Download or read book Investigating the Relationship Between Intrinsic and Extrinsic Reward Job Satisfaction Organisational Commitment and Turnover Intention written by Anntha Visser and published by . This book was released on 2012 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Intrinsic reward (promotion opportunities, recognition and workload) -- Extrinsic reward (policies and practices, relationships at work and pay satisfaction) -- Job satisfaction -- Organisational commitment -- Turnover intention -- Nurses -- Skills shortage -- Intrinsieke beloning (bevorderingsgeleenthede, erkenning en werklading) -- Ekstrinsieke beloning (beleid en praktyk van die organisasie, verhouding met kollegas en tevredenheid met beloning) -- Werkstevredenheid -- Organisatoriese verbintenis en voorneme om werk te beeindig -- Verpleegsters -- Vaardighede tekort.
Download or read book Investigating the Relationship Between Intrinsic and Extrinsic Reward Job Satisfaction Organisational Commitment and Turnover Intention written by Anntha Visser and published by . This book was released on 2012 with total page 140 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Motivation and Work Performance The Effects of Intrinsic and Extrinsic Motivation on Work Performance written by Jan U. and published by GRIN Verlag. This book was released on 2021-07-21 with total page 28 pages. Available in PDF, EPUB and Kindle. Book excerpt: Seminar paper from the year 2018 in the subject Leadership and Human Resources - Employee Motivation, Employee Satisfaction, grade: 1,3, University of Mannheim, language: English, abstract: The purpose of this paper is to investigate the effects of intrinsic and extrinsic motivation on work performance within the R&D environment and provide practical recommendations. Substantial research has been conducted to investigate the construct of motivation and to validate its impact on core business outcomes within varying environments. According to Rani and Lenka (2012), the motivational process affects an individual’s strength and persistence of behaviour. Thus, motivated individuals are activated to behave in a more creative, productive and persistent way. Prevailing literature validates this positive effect. For example, Deci and Ryan (2008a) argue that there is a significant link between motivation and positive work-related outcomes, such as psychological well-being and work performance. Considering this convincing evidence, further research tried to investigate this relationship within varying settings. An area that has aroused major attention is the R&D environment. Within this context managers face several obstacles in establishing high levels of motivation. Clarke (2002) mentions, for example, the differing values and expectations of R&D specialists, the uncertainty of outcomes and the difficulty in measuring the results. For high levels of motivation and performance to occur, managers need to respond to the needs of the R&D professionals without losing sight of the company’s major objectives. Based on the work of Deci, Vallerand, Pelletier and Ryan (1991) and their distinction between intrinsic and extrinsic motivation, studies in the R&D management literature validate the importance of both motivational constructs within this context. However, in practice, organizations like BMW may be incentivized to primarily focus on extrinsic rewards. Extrinsic incentive systems, such as salary increases or bonuses, can easily be established, fairly measured and provide a clear link between the employees’ monetary motives and the organizations objectives. Further, intrinsic motivation may be neglected due to difficulties and increased efforts of implementing such incentives. As a result of this neglect of their workers' intrinsic needs and desires, the motivation within the R&D department and in turn the work performance may decline.
Download or read book The Relationship Between Intrinsic and Extrinsic Motivation and Organizational Commitment written by Walter Christian Tribolet and published by . This book was released on 2013 with total page 280 pages. Available in PDF, EPUB and Kindle. Book excerpt: The concepts of intrinsic and extrinsic motivation and organizational commitment have long interested researchers. Based on many studies in the U.S. and fewer in other countries, established theories recognize the relationship of intrinsic and extrinsic motivation to organizational commitment. In light of these theories, this study examined the relationships between intrinsic and extrinsic motivation and organizational commitment in the automotive industry within a European environment, specifically Switzerland. Five null hypotheses were formulated. (a) Swiss employees are not more motivated by intrinsic than extrinsic rewards. (b) There is no relationship between Swiss employees' intrinsic and extrinsic motivation and organizational commitment. (c) Selected demographic factors (years with company, position with company, salary, educational level) are not significant in employees' organizational commitment. (d) There is no relationship between Swiss employees' intrinsic and extrinsic motivation and the brand of product they sell. (e) There is no relationship between Swiss employees' organizational commitment and the brand of product they sell. The sample, 316 Swiss salespeople, completed a demographic survey, the Survey of Work Values, and the Organizational Commitment Questionnaire. The data were analyzed with descriptive statistics, Pearson correlations, multiple regression, and t tests. Results showed that the first three null hypotheses were rejected and the last two were accepted. Swiss employees' were more intrinsically motivated than extrinsically, and the greater their intrinsic motivation, the greater their degree of organizational commitment. Further, those who were highly extrinsically motivated showed lower organizational commitment. The selected demographic variables, taken together, were significant in Swiss employees' organizational commitment. Finally, no significant relationship was found between employees' intrinsic and extrinsic motivation or organizational commitment and the product they sell. Implications for theory included consideration of more complex relationships among these concepts than previously defined, and addition to the theory of such factors as national culture, governmental constraints, and organizational structure. Recommendations for implementation included development of effective compensation packages and job redesign programs for Swiss employees. Recommendations for future research included replication of this study with U.S. counterparts, comparative cross-national studies, and analysis of the impact of national culture and governmental influence on intrinsic and extrinsic motivation and organizational commitment.
Download or read book The Effects of Intrinsic Motivation and Extrinsic Incentives on Employee Performance written by Jan U. and published by GRIN Verlag. This book was released on 2021-07-21 with total page 35 pages. Available in PDF, EPUB and Kindle. Book excerpt: Bachelor Thesis from the year 2016 in the subject Leadership and Human Resources - Employee Motivation, grade: 1,3, University of Mannheim, language: English, abstract: The motivation for this work is a result of several factors. At first, the topics of motivation and work performance represent core areas in the fields of management and leadership with essential theoretical and practical implications. Second, various studies have been undertaken in order to examine the direct effects of motivation on work performance showing the high relevance of this issue. For example, the work of Jenkins, Mitra, Gupta and Shaw (1998) verifies a positive link between extrinsic motivation and work performance. Such performance improvements may be essential for companies trying to bet the competition. However, comparable studies examining the effects of intrinsic motivation on work performance tend to be rare. Thus, another reason for this present thesis is to close this substantial research gap. The topic of motivation has been widely studied from various researchers in several areas. It represents an essential part in multiple research fields, including the ones of management and psychology. Rani and Lenka define motivation as “a process that elicits, controls, and sustains certain behaviors”. Thus, motivated employees are activated to engage in a certain behaviour in an energized way, whereas unmotivated employees may not have any incentive to act. Ilardi, Leone, Kasser and Ryan (1993) validate a positive relation between high levels of motivation and positive work outcomes, such as job satisfaction or well-being. The importance of motivation becomes clear in light of the recent Gallup-study, which states that unmotivated workers lead to substantial losses for businesses. Until now, a significant number of studies have focused on the effects of motivation on well-being or job satisfaction. However, this thesis has a slightly different focus. It examines the effects of motivation on work performance of employees based on the self-determination theory (SDT) from Deci and Ryan (1985). Therefore, it distinguishes between two types of motivation, namely intrinsic and extrinsic motivation, which will be defined later. This distinction allows to separately examine the effects of intrinsic and extrinsic motivation on work performance as well as the interaction of those two variables and the joint impact of both motivational constructs on work performance.
Download or read book Exchange and Power in Social Life written by Peter Blau and published by Routledge. This book was released on 2017-09-29 with total page 591 pages. Available in PDF, EPUB and Kindle. Book excerpt: In his landmark study of exchange and power in social life, Peter M. Blau contributes to an understanding of social structure by analyzing the social processes that govern the relations between individuals and groups. The basic question that Blau considers is: How does social life become organized into increasingly complex structures of associations among humans.This analysis, first published in 1964, represents a pioneering contribution to the sociological literature. Blau uses concepts of exchange, reciprocity, imbalance, and power to examine social life and to derive the more complex processes in social structure from the simpler ones. The principles of reciprocity and imbalance are used to derive such processes as power, changes in group structure; and the two major forces that govern the dynamics of complex social structures: the legitimization of organizing authority of increasing scope and the emergence of oppositions along different lines producing conflict and change.
Download or read book At the Forefront Looking Ahead written by Amir Sasson and published by . This book was released on 2018 with total page 274 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book The Changing Nature of Work written by Ann Howard and published by Pfeiffer. This book was released on 1995-07-21 with total page 636 pages. Available in PDF, EPUB and Kindle. Book excerpt: Not since the Industrial Revolution has the world experienced such a vast transformation in the nature of work as is now in progress. The winds of change are buffeting the terms and conditions of work, its content, and its context. The rapidity and discontinuity of these changes produce discomfort and anxiety among employees and unprecedented challenges to the leadership of organizations. What will the future hold as information technology, global competition, and the quest for efficiency and flexibility rapidly displace jobs and workers? and how can human resource scientists and professionals anticipate what lies ahead and generate better understanding of emerging work behavior?The Changing Nature of Work envisions the future nature of work, its effect on workers and organizations, and the expanded knowledge that will be needed to optimize its returns. The book examines critical post-industrial transformations in work, workers, and the experience of working and assesses the implications of those changes. It investigates what is driving change at work, what is constraining it, and where work is headed as governments, societies, and work organizations respond to its revolutionary thrust.Demonstrating that most knowledge of work life is rooted in jobs, organizations, and workers of the past, Ann Howard and her contributors call for rethinking the psychology of work. In fourteen original chapters, leading authorities within and outside industrial and organizational psychology--including job design, personnel selection, training, teamwork, organizational commitment, careers, leadership, performance appraisal, political and labor economics, sociology, and information technology--question, test, revise, and expand the current body of knowledge about work behavior.The authors explore the human side of the changing nature of work in both service and manufacturing settings and provide new directions for the work and workers of tomorrow. They probe the challenges
Download or read book Intrinsic Motivation at Work written by Kenneth W. Thomas and published by ReadHowYouWant.com. This book was released on 2010-06-21 with total page 310 pages. Available in PDF, EPUB and Kindle. Book excerpt: What motivates people to do their best work in any endeavor they undertake? Management theory and practice has traditionally focused on elements that Kenneth Thomas calls 'extrinsic motivators': pay, benefits, status, bonuses, commissions, pension plans, expense budgets, and the like. While these are powerful motivators, particularly in command/control job situations where workers have little or no say in how the job is managed, by themselves they are no longer enough. In today's organizations, where managers expect workers and teams to self-manage their work, intrinsic rewards are essential. This breakthrough book provides the first comprehensive treatment of intrinsic motivation in the workplace-the psychological rewards workers get directly from the work itself-offering clear advice on how companies can harness its tremendous power to develop a more committed, self-managing workforce. Written in an engaging, accessible style and grounded in solid academic research, the book provides a diagnostic framework for addressing problems of intrinsic motivation and essential ways to build it. Thomas describes four intrinsic rewards needed to energize today's employees: A sense of purpose or meaningfulness; The ability to choose how the tasks are performed; A sense of competence from performing work activities well, and A sense of progress. Thomas offers detailed information on these rewards, together with the building blocks leaders and workers can use to create them. Finally, he spells out the practical implications for executives, managers, and employees themselves. Intrinsic Motivation at Work makes a major contribution to the topic of work motivation-one that is based on a keen understanding of the changing requirements of today's workplace and the limitations of other motivational models. The paradigm and practical approaches this path-breaking book provides will help business leaders build motivation at every level of their organizations. Ken is also the co-author of the new assessment, the Work Engagement Profile, which measures four intrinsic rewards that fuel employee engagement in the workplace, as discussed in Intrinsic Motivation at Work. The WEP is published by CPP, Inc.
Download or read book Effects of rewards on employee motivation written by Getaneh Abebaw and published by GRIN Verlag. This book was released on 2021-12-23 with total page 73 pages. Available in PDF, EPUB and Kindle. Book excerpt: Master's Thesis from the year 2020 in the subject Leadership and Human Resource Management - Employee Motivation, , language: English, abstract: The general objective of this study is to assess the effect of reward on employee motivation in Kirkos sub city administration, Addis Ababa. The study aims at assessment of the effect of reward on employee motivation in selected Kirkos sub city administration. Descriptive and inferential analysis was used to describe the effect of intrinsic and extrinsic rewards on employee motivation. Out of a total target population of four hundred fortify one administrative employee; two hundred ten samples were taken in probability sampling more specifically, stratified sampling, technique from the Kirkos sub city administration chief executive pool. Questionnaire was developed and distributed to the administrative employees. The finding of the study indicated that administrative employees of the administration have moderate satisfaction with the total reward practices. However; employees are motivated better by intrinsic rewards than extrinsic rewards. When each extrinsic reward items were computed, employees showed dissatisfaction from bonuses, similarly, when variables of each intrinsic reward were examined employees have moderate satisfaction the relationship of manager.
Download or read book The Relationship Between Perceived Job Rewards Work Values Job Satisfaction Organisational Commitment and Turnover Intentions written by Joanna Robyn Beale and published by . This book was released on 2000 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Organizational Commitment and Knowledge Sharing in Contemporary Companies written by Anna Wziątek-Staśko and published by . This book was released on 2022 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: "When evaluating the success of an organization, the value of employees' organizational commitment and the process of knowledge sharing among staff must be considered. As illustrated in this volume, these two concepts are key conditions for organizational success in the contemporary world. This book explores the concept of organizational commitment, what it is, and how to use and understand the value in knowledge management and sharing for both employees and organizations as a whole. A profound analysis of the global literature exposes organizational commitment and knowledge sharing as key determinants of the effectiveness of the organization management process, including human capital management. While much space in the literature on the subject is devoted to the exploration of the above-mentioned concepts, treated as categories subject to separate analysis, the diagnosis and analysis of the relationship between them should be treated as a poorly recognized process. This book fills a research gap, providing a theoretical foundation and important information on organizational commitment and knowledge sharing, highlighting the relationship between both research categories. It will be of interest to researchers, academics, practitioners, and students in the fields of human resource management, leadership, and organizational studies"--
Download or read book The Influence of Rewards and Satisfactions on Employees Performance in Organization written by Abdifatah Musse and published by GRIN Verlag. This book was released on 2012-12-27 with total page 75 pages. Available in PDF, EPUB and Kindle. Book excerpt: Bachelor Thesis from the year 2012 in the subject Leadership and Human Resource Management - Miscellaneous, grade: A, Kolej Universiti Insaniah (Insaniah University College ), course: Business Administration , language: English, abstract: While performing their duties in an organization, employees’ performance can be viewed through the provision of rewards, benefits, pay levels, and pay for their administration. This study was based on a conceptual method which is focusing on relation to the satisfaction of reward and employee’s performance; it has 4 items, which are pay level, Salary administration, raise, and benefits satisfaction. Furthermore, benefit satisfaction has roughly three main items, namely training, health, and rights. It is because; this research’s title is aimed to determine the Relationship between reward satisfaction and work performance. Moreover, the objective of this study is that to examine the influence between pay level and work performance, and to examine the influence between benefits and work performance, also to examine the relationship between raise satisfaction and work performance and to examine the influence between salary administrative and work performance. This study was conducted in a conceptual method. As we have intended to study the influence of rewards and satisfaction on employee’s performance in an organization, information that we have used were gathered from distinct areas such as textbooks, scholarly writing, research materials, journals, related articles, and the Internet sources were resourceful in the process of gathering the information, however, our point of view on those sources was also interpreted in a concept that we have aware to be relevant and potentially directed to this topic. As a result, this study shows that the whole variables were significantly contributed with the dependent variable, meanwhile, pay level satisfaction has substantively related to work performance, whereas raise satisfaction has also influenced work performance. Salary administration satisfaction is also a positive relation to employees’ work performance. However, the most significant variable was benefit satisfaction which is extremely contributed to work performance.
Download or read book Intrinsic Motivation at Work written by Kenneth W. Thomas and published by Berrett-Koehler Publishers. This book was released on 2009-04-06 with total page 242 pages. Available in PDF, EPUB and Kindle. Book excerpt: This breakthrough book provides a comprehensive discussion of intrinsic motivation in the workplace--the psychological rewards workers get directly from the work itself.
Download or read book An Investigation of the Relationship Between Extrinsic and Intrinsic Outcomes and Anticipated Job Satisfaction Attitudes Toward Management and Attitudes Toward Unions written by Douglas P. Massengill and published by . This book was released on 1976 with total page 106 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book International Journal of Mainstream Social Science Vol 1 No 1 written by and published by Universal-Publishers. This book was released on 2011-09-28 with total page 55 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Using Intrinsic and Extrinsic Motivators to Achieve Maximum Job Satisfaction Organizational Commitment and Performance written by Scott William White and published by . This book was released on 1990 with total page 100 pages. Available in PDF, EPUB and Kindle. Book excerpt:
