How challenging was your work today? The role of autonomous work motivation

The main aim of this study was to investigate whether autonomous motivation for work can explain the distinctive associations between hindrance and challenge demands and work-related well-being (i.e., positive affect and work engagement) on a within-person level. Autonomous work motivation represents the degree to which motivation for putting effort in work is intrinsic (i.e., with a sense of volition and personal choice) or has been internalized (i.e., without feelings of internal or external pressure). In order to test our hypotheses, we employed a diary methodology and followed 153 secondary school teachers throughout five consecutive working days. The results of multilevel modelling provided support for the hypothesized research model. On days when teachers experienced more challenges, they also experienced more positive affect and more engagement in their work on the same day, and this relationship could be explained by (higher) autonomous work motivation on that day. In contrast, on days when teachers experienced more hindrance demands, they experienced less positive affect and less work engagement, and this process was explained by (reduced) autonomous work motivation that day. Our findings add to the literature by showing that daily autonomous motivation as a motivational process can explain why daily challenge and hindrance demands are differentially related to positive well-being at work.     

Is a change in work motivation related to a change in mental well-being?

The purpose of the study was to investigate the effect of changes on work motivation and the effect of the changes on future mental well-being. This prospective study comprised 577 employees who were followed up 18 months after a comprehensive baseline measurement. The response rate was 81% for the baseline and 72% for the follow-up. The results show that both negative and positive changes in work motivation over time (18 months) were related to exhaustion. A similar correlation was found between negative changes in work motivation and depression. The results show that employees with a decreased level of work motivation had a higher risk of experiencing more exhaustion and depression in the future. Thus, investing in activities to promote work motivation may be an effective means of preventing long-term sick leave for stress-related mental illness and of providing energy for successful career advancement.     

Does parental job insecurity matter? Money anxiety, money motives, and work motivation

A structural model focusing on the spillover effect of parental perceived job insecurity on money anxiety was developed and tested. The crossover effect of parents' money anxiety on their children's money anxiety, money motives, and motivation to work was also examined. Data were collected from a sample of undergraduates and their parents. Results of structural equation modeling analyses supported a spillover effect of paternal perceived job insecurity on paternal money anxiety. However, maternal perceived job insecurity was not significantly associated with maternal money anxiety. Results also supported a crossover effect of parental money anxiety on youths' money anxiety. Youths' money anxiety was significantly related to youths' negative money motives. In turn, youths' negative money motives were associated with their intrinsic motivation to work. Implications of the findings are discussed.     

Levels and change in autonomous and controlled work motivation in older workers—The role of proximity to retirement and sense of community at work

Previous studies suggest a preretirement disengagement process from work, which includes reduced work motivation. In this study, we investigated changes in autonomous and controlled work motivation over two years among participants of the Health, Aging and Retirement Transition in Sweden (HEARTS) study. We found stability in both types of motivation; however, those who retired after the study period showed more distinct declines in autonomous motivation. A stronger sense of community at work was related to level, but not change in autonomous motivation. Intra-individual fluctuations in the expected retirement age did not predict work motivation or vice versa. Future studies are needed to better understand the antecedents and consequences of preretirement declines in autonomous work motivation.     

What do People Want from their Jobs? The Big Five,core self‐evaluations and work motivation

If people are differentially motivated on the basis of individual differences, this implies important practical consequences with respect to staffing decisions and the selection of the right motivational techniques for managers. In two different samples (students facing graduation vs full‐time employees), the relationships between personality traits and the preference for job characteristics concerning either extrinsic (job environment) or intrinsic job features (work itself) were investigated. Two personality traits [openness to experience and core self‐evaluations (CSE)] were consistently found to be positively related to the preference concerning work characteristics, and CSE showed incremental validity with regard to intrinsic work motivation factors (e.g., experienced meaningfulness, autonomy). Furthermore, age was differentially linked to those job characteristics. The results are discussed with regards to the optimal Person–Job Fit and the practical utility of the personality constructs.     

Do you get what you pay for? Sales incentives and implications for motivation and changes in turnover intention and work effort

This study investigated relations between pay-for-performance incentives designed to vary in instrumentality (annual pay-for-performance, quarterly pay-for-performance, and base pay level) and employee outcomes (self-reported work effort and turnover intention) in a longitudinal study spanning more than 2 years. After controlling for perceived instrumentality, merit pay increase, and the initial values of the dependent variables, the amount of base pay was positively related to work effort and negatively related to turnover intention, where both relationships were mediated by autonomous motivation. The amounts of quarterly and annual pay-for-performance were both positively related to controlled motivation, but were differently related to the dependent variables due to different relations with autonomous motivation.     

When does self-reported prosocial motivation predict helping? The moderating role of implicit prosocial motivation

In three studies, we tested a motivational model to predict different types of helping from an interactionist, dual-system perspective. We argued that helping behavior is determined by the interplay of two distinct motivational systems: the explicit (i.e., conscious) and the implicit (i.e., unconscious). In line with previous research we expected that explicit prosocial motivation relates to helping, and additionally proposed that depending on the type of helping this relationship is moderated by implicit prosocial motivation: For planned helping, explicit prosocial motivation is a sufficient predictor, regardless of implicit prosocial motivation. For spontaneous helping, on the other hand, the effect of explicit prosocial motivation is moderated by implicit prosocial motivation, and only predictive when also implicit prosocial motivation is high. Study 1 (207 Dutch participants, M _age  = 51.7 years; 51.7 % female) with self-reported willingness to help as dependent variable confirmed that planned helping was determined by explicit prosocial motivation, whereas its effect on spontaneous helping was moderated by implicit prosocial motivation. Study 2 (193 U.S. participants, M _age  = 35.2 years; 64.2 % female) with real-life measures of planned help confirmed the hypothesized main effect of explicit prosocial motivation. Study 3 (73 Dutch participants, M _age  = 20.8 years; 68.5 % female) with a real-life measure of spontaneous helping confirmed the moderating role of implicit prosocial motivation, as the effect of explicit prosocial motivation on helping was only significant for individuals with high implicit prosocial motivation. We argue that considering implicit prosocial motivation provides an overlooked avenue for a more systematic investigation of helping.     

Is all motivation good for learning? Dissociable influences of approach and avoidance motivation in declarative memory

The present study investigated the effects of approach versus avoidance motivation on declarative learning. Human participants navigated a virtual reality version of the Morris water task, a classic spatial memory paradigm, adapted to permit the experimental manipulation of motivation during learning. During this task, participants were instructed to navigate to correct platforms while avoiding incorrect platforms. To manipulate motivational states participants were either rewarded for navigating to correct locations (approach) or punished for navigating to incorrect platforms (avoidance). Participants' skin conductance levels (SCLs) were recorded during navigation to investigate the role of physiological arousal in motivated learning. Behavioral results revealed that, overall, approach motivation enhanced and avoidance motivation impaired memory performance compared to nonmotivated spatial learning. This advantage was evident across several performance indices, including accuracy, learning rate, path length, and proximity to platform locations during probe trials. SCL analysis revealed three key findings. First, within subjects, arousal interacted with approach motivation, such that high arousal on a given trial was associated with performance deficits. In addition, across subjects, high arousal negated or reversed the benefits of approach motivation. Finally, low-performing, highly aroused participants showed SCL responses similar to those of avoidance-motivation participants, suggesting that for these individuals, opportunities for reward may evoke states of learning similar to those typically evoked by threats of punishment. These results provide a novel characterization of how approach and avoidance motivation influence declarative memory and indicate a critical and selective role for arousal in determining how reinforcement influences goal-oriented learning.     

Is there any future in achievement motivation?

The cognitive elaboration of achievement motivation theory by Raynor is reviewed, and the implications of future orientation and psychological distance are examined. It is suggested that psychological distance is determined by at least the following factors: (a) the expectancy of reaching the goal (attainability of the goal), (b) the distance in time between the present state and the future goal, and (c) the individual's future time orientation considered as a personality trait. It is argued that only the first of these factors is included in Raynor's elaboration. The latter two are assumed to determine the Perceived Goal Distance in Time (PgD), and it is postulated that the arousal of motives increases as PgD decreases. It is concluded that each future goal must be weighted by the corresponding perceived goal distance coefficient.This study was carried out while the author was a visiting professor at Ruhr University, Bochum, under the support of an Alexander von Humboldt-Stiftung grant.     

Intrinsic work value–reward dissonance and work satisfaction during young adulthood

Previous research suggests that discrepancies between work values and rewards are indicators of dissonance that induce change in both to reduce such dissonance over time. The present study elaborates this model to suggest parallels with the first phase of the extension-and-strain curve. Small discrepancies or small increases in extension are presumed to be almost unnoticeable, while increasingly large discrepancies are thought to yield exponentially increasing strain. Work satisfaction is a principal outcome of dissonance; hence, work value-reward discrepancies are predicted to diminish work satisfaction in an exponential fashion. Findings from the work and family literature, however, lead to the prediction that this curvilinear association will be moderated by gender and family roles. Using longitudinal data spanning the third decade of life, the results suggest that intrinsic work value-reward discrepancies, as predicted, are increasingly associated, in a negative curvilinear fashion, with work satisfaction. This pattern, however, differs as a function of gender and family roles. Females who established family roles exhibited the expected pattern while other gender by family status groups did not. The results suggest that gender and family roles moderate the association between intrinsic work value-reward dissonance and satisfaction. In addition, women who remained unmarried and childless exhibited the strongest associations between occupational rewards and satisfaction.     

Group therapists' training: what predicts learning?

This field study represents the continuing effort to identify the determinants of learning within experiential small study groups. Thirty-seven training groups from the 1996 Institute of the American Group Psychotherapy Association were studied. Three process measures (Group Relationship Questionnaire [GRQ], Leader Adjective Measure [LAM], and Group Climate Questionnaire [GCQ]) were administered to 434 group members after the first two of four group sessions. Process variables were used to predict learning (measured by the Learning Evaluation Form [LEF]) at the end of the training groups. The factors derived from each of the measures showed good to excellent correspondence with previous studies employing the same instruments. Results suggest that perceptions of the leader and the group, rather than perceptions of one's own relationship to other group members, are more robust predictors of learning in these short-term training groups. Specifically, perceptions of an emotionally engaged group willing to confront conflict, and perceptions of a skillful leader, proved to be significant predictors of learning. Implications for the training of group therapists and group therapy research are discussed.     

Les conceptions hédoniques de la motivation

Hedonism is a psychological notion central to many conceptions of happiness and psychological well-being. Hedonism is also fundamental to motivation as a whole. The present article reviews four hedonic conceptions of motivation from a historical perspective: hedonism of instinct, hedonism as lack of arousal, hedonism as finding an optimum, hedonism as satisfaction to psychological needs. It appears that the first approach, linked to the instincts, is close to more modern conceptions such as satisfaction of psychological needs in a eudemonic perspective.     

How do work stress and coping work? Toward a fundamental theoretical reappraisal

The main aim of this paper is to make the case for why a fundamental reappraisal rather than incremental development of work stress and coping theory is required. In order to do this we present, in simplified form, some of the basic tenets of theory in this field. These tenets are questioned and their limitations identified in two ways. The first way is through contrasting the sort of stories that emerge in counselling and psychotherapy about the causes of people's distress with the simplified accounts found in stress and coping theory. The second way is through a critical examination of the specific ideas that stressors are 'out there' in the work environment and that individuals go through a simple process of primary and secondary appraisal when dealing with potentially harmful aspects of the work environment. Drawing on the notion of the employee as an active crafter and shaper of their job and data showing the complex ways in which people make sense of potentially negative work circumstances, we show how these ideas are of very limited value. In conclusion, we suggest that these limitations are so serious that fundamental reappraisal rather than development is required.     

Does adaptive training work?

People intuitively alter the allocation of study time between items of varying difficulty, and such adaptive learning methods are widely used in education and in commercially available memory training programs. We investigated the effectiveness of a computer‐based adaptive learning system that utilises spacing and repetition effects by presenting difficult items with short gaps to establish fast learning, and easy items with long intervals to optimise long‐term retention. The immediate and delayed effects of adaptive training on cued recall were investigated relative to a control condition of non‐adaptive, random spacing. Adaptive training produced significantly higher immediate and delayed recall rates than random spacing. These results encourage the use of adaptive training in education and rehabilitation. Copyright © 2008 John Wiley & Sons, Ltd.     

On the interpersonal context of adolescents’ sport motivation

ObjectivesTo gain a better understanding of how adolescent athletes make sense of the interpersonal context and its motivational influence in sport. A second purpose was to develop a model explaining the influence of the interpersonal context on the sport motivation of the participants in this study.DesignQualitative cross-case study.MethodsTwelve adolescents (ages 13–17) involved in competitive sport, participated in 24 in-depth semi-structured interviews.ResultsQualitative analyses revealed that other individuals played five major roles on the sport motivation of the participants in this study: (a) providers of support, (b) sources of pressure and control, (c) sources of competence-relevant information, (d) agents of socialization of achievement orientations, and (e) models to emulate. Further, athletes saw a fairly large number of individuals, besides parents and coaches, as involved in playing these roles.ConclusionsResults from this study extend the literature by providing insights into how adolescents make sense of and integrate different motivational influences from the interpersonal context relative to their sport practice.     

Show them the money? The role of pay,managerial need support,and justice in a self‐determination theory model of intrinsic work motivation

The link between money and motivation has been a debated topic for decades, especially in work organizations. However, field studies investigating the amount of pay in relation to employee motivation is lacking and there have been calls for empirical studies addressing compensation systems and motivation in the work domain. The purpose of this study was to examine outcomes associated with the amount of pay, and perceived distributive and procedural justice regarding pay in relation to those for perceived managerial need support. Participants were 166 bank employees who also reported on their basic psychological need satisfaction and intrinsic work motivation. SEM‐analyses tested a self‐determination theory (SDT) model, with satisfaction of the competence and autonomy needs as an intervening variable. The primary findings were that amount of pay and employees' perceived distributive justice regarding their pay were unrelated to employees' need satisfaction and intrinsic work motivation, but procedural justice regarding pay did affect these variables. However, managerial need support was the most important factor for promoting need satisfaction and intrinsic work motivation both directly, indirectly, and as a moderator in the model. Hence, the results of the present organizational field study support earlier laboratory experiments within the SDT framework showing that monetary rewards did not enhance intrinsic motivation. This seems to have profound implications for organizations concerned about motivating their employees.