Sources of motivation, interpersonal conflict management styles, and leadership effectiveness: a structural model

126 leaders and 624 employees were sampled to test the relationship between sources of motivation and conflict management styles of leaders and how these variables influence effectiveness of leadership. Five sources of motivation measured by the Motivation Sources Inventory were tested-intrinsic process, instrumental, self-concept external, self-concept internal, and goal internalization. These sources of work motivation were associated with Rahim's modes of interpersonal conflict management-dominating, avoiding, obliging, complying, and integrating-and to perceived leadership effectiveness. A structural equation model tested leaders' conflict management styles and leadership effectiveness based upon different sources of work motivation. The model explained variance for obliging (65%), dominating (79%), avoiding (76%), and compromising (68%), but explained little variance for integrating (7%). The model explained only 28% of the variance in leader effectiveness.     

Relations between locus of control and sources of work motivation amongst government workers

This field study tested the relationship between locus of control and sources of work motivation for a sample of 382 government employees, selected as part of a leadership development initiative. Their mean age was 46 yr., 53% were women, and 42% had earned bachelor's degrees. Analysis showed a significant positive relationship between follower's locus of control and self-concept external motivation (r = .11), self-concept internal work motivation (r = .14), and goal internalization (r = .14); however, these relationships accounted for 2% or less of the common variance in the data. Other relationships tested were not significant. The psychometric structure of the abbreviated locus of control measure was reliable. More complex models and definitive experimental designs are recommended to generalize further.     

Mediational role of academic motivation in the association between school self-concept and school achievement among Indian adolescents in Canada and India

The present study examined the mediational role of academic motivation in the association between school self-concept and school achievement among 355 Indian immigrant adolescents in Canada and 363 Indian adolescents in India. Surveys were administered among Grades 9?C12 students in Canada and India to assess their academic self-concepts, academic motivation, and academic achievement. Bootstrapped tests of simultaneous multiple indirect effects were conducted to determine the unique ability of each putative mediator??intrinsic motivation, extrinsic motivation, and amotivation??to account for the effect of school self-concept on overall school GPA for Indian immigrant adolescents in Canada and Indian adolescents in India. Mediational analyses revealed the mediational roles of both intrinsic and extrinsic motivation in the association between school self-concept and school achievement for Indian immigrant adolescents in Canada, while intrinsic motivation solely mediated the relations between school self-concept and school achievement for Indian adolescents in India. Amotivation was not a significant mediator for both the Indian immigrant and Indian adolescents. Implications of the findings are discussed.     

A comparative study on undergraduate students' academic motivation and academic self-concept

The purpose of this study was to investigate Turkish and American undergraduate students' academic motivation and academic self-concept scores regarding the years that they spent in university. The analysis was based on 566 (284 Turkish, 282 American) undergraduate students where, Academic Motivation Scale and Academic Self-Concept Scale were used as measuring instruments. The results showed that there was a statistical significant effect of nationality and number of years spent in university on undergraduate students' intrinsic motivation, extrinsic motivation, and self-concept scores. Turkish students had higher intrinsic scores whereas American students had higher extrinsic scores and more positive academic-self concept compared to Turkish partners. Regarding grade level, senior students from both cultures had higher intrinsic motivation and academic self-concept scores compared to other grade levels. In terms of extrinsic motivation, there is steady decline in American students' scores as grade level increases. On the other hand, Turkish undergraduates' extrinsic scores decrease in the second year but increase in the third and fourth year of university education. Results were discussed by taking into consideration the social and cultural differences between two nations.     

Reading and Writing Motivation of Third to Sixth Graders

Motivational questionnaires (MRP-R and MWP) were used to investigate reading and writing motivation (self-concept and value) among 252 Hebrew-speaking students in third to sixth grade. CFA for reading and writing motivation revealed a close to reasonable fit, for the total sample and by gender. It yielded a low fit across the four grade levels. Four main results were obtained: (1) reading and writing motivation remained at the same level in all four grades; (2) reading motivation was higher than writing motivation; (3) students’ self-concept was higher than value in both reading and writing; (4) value of reading was higher than value of writing. It is suggested that educators take into account the importance of increasing reading and writing motivation in the early years of elementary school, before motivation stabilizes in third grade. Additionally, attention should be paid to the value that students attach to reading and especially writing, since it may be related to their involvement in reading and writing tasks. Further examination and development of the questionnaire assessing writing motivation is required. More implications of the results for developmental aspects of reading and writing motivation are discussed.     

Age‐related differences in work motivation

This paper examines age‐related differences in work motivation in two samples of 9,388 and 2,512 individuals who completed a comprehensive motivation questionnaire for selection or development purposes. In the first sample, age differences were examined by controlling for gender and investigating whether relationships between age and motivation were non‐linear. Statistically significant relationships between motivation and age were found for most motivation scales, explaining up to 12% of the variance in specific scales. The second sample was used to confirm these results and to determine whether differences on these motivation scales could be explained by additional demographic variables, which were not available in the first sample. When controlling for demographic variables, such as gender, managerial experience, and university education, the pattern of results was similar in the second data set although effects were smaller. Results generally support propositions from the literature, which suggest a shift in people's motives rather than a general decline in motivation with age: older employees were less motivated by extrinsically but more by intrinsically rewarding job features.     

Principal self-efficacy: relations with burnout, job satisfaction and motivation to quit

The purpose of this study was to explore relations between principals?? self-efficacy, burnout, job satisfaction and principals?? motivation to quit. Principal self-efficacy was measured by a recently developed multidimensional scale called the Norwegian Principal Self-Efficacy Scale. Burnout was measured by a modified version of the Maslach Burnout Inventory. Job satisfaction and motivation to quit were measured by two scales developed for the purpose of this study, respectively. Participant in the study were 1,818 principals from the population of Norwegian principals. Data was collected by means of an electronic questionnaire. Two structural equation models were tested which specified principal self-efficacy as an exogenous variable and burnout, job satisfaction and motivation to quit as endogenous variables. The data was analyzed by means of SEM analysis for latent variables using the AMOS 18 program. Both models had acceptable fit to data. The results revealed that principal self-efficacy was positively related to job satisfaction and motivation to quit and negatively related to burnout. Burnout and job satisfaction were negatively related. Burnout was positively related to motivation to quit whereas job satisfaction was negatively related. The study highlights important relations between self-efficacy, burnout, job satisfaction and motivation to quit and extends the literature on principal self-efficacy and its relation to other concepts. The results of the study are discussed together with limitations and suggestions for further research.     

The effects of cooperation and competition on intrinsic motivation and performance

The authors examined the effects of competition and cooperation on intrinsic motivation and performance in 4 studies. Across 3 behavioral studies that involved shooting a basketball, no differences were observed between competition and cooperation on task enjoyment or performance. However, the combination of competition and cooperation (intergroup competition) consistently led to higher levels of intrinsic motivation, and in 2 of the 3 studies, performance. In a questionnaire study, the authors replicated the positive effects of intergroup competition on enjoyment and examined process measures that might account for these effects. These findings suggest that competition and cooperation both have positive aspects and that structuring recreational activities to include both can facilitate high levels of both intrinsic motivation and performance.     

When self-efficacy negatively relates to motivation and performance in a learning context

Recent reviews of the training literature have advocated directly manipulating self-efficacy in an attempt to improve the motivation of trainees. However, self-regulation theories conceive of motivation as a function of various goal processes, and assert that the effect of self-efficacy should depend on the process involved. Training contexts may evoke planning processes in which self-efficacy might negatively relate to motivation. Yet the typical between-persons studies in the current literature may obscure the effect. To examine this issue, 63 undergraduate students completed a series of questionnaires measuring self-efficacy and motivation before 5 class exams. Self-efficacy was negatively related to motivation and exam performance at the within-person level of analysis, despite a significant positive relation with performance at the between-persons level.     

A review of reading motivation scales

Reading motivation is a critical contributor to reading achievement and has the potential to influence its development. Educators, researchers, and evaluators need to select the best reading motivation scales for their research and classroom. The goals of this review were to identify a set of reading motivation student self-report scales used in research, examine the development and psychometric properties of each reading motivation scale, and compare scales on availability, reliability, age range, and motivation constructs measured. This article summarizes 16 current reading motivation scales. Findings suggest the need for more research regarding the multidimensionality of reading motivation and measures that could span early childhood to adolescence.     

A categorized list of motivation definitions,with a suggestion for a consensual definition

A major difficulty in the psychology of motivation has been the lack of consensus on its definition. In an attempt to resolve the terminological confusion, 102 statements defining or criticizing the concept were compiled from a variety of sources. The definitions were classified into nine categories, on the basis of the phenomena or theoretical issues emphasized, with a tenth category containing the skeptical statements. Two categories of definitions emphasized internal mechanisms (phenomenological and physiological); three emphasized functional processes (energizing, directing, and vector); two restricted the scope of motivation (temporal-restrictive and process-restrictive); and two emphasized the comprehensive nature of motivation (broad/balanced and all-inclusive). These categories identify concepts or variables that traditionally have been considered important aspects of motivation. Finally, suggestions were made concerning usage of the termmotivation in a way consistent with both the academic psychological approach and the nonpsychologist's informal concept.     

Exploring learners' self-efficacy, autonomy and motivation toward e-learning

A questionnaire survey was conducted with 116 college students (47 men, 69 women) in Central Taiwan to investigate predictive relationships among four attitudinal variables, perceived self-efficacy, learners' autonomy, intrinsic motivation, and extrinsic motivation toward e-learning. Analysis showed learners' autonomy was predictive of both intrinsic (57% independent variance explained) and extrinsic motivation (61% independent variance explained). Although perceived self-efficacy was not a predictor of intrinsic motivation and extrinsic motivation, it correlated significantly with extrinsic motivation.     

Evaluation of a conflict-resolution and problem-solving programme to enhance adolescents' self-concept

The effectiveness of an intervention programme, initially designed to enhance the self-concept and motivation of gifted underachieving girls, was evaluated for students identified as having a low self-concept and social relationship difficulties. Twenty male and female secondary-school students were randomly assigned to either a treatment or a control group. The programme, called ABLE (Attribution, Behaviour, Life skills Education), incorporates problem-solving, conflict resolution, and a multidimensional framework to investigate adolescents' self-concept formation. The adolescents in the study made significant improvements in the areas of general self-concept, physical appearance self-concept, and total self-concept. Teaching conflict-resolution and problem-solving skills had a beneficial influence on self-concept. The results are discussed in terms of the relevance of the programme and its application to school and counselling interventions.     

Discrepancy and the affective processes a critique of professor Stagner's theory of motivation

Motivation is a process of energy mobilization that occurs in varying degrees and that becomes integrated into specific goal-directed patterns called motives. Physiological homeostasis is a process of maintaining steady states within the body fluids. If there is a departure from a relatively stable state, behavior becomes directed toward a goal that restores stability. The concept of homeostasis can be extended to include the maintaining of equilibria within the dynamic relations between organism and environment. This extension makes it possible to describe social motives and motivations within personality as the removal of discrepancies to restore O-E equilibria. A limitation of the discrepancy theory, however, is that it does not adequately take account of the role of affective processes in motivation and development. Affective arousals are both activating and regulating. They are basic factors in reinforcement and the organization of goal-oriented behavior. Therefore, two dimensions of energy mobilization are required to give an adequate account of motivation and development: activation and the hedonic dimension. The distinction between cognitive and affective processes has an objective neuropsychological basis.     

Determinants of attachment and mastery motivation in infants born to adolescent mothers

Thirty mothers aged 14–19 and their approximately one-year-old babies participated in this study of the influence of the social support network and stress on infant-mother attachment and on mastery motivation. During the home visit the mothers completed a demographic questionnaire, the Psychosocial Kinship Inventory and the Life Events Stress Scale. In the laboratory the infants' mastery motivation and infant-mother attachment were assessed. A discriminant function analysis indicated that infant-mother attachment was predicted best by the social support network. Multiple regression analyses showed that infant persistence was significantly related to the social network, living with the infant's grandmother and financial aid. The results stress the importance of contextual influences on infant socio-emotional development.     

The relationship of motivation and flow experience to academic procrastination in university students

In this article, the author examined the relationships of motivation and flow experience to academic procrastination in 262 Korean undergraduate students who completed a questionnaire on procrastination, flow, and motivation. The results indicated that high procrastination was associated with lack of self-determined motivation and low incidence of flow state. The results also indicated that, although amotivation and intrinsic motivation showed significant unique effects on procrastination, they did not contribute significantly to the variance in procrastination when the effects caused by flow experiences were considered. The author discusses implications for practice and gives suggestions for further research.     

Boredom at work: towards a dynamic spillover model of need satisfaction,work motivation,and work-related boredom

Boredom occurs regularly at work and can have negative consequences. This study aimed to increase insight in the antecedents and processes underlying the development of work-related boredom by (a) examining whether work-related need satisfaction and the quality-of-work motivation mediate the associations between the work characteristics defined in the Job Characteristics Model and work-related boredom, (b) investigating if this motivational process operates both on an “enduring,” between-person level and a daily within-person level, and (c) examining if and how daily experiences of work-related boredom spill over to the next day. Data among employees were collected in a cross-sectional study (N = 115) and a 5-day daily diary study (N = 90). Study 1 results showed that need satisfaction and quality-of-work motivation mediated the association between work characteristics and work-related boredom. This motivational process was also found on a day-to-day basis in Study 2. This study further revealed that work-related boredom spills over to the next day through its associations with increased negative work attitudes and decreased intrinsic motivation. These findings provide insight in the process by which momentary experiences of boredom at work may develop into a more enduring experience of work-related boredom.     

Unique association of approach motivation and mania vulnerability

Bipolar disorder involves experiences of both mania and depression over time, and measures of mania-risk and depression-risk therefore tend to be correlated, making it difficult to disentangle the shared versus unique aspects of mania and depression vulnerability. In theory, strong approach motivation is uniquely linked with mania risk, but this relation tends to be obscured unless co-occurring depression risk is statistically controlled. In this study, 461 college students completed the General Behaviour Inventory (GBI)—a validated questionnaire of bipolar disorder vulnerability—and they reported their degree of approach motivation in response to four vignettes that varied in relative incentive versus threat strength. After controlling for the effect of depression vulnerability, mania vulnerability was associated with approach motivation, particularly in response to more threatening scenarios, and this association remained significant even when controlling for dispositional threat and incentive responsiveness, current symptoms, mood, self-esteem, and optimism. The results are consistent with models that regard heightened approach motivation as a unique aspect of mania vulnerability.     

Employee commitment and motivation: a conceptual analysis and integrative model

Theorists and researchers interested in employee commitment and motivation have not made optimal use of each other's work. Commitment researchers seldom address the motivational processes through which commitment affects behavior, and motivation researchers have not recognized important distinctions in the forms, foci, and bases of commitment. To encourage greater cross-fertilization, the authors present an integrative framework in which commitment is presented as one of several energizing forces for motivated behavior. E. A. Locke's (1997) model of the work motivation process and J. P. Meyer and L. Herscovitch's (2001) model of workplace commitments serve as the foundation for the development of this new framework. To facilitate the merger, a new concept, goal regulation, is derived from self-determination theory (E. L. Deci & R. M. Ryan, 1985) and regulatory focus theory (E. I. Higgins, 1997). By including goal regulation, it is acknowledged that motivated behavior can be accompanied by different mindsets that have particularly important implications for the explanation and prediction of discretionary work behavior.     

Obsessive-compulsive disorder as a disturbance of security motivation

The authors hypothesize that the symptoms of obsessive-compulsive disorder (OCD), despite their apparent nonrationality, have what might be termed an epistemic origin--that is, they stem from an inability to generate the normal "feeling of knowing" that would otherwise signal task completion and terminate the expression of a security motivational system. The authors compare their satiety-signal construct, which they term yedasentience, to various other senses of the feeling of knowing and indicate why OCD-like symptoms would stem from the abnormal absence of such a terminator emotion. In addition, they advance a tentative neuropsychological model to explain its underpinnings. The proposed model integrates many previous disparate observations and concepts about OCD and embeds it within the broader understanding of normal motivation.