we used GIMME to model person level responses to negative teacher feedback regarding students' next day motivational ratings using data from 58 5th grade students participating in a study of the impact of the self-monitoring and regulation training strategy (SMARTS). Results identified a set of SMARTS students whose daily readiness aligned with high rates of self and teacher agreement regarding ongoing performance ratings. However, results identified a group of students whose daily motivation and readiness for change was adversely impacted by negative teacher feedback the day before. For these students, they were more likely than their peers to experience high levels of depression and internalization scores. Motivationally oriented practice suggestions for providing feedback to students who may be sensitive to this type of feedback and research implications of these findings are discussed.
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The property of external positivity of dynamic systems is commonly defined as the non-negativity of the output for all time under zero initial conditions and any given non-negative input for all time. This paper investigates the e...
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The property of external positivity of dynamic systems is commonly defined as the non-negativity of the output for all time under zero initial conditions and any given non-negative input for all time. This paper investigates the extension of that property for a structured class of initial conditions of a single-input single-output (SISO) linear dynamic system which can include, in general, certain negative initial conditions. The above class of initial conditions is characterized analytically based on the structure of the transfer function. The basic study is performed in the delay-free case, but extensions are then given for systems subject to a finite number of internal and external, in general incommensurate, point delays and for the closed-loop dynamic systems which incorporate a feedback compensator. The formulation relies on calculating the output based on the impulse responses by considering the relation of the mentioned sets of structured initial conditions with the zero-state response which allows to keep the non-negativity of the zero-input response and that of the total response provided the non-negativity for all time of the zero-state response.
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