an article by Émilie Sandrin and Nicolas Gillet (Université de Tours, France), Claude Fernet (Université du Québec à Trois‐Rivières, Québec, Canada) and Monique Leloup and Clément Depin‐Rouault (Service Départemental d'Incendie et de Secours 37, Fondettes, France) published in Stress and Health Volume 35 Issue 4 (October 2019)
Abstract
This study investigated the effects of autonomous and controlled motivations, and workload on perceived stress, health, and performance. Workload was also considered as a moderator of the effects of autonomous motivation on perceived health and performance and of controlled motivation on perceived stress.
We conducted an empirical study using a sample of 654 firefighters.
Consistent with our predictions, results showed positive effects of autonomous motivation and negative effects of workload and controlled motivation on perceived health and performance. They also revealed positive effects of controlled motivation and workload and negative effects of autonomous motivation on perceived stress. Moreover, workload moderated the relations between autonomous motivation and perceived health and performance, so that the positive relations between autonomous motivation and perceived health and performance were lower when workload was high.
Finally, workload moderated the relation between controlled motivation and perceived stress so that the positive relation between controlled motivation and perceived stress was stronger when workload was high. Theoretical contributions and perspectives, as well as implications for practice, are discussed.
Showing posts with label work_motivation. Show all posts
Showing posts with label work_motivation. Show all posts
Friday, 1 November 2019
Saturday, 7 October 2017
Boredom at work: towards a dynamic spillover model of need satisfaction, work motivation, and work-related boredom
an article by Madelon L. M. van Hooff (Radboud University, Nijmegen, The Netherlands) and Edwin A. J. van Hooft (University of Amsterdam, The Netherlands)
published in
European Journal of Work and Organizational Psychology
Volume 26 Issue 1 (2017)
Abstract
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
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.
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Abstract
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
- 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,
- investigating if this motivational process operates both on an “enduring,” between-person level and a daily within-person level, and
- examining if and how daily experiences of work-related boredom spill over to the next day.
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.
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Wednesday, 30 November 2016
What about time? Examining chronological and subjective age and their relation to work motivation
an article by Jos Akkermans and Paul G.W. Jansen (VU Amsterdam, The Netherlands), Annet H. de Lange (HAN University of Applied Sciences, Nijmegen, The Netherlands; Radboud University, Nijmegen; and University of Stavanger, Norway), Beatrice I.J.M. van der Heijden (Radboud University, Nijmegen; Open University of The Netherlands; and University of Kingston, London, UK), Dorien T.A.M. Kooij (Tilburg University, The Netherlands) and Josje S.E. Dikkers (Hogeschool Utrecht, Utrecht, The Netherlands) published in Career Development International Volume 21 Issue 4 (2016)
Abstract
Purpose
The aging workforce is becoming an increasingly important topic in today’s labor market. However, most scientific research and organizational policies focus on chronological age as the main determinant of successful aging. Based on life span developmental theories – primarily socioemotional selectivity theory and motivational theory of life span development – the purpose of this paper is to test the added value of using subjective age – in terms of remaining opportunities and remaining time – over and above chronological age in their associations with motivation at work and motivation to work.
Design/methodology/approach
Workers from five different divisions throughout the Netherlands (n=186) from a taxi company participated in the survey study.
Findings
The results from the regression analyses and structural equation modeling analyses support the hypotheses: when subjective age was included in the models, chronological age was virtually unrelated to workers’ intrinsic motivation, extrinsic motivation, and motivation to continue to work for one’s organization. Moreover, subjective age was strongly related to work motivation. Specifically, workers who perceived many remaining opportunities were more intrinsically and extrinsically motivated, and those who perceived a lot of remaining time were more motivated across the board.
Originality/value
The findings indicate that subjective age is an important concept to include in studies focussing on successful aging, thereby contributing to life span developmental theories. Further implications for research and practice are discussed.
Abstract
Purpose
The aging workforce is becoming an increasingly important topic in today’s labor market. However, most scientific research and organizational policies focus on chronological age as the main determinant of successful aging. Based on life span developmental theories – primarily socioemotional selectivity theory and motivational theory of life span development – the purpose of this paper is to test the added value of using subjective age – in terms of remaining opportunities and remaining time – over and above chronological age in their associations with motivation at work and motivation to work.
Design/methodology/approach
Workers from five different divisions throughout the Netherlands (n=186) from a taxi company participated in the survey study.
Findings
The results from the regression analyses and structural equation modeling analyses support the hypotheses: when subjective age was included in the models, chronological age was virtually unrelated to workers’ intrinsic motivation, extrinsic motivation, and motivation to continue to work for one’s organization. Moreover, subjective age was strongly related to work motivation. Specifically, workers who perceived many remaining opportunities were more intrinsically and extrinsically motivated, and those who perceived a lot of remaining time were more motivated across the board.
Originality/value
The findings indicate that subjective age is an important concept to include in studies focussing on successful aging, thereby contributing to life span developmental theories. Further implications for research and practice are discussed.
Friday, 6 March 2015
Self-control trumps work motivation in predicting job search behavior
an article by Pieter E. Baay, Denise T.D. de Ridder, Tanja van der Lippe and Marcel A.G. van Aken (Utrecht University, The Netherlands) and Jacquelynne S. Eccles (University of Michigan, Ann Arbor) published in Journal of Vocational Behavior Volume 85 Issue 3 (December 2014)
Abstract
Current labour market entrants face an increasingly challenging job search process. Effective guidance of job seekers requires identification of relevant job search skills.
Self-control (i.e., the ability to control one’s thoughts, actions, and response tendencies in view of a long-term goal, such as finding employment) is assumed to be one such relevant job search skill. The current study is the first to empirically assess the importance of self-control in the job search process. This is compared to the role of motivation, which is generally considered a crucial predictor of job searching.
Based on a sample of 403 Dutch prospective vocational training graduates, we found that higher levels of self-control were related to higher levels of preparatory job search behaviour and job search intentions half a year later, shortly before labour market entrance. Self-control was a significantly stronger predictor of job searching than work motivation.
Moreover, relations between self-control and job searching were largely independent of motivation, which may suggest that job-seekers benefit from self-control through adaptive habits and routines that are unaffected by motivation.
We propose that job search interventions, which traditionally focus on strengthening motivation, may benefit from a stronger focus on improving self-control skills.
Abstract
Current labour market entrants face an increasingly challenging job search process. Effective guidance of job seekers requires identification of relevant job search skills.
Self-control (i.e., the ability to control one’s thoughts, actions, and response tendencies in view of a long-term goal, such as finding employment) is assumed to be one such relevant job search skill. The current study is the first to empirically assess the importance of self-control in the job search process. This is compared to the role of motivation, which is generally considered a crucial predictor of job searching.
Based on a sample of 403 Dutch prospective vocational training graduates, we found that higher levels of self-control were related to higher levels of preparatory job search behaviour and job search intentions half a year later, shortly before labour market entrance. Self-control was a significantly stronger predictor of job searching than work motivation.
Moreover, relations between self-control and job searching were largely independent of motivation, which may suggest that job-seekers benefit from self-control through adaptive habits and routines that are unaffected by motivation.
We propose that job search interventions, which traditionally focus on strengthening motivation, may benefit from a stronger focus on improving self-control skills.
Tuesday, 31 July 2012
Development and Validation of the Calling and Vocation Questionnaire (CVQ) and Brief Calling Scale (BCS)
an article by Bryan J. Dik and Brandy M. Eldridge (Colorado State University, USA), Michael F. Steger (North-West University, Potchefstroom, South Africa) and Ryan D. Duffy (University of Florida, USA) published in Journal of Career Assessment Volume 20 Number 3 (August 2012)
Abstract
Research on work as a calling is limited by measurement concerns.
In response, the authors introduce the multidimensional Calling and Vocation Questionnaire (CVQ) and the Brief Calling scale (BCS), instruments assessing presence of, and search for, a calling.
Study 1 describes CVQ development using exploratory and confirmatory factor analysis (CFA) in a cross-validated split-sample approach with 456 undergraduates. The CVQ contained six reliable sub-scales that form CVQ-Presence and CVQ-Search scores, which demonstrated moderate 1-month test–retest reliability, good fit to a six-factor structure, and initial support for construct validity.
Study 2 reports a multi-trait–multi-method analysis with 134 undergraduates and 365 informants.
Self-reported CVQ and BCS scores moderately to strongly correlated with informant reports and scores for both instruments correlated in hypothesized directions with work hope, prosocial work motivation, life meaning, and the search for meaning.
CVQ and BCS scores provide psychometrically sound measures of calling, with the CVQ offering the potential for more fine-grained, multidimensional analyses.
Abstract
Research on work as a calling is limited by measurement concerns.
In response, the authors introduce the multidimensional Calling and Vocation Questionnaire (CVQ) and the Brief Calling scale (BCS), instruments assessing presence of, and search for, a calling.
Study 1 describes CVQ development using exploratory and confirmatory factor analysis (CFA) in a cross-validated split-sample approach with 456 undergraduates. The CVQ contained six reliable sub-scales that form CVQ-Presence and CVQ-Search scores, which demonstrated moderate 1-month test–retest reliability, good fit to a six-factor structure, and initial support for construct validity.
Study 2 reports a multi-trait–multi-method analysis with 134 undergraduates and 365 informants.
Self-reported CVQ and BCS scores moderately to strongly correlated with informant reports and scores for both instruments correlated in hypothesized directions with work hope, prosocial work motivation, life meaning, and the search for meaning.
CVQ and BCS scores provide psychometrically sound measures of calling, with the CVQ offering the potential for more fine-grained, multidimensional analyses.
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