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Correlations Between Extrinsic And Intrinsic Job Satisfaction And Organizational Commitment
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Book Synopsis Correlations Between Extrinsic and Intrinsic Job Satisfaction and Organizational Commitment by : Debra Dinges Blanquart
Download or read book Correlations Between Extrinsic and Intrinsic Job Satisfaction and Organizational Commitment written by Debra Dinges Blanquart and published by . This book was released on 1990 with total page 96 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis The Relationship Between Intrinsic and Extrinsic Motivation and Organizational Commitment by : Walter Christian Tribolet
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.
Book Synopsis Job Satisfaction and Organizational Commitment for Private University Employees by : Ralph Schroder
Download or read book Job Satisfaction and Organizational Commitment for Private University Employees written by Ralph Schroder and published by VDM Publishing. This book was released on 2008 with total page 184 pages. Available in PDF, EPUB and Kindle. Book excerpt: Relatively few studies have examined job satisfaction and its intrinsic and extrinsic facets as well as their relationship to organizational and religious commitment for religious private universities. This quantitative research study measured levels of job satisfaction, organizational and religious commitment as well as 5 demographic variables for 835 employees of a private religious university. The study revealed that university employees were most satisfied with their relations with students and peers, and least satisfied with their salary and organizational policy. It was shown that overall job satisfaction and its intrinsic and extrinsic facets were influenced by demographic variables, such as age, educational level, and occupational area. Organizational commitment was related to age and educational level. Moderate correlations were found between organizational commitment and job satisfaction. A seven-predictor model explained 44.2% of the variance of organizational commitment with different models for the occupational subgroups. Religious commitment did not have a mediating effect on the relationship between job satisfaction and organizational commitment.
Book Synopsis The Committed Workforce by : Yannis Markovits
Download or read book The Committed Workforce written by Yannis Markovits and published by Cambridge Scholars Publishing. This book was released on 2012-12-21 with total page 220 pages. Available in PDF, EPUB and Kindle. Book excerpt: Organizational commitment and job satisfaction are two interrelated work attitudes, and the kind of relationship which is influenced by the economic sector and the type of employment. Employees develop commitment profiles that relate differently to job satisfaction and its facets. Furthermore, individuals experience two different regulatory foci that relate to the forms of organizational commitment, and these foci develop into separable characters that moderate the commitment/satisfaction relationship. Since commitment predicts organizational citizenship behaviours, and satisfaction relates to these behaviours, then job satisfaction mediates the relationship between organizational commitment and organizational citizenship behaviours (OCBs). Study 1 investigates the research hypotheses based on the moderating role of the economic sector in relation to job satisfaction/organizational commitment relationships, especially in regard to the forms of commitment and the facets of satisfaction – extrinsic satisfaction and intrinsic satisfaction. Overall, 618 employees successfully completed the questionnaires (258 from private sector companies and 360 from the public administration). Then, distinguishable organizational commitment profiles were developed and constructed from the forms or constructs of commitment. Two different samples are used in Study 2 in order to test the relevant hypotheses – 1,119 employees from the private sector and 476 from the public sector. Study 3 uses the concept of regulatory focus, where the two foci relate differently to forms of organizational commitment, and these two states moderate the satisfaction/commitment relationship; furthermore, individuals develop four separable regulatory focus characters based on the two major regulatory foci. Moreover, the moderating intervention is crucially influenced by the employment status of the individuals. The research hypotheses developed in this part are tested through two samples of employees: 258 working in the private sector and 263 in the public sector. Study 4 examines the mediating role of job satisfaction on the organizational commitment/organizational citizenship behaviours relationship. It argues that job satisfaction mediates the relationship between the forms of commitment and OCBs, and furthermore, job satisfaction more strongly mediates the relationship between these forms and loyal boosterism (one of the OCB dimensions). The relevant hypotheses were tested through a combined sample of 646 employees, equally drawn from the two sectors. The results are discussed, implications and contributions analyzed, and limitations and recommendations for future research presented.
Book Synopsis The Changing Nature of Work by : Ann Howard
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
Book Synopsis Motivation and Work Performance. The Effects of Intrinsic and Extrinsic Motivation on Work Performance by : Jan U.
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.
Book Synopsis The Effects of Intrinsic Motivation and Extrinsic Incentives on Employee Performance by : Jan U.
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.
Book Synopsis Using Intrinsic and Extrinsic Motivators to Achieve Maximum Job Satisfaction, Organizational Commitment, and Performance by : Scott William White
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:
Book Synopsis Handbook of Research on Human Resources Strategies for the New Millennial Workforce by : Ordoñez de Pablos, Patricia
Download or read book Handbook of Research on Human Resources Strategies for the New Millennial Workforce written by Ordoñez de Pablos, Patricia and published by IGI Global. This book was released on 2016-11-17 with total page 549 pages. Available in PDF, EPUB and Kindle. Book excerpt: Each new generation of upcoming professionals requires different strategies for effective management within the workforce. In order to promote a cohesive and productive environment, managers must take steps to better understand their employees. The Handbook of Research on Human Resources Strategies for the New Millennial Workforce is an authoritative reference source for the latest scholarly research on theoretical frameworks and applications for the management of millennials entering the professional realm. Focusing on methods and practices to enhance organizational performance and culture, this book is ideally designed for managers, professionals, upper-level students, and researchers in the fields of human resource and strategic management.
Download or read book Work Motivation written by Uwe Kleinbeck and published by Psychology Press. This book was released on 2013-01-11 with total page 298 pages. Available in PDF, EPUB and Kindle. Book excerpt: A unique compendium of international investigations into motivation and performance, this book offers chapters by industrial and organizational psychologists from the United States, Europe, Australia, and Japan as they share their theories, concepts, empirical evidence, and practical evidence regarding the subject. The volume focuses on three distinct themes: * the relationship between motivation and performance * practical examples of building and strengthening the motivating potential with particular attention paid to productivity and the health of the employees * the development of work motivation over time and the change of the relative importance of central variables Work Motivation provides an exceptional blend of modern theoretical approaches, technologically sound techniques for solving practical problems, and empirical results to prove theoretical and technical validities.
Book Synopsis The Relationship Between Intrinsic and Extrinsic Motivation on Job Performance and Job Satisfaction in the Industrial Setting by : Craig M. Cook
Download or read book The Relationship Between Intrinsic and Extrinsic Motivation on Job Performance and Job Satisfaction in the Industrial Setting written by Craig M. Cook and published by . This book was released on 1979 with total page 82 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Job Insecurity by : Bert Klandermans
Download or read book Job Insecurity written by Bert Klandermans and published by Taylor & Francis. This book was released on 1999-06-24 with total page 180 pages. Available in PDF, EPUB and Kindle. Book excerpt: First published in 1999. Routledge is an imprint of Taylor & Francis, an informa company.
Book Synopsis The role of motivation and its effect on job satisfaction and organizational commitment. A study on educators employed in Maltese schools by : Rudolph Marmara
Download or read book The role of motivation and its effect on job satisfaction and organizational commitment. A study on educators employed in Maltese schools written by Rudolph Marmara and published by GRIN Verlag. This book was released on 2020-10-14 with total page 86 pages. Available in PDF, EPUB and Kindle. Book excerpt: Master's Thesis from the year 2019 in the subject Leadership and Human Resource Management - Employee Motivation, grade: MERIT, University of Chester (Chester Business School), course: Master in Business Administration, language: English, abstract: This study was based on the philosophy of positivism which directed the author to use a deductive approach. A stratified random sampling technique was used to select a sample from each educators’ category out of a total population of 6745 educators. A total of 713 respondents (382 teachers, 65 kindergarten educators and 266 learning support educators) took part in the study. The data collecting tool used was a questionnaire with close-ended questions. SurveyMonkey and MS Excel built-in tools were used to analyse and present the quantitative data collected. The Maltese Government has highly invested in its educational sector intending to achieve a better learning outcome rate and decrease the number of early school leavers. To reach its targets, the education expenditure rate in 2017 compared to Malta’s GDP was 4.9% which was above the EU average. Furthermore, in 2018, the budget for Education was even higher due to an increase in educators’ salaries. The Maltese educational sector, which is under the remit of the Ministry of Education and Employment (MEDE), employs 9871 people which is a substantial share of the country’s public service workforce. Most of them are educators who are collectively responsible for the learning outcomes of students attending Maltese State schools (MSS). Apart from the administrative roles of College Principals, Head of Departments, Head of Schools, Assistant Heads of Schools and Education Officers, the Educators’ class is composed of three other categories which are the teachers in both primary and secondary schools, the kindergarten educators (KE’s) and the learning support educators (LSE’s). For this research study, any reference to the Educators class is referring to the categories of teachers, KE’s and LSE’s.
Book Synopsis Job Satisfaction and Organizational Commitment in Greece by : Ioannis Markovits
Download or read book Job Satisfaction and Organizational Commitment in Greece written by Ioannis Markovits and published by . This book was released on 2009 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: In Study 1 this research investigated research hypotheses based on the moderating role of the economic sector to job satisfaction/organizational commitment relationships, and especially to the forms of commitment and the facets of satisfaction - extrinsic satisfaction and intrinsic satisfaction. Overall, 618 employees successfully completed the questionnaires (258 from private sector companies and 360 from the public administration). Then, distinguishable organizational commitment profiles developed and constructed from the forms or constructs of commitment. Two different samples were used in Study 2 in order to test the relevant hypotheses - 1,119 employees from the private sector and 476 from the public sector. Study 3 used the concept of regulatory focus, where the two foci relate differently to forms of organizational commitment and these two states moderate the satisfaction/commitment relationship and furthermore, individuals develop four separable regulatory focus characters based on the two major regulatory foci. Moreover, the moderating intervention is crucially influenced by the employment status of the individuals. The research hypotheses developed in this part were tested through two samples of employees: 258 working in the private sector and 263 in the public sector. Study 4 examined the mediating role of job satisfaction on the organizational commitment/organizational citizenship behaviours relationship. It argued that job satisfaction mediates more strongly the relationship between these forms and loyal boosterism (one of the OCB dimensions). The relevant hypotheses were tested through a combined sample of 646 employees, equally drawn from the two sectors.
Book Synopsis Impact of Motivational Factors by : Iram Akmal
Download or read book Impact of Motivational Factors written by Iram Akmal and published by LAP Lambert Academic Publishing. This book was released on 2012-07 with total page 72 pages. Available in PDF, EPUB and Kindle. Book excerpt: A happy worker is a productive worker is an assumption on which this research is based. Motivational factors play an important role to increase employee's productivity by making them happy and satisfied. This study was conducted to identify and analyze the importance of motivational factors that lead toward job satisfaction and organizational commitment in telecom sector of Pakistan. The association among Motivators and Hygiene factors (independent variables) were investigated with job satisfaction (mediating variable) and its relationship with organizational commitment (dependent variable) was also hypothesized. Simple random sampling techniques was used to draw the sample from the population, 350 responses through questionnaires were collected from managerial and non managerial employees. SPSS 17.0 has been used for analysis and the outcome of study was being questionable to Herzberg's theory by concluding that both extrinsic and intrinsic factors have significant and positive relationship with job satisfaction but association of Hygiene factors with job satisfaction is more than motivators in telecom sector.
Book Synopsis Positive Psychology in Everyday Life by : Margarida Pocinho
Download or read book Positive Psychology in Everyday Life written by Margarida Pocinho and published by Frontiers Media SA. This book was released on 2022-06-28 with total page 429 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Attitudes In and Around Organizations by : Arthur P. Brief
Download or read book Attitudes In and Around Organizations written by Arthur P. Brief and published by SAGE. This book was released on 1998-06-08 with total page 286 pages. Available in PDF, EPUB and Kindle. Book excerpt: How do the attitudes people bring with them to the workplace-attitudinal baggage-affect thoughts, feelings, and actions in organizations? How are the attitudes of those outside an organization (stockholders, customers, suppliers, government officials, and the public-at-large) affected by the organization? Attitudes In and Around Organizations provides a concise summary of what we know about attitudes and suggests what we might discover by adopting novel means, both conceptual and methodological, for studying attitudes in and around organizations. Arthur P. Brief provides an overview of the job satisfaction literature, including a redefinition of job satisfaction. In addition, he examines the various means by which attitudes have been measured, attitude formation and change, and the resistance of attitudes to change efforts. Groups whose attitudes are organizationally relevant (customers, for example) are examined in order to illustrate how organizations affect the attitudes of people beyond their boundaries and to determine how organizations can influence salient attitudes in their environments. The concluding chapter offers the reader a view of the future and suggests ideas for future research. Students, researchers, consultants, and organizational decision makers will find this a relevant, engaging, and thought-provoking resource.
