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1
Niba, Jude A. "Examining extrinsic rewards and participation motivation in male youth soccer." Thesis, United States Sports Academy, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3582358.
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This study purposely examined the types of extrinsic rewards in male youth soccer programs and measures those that are most preferred by players to influence their participation motivation. It also checked if young soccer players skew towards programs that provide more reward opportunities. For this reason, 1000 teenage soccer players were randomized in an online survey administered by a community-based organization. 800 chose programs that provided extrinsic rewards and identified fame, trophies, travel, scholarship, exposure opportunities and money as the six main rewards that influenced their decision to join soccer programs.
A Participation Motivation Questionnaire (PMQ) was then modified using the identified factors and issued to 400 participants between ages 14-18 years, randomly selected from 20 Las Vegas soccer clubs in another survey to rank extrinsic rewards according to importance. Data was collected and entered into the SPSS 17.0 software for analysis. Descriptive statistics were used to calculate frequencies, percentages, mean, and standard deviation. Cronbach alpha was applied to measure internal consistencies based on the demographics and attitudes towards participation motivation. One way ANOVA sought to determine the extent to which the identified extrinsic rewards affected participation motivation, and regression analysis examined the relationships across all factors.
Results from data analysis revealed that, exposure opportunities constituted the most important extrinsic reward that influenced young male soccer players' decision to join soccer programs. Scholarship, travel, fame, money and trophies followed suit. One-way ANOVA showed that race had a significant effect on scholarship, exposure opportunities, and fame. Multivariate regressions revealed that young players that are more motivated by scholarship, fame and travel tended to have higher ability levels. These effects were held even after adjusting for grade and age.
Results from the online survey also concluded that more young players tend to be attracted to soccer programs that provide extrinsic reward opportunities. Thus, extrinsic rewards should be considered and included in programs to enhance motivation.
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Freise, Lawrence Michael. "The effects of extrinsic rewards on high school student attendance." Scholarly Commons, 2002. https://scholarlycommons.pacific.edu/uop_etds/2541.
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Attendance in our nation's schools continues to decline. It is necessary for schools to expand their programs and strategies to improve student attendance. Incentives and rewards for excellent attendance have had positive results in studies researched, but little has been done to research the relationship between changes in attendance and implemented incentive programs. This quantitative study examined the effects of extrinsic rewards on high school student attendance at two separate schools. The first part of the study enabled a chance to win a daily cash prize with value based upon the number of students successfully attending all day. Changes in attendance in the current school year versus the previous school year were measured and analyzed. The second part of the study compared attendance and student attitudes between two comprehensive high schools, where one school represented the treatment group and other the control group. Attendance performance criteria were established that would allow students the chance to earn extrinsic rewards at the end of the first semester of school. Changes in attendance in the current school year versus the previous school year were measured and analyzed. An analysis between change in attendance, school GPA, and student GPA was performed for each school and compared. Finally, a longitudinal study was performed using surveys at each school to measure any changes in student attitudes related to (a) reasons for attending school, (b) interest in school, and (c) satisfaction with school. The null hypotheses were there is no statistically significant relationship between the use of rewards for excellent attendance and (a) the average daily attendance of students, (b) their grade point averages, (c) their motivation to attend, or (d) their interest and satisfaction in the school experience. Results of the first study showed that the change in attendance between school years was statistically significant. While the second showed statistically significant increases in attendance at both schools, the additional increase at the treatment school was also significant. No significant relationship was found between the use of rewards for attendance and school GPA, student GPA, motivation to attend, or the interest and satisfaction in the school experience.
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Di, Santo Rebecca L. "The effect of extrinsic rewards on intrinsic motivation in preschool children /." View online, 1989. http://repository.eiu.edu/theses/docs/32211998880652.pdf.
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Karim, Akam, and Minas Ceriacous. "What do millennials really want? : A study on how reward systems affect organizational commitment in generation Y." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-43843.
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This new economic era is characterized by organizations managing a diverse workforce across different generations. These generations have different work values, goals, and expectations on their employer, which poses various challenges for human resource managers in managing and retaining employees from different generations. The most recent generation that is currently entering the workforce is generation Y, and they are described as the younger generation with high employee turnover and reluctance to pledge long-term work commitments. Therefore, it is in the interest of organizations to tailor reward schemes that resonate with generation Yers in fostering organizational commitment. Thus, this thesis aims to examine how extrinsic and intrinsic rewards affect organizational commitment in generation Y. To answer these questions, this thesis reviews previous literature and use the self-determination theory to see how the different rewards affect the organizational commitment of generation Y. This study has been conducted through interviews with employees that are born within the age spectrum of generation Y (1980-1999) to understand how reward systems affect organizational commitment in generation Y employees. This thesis found that intrinsic rewards affect organizational commitment in a far more positive manner than extrinsic rewards. Furthermore, intrinsic rewards resonate to a greater extent with the employees from generation Y and should, therefore, be a priority for organizations. Moreover, this thesis concludes that intrinsic rewards can more easily satisfy the basic psychological needs, which are, as according to the self-determination theory, crucial to foster organizational commitment.
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Wait, Sasha Ann. "Investigation into the relationship between intrinsic motivation, intrinsic rewards, extrinsic rewards and work engagement among teachers in South Africa." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/13557.
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The primary objective of this mini-dissertation was to investigate whether a relationship exists between rewards, intrinsic motivation, work engagement among school teachers in South Africa. A further aim was to determine if work engagement has a moderating effect on the relationship between rewards and intrinsic motivation. The researcher further investigated whether demographic differences occurred across the three constructs studied. The study made use of quantitative research to achieve the above-mentioned objectives. The researcher made use of Ulrechs Work Engagement Scales (UWES), Intrinsic Work Motivation Scale (IWMS) and the Organisational Rewards Scale (ORS) to measure the mentioned relationships. The ORS was qualitatively piloted on a sample of primary school teachers in a Non-governmental institution. After refinement, a composite questionnaire was electronically completed by 207 teachers within South Africa. Data analysis was conducted in the form of descriptive and inferential statistics, including Cronbach’s alpha testing, Pearson’s Product Moment Correlations, t-tests, analysis of variance and structural equation modelling. The quantitative findings suggested that rewards lead to higher levels of Work Engagement, which in turn causes higher levels of Intrinsic Motivation. Thus, there was full mediation of rewards onto intrinsic rewards through work engagement From a demographics perspective, practically significant differences were discovered between NGO’s and Government High Schools for Rewards. In addition to these results, age differences were discovered across Work Engagement and job level differences were discovered for Intrinsic Motivation, together with significant correlations between the three constructs. These results theoretically contribute to the validation of the newly developed Intrinsic Work Motivation Scale. Furthermore, the results make a valuable contribution to the field of rewards management for teachers in South Africa.
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Richardson, Robert Coakley II. "Motivation in Accounting Decisions: The Effects of Rewards and Environment on Decision Performance and Knowledge Acquisition." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30429.
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The present study investigated the effects of reward structure and environmental conditions (i.e., context) on integrated motivation for an accounting task using 101 undergraduate accounting students. A computer-simulated task in which students were asked to estimate allowance for doubtful accounts was used to create and manipulate reward structure (i.e., performance-contingent vs. task-contingent) and context (i.e., self-determined vs. controlled). It was hypothesized that a self-determined context would create greater motivation than a controlled context when motivation was measured by response intensity, response persistence, integrated response intensity, and integrated response persistence. An ordinal interaction was also hypothesized such that in a self-determined context, performance-contingent rewards would create more motivation than task-contingent rewards, and in a controlled context, performance-contingent rewards would create less motivation than task-contingent rewards.
Results indicated that response intensity, as measured by time on task, did not support the hypothesized main effect or the ordinal interaction; however, when self-reported effort was used as a measure of response intensity, support for both hypotheses was found. Similarly, when response persistence was measured by time on task, support for the hypotheses was not found; however, when number of problems worked during the free choice period was used to assess response persistence, hypothesized effects were supported. For integrated response intensity and persistence, support for the hypotheses was not found.Ph. D.
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Liang, Edwin En-Wei. "Not just about the money : managing beyond extrinsic rewards to thrive in the real estate industry." Thesis, Massachusetts Institute of Technology, 2012. http://hdl.handle.net/1721.1/77134.
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Thesis (S.M. in Real Estate Development)--Massachusetts Institute of Technology, Program in Real Estate Development in Conjunction with the Center for Real Estate, 2012.Cataloged from department-submitted PDF version of thesis. This electronic version was submitted and approved by the author's academic department as part of an electronic thesis pilot project. The certified thesis is available in the Institute Archives and Special Collections.
Includes bibliographical references (p. 69-70).
Companies in the 21st century are increasingly relying on knowledge workers -- people who put to work what they have learned from systematic education as opposed to manual skills -- for value creation. Knowledge workers are the link to all of the company's other investments, managing and processing them to achieve company objectives. But because people, rather than things, are the means of value creation, they are mobile and must exercise choice to join, stay, and work hard for a particular company above all others. A company's survival in the knowledge-based economy is therefore contingent upon its comparative advantage to attract, retain, and make productive its people. This thesis seeks to develop an understanding of the motivational systems and strategies available to companies for sustained value-creation, and the extent to which they can be applied to the real estate industry. To accomplish the latter, the thesis conducts a case study on a leading real estate development and investment company. Through interviewing senior managers and high-performing employees, the thesis explores the specific systems and strategies implemented, and their implications for motivating attraction, retention, and superior value creation. After surveying the relevant literature and analyzing the theory in practice, the thesis concludes that extrinsic rewards and intrinsic motivation are complementary features of high-performing organizations. The case study further suggests that real estate companies need to thoroughly understand their working culture and business model in order to craft tailored motivational strategies that support their high performers and the way they work. Only then can companies move away from merely managing the work of its people to successfully managing for lasting performance.
by Edwin En-Wei Liang.
S.M.in Real Estate Development
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Syk, Edvin. "The intrinsic hierarchy of occupations : The relative importance of intrinsic and extrinsic rewards for job satisfaction." Thesis, Stockholms universitet, Sociologiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-157955.
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Labor market research has predominantly been concerned with extrinsic rewards, while a growing body of research has called attention to the importance of intrinsic rewards. The present thesis builds on this research by examining the relation between intrinsic rewards and the work structure. The questions posed are: (A) How do occupations in the Swedish labor market vary by intrinsic job characteristics, and to what extent is this variation related to occupational extrinsic rewards? (B) What is the relative importance of intrinsic and extrinsic rewards for the individuals’ job satisfaction? Utilizing the Level-of-Living-Survey data between 1991 and 2010, occupational-level measures are constructed for intrinsic and extrinsic rewards. The measures are compared, and regression-techniques are used to control for individual characteristics, and to answer the second question. Results show that occupations are ranked in an intrinsic hierarchy that is partly separate from the extrinsic one. Moreover, the occupations seem to affect job satisfaction primarily through the intrinsic reward dimension. The implications are that intrinsic rewards outline an important aspect of labor market stratification that has largely been overlooked.
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Warner, Nathan. "An investigation of the mediating effect of intrinsic motivation on the relationship between extrinsic rewards and performance /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18582.pdf.
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Gomes, Carmelina Maria Alves Veiga. "Sistema de recompensas e cultura organizacional." Master's thesis, Universidade de Évora, 2012. http://hdl.handle.net/10174/15218.
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Este estudo pretende debruçar-se sobre a relação entre o sistema de recompensas e a cultura organizacional.
A amostra do estudo é constituída por quatro empresas das quais obtivemos respostas de oitenta e nove inquiridos dos noventa e seis colaboradores.
O objectivo geral deste estudo é analisarmos se o sistema de recompensas está alinhado com a cultura organizacional e com os objectivos estratégicos.
No que respeita à metodologia, foi aplicado um inquérito por questionário que se subdividiu em quatro secções.
Da análise concluímos que o tipo de cultura predominante é uma cultura de regras em que existe um sistema de recompensas baseado sobretudo em normativos legais, também se verifica alguma satisfação por parte dos trabalhadores relativamente à percepção que têm da organização a que pertencem, sobretudo ao nível do sentimento de pertença; ABSTRACT: This study intends to look into the relationship between the reward system and organizational culture.
The study sample consists of four companies of which we observe the responses of eighty-nine respondents of the ninety-six employees.
The overall objective of this study is to analyze whether the reward system is aligned with the organizational culture and strategic objectives.
As regards the methodology, was applied a questionnaire that was subdivided into four sections.
The analysis concluded that the type of dominant culture is a culture of rules where there is a reward system based mainly on legal regulations, there is also some satisfaction on the part of workers regarding their perception of the organization to which they belong, especially at sense of belonging.
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Norrman, Anthonia, and Maria Lidén. "Så kan arbetstagare stimuleras till en ihållande kreativ idégenerering : En studie om motivation och kreativitet." Thesis, Mälardalens högskola, Akademin för innovation, design och teknik, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-18651.
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För att organisationer ska klara av att möta nutidens stora omställningar samt den ökandeglobala konkurrensen bör de eftersträva en kontinuerlig utveckling och ett systematisktarbete med innovation. Idag talas det om att den kreativa kapaciteten hos individen ochorganisationen utgör grunden för innovation och att organisationer idag är mer beroende avsina kreativa förmågor än sina materiella tillgångar. För att utveckla individens kreativitetkrävs stimulering av expertis, kreativ förmåga och motivation.Syftet med denna studie var att ta reda på hur Volvo CE industriarbetare kanstimuleras för att uppnå en ihållande kreativ idégenerering. Vi har försökt besvara fyraforskningsfrågor för att kunna uppfylla syftet. För att kunna besvara dessa har vi gjortdatainsamlingar genom enkät och gruppintervju. Vi fann att industriarbetarna med fördelkan stimuleras genom inre motivation, att de bör erbjudas utbildning för att utveckla denkreativa förmågan samt att erbjuda ett större utrymme för explorativt arbete.Industriarbetarna bör även tillåtas generera kreativa idéer som har ett högre nyhetsvärde.
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Knight-Mudie, Karen, and n/a. "Attitudes towards art competitions of senior secondary art students and teachers." University of Canberra. Education, 1988. http://erl.canberra.edu.au./public/adt-AUC20060811.154408.
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Growing concern for the popularity of art competitions
that encourage participation of secondary school senior
art students is reflected in debate by many Australian
art educators. It appears that acceptance of the
external goal of winning a prize may demonstrate that
many students and teachers have not fully considered
the adverse implications of extrinsic rewards on
learning strategies relevant to artistic behavior. On
the other hand the benefit of exhibitions of student
art work appears to be overshadowed by the prevalence
of art competitions.
This study surveys attitudes and perceptions of art
teachers and secondary senior art students towards art
competitions supported by the school.
Subjects include secondary senior art students and
teachers from selected Brisbane Independent Schools.
It appears that participation in art competitions is more frequent in these schools. Results may prove
beneficial to art educators who are concerned with the
issue of extrinsic rewards for artistic behavior.
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Lee, Tiffany T. "Knowledge Sharing Behavior: Clarifying Its Measurement and Antecedents." Scholar Commons, 2018. https://scholarcommons.usf.edu/etd/7540.
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There is increasing recognition that informal learning is a crucial component of organizational functioning and a necessary complement to the formal training that employees receive. As jobs evolve and demand more complex skills, workers must use informal learning to adapt to ever-changing work requirements. Informal learning is often dependent on voluntary knowledge sharing behavior, as evident among members of mastermind groups or communities of practice. In order to assist organizations, researchers must seek to understand the factors that motivate employees to engage in knowledge sharing behavior.
Empirical research on knowledge sharing is nascent. There exists only a handful of quantitative studies examining organizational factors (e.g., rewards) and individual factors (e.g., learning goal orientation and personality) as they relate to knowledge sharing attitudes, intentions, and behaviors. This body of work is also muddied by inconsistent operationalizations of constructs and a lack of an organizing framework. For instance, rewards have been popularly discussed and implemented as tools for incentivizing employees to perform. However, research has produced mixed findings regarding its effects on knowledge sharing behavior in organizations. There has also been a variety of different rewards examined without clear consistency in the results.
The present study addressed several research needs of this area. First, two separate samples were used to assess the psychometric properties (i.e., reliability and factor structure) of new measurement instruments developed for rewards, knowledge sharing behavior, and organizational learning culture. Item content validation was performed with 14 subject matter experts. Scale dimensionality was established using exploratory factor analysis with data from a sample of 230 university students and confirmatory factor analysis with data from a second sample of 569 participants. Hypothesized relationships among dimensions of constructs as well as moderators were examined using regression analyses. Results did not support the popularly conjectured intrinsic versus extrinsic distinction between rewards. Results showed that rewards predicted knowledge asking but did not predict knowledge giving behavior. Non-financial rewards were found to vary in motivational value for knowledge giving depending on an individual’s career stage. Three dimensions of goal orientation exhibited differential relationships with knowledge sharing behavior. Finally, this study demonstrated that the negative relationship between performance avoid orientation and knowledge giving was attenuated in a strong organizational learning culture, providing empirical support for the situational strength theory.
The findings from this work can inform organizational decision makers of how to harness the motivational value of rewards by understanding the career concerns of employees. This work also contributes by identifying person and situation factors that interact to facilitate a crucial kind of informal learning activity, knowledge sharing behavior in organizations.
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Oliveira, Daniela Filipa Ramos de. "O efeito das recompensas na satisfação do trabalho e na retenção de talentos : o caso do setor imobiliário." Master's thesis, Instituto Superior de Economia e Gestão, 2018. http://hdl.handle.net/10400.5/16523.
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Mestrado em Gestão de Recursos HumanosNo atual contexto do mercado de trabalho, as organizações sentem a necessidade de reter o seu capital humano. No setor imobiliário em particular, devido ao elevado crescimento dos últimos anos associado a uma elevada rotatividade dos seus recursos humanos, a questão da retenção de talentos torna-se particularmente relevante. A significativa escassez de investigações sobre o tema no setor motivou a realização deste estudo, cujo principal objetivo é avaliar o papel das recompensas na satisfação no trabalho e na intenção de saída dos colaboradores. O estudo empírico, suportado num inquérito por questionário envolveu uma amostra de 220 colaboradores de três mediadoras imobiliárias. Os inquiridos manifestam um elevado nível de satisfação no trabalho e com as recompensas auferidas e uma baixa intenção de saída. Conclui-se que a satisfação com as recompensas está positivamente relacionada com a satisfação no trabalho, sendo que a satisfação com as recompensas extrínsecas impacta mais na satisfação no trabalho do que a satisfação com as recompensas intrínsecas. Por outro lado, a satisfação com ambos os tipos de recompensas está negativamente relacionada com a intenção de saída, sendo que as recompensas intrínsecas têm um impacto superior na intenção de saída. Os homens mostram-se mais satisfeitos no trabalho do que as mulheres. Os mais jovens são os menos satisfeitos, quer com as recompensas auferidas, quer com o trabalho, revelando maior intenção de sair das respetivas organizações.
In the current context of the global job market, organizations feel the need to retain their human capital. In the real estate industry in particular, due to the high growth of recent years associated with a high turnover of its human resources, retention of talent becomes a particularly relevant issue. The significant lack of research on the subject in the industry motivated the realization of this study, whose main objective is to evaluate the role of rewards in job satisfaction and in the collaborators' intention of leaving. The empirical study, supported by an inquiry, involved a sample of 220 employees of three real estate agents. The respondents manifest a high level of satisfaction at work, they agree with the obtained rewards and have a low desire to leave. In conclusion, satisfaction with rewards is positively related with job satisfaction, being that satisfaction with extrinsic rewards impacts more the job satisfaction than satisfaction with intrinsic rewards. On the other hand, satisfaction with rewards is negatively related with the desire of leaving, being that satisfaction with intrinsic rewards has a greater impact than satisfaction with extrinsic rewards. Men appear more satisfied at work than women. The younger ones are the least satisfied, both with the obtained rewards and with work, revealing a greater intention to leave their organizations.
info:eu-repo/semantics/publishedVersion
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Yeow, Goh Boon. "'It's not just about rewards, I am also interested in my studies' : a longitudinal measurement of extrinsic motivation among primary school pupils." Thesis, Durham University, 2016. http://etheses.dur.ac.uk/11930/.
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Studies of Singapore’s education system have largely focused on the challenges the system faces in terms of ability-driven education and various educational policies. Some studies have focused on creativity and innovation in teaching, national education and teachers’ professional development. However, few studies have considered exploring student motivation. Motivation is an important aspect in the field of education. Knowledge of student motivation may help teachers optimise the learning experience and thereby foster a lifelong enjoyment of learning in their students. If a student’s level of motivation can be measured early on in his or her primary years of education, it may provide insight into how it affects his or her learning. Using organismic integration theory, which is a branch of self-determination theory, as its theoretical background, this study measured the shift in motivation as students progressed through their primary school years. It specifically measured the shifts in external, introjected, identified and integrated regulations of 179 students at a primary school in Singapore over three years. The students were asked to complete a set of self-regulation questionnaires adopted from a study by Ryan et al. (1989) to measure the shift in their external, introjected, identified and integrated regulations as they moved from Primary 3 to 5. The results of the study revealed a significant shift in the students’ external, introjected and integrated regulations albeit with a small effect size. However, no significant shift was found for the students’ identified regulations, and the effect sizes for both measures were small. Although the students’ needs for reward and self-worth decreased as they went through their primary school years, the importance they placed on their schoolwork and their integration of these needs into a self-determined extrinsic motivation remained relatively unchanged over the years. The implications of these results for classroom teaching are discussed in detail.
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Martinovsky, Josef. "Score as a substitute for goals : The impact of score on intrinsic goals in free-form design." Thesis, Högskolan i Skövde, Institutionen för informationsteknologi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-16144.
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The purpose for this study is to examine the impact score has on free-form designed games:games without designed goals. The study is aimed towards smaller products and is meant tohelp designers who are looking to implement score into their game with how it could affect theplayer’s relationship to the defined goal, their intrinsic goal, and the purpose of the game. Aprototype game was created that would simulate the free-form design method. The game hadtwo modes: mode A without score and mode B with score added to one of the actions. Resultsfrom observations and semi-structured interviews show that score has a direct impact on theway participants defined both their intrinsic goals and the one set by the game. Participants’perception of the game defined goal shifts as score is added by giving them a clear andunambiguous extrinsic reward.
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Cunningham, Carlton. "Using Learner Controlled Progress-Based Rewards to Promote Motivation and Achievement of At-Risk Students in Managed Online Learning Environments." NSUWorks, 2011. http://nsuworks.nova.edu/gscis_etd/126.
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Technology enhancements of the past two decades have not successfully overcome the problem of low motivation in Kindergarten through Grade 12 (K-12). Motivation and math achievement have been identified as major factors contributing to the high school dropout problem (30-50% in traditional/online programs). The impact of extrinsic rewards on achievement and the dropout problem, however, remains a subject of debate. This dissertation seeks first to address this debate, through an investigation of reward system effectiveness in the blended learning environment, on at-risk students with varied intrinsic motivation factor scores. Next, the dissertation explores the importance of fit between students' reward perceptions and reward values when motivating student progress. To this end, the author has developed a new 6-factor motivation orientation model for students in blended learning environments, and a learner-configurable progress-based reward system (PBR) for Learner Content Management Systems (LCMS) based on this model.
The hypothesized model was tested for fit with a sample of 353 at-risk high school math students in Miami, Florida. The PBR was developed based upon the findings from interviews with subject matter experts and students, factor and regression analyses used to test hypotheses about learner motivation and predict learner progress.
Conclusions from the study informed the design of an integrated PBR. A 6-factor motivation orientation model was found to explain more of the variance (74%) in student motivation than earlier models. Contrary to Deci et al. (1999), hypothesis test results did not confirm adversarial extrinsic rewards/intrinsic motivation relationships. Furthermore, consistent with person-environment fit theory, learners demonstrated superior progress and achievement when extrinsic reward perceptions and values were well aligned.
With critical input from flexible learning theorists, teachers, and students, the emerging PBR design may ultimately be integrated through mobile learning applications and social media, within LCMS solutions such as Blackboard, and systems commonly used in K-12, such as Apex. Although beyond the scope of the dissertation, the emerging Web-based design promises to play an important role in engaging a K-12 Community of Practice (CoP), consisting of telecommunications partners, game developers, retailers, and education stakeholders sharing a significant interest in future innovations that address the dropout problem.
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Anderson, Malia L. "An Evaluation of the Influences of Extra-Hippocampal Processes on Pattern Separation." BYU ScholarsArchive, 2016. https://scholarsarchive.byu.edu/etd/6347.
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Long-term declarative memory depends on pattern separation, which reduces the degree of overlap between similar representations, to maintain memory specificity, and on pattern completion, which occurs when a degraded cue is used to retrieve a previously stored memory. Previous studies aimed at evaluating the underlying neuronal substrates of these computational processes have used a mnemonic discrimination paradigm and fMRI to focus on the hippocampus, to the exclusion of cortical processing. We aim to investigate the influences extra-hippocampal processes have on pattern separation in the following two studies. Study 1. Computational models of pattern completion suggest it occurs cortically and results in generalized memories whereas pattern separation occurs in the hippocampus and results in memory specificity. It is unknown how the incongruity of these two neuronal processes is resolved. Many studies evaluating the neuronal correlates of pattern separation have used fMRI to evaluate activity in the hippocampus. The sluggish time resolution of fMRI and the restricted spatial focus leave room for considerable differences between pattern completion and pattern separation to go undetected. Here, we use encephalography (EEG) and an event-related potential (ERP) analysis to examine neuronal activity during pattern separation and pattern completion to investigate whether or not cortical processing is employed to resolve the discrepancy between these two neuronal processes. We largely did not observe differences between the ERPs associated with pattern separation and pattern completion. Failure to identify neuronal differences could result from the bulk of neuronal processing differentiating between the two processes occurring deeper in the brain than can be measured by ERPs. Study 2. Extrinsic rewards contingent on memory performance can boost memory and learning. However, the effects of extrinsic rewards on memory specificity, particularly in regards to the process of pattern separation, are not well understood. In this behavioral study, we evaluate how extrinsic rewards affect behavioral performance in a task that taxes pattern separation. Our data show that rewards given for participation at the time of encoding boost mnemonic discrimination between target-lure pairs while rewards given for memory performance at the time of retrieval do not. We hypothesize this is because pattern separation is an encoding dependent process. This boost in discriminability is only seen when the rewarded stimuli are blocked together in separate blocks from the non-rewarded stimuli. When the rewarded and non-rewarded stimuli are interspersed within blocks, discriminability does not significantly differ between the rewarded and non-rewarded trials. Overall, performance was better when rewards were contingent on performance than when rewards independent of performance, although this difference is eliminated when attention during encoding is controlled.
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Jalgard, Timothy. "Animated Gamification - the effects of video clips as rewards in a gamified CRM software for B2B sales." Thesis, Malmö högskola, Fakulteten för teknik och samhälle (TS), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-20885.
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Gamification innebär att man använder element och tekniker från spel i annars icke-lekfulla miljöer för att öka användarnas engagemang. Arbetssättet har de senaste åren blivit allt mer förekommande i profesionella sammanhang som skolan och i arbetslivet. Vetenskapen är fortfarande relativt ung och det finns fortfarande mycket att utforska. Denna studie har undersökt effekten av videoklipp som en belöning i redan etablerad gamification-miljö. Studien har genomförts hos ett B2B säljkonsult-bolag och gjordes som ett 3 veckors experiment där korta videoklipp implementerades som belöningar vid utförda uppgifter för att se hur de kunde påverka antalet minuter som användarna aktivt lade på att ringa samt hur många möten de lyckades boka. Dessutom hölls intervjuer för att undersöka hur användarnas motivation och attityd på arbetet kunde påverkas. Resultaten pekar på ökad tid lagt på att ringa samt ökat antal möten bokade. Intervjuerna pekar på en positiv attityd i samband med filmklippen.Gamification is the use of game elements and techniques in non-game environments in order to increase the users’ engagement with a product, brand or task. It is becoming more and more common in professional environments such as education and the workplace. It is still a pretty young field of science and there is much to explore. This research has studied the effects of implementing video clips as rewards in an already gamified CRM software. The study was conducted at a B2B sales consultant agency during a 3 week period where short video clips were implemented as rewards for completing actions in order to measure what effects they might have in the users time spent calling and successfully booked meetings. Data was gathered from the gamified software in order to measure the changes in productivity. Interviews were also conducted to study what effects the video clips had on the users’ motivation and attitude at work. The results point to an increased time spent calling and an increased number of meetings booked. The interview responses also point to a positive change in attitude.
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Andrade, Lauro Simões. "A relação entre satisfação com as recompensas, comprometimento organizacional e satisfação no trabalho : um estudo no sector da hotelaria em quatro hoteis na região de Lisboa." Master's thesis, Instituto Superior de Economia e Gestão, 2015. http://hdl.handle.net/10400.5/10544.
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Mestrado em Gestão de Recursos HumanosMuitos dos esforços da Gestão de Recursos Humanos se centram no desenvolvimento de políticas e procedimentos que promovam a satisfação dos seus colaboradores, sobretudo pela estreita relação desta com o comprometimento individual e o desempenho global das organizações. Neste sentido, é relevante estudar em que medida os colaboradores se encontram satisfeitos com o sistema de recompensas vigente e com o trabalho e, de que modo essa satisfação afeta o seu comprometimento com a organização. O setor hoteleiro constitui um interessante trabalho sobre esta temática na medida em que, por um lado, possui algumas especificidades que o tornam pouco atraente em termos de emprego, nomeadamente, a forte sazonalidade associada a baixos níveis salariais e uma pesada carga horária o que tende a afetar negativamente a satisfação dos seus colaboradores. Partindo de uma amostra de 229 trabalhadores do setor da hotelaria na região de Lisboa, desenvolveu-se um estudo quantitativo para avaliar a satisfação dos colaboradores quer com o sistema de recompensas quer com o trabalho em geral e a relação entre essas medidas de satisfação e o comprometimento dos colaboradores. Os participantes no estudo mostraram estar satisfeitos quer com as recompensas intrínsecas quer com as extrínsecas que lhes são atribuídas. Verificou-se que a satisfação global com o trabalho estava associada às três componentes do comprometimento organizacional, nomeadamente, o comprometimento normativo, o comprometimento afetivo e o comprometimento calculativo. Os resultados deste estudo empírico apontaram para uma relação positiva entre a satisfação com as recompensas extrínsecas e intrínsecas e o comprometimento afetivo e normativo.
Many efforts of the Human Resource Management focus on the development of policies and procedures and those promote the satisfaction of the employees, particularly by the close relationship of this with the individual commitment and the overall performance of the organizations. In this sense, it is relevant to study the extent to which employees are satisfied with the current reward system in particular and the work, in general, how the satisfaction affects their commitment with the organization. The hospitality industry is an interesting case study on this subject, the extent that has some special features that make it unattractive in terms of employment, in particular, the strong seasonality associated with low wages and a heavy workload which tends to adversely affect the satisfaction of its employees. We used a sample of 229 workers in the hospitality industry in the Lisbon region, a quantitative study was developed to evaluate employee satisfaction with either the reward system or with the work in general and the relationship between these measures of satisfaction and commitment of employees. The participants in the study showed to be satisfied with either extrinsic or intrinsic rewards allocated to them. It was found that overall job satisfaction was influenced by three components of organizational commitment, namely, normative commitment, affective commitment and calculative commitment. The results of this empirical study indicated a positive relationship between satisfaction with the extrinsic rewards and intrinsic rewards and affective commitment and normative commitment.
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Gustavsson-Örn, Julia, and Petra Ström. "Veidekke Projekt Pelarbacken : En studie av motivationen på ett byggprojekt." Thesis, Uppsala University, Department of Business Studies, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-127050.
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Syftet med denna uppsats är att ge en bild av hur motivationen ser ut på Veidekkes projektet Pelarbacken och att skapa en förståelse för de anställda samt vad som gör dem motiverade till att vilja utföra ett bra arbete. För att illustrera hur de anställda upplever att de motiveras har utgångspunkten varit inre- och yttre motivation, belöningssystem samt motivation genom uppsättning av mål. Studien baseras på enkätsvar från sju av de anställda på projektet samt intervjuer med fyra av de anställda. Studien visar att vad som motiverar de anställda är väldigt individuellt då svaren i enkäterna var spridda. Det finns några faktorer som de anställda till största del var överrens om motiverade dem, dessa faktorer är positiv feedback, omväxlande arbetsuppgifter och utmaningar. Förslag till framtida studier är att göra en mer omfattande undersökning, som innefattar flera projekt och respondenter, för att ta reda på huruvida kollektiva belöningar skulle kunna kompletteras med individuella.
The purpose of this paper is to give an idea of what motivates employees at Veidekke’s project Pelarbacken. To create an understanding for what motivates the employees at Pelarbacken the starting point has been intrinsic- and extrinsic motivation, reward systems and motivation through goal-setting. The study is a case study based on the questionnaire responses from seven of the employees and interviews with four of them. The study shows that what motivates respondents is very individual since the responses from the questionnaires did not have a consistent pattern and were distributed across all response alternatives. There were a few motivational factors that the respondents consistently agreed motivated them, these were; positive feedback, task variation and challenging goals. For future studies the suggestion is to conduct a more extensive study about whether it would be a good idea to complement the collective rewards that exist in the company today with individual rewards.
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Hall, Alexander, and Niklas Nyman. "Reinforcing work motivation : A perception study of ten of Sweden´s most successful and acknowledged leaders." Thesis, Jönköping University, JIBS, EMM (Entrepreneurship, Marketing, Management), 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44.
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In pace with a noticeably fiercer global competition and an increased customer awareness, today’s organizations are faced with vast requirements for higher productivity and stronger customerorientation. This transformation has denoted that human resources have become more and more accentuated, and a consensus has grown for the true power embraced within them. In Sweden, some few prominent leaders have distinguished themselves by being highly successful in reinforcing employee motivation, and their knowledge and experiences are priceless in the pursuit of utilizing the full potential of the workforce.
The purpose with this thesis is to study how ten of Sweden’s most successful and acknowledged leaders view and work with employee motivation and critically examine their standpoints. The purpose is furthermore to exemplify how other leaders can strengthen employee motivation through adapting these motivational suggestions.
Qualitative cross-sectional interviews were conducted for the empirical research, holding a hermeneutic and inductive research approach.
The respondent pool is comprised by both commercial leaders, as well as leaders from the world of sports. They range from being managers over purely service-focused organizations, to being founders of innovative product-producing organizations.
The major areas, which are touched upon are; general work motivation intrinsic/extrinsic motivation, communication, and lastly empowerment, responsibility and participation.
Four major areas influence employee motivation (The Society and Social Surroundings, The Organization and Business Environment, The Manager and The Employee). This is visualized in the “Four-Factor Model”.
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Glaeser, Amanda. "Differences in current and desired work values amongst academic employees within a Higher Education Institution in the Western Cape." Thesis, University of Western Cape, 2012. http://hdl.handle.net/11394/3475.
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Magister Commercii (Industrial Psychology) - MCom(IPS)Empirical and anecdotal evidence suggests that organisations, including higher education institutions (HEI‘s) have a propensity to focus on extrinsic rewards as a main motivator that attracts and retains staff (Kubler & De Luca, 2006). Twenge, Stacy, Campbell and Hoffman (2010) maintain that work values represent people‘s expectations from the workplace. Studies performed to determine the impact of intrinsic work values, as opposed to extrinsic work values and rewards, indicate that the sustainable factors influencing long-lasting career choices can be found in the attainment of intrinsic work values (Kovach, 1987; Masibigiri & Nienaber, 2011). With respect to leadership behaviours, intrinsic work values and rewards are seldom considered when focusing on the factors that lead to attracting and retaining academic staff. Werner (2011) posits the view that an understanding of underlying work values of employees can assist in sound people practices to foster engagement and retention of staff. Aspects of intrinsic work values become more important in the context of literature relative to research done about younger generations, who have different expectations from leadership and different ideas of desired work cultures (Sujansky, 2010). Brown (2003), as cited by Patton and McMahon (2009 p.41), states that ―occupational tenure is partially the result of the match between the culture and work values of the worker, supervisor and colleagues‖. The alignment of leadership culture to strategies is therefore important (Rhodes & Mc Guire, 2009). Moreover, the alignment between desired organizational work values and perceived current work values is contended to influence the effective functioning of a workplace. The current research was undertaken based on a cross-sectional, quantitative survey approach which requested participants to select work values out of a pre-designed list of approximately a hundred possible work-related values as positioned in the vision and mission statements of the institution at which the research was undertaken. The results of the research indicate that the two younger groups of academic staff who were targeted in this research, accord importance to intrinsic work values which relate to meaningful and fulfilling work. An analysis of the trends which emerged from the data suggest that leadership and cultural aspects designed to support desired work values may influence successful attraction and retention of these younger generations for academic careers. These findings emphasise the importance for leadership to act in alignment with change needs of academic staff and their own stated vision and mission strategies. The results provide useful insight into the current and perceived work-related values and could be used to inform strategic debates within the HEI. Although tentative in nature, the findings provide a heuristic framework within which to align work-related values across generations of academics and serve as an impetus for future research.
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Silva, Sónia Cristina Bilro Fernandes. "A relação entre a motivação, o sistema de recompensas e a intenção de saída dos oficiais da Força Aérea." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/13087.
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Mestrado em Contabilidade, Fiscalidade e Finanças EmpresariaisA presente dissertação pretende estudar as relações teóricas entre a Motivação, os diferentes tipos de Recompensas, e a Intenção de Saída das organizações, no contexto específico dos militares dos quadros permanentes da Força Aérea Portuguesa. Para tal, foi realizada uma recolha de dados primária, através de entrevista dirigida a militares e ex-militares que pediram abate ao quadro nos últimos dez anos. Posteriormente foram aplicados dois questionários que resultaram em 222 respostas de militares e 38 de ex-militares. Os resultados sugerem que em geral nos modelos propostos, existe uma relação positiva entre a Motivação Intrínseca e a importância dada às Recompensas Não Financeiras Intrínsecas, assim como uma relação positiva entre a Motivação Extrínseca e importância dada às Recompensas Não Financeiras Extrínsecas. Alguns modelos validaram também uma relação positiva entre a Motivação Intrínseca e a recompensa financeira Benefícios, bem como uma relação positiva entre esta motivação com as Recompensas Não Financeiras Extrínsecas. Relativamente à Intenção de Saída da organização Força Aérea, os resultados suportam uma relação positiva com a importância dada à Remuneração Variável, uma relação positiva com a variável Risco, e uma relação negativa com a variável Identificação.
The present dissertation aims to study the theoretical relationships among Motivation, Rewards, and Intention to Turnover in the specific context of the Portuguese Air Force. With this purpose, I collected primary data through interviews with military and former military who decided to leave that organization in the past ten years. Additionally, I applied two questionnaires that led to 222 responses from military and 38 from former military. The results suggest a positive relationship between Intrinsic Motivation and the importance given to Non-Financial Intrinsic Rewards, as well as a positive relationship between Extrinsic Motivation and the importance given to Non-Financial Extrinsic Rewards. Some models also validated a positive relationship between Intrinsic Motivation and Fringe Benefits, and Intrinsic Motivation and Non-Financial Extrinsic Rewards. Regarding Intention to Turnover in the Air Force organization, I identified a positive relationship with the importance given to Variable Income, a positive relationship with Risk and a negative relationship with Identification.
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Wyszynska, Ewelina, Christer Norbäck, and Henrik Pettersson. "Arbetsmotivation vid komplexa och icke-komplexa arbetsuppgifter." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-35864.
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Syftet med denna uppsats var att fastställa om och hur arbetsuppgifternas komplexitetsgrad påverkar vad de anställda motiveras utav. Vidare undersöktes vilka preferenser de anställda med arbetsuppgifter av olika komplexitetsgrad hade gällande icke-monetära belöningar. Det studerades även till vilken grad cheferna var medvetna om deras anställdas preferenser. Utifrån det teoretiska perspektivet ska de anställda med komplexa arbetsuppgifter motiveras utav inre faktorer såsom beröm, utveckling och ökad självständighet. Anställda med icke-komplexa arbetsuppgifter ska då påverkas utav yttre faktorer som lön och spontana materiella belöningar. Studien genomfördes på två fallföretag med en population utav 60 anställda med icke-komplexa arbetsuppgifter samt 30 anställda med komplexa arbetsuppgifter med en svarsfrekvensen på 57%. Resultatet bekräftar att personer med komplexa arbetsuppgifter upplever inre motivation samt att personer med icke-komplexa arbetsuppgifter upplever yttre motivation. Det är snarare tillgången till en viss typ av motivation än själva arbetsuppgiftens komplexitetsgrad som avgör vad anställda motiveras av.The purpose of this thesis was to determine whether and how the level of complexity within work task affects what employees are motivated by. Moreover, was the purpose to investigate what preferences the employees with different level of complexity in their work task had regarding non-monetary rewards. The degree to which the executives were aware of their employees preferences regarding non-monetary rewards was also examined. Based on theoretical perspectives should the employees with complex work tasks be motivated by intrinsic factors such as praise, growth and increased autonomy. The employees with non-complex work task should be affected by extrinsic factors such as salary and spontaneous material rewards. The study was carried out on two case companies with a population of 60 employees with non-complex work tasks and 30 employees with complex work tasks with a response rate of 57%. The results of this study confirm that people with complex work tasks experience intrinsic motivation whereas those with non-complex work tasks experience extrinsic motivation. The result concludes that it is the access to a certain kind of motivation rather than the complexity of work task which determines what the employee is motivated by.
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Gunnarsson, Matilda, and Maria Lindén. "Mitt framtida arbetsliv : En hermeneutisk förståelse för generation Y:s syn på inre och yttre belöning och dess koppling till arbetstrivsel." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-16979.
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Det finns olika beskrivningar av hur generation Y beter sig på arbetsmarknaden varav en återkommande är att de ofta byter jobb. Det finns även tidigare forskning kring hur arbetstrivsel kan motverka personalomsättning och här nämns bland annat den inverkan som belöning kan ha. Syftet med detta arbete är att uppnå en hermeneutisk förståelsetillväxt för generation Y:s syn på framtida arbetsliv och deras resonemang kring inre och yttre belöning. Lawler och Porters (1967) motivationsteori behandlar belöning och arbetstrivsel och kopplar detta till fenomen som personalomsättning. Likt mycket annan organisationsforskning som berör företagsekonomiska problem utgår de från en mer funktionalistisk, kvantitativ ansats. I denna studie har semistrukturerade intervjuer genomförts som sedan tolkats genom tillämpningen av en hermeneutiskt spiral. Utifrån detta tolkningsarbete kunde slutsatsen dras att relationer och utvecklingsmöjligheter kan kopplas, både direkt och indirekt, till arbetstrivsel och spelar en central roll i generation Y:s framtida arbetsliv och deras intentioner att stanna eller lämna ett arbete. Vidare visar studien att det även finns normer kring jobbyte som företeelse vilket generation Y har att förhålla sig till. Studien bidrar till en mer holistisk förståelse kring generation Y och kan ge organisationer en ökad medvetenhet kring normer om jobbyte samt förhoppningsvis leda till en utökad förståelse för dagens och morgondagens arbetskraft.The behaviour of Generation Y in the labor market has been described in several different ways, one of the recurrent descriptions is that they often change jobs. There are also previous research about how job satisfaction can counteract turnover and amongst other things the impact of rewards are mentioned within this research context. The purpose of our study is to attain a growth of hermeneutic understanding about the future work life of Generation Y and their reasoning about intrinsic and extrinsic rewards. Lawler and Porters (1967) theory of motivation deals with topics like rewards and job satisfaction and links these to phenomenon such as turnover. They, as well as much other organizational research, have a functionalist, quantitative point of view while dealing with problems related to business economics. Semi-structured interviews have been conducted and later interpreted through the application of a hermeneutic spiral. Based on this interpretation process we have reached the conclusion that relations and development possibilities can be linked, bothdirect and indirect, to job satisfaction and that they play a central role in Generation Y’sfuture work life and that these elements also influence intentions to stay at or leave a job. Furthermore our study shows that job change is a phenomenon surrounded by norms that Generation Y has to relate to. Our study contributes to a more holistic understanding of Generation Y and can give organizations a raised awareness about norms related to job change and hopefully lead to an extended understanding about the work force of today and tomorrow.
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Mott, Jennifer Lee. "Mothers' perception of the influence of extrinsic reward systems on academic achievement." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998mottj.pdf.
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Kwatsha, Ntombizanele Nangamso. "The role of employee motivation and reward structures as drivers of organisational commitment." University of Western Cape, 2021. http://hdl.handle.net/11394/8360.
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Magister Commercii (Industrial Psychology) - MCom(IPS)Robbins and Judge (2013, p. 13) define an organisation as a “consciously coordinated social unit, composed of two or more people, that functions on a relatively continuous basis to achieve a common goal or set of goals.” Since an organisation’s effectiveness is the result of the level of individual and collective employee performance (i.e. teams and organisational units) and their success in attaining these shared goals, organisations have realised the potential of people as a source of competitive advantage (Pfeffer, 1994). The financial services industry has become fiercely competitive and is largely dependent on the collection of individuals working together to create the services that clients demand and are willing to pay for. South Africa has one of the best-developed financial sectors in the world and competition between the four major banks and insurance providers is fierce (Bhorat, Hirsch, Kanbur & Ncube, 2014). Since companies in the financial sector provide more or less the same services, they depend on their workers to transform scarce resources into valued services that clients demand.
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Visser, Anntha. "Investigating the relationship between intrinsic and extrinsic reward, job satisfaction, organisational commitment and turnover intention / Anntha Visser." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9243.
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Retention strategies in the nursing profession have been a significant subject among researchers for decades. The current shortages of these skilled professionals have reached an alarming extent globally, making it difficult for organisations to retain these workers, also in South Africa. It has become evident that nursing professionals from South Africa emigrate to other countries for more lucrative remuneration, sophisticated work resources and better career opportunities, impacting the South African economy and nursing workforce negatively.
The general objective of the research was to determine whether a relationship exists between intrinsic and extrinsic rewards, job satisfaction, organisational commitment and turnover intention among a group of South African healthcare workers in the private healthcare sector. Specifically of interest was also to see if nurses’ turnover intention could be predicted by the other variables.
A cross-sectional survey design was used. A convenience sample of 152 healthcare workers was obtained from three private hospitals in the Gauteng and North-West provinces. A measuring instrument for intrinsic and extrinsic rewards was adapted from a previous study, and applied with measures of job satisfaction, affective organisational commitment and turnover intention.
Results indicated that the measure of rewards did not present with sufficient reliability, and it was subjected to factor analysis. This delivered two reliable factors, which were labelled Objective experience of rewards and Perceived lacking organisational support. Objective experience of rewards showed to be significantly related to job satisfaction and inversely to turnover intention, and Perceived lacking organisational support was significantly negatively related to job satisfaction and positively to turnover intention. It was also seen that both job satisfaction and objective experience of rewards showed predictive value in terms of nurses’ turnover intention.
Conclusions and limitations regarding this study were made, and recommendations regarding the profession and future research are made.Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.
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Cudjoe, Samuel. "How do Companies Reward their Employees." Thesis, KTH, Industriell ekonomi och organisation (Avd.), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-102749.
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This study is unique considering the location (Africa) and the industrial setting (Gold Mining) from which the research was studied as reward systems had mostly been studied in the North-American and European settings. Thus, the study considered rewards from the perspective of the African and its natural resource industries such as the gold mining industry. The methodology employed in the study was based on a case study approach at Golden Star (Bogoso/Prestea) Limited (GSB/PL) with a population size of 1029 employees combining both qualitative and quantitative data obtained through a questionnaire survey of a 278 sample size and structured interview with the Human Resources and Administration Manager. Thus, the method of data collection represents methodological triangulation and the data obtained from the study represents a primary source of data. The study revealed that all the three generational groups (Baby Boomers, GEN Xers and GEN Yers) places higher emphasis or priority on financial incentives (high salary and bonuses) over any other incentives when respondents were asked to indicate the reward they prefer most. But when rewards were considered as a total package profile, greater number of the baby boomers placed more emphasis or priority on packages with highly flexible pension benefits, long term job security and high internal promotions eventhough the salary and bonus components of the packages (profile) were not that attract. The GEN X and GEN Y groups still maintained their reward package profile preferences based on high financial incentives, training and learning opportunities, personal growth and career advancement. The study revealed that aside the high preferences for financial incentives such as high salary and bonuses by all the generational groups, few of the GEN X and GEN Y also exhibited other preferences such as high personal growth, flexible work schedule, attractive company policy and administration, career advancement, working environment, job security and praises and recognition of which the baby boomers did not indicate any preferences or interest. The study revealed that all the three generational groups (Baby Boomers, GEN X and GEN Y) consider high salary and bonuses as factor which causes employee dissatisfaction when not satisfied or available but when they are satisfied or available also do not motivate or cause satisfaction and thus confirming Herzberg Two-Factor theory that factors such as salary or remuneration, job security, working conditions and company policies only prevent employee dissatisfaction. The study revealed that all generational groups (baby boomers, GEN X and GEN Y) consider high salaries and bonuses as factor which could lead to lack of satisfaction and motivation of the employee in his current role or position when not available or satisfied and thus this finding confirm the traditional belief that pay is prime, or in some cases the only source of motivation but contradict Herzberg claim that pay (high salaries and bonuses) is only an extrinsic factor and that when is available or satisfied, pay does not bring satisfaction and motivation but rather prevents dissatisfaction. The study revealed that GSB/PL rewards systems basically comprises of extrinsic rewards such as high salary levels (pay increases), a bonus scheme, training and learning opportunities, job security, Stock options, Retirement/Pension benefits such as social security and provident fund, promotions, attractive company policies and administration, praises and recognition, good working environment, flexible work schedule, Long service awards and benefits such as housing, Health insurance, Vacation/Annual leave benefits, transportation/bussing service, messing (provision of meals to employees only when at work), and educational benefits (for employees dependants). The study also revealed that the design and implementation of GSB/PL reward systems involves four distinct phases: assessment, design, execution and evaluation phases. In the end, a suitable conclusion was drawn and a number of recommendations proposed to be implemented by the mining company in safeguarding the interest of both employees and the employer.
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Hadar, Ravit [Verfasser]. "Neural reward systems in the honeybee : characterizing the involvement of the mushroom body (MB) extrinsic neurons in reward processing & reversal learning in honeybees / Ravit Hadar." Berlin : Freie Universität Berlin, 2011. http://d-nb.info/1025305353/34.
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Tjärnström, Lovisa. "Motivation i arbetslivet : Inre och yttre motivation i relation till branschbyte." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-31596.
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Santos, Adriele Valéria Pereira dos. "Análise do efeito do sistema de recompensas na motivação dos colaboradores do grupo “Good Gastronomy”." Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/14910.
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Mestrado em Gestão de Recursos HumanosNum ambiente caraterizado pela escassez de recursos valiosos, que encaixem nos objetivos estratégicos das organizações, torna-se fundamental a atração e retenção de colaboradores que acrescentem valor ao negócio da empresa. Atualmente a gestão de recompensas é reconhecida como um dos fatores que influenciam a motivação dos colaboradores e consequentemente a retenção dos mesmos. O presente estudo analisou o efeito do SR (sistema de recompensas) do grupo ?Good Gastronomy? e concluiu que a motivação dos colaboradores do grupo é determinada principalmente pela componente extrínseca proporcionada pelo SR do grupo.
ABSTRACT: In an environment characterized by the scarcity of valuable resources that fit the strategic objectives of organizations, it is fundamental to attract and retain employees who add value to the company's business. Rewards management is currently recognized as one of the factors that influence employees' motivation and consequently their intention to stay with the organization. The present study analyzed the effect of the SR (reward system) of the group "Good Gastronomy" and concluded that the motivation of the employees of the group is determined mainly by the extrinsic component provided by the SR of the group.
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Tribble, Joel Lawrence, and Abdi Fatah Jimaale. "Inre och yttre motivation : En studie om vilka faktorer som motiverar unga medarbetare mest i fyra detaljhandelsföretag." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-14528.
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Titel: Inre och yttre motivation – En studie om vilka faktorer som motiverar unga medarbetare mest i fyra detaljhandelsföretag Nivå: C- uppsats i ämnet företagsekonomi Författare: Joel Lawrence Tribble & Abdi Fatah Jimaale Handledare: Lars Ekstrand Datum: 2013 – Juni Syfte: Syftet med undersökningen är att, med hänsyn till incitamenten som tillämpas i detaljhandelsföretag, studera huruvida det är inre eller yttre motivationsfaktorer som har störst positiv påverkan på unga medarbetares motivation. Våra forskningsfrågor är: Är det inre eller yttre motivationsfaktorer som har störst positiv påverkan på unga medarbetares motivation? Vilka incitament tillämpar företag för att motivera sina medarbetare att utföra önskade prestationer? Metod: Vi har gjort fallstudier på fyra branschledande detaljhandelsföretag, där vi utförde fyra kvalitativa intervjuer med företagens respektive chefer. Vi delade även ut 60 enkäter till de valda företagens respondenter där vi riktade oss till unga medarbetare i åldrarna 15-30 år. Även sekundärdata som litteratur inom området och tidigare forskning har studerats. Informationen som genererats behandlades och analyserades vilket sedan ledde till vår slutsats. Resultat & Slutsats: Vi har kommit fram till att arbetstrygghet och goda arbetskamrater är de två mest motiverande faktorerna bland studiens unga medarbetare, och dessa är inre motivationsfaktorer. Förslag till fortsatt forskning: Vilka skillnader av motivationspreferenser finns det mellan olika generationsgrupper? Vilket styrsystem motiverar medarbetare mest? Utformar företag sina incitamentsystem på ett effektivt sätt? Uppsatsens bidrag: Det bidrag som uppsatsen gett är en ökad förståelse om vad som motiverar unga medarbetare mer och mindre inom detaljhandeln, och vilka incitament de valda företagen använder för att motivera sina medarbetare att utföra önskade prestationer.Title: Intrinsic and extrinsic motivation - a study of what motivates young employees the most within four retail businesses. Level: Final assignment for Bachelor Degree in Business Administration Authors: Joel Lawrence Tribble & Abdi Fatah Jimaale Supervisor: Lars Ekstrand Date: 2013 - June Aim: The purpose of the study is that, given the incentives applied in the retail businesses, consider whether it is intrinsic or extrinsic motivators that have the greatest positive impact on young employees' motivation. Our research questions are: Is it intrinsic or extrinsic motivators that have the greatest positive impact on young employees' motivation? What incentives do companies apply to motivate their employees to perform the desired performance? Method: We have done case studies on four industry-leading retail companies, where we conducted four interviews with their respective managers. We also distributed 60 surveys to the selected companies employees where we aimed ourselves to young employees aged 15-30 years. Secondary data in forms of literature and prior research have been studied. The information generated were then processed and analyzed, which then led to our conclusion. Result & Conclusions: We have found that job security and good coworkers are the two most motivating factors among the study's young employees, and these are intrinsic motivators. Suggestions for future research: What are the differences of motivation preferences between different generational groups? Which control system motivates employees the most? Do companies design their incentive systems in an efficient way? Contribution of the thesis: The contribution that the thesis has given is an increased understanding of what motivates young employees more and less within the detail industry, and what incentives the studied companies use to motivate their employees to perform the desired performance.
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Parttimaa, Jenny, and Mathilda Bäckström. "The Pursuit of Motivating Employees : The connection between employee turnover and reward packages in the hotel – and insurance industry." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-38227.
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Motivating employees is one of the management top priorities nowadays. Motivated employees are less likely to leave the company, which leads to lower turnover rate which in turn can lead to lower costs for the company. The purpose of this study is to illustrate how organizations can increase employees’ motivation and lower employee turnover by using reward packages.
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Klasson, Daniel, and Mattias Sandgren. "Kan ett belöningssystem lindra upplevd tidspress? : En kvantitativ studie om yttre monetära och inre icke-monetära belöningars påverkan på revisorns upplevda TBP." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-15591.
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Revisorn ska verka för allmänhetens bästa (Volcker, 2002) men verkligheten är långt mer komplicerad. Den allokerade tiden per uppdrag (tidsbudget) har minskat till följd av revisionsbranschens kommersialisering. Revisionsbyråerna behöver därför ta ställning till huruvida de kan tänkas genomföra ett revisionsuppdrag till ett lägre pris utan att kompromissa med kvalitén. Revisorer utsätts således för tidspress i form av time budget pressure då de tvingas genomföra revisionsuppdrag på kortare tid. Dysfunktionellt beteende är ofta följden av TBP (time budget pressure) som i sin tur sänker revisionskvalitén. Det saknas forskning som explicit undersöker hur TBP kan minskas. Uppsatsens syfte är att förklara huruvida ett belöningssystem kan användas för att lindra revisorns upplevda TBP. Ett välutvecklat belöningssystem kan möjligen vara lösningen då belöningar motiverar personalen. Empirin samlades in med hjälp av en webbaserad enkätundersökning. 350 e-mail innehållandes en länk till enkäten skickades ut till godkända samt auktoriserade revisorer på de fem största revisionsbyråerna i Sverige. E-mailet innehöll även en uppmaning att sprida enkäten vidare på kontoret i hopp om att nå revisorsassistenterna. 58 svar erhölls. Resultatet påvisar att revisorerna inte upplever TBP i någon stor utsträckning. Det är inte vanligt förekommande med yttre monetära belöningar bland revisorerna men inre icke-monetära belöningar förekommer i stor utsträckning. Belöningssystemen som implementeras motiverar revisorerna men belöningssystem, i sin helhet, kan inte användas för att lindra en revisors upplevda TBP.Accountants are intended to further the public interest (Volcker, 2002) but the reality of the business is far more complicated. The allocated time per audit assignment (time budget) have been reduced as a consequence of the commercialization of the accountancy market. Accountancy firms are required to either accept a lower client fee or possibly lose the client. The cost-quality issue means that accountancy firms have to balance cost savings and quality of service and consequently the accountants are forced to finalize audit assignments in a shorter period of time. Thus time budget pressure (TBP) arises. Dysfunctional behaviour is a common outcome of TBP consequently affecting audit quality. There are however no research whose aim is to explain the factors possible of reducing TBP. The purpose of this thesis is to explain whether a reward system can be utilized to reduce TBP affecting accountants. A well-designed reward system is a plausible solution to the problem of TBP because of the fact that rewards motivates personnel. The empirical evidence was gathered using an online-questionnaire. 350 e-mails were sent to approved and authorized accountants currently working at one of the five largest accountancy firms in Sweden. The e-mail contained a link to the questionnaire as well as an appeal too forward the questionnaire internally with the intent of reaching the firms’ assistant accountants. 58 respondents participated. The results show that accountants does not experience a high degree of TBP. Extrinsic monetary rewards are perceived as frequently occurring and intrinsic non-monetary rewards are perceived as less-frequently occurring by the accountants. The reward system currently implemented are contributing to the accountants’ motivation but reward systems cannot be utilized to reduce TBP affecting accountants.
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Fröjd, Sebastian. "Interaktionen mellan nyfikenhet och yttre motivation." Thesis, Umeå universitet, Institutionen för psykologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-155501.
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Nyfikenhet är inneboende strävan mot inhämtande av ny information. Länge har det ansetts vedertaget att yttre motivation hämmar nyfikenhet, men på senare år har det framkommit forskning som indikerar ett delvis annorlunda förhållande. För att undersöka interaktionen mellan nyfikenhet och yttre motivation konstruerades ett bildbaserat inlärningsexperiment i vilket deltagarna belönades respektive bestraffades för att inhämta information som stillade deras nyfikenhet. I experimentets första del skattade deltagarna sin nyfikenhet på mosaikmaskerade bilder. I experimentets andra del presenterades de skattade mosaikbilderna med en konstant bild. De 24 deltagarnas uppgift var att välja en av de två bilderna i varje spelomgång. Bilden deltagarna valde demaskerades efter olika väntetider. Väntetiden var antingen dragen från en lång eller kort väntetidsfördelning och avhängig om bilden var ny eller återkommande. Huruvida det var den nya eller återkommande bilden som hade kort respektive lång medelväntetid varierade mellan de två inomgrupps-betingelserna. Deltagarna antogs vara yttre motiverade att minimera väntetiden genom att lära sig och sedan föredra den bildkategori med kortast genomsnittlig väntetid. Deltagarna antogs dessutom vara nyfikna att se bilder demaskerade. I ena betingelsen sammanföll deltagarnas yttre motivation och nyfikenhet, i andra betingelsen var deltagarnas yttre motivation och nyfikenhet i konflikt. I en tredje kontrollbetingelse var nyfikenhetsdimensionen eliminerad för att mäta inlärning av väntetid. Experimentet visade att det krävdes fler spelomgångar för att lära sig väntetiden i kontrollbetingelsen jämfört med betingelsen där nya bilder också hade kortare medelväntetid. Betingelsen där nya bilder var förknippade med längre medelväntetid delade deltagarna i två grupper. Deltagare i den ena gruppen valde sällan nya bilder (proportionsmått: 0.75 – 1.0) medan deltagare i den andra gruppen valde nya bilder i hög utsträckning (proportionsmått: 0.0077 – 0.069). Dessa grupper utmärks också på personlighetsdrag kopplade till nyfikenhet. Sammantaget ger studien stöd för att nyfikenhet och yttre motivation kan integreras och att personlighetsdrag är relaterade till värderingen av information.Curiosity is an intrinsic aspiration to obtain new information. It has been considered that external motivation inhibits curiosity, but over the last years new research has indicated a partially different relationship. To investigate the interaction between curiosity and external motivation a picture-based learning experiment was constructed, in which the participants were rewarded, alternatively punished for obtaining new information which pleased their curiosity. In the first part of the experiment, the participants scored their curiosity of mosaic-covered pictures. In the second part of the of the experiment, the scored mosaic-covered pictures were consequently presented next to a constant picture. The task for the 24 participants was then to choose one of the pictures in each round. The chosen mosaic-covered picture would then show according to a certain waiting time - either short or long - depending on if it was new or recurring. Whether the new or recurring picture had a short or long average waiting time varied between the two in-group conditions. It was hypothesized that the participants would be externally motivated to minimize the waiting time by learning and favouring the category of pictures with the shortest waiting time. In addition, it was hypothesized that the participants would be curious of the mosaic-covered pictures. In one of the conditions, the participants external motivation coincided with their curiosity, in the other condition the external motivation was in conflict with their curiosity. In a third controlling condition, the dimension of curiosity was eliminated to measure the learning of the waiting time. The experiment showed that more rounds are needed to learn the waiting time in the controlling conditions compared to when the new pictures also had a shorter average waiting time. When new pictures were associated with a longer average waiting time, it divided the participants into two groups. In one group the participant rarely chose new pictures (proportion: 0.75 – 1.0) while the participants in the other group to a large extent chose new pictures (proportion: 0.0077 – 0.069). These differences were also shown in the participants personal traits connected to curiosity. All together, the study supports the idea that curiosity and external motivation can be integrated and that personal traits are related to the evaluation of information.
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Tripathi, Kailas Nath. "Effects of extrinsic rewards on performance: An intrinsic motivational analysis." Thesis, 1985. http://hdl.handle.net/2009/5594.
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Wang, Yu-Hsun, and 王妤珣. "The Impact of extrinsic rewards on work motivation—the Moderating Effects of intrinsic and extrinsic motivation orientation." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/09951391232023614916.
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碩士國立中央大學
人力資源管理研究所
99
Stajkovic & Luthans(1997) mentioned that financial rewards, social identity and performance-related positive feedback are the most frequently used extrinsic rewards in organizations. They are used to reward employees’ good performance and to stimulate employees’ work motivation. However, there are different hypothesis on the effects of extrinsic rewards. Some scholars believe that financial rewards would undermine intrinsic motivation and positive feedback may strengthen intrinsic motivation, however, some scholars believe that financial rewards are good for employee performance. The three extrinsic reward’s effects on work motivation and performance have been well studied; however, few researchers had put attention to include the influence of general work motivation orientation. The study uses a puzzle-solving task as experiment tool. 160 undergraduate and graduate students were invited as subjects and randomly assigned to four experimental conditions. By using 2x2 between-subjects design, the experiment analysis the effects on extrinsic rewards toward subjects’ work motivation. Subjects are also required to fill out questionnaires of work motivation orientation. The research wants to examine the effects on the long-term work motivation orientation toward work motivation, and analysis the moderating effects of intrinsic and extrinsic motivation orientation between extrinsic rewards and work motivation. Results show positive effects on positive feedback toward both intrinsic motivation and extrinsic motivation, and partial negative effects on financial rewards toward intrinsic motivation. The findings also demonstrate only partial support on the hypothesis of positive effects on intrinsic motivation orientation toward intrinsic motivation. However, the research finds that work motivation orientation has no moderating effect between external rewards and work motivation. Practical implications and further suggestions on academic research of the results are discussed.
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Horng, Yuh-Shan, and 洪玉珊. "Effects of Extrinsic Rewards and Autonomy Curriculum on Intrinsic Motivation and Learning Effectiveness." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/71170138123904715273.
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碩士臺北市立大學
運動教育研究所
102
This study aims to investigate whether the motivational internalization will be affected by extrinsic rewards . Literatures in the field have focused on the autonomy of self-determination theory will effectively enhance motivational internalization , but denied the extrinsic rewards can also provided the same effects. Therefore, we operate with these two factors , in order to investigate the effects of different methods of operation to the motivational internalization. Participants are included 112 elementary school students, desigend to 4 classes. These 4 classes were treated experimental extrinsic rewards , autonomy curriculum , mixed and the control group. The experimental results by paired t -test, two -way ANOVA , simple main effects and cross- table for comparison. The results showed that : autonomy curriculum has a significant effect on the motivational internalization and subsequent spontaneous practice ; extrinsic rewards has no effect on subsequent spontaneous practice, but there is significant effects on the motivational internalization ; mixed group only significant in the autonomy . These results suggested that we can develope more suitable questionnaire to teenager, including paper or non- paper. In addition, it can be compared to the scale empirical testing, to examin the consistency between scores and behavior.
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Yuan, Yu-Ting, and 袁于婷. "The Impact of extrinsic rewards on intrinsic motivation - Using self-efficacy as moderator." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/20044868780266783141.
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碩士國立中央大學
人力資源管理研究所
98
The issue about how external rewards affect people’s intrinsic motivation, especially the monetary rewards, so far has been split in two different viewpoints. The opponents believe that use the money to be the incentives way, not only cannot raise people''s intrinsic motivation, but it will produce detrimental effects on intrinsic motivation; While supporters say that, through monetary reward can make people to confirm their ability or performance, so not only the monetary rewards does not decrease people''s intrinsic motivation, but also can improve the level of work performance. In addition, previous researches have also pointed out that people''s self-efficacy is also play a considerable role on intrinsic motivation. Therefore, in present study was using of experimental design approach to understand how the combination of different types of extrinsic rewards will effect on people''s intrinsic motivation. Furthermore, there also will to explore under different degrees of self-efficacy, whether it will produce the different result of the external reward impact on intrinsic motivation. In this study we using a puzzle-solving task, and the 97 undergraduate and graduate university students were randomly assign to the experimental conditions. The major finding was that the intrinsic motivation of monetary rewarding people will significant higher than the non-rewarding people; however there has no difference on verbal rewards and self-efficacy also doesn''t play the moderating effect between external rewards and intrinsic motivation
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Lai, Yi-Hsuan, and 賴怡璇. "The Effect of Concerns for Information Privacy and Extrinsic Rewards on Providing Personal Private Information." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/15936514450731018257.
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碩士國立彰化師範大學
資訊管理學系所
102
With advent of the information age, privacy is becoming a major concern for internet user. Some websites provides extrinsic rewards to obtain personal information. In this study, we through concerns for information privacy and extrinsic rewards to understand the current situation on the internet and the personal data protection concept of the Internet users. In this study, the framework mainly contains concerns for information privacy, extrinsic rewards, personal privacy information, and individual differences. And individual differences contains big five personality traits, risk taking and privacy invasion experience. The samples consists of voluntary respondents Internet users in Taiwan. Our questionnaire survey collected 368 valid questionnaires. The data analysis results show that extrinsic rewards, agreeableness and privacy invasion experience have positive relationship to provide personal private information. Although people are worry about the information privacy, we found that the concerns for information privacy didn’t had a significant impact for provide personal private information.
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Walsh, Ginny Lyn. "Examining parents' and children's preferences for coaching methods, hedonic social activities, and extrinsic rewards in a youth swim team program." Thesis, 2011. http://hdl.handle.net/2152/ETD-UT-2011-12-4764.
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Youth sports today often mimic professional versions of the sport. Combined with the competitive nature of society, youth sports have become a place where there are few winners and numerous losers. Additionally, many youth sport programs lack the fun, playful elements that used to be prevalent in informal sports. This study uses conjoint analysis to examine parents’ and children’s preferences for coaching methods (intervals, stroke drills, relays, and challenges), hedonic social activities (fun games, parties, and social events), and extrinsic rewards (best time ribbons, place ribbons, and participation ribbons) in a youth swim team program. The conjoint analysis offers insight about which coaching methods, hedonic social activities, and extrinsic rewards are preferred and acceptable to parents and children. Parents and children had similar preferences with their main desire being for the child to learn how to swim. Results indicate that parents and children are socialized into a belief of what sports programs should encompass and that current youth swim team programs are not serving all children.text
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Oliveira, Marta Isabel Teixeira. "Satisfação com as recompensas e motivação da força de trabalho: contributos de um estudo no setor privado português." Master's thesis, 2018. http://hdl.handle.net/1822/55634.
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Dissertação de mestrado em Gestão de Recursos HumanosEsta investigação tem como principal objetivo contribuir para um melhor entendimento da satisfação com o sistema de recompensas e o impacto desta na motivação intrínseca dos colaboradores. Através de uma pesquisa de caráter quantitativo, foi aplicado um questionário a um conjunto de 107 colaboradores que atuam no setor privado português, com vista a testar um conjunto de hipóteses capazes de dar resposta aos objetivos a que esta investigação se propõe. Os dados que resultaram da implementação do questionário foram analisados com recurso ao coeficiente de correlação de Spearman, que nos permitiu analisar a correlação entre as dimensões em estudo, e ao teste de Mann-Whitney, para comparar o grau de satisfação com as recompensas entre os colaboradores em situação de contrato sem termo e os colaboradores em regime de prestação de serviços. Os resultados revelaram níveis médios de satisfação tendencialmente mais elevados nas recompensas não financeiras, do que nas recompensas financeiras, sendo que foi a satisfação com as recompensas não financeiras intrínsecas que registou valores médios superiores. Verificou-se, ainda, um maior grau de motivação em relação aos fatores intrínsecos, face aos fatores extrínsecos. Os testes de correlação de Rho de Spearman revelaram uma correlação positiva e altamente significativa entre a motivação e a satisfação com os vários tipos de recompensas, indicando que a motivação é positiva e significativamente afetada pelas recompensas financeiras e não financeiras. Ao nível da motivação intrínseca, contudo, não se verificou uma correlação significativa com as recompensas financeiras, pelo que se pode concluir que os fatores financeiros não têm impacto na motivação intrínseca. Concluiu-se, ainda, que a situação contratual tem um impacto significativo na satisfação com as recompensas não financeiras, sendo que os trabalhadores em prestação de serviços são os mais satisfeitos com estas. Esta investigação constituí um instrumento que faculta às organizações um maior conhecimento sobre a satisfação dos colaboradores com os vários tipos de recompensas e o impacto na sua motivação intrínseca, dando-lhes um conjunto de sugestões que lhes permitem melhor adequar as suas práticas aos interesses dos colaboradores.
As major purpose, this investigation aims to contribute to a better understanding about satisfaction on the reward system and its impact on workers’ intrinsic motivation. Through a research on a quantitative basis, an inquiry was applied to 107 workers from the Portuguese private sector in order to evaluate a set of hypotheses that this investigation proposes itself to. The data resulting from the implementation of the inquiry was studied and analyzed using Spearman’s correlation coefficient, which allowed us to scrutinize the dimensions in study, and Mann-Whitney’s U-test in order to compare the level of satisfaction on rewards between workers with permanent contracts and contracts on the provision of services. The results revealed intermediate levels of satisfaction with better outcome on the non-financial rewards than in the financial ones, noting that it was the non-financial intrinsic rewards that revealed higher intermediate levels. It was also shown that the motivation degree was higher to intrinsic factors than extrinsic. Spearman’s Rho showed a positive and highly significant correlation between motivation and satisfaction within the different type of rewards, denoting that motivation is positive and extremely affected by the financial and non-financial rewards. However, the intrinsic motivation did not show a significant correlation with the financial rewards, leading to conclude that the financial factors don’t impact on intrinsic motivation. It’s concluded that the type of contract that the worker benefits has a significant impact on satisfaction on the nonfinancial rewards and the workers with a contract on the provision of services are more satisfied. This investigation is a tool that allows organizations a better knowledge about workers’ satisfaction on the different kinds of rewards and its impact on the intrinsic motivation, giving them a set of suggestions that allows to fit their practices better to workers interests.
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Chang, Che-Ming, and 張哲銘. "The research of Taiwan hotel employee' Job involvement and Job satisfaction-intrinsic and extrinsic rewards as the moderators." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/93201233333113209257.
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碩士中國文化大學
觀光事業研究所
97
Taiwan’s hotel's position in the tourism industry can not be ignored, in a hotel, job involvement of employees into the impact of job satisfaction was the antecedent variables, employees were also concerned about the rewards of focus, not only by extrinsic rewards staff incentive compensation, other work brought about by the intrinsic rewards were equally important to satisfaction. The research examined the perceptions of Taiwan’s hotel employees’ job involvement, intrinsic and extrinsic rewards, job satisfaction, and also discussed the variation of job involvement cause by employees’ attributes. Moreover, this study proposed the intrinsic and extrinsic rewards as moderators to influence the effect of job involvement on job satisfaction. The research used the convenience-sampling-method, Taiwan’s hotel employees as the research sample. The human resource departments were authorized to distribute the questionnaires to each department full-time employees. The total delivered questionnaires were 580, and 391 questionnaires were retrieved. There were 379 usable and 12 unusable questionnaires; the response rate was 65.3%. Item analysis, reliability analysis, descriptive statistics, independent t-test, one-way anova, simple regression analysis and hierarchical regression analysis were used to analyze the data. The results of the research showed that job involvement has a significant impact on job satisfaction; different employees’ attributes had different level of job involvement; only extrinsic reward but not intrinsic reward played a partial moderator influencing the relationship of job involvement and job satisfaction. The results of the research con-firmed the relationships among job involvement, intrinsic and extrinsic rewards, and job satisfaction for theoretical contribution, as were as provided practical suggestions for the management in the hotel industry.
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Bojang, Isatou, and 艾沙. "The Influence of Intrinsic and Extrinsic Rewards on Organization Commitment and Job Satisfaction with moderating role of Organization Culture." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/b778du.
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碩士元智大學
經營管理碩士班(企業管理與服務科學學程)
106
With the never ending competition between firms, intrinsic and extrinsic rewards have been a critical factor that assist companies to retain the employees which can be a competitive advantage in the this fierce environment. The paper adopted the Herzberg theory and Theory X and Theory Y to explore and propose the relationship between intrinsic& extrinsic reward and organization commitment & job satisfaction and further examine the moderating effect of Organizational culture on the relationship between intrinsic & extrinsic reward and organizational commitment & job satisfaction. There were 250 questionnaires collected from 7 different companies between two countries (Taiwan and The Gambia). Due to the small sample size and the response between Taiwan and The Gambia there was no significant different. This study adopted the SPSS Software to analyze the data in this study. The findings indicated that intrinsic rewards are more related to organization commitment whilst extrinsic rewards are related to job satisfaction. Furthermore organization culture (Hierarchy and market) played the moderating role between intrinsic, extrinsic reward and organization commitment and job satisfaction.
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Chikukwa, Tatenda. "The impact of extrinsic rewards on employee motivation and organisational effectiveness : a case study of ZFC Limited in Zimbabwe." Thesis, 2017. http://hdl.handle.net/10321/2643.
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Submitted in fulfillment of the requirements for the Degree of Masters in Management Sciences Specialising in Human Resources Management, Durban University of Technology, Durban, South Africa, 2017.This research project was aimed to investigate the impact of extrinsic rewards on employee motivation and organisational effectiveness at ZFC Limited in Zimbabwe. In the globalised environment, it is of important to ensure a motivated workforce because employees are the only asset that appreciates in value over time, thereby directly contributing to organisational outcomes. Employee motivation has been a major problem in manufacturing companies in Zimbabwe, due mainly to poor salaries and pecuniary benefits such as transport allowances and bonuses. The main objectives of the study were to determine employee perceptions of extrinsic rewards, ascertain the relationship between extrinsic rewards and employee motivation and determine the effect of extrinsic rewards on organisational effectiveness. The study adopted a quantitative paradigm, which entailed a structured questionnaire being distributed to respondents. The structured questionnaire comprised Section A and Section B. The sample size was 140, which was derived from a target population of 280 employees through the systematic sampling technique. The researcher used the personal method in distributing and collecting questionnaires to sample respondents and 98 completed questionnaires were returned. This equated to a high response rate of 70%. Furthermore, the data collected was analysed using the Statistical Package for Social Sciences (SPSS) Version 24.0 for Windows. Upon completion, the entire dissertation was checked for plagiarism through the TURNITIN program. The study found that salaries, bonuses and transport allowances were amongst the top extrinsic rewards at ZFC Limited in Zimbabwe. Good financial rewards are vital in influencing the behaviour of employees, as well as in enhancing organisational outcomes. The researcher recommended that ZFC Limited should consider reviewing the reward system, offering competitive financial rewards and timeously rewarding employees. The research project concluded with directions for future research on the role of extrinsic rewards on employee behaviour.
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Sfetsios, Nefeli. ""An imperilled profession?" : teachers' perceptions of the significance of remuneration in entering and remaining in the teaching profession." Thesis, 2009. http://hdl.handle.net/10539/6602.
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In view of the rapid decrease in the number of students opting to train as teachers and the
increasing numbers of teachers leaving the profession; the teaching profession in South
Africa is indeed what Duke (1984) termed “imperilled”. While quantitative research
identifies remuneration to be the foremost factor attributed to the dissatisfaction of
teachers in South Africa as elsewhere; the main purpose of this study was to explore
teachers’ perceptions of remuneration. Nine qualified women teachers aged between 25
and 35 years of age, who had been teaching for at least two years and less than ten,
volunteered to take part in this study. The sample was drawn from government schools in
a suburban part of Johannesburg. This research was based on the information gathered
from a short biographical questionnaire followed by in-depth, semi-structured interviews.
A process of language sensitive thematic content analysis was employed in order to
analyse the data from the interviews. The research indicates that in the decision to enter
the teaching profession, notions of the perception that teaching is a vocation predominate.
An emphasis on the related intrinsic rewards to be gained from teaching was found to
receive greater focus than monetary concerns on entering the profession. The participants
expressed that women are more likely to enter the teaching profession while even though
men may share the passion to teach, they are seriously deterred by the poor levels of
remuneration. The participants explained that as the contexts of their lives changed, so
too did their perceptions of remuneration, often resulting in an increasing emphasis on the
importance of better remuneration to meet their and their families’ financial needs.
Related to this, it was found that as South African teachers were exposed to an almost
overwhelming number of challenges, the participants began to experience fewer intrinsic
rewards which seemed to impact negatively on their perceptions of remuneration. Thus of
the nine participants, only two indicated their long-term commitment to the teaching
profession whereas the remaining seven all had plans to leave the profession in search of
better remuneration.
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柯竺村. "The Effects of Goal Orientations and Extrinsic Rewards on Intrinsic Motivation of Soccer''''s Penalty Kick in Technical High School Students." Thesis, 1996. http://ndltd.ncl.edu.tw/handle/74935225008399160009.
Full textAbstract:
碩士國立體育學院
體育研究所
84
The purpose of the study was to combine goal orientation theory with cognitive evaluation theory to explore the effects of goal orientations and extrinsic rewards on intrinsic motivation, soccer''''s penalty kick. Subjects were 84 male technical school students who were high task / low ego oriented (n=42) and high ego / low task oriented (n=42) selected from 236 students participating in soccer class ( mean age = 16.1±.25 years ). Before the expriment, Subjects were randomly assigned to expected reward, un-expected reward, or no reward condition. Each condition was 14 subjects. The results were as follows: Firstly, goal orientations and extrinsic rewards had the interactional effects on subjects intrinsic motivation. Specifically, high task / low ego oriented students in expected and no reward condition reported greater intrinsic motivation than high ego / low task oriented ones, but there were no difference in un-expected reward. Besides, high task / low ego oriented students in un-expected reward reported greater intrinsic motivation than those in expected reward. However, high ego / low task oriented students in un-expected reward reported greater intrinsic motivation than those in no reward and expected reward. In addition, no reward also reported greater intrinsic motivation than expected reward. Secondly, goal orientations and extrinsic rewards had different effects on intrinsic motivation''''s perceived competence, enjoyment, pressure, and effort. High taskb / low ego oriented students reported more enjoyment, effort, and perceived less pressure than high ego / low task oriented subjects. during the penalty kick. In addition, subjects who were in un-expected reward reported higher perceived competence, more enjoyment, and less pressure than those in expected reward. In summary, previous research in the physical domain examined the antecedent factors on intrinsic motivation has shown inadequate. The results indicated that individual''''s goal orientation was a very important variable in intrinsic motivation. Future study to examine different motivation theory on intrinsic motivation is warranted.
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Chen, Wen-Kai, and 陳文愷. "The Influence of Intrinsic and Extrinsic Rewards on New Product Development Performance of Integrated Circuit Industry in Taiwan: The Moderating Effect of IT Support." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/79638857472209960456.
Full textAbstract:
碩士國立臺北大學
企業管理學系
97
New product development is crucial to the success of high-technology companies. The performance of new product development is one important issue for management discipline. Rewards are usually used to foster performance of business activities, including new product development. IT support is usually treated as one essential element to business operation. This study conducted a mail questionnaire survey of the IC industry in Taiwan to examine the influence of intrinsic and extrinsic rewards on new product development performance and the moderating effect of IT support. The study results, generated by the Partial Least Squares (PLS) analysis, show that intrinsic and extrinsic rewards both positively affect new product development performance without the moderating effect of IT support. When IT support was added as a moderating factor, the results show that IT support has a negative moderating effect upon the relationship between intrinsic rewards and new product development performance. However, the moderating effect of IT support on the influence of extrinsic rewards on new product development performance is not significant.