Tesi sul tema "Intrinsic motivation"
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1
Busby, Jim Burton Carson. "Intrinsic motivation". Thesis, University of Iowa, 2014. https://ir.uiowa.edu/etd/1298.
Testo completoAbstract (sommario):
Art, for all its apparent simplicity is anything but straightforward. I admire and strive to make work that, when first introduced is both comfortable and exciting. I aim for work that is true to its medium. I want my work to be approachable, inviting, though questioning and introspective just the same. I think art should make the world a better place. I admire the technicality that is inherent to minimalism. I think at the least, an acceptable piece of art should be an insight into the world of the viewer.
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Hennefer, Mindi. "Intrinsic Classroom Teacher Motivation". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5473.
Testo completoAbstract (sommario):
In the public education accountability movement, politicians and corporate reformers claim that student performance on standardized tests is an appropriate and reliable measure of a teacher's ability to educate. Given the process of holding K-12 classroom teachers directly accountable for individual student achievement based on standardized testing results, the teachers at XYZ Elementary School are currently motivated to change only through externally controlled factors or extrinsic motivation. The purpose of this research was to explore processes other than extrinsic motivation that motivate teachers to engage in strategies and methods that indirectly influence students to learn over the long term. The purpose of the mixed transformative emancipatory design focused on change orientation and the social injustice inflicted upon professional educators (Creswell & Plano Clark, 2011). The study took place at a single-site elementary location with 19 volunteer teachers. The qualitative and quantitative data included 2 assessments, 1 experiment, 1 activity, and individual interviews. Data analysis of this transformative, mixed-methods, emancipatory design revealed the participants of XYZ Elementary School were ready and willing to change, felt low levels of autonomy in the workplace, experienced levels of flow (intrinsic motivation) in the classroom, and experienced low levels of support or appreciation from political leaders and the business community. The implication for local social change is the reexamining of current extrinsic motivation and management techniques to help educators become more effective. Broader social implications of this study are that teachers who experience higher degrees of autonomy and sense of purpose also feel a greater amount of intrinsic motivation to teach and learn.
3
Saari, Pauli. "Intrinsic Motivation : Psychological and Neuroscientific Perspectives". Thesis, Högskolan i Skövde, Institutionen för kommunikation och information, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-6862.
Testo completoAbstract (sommario):
The aim of this essay is to give an overview of the topic of intrinsic motivation based on psychological an neuroimaging research. More specifically, the objective is to give an overview of the various benefits of intrinsic motivation, discuss its relationship to extrinsic rewards, and review the existing neuroimaging research that has explicitly explored intrinsic motivatoin. A positive relationship betweeen intrinsic motivation and persistence, conceptual learning, creativity, and both hedonic and eudaimonic well-being has been demonstrated. A wealth of studies has shown that extrinsic rewards undermine intrinsic motivation, while the validity of these findings has been debated. Initial neuroimaging studies concerning the neural basis of intrinsic motivation have been conducted, showing unique activations in the intrinsic motivation conditions in e.g. the anterior precuneus and the right insular cortex. Conceptual and methodological problems have been discussed, and it is suggested that the neuroscientific findings mentioned above can be interpreted in terms of the neural distinction between wanting and liking, rather than in terms of intrinsic and extrinsic motivation, and that psychological research can draw on neuroscientific findings in order to make its research more precise.
4
Smith, Christine. "FMT, Intrinsic Motivation and Self-esteem". Thesis, Karlstads universitet, Institutionen för konstnärliga studier, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-31216.
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This essay presents a brief history of Music Therapy and describes the background, method and thinking behind Functionally-oriented Music Therapy – FMT. The essay includes two case studies describing my work with two clients during the last year of my training to become an FMT therapist. The topics explored are intrinsic (inner) motivation and self-esteem in the context of functional development in school children. The research question for the essay is to discuss whether Functionally-oriented Music Therapy can assist school children to rediscover their inner motivation and increase their self-esteem. FMT encourages brain activity through sensory stimulation, movement and play – without verbal instruction, critical evaluation or praise. The FMT therapist meets the client with knowledge, understanding and unconditional acceptance of his/her present level of physical and mental function and with the intention of creating opportunities for development at every level. I have found that the work and approach used in FMT can play a vital role in helping school children towards increased inner motivation and self-esteem.
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Lidén, Josefin. "Intrinsic Motivation and its Neural Correlates". Thesis, Högskolan i Skövde, Institutionen för biovetenskap, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-17612.
Testo completoAbstract (sommario):
Why is motivation important? The answer is simple to most of us: it is what makes people push forward and act. Intrinsic motivation is the kind of motivation that arises from within a person, making her or him strive towards a goal for no other reward than the feeling it will bring. Additionally, this kind of motivation has shown correlations with enhanced learning, creativity, performance, optimal development, and well-being. While intrinsic motivation has long been a topic within the field of psychology, the neural correlates underlying it have only recently become of interest for researchers, and studies have shown some interesting but also contradictory findings. Therefore, the aim of this literature review thesis is to investigate the neural correlates of intrinsic motivation further. Firstly, a background review of motivation in general and intrinsic motivation in particular is presented, focusing on concepts such as the self-determination theory, flow, and cognitive evaluation theory. This is followed by a chapter on motivation- and intrinsic motivation from a neuroscientific perspective, concerning concepts such as the reward system, the undermining effect, and studies examining the neural correlates of intrinsic motivation. These studies show that there was activity in several different areas when participants were intrinsically motivated. However, a frequent pattern of activity in dopaminergic pathways involving the striatum and the prefrontal cortex (PFC) was detected in most studies, indicating the involvement of these areas in particular when a person is intrinsically motivated.
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Hackney, Maude Candes Chimere. "Strategies to elicit and sustain intrinsic motivation". Online pdf file accessible through the World Wide Web, 2010. http://archives.evergreen.edu/masterstheses/Accession89-10MIT/Hackney_MMIT2010.pdf.
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Andersson, Ellen. "Cognitive Workload, Game Experience, and Intrinsic Motivation". Thesis, Linköpings universitet, Institutionen för datavetenskap, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-139330.
Testo completoAbstract (sommario):
When it comes to game design, two features that have been linked to the success of a game are playability and the subjective game experience. This is perhaps not surprising, as the main purpose of a game is to entertain. What cognitive factors that may underlie these features has, however, not been explored. This study examines the relationship between both workload and cognitive workload and player experience. The results suggest that an increase in workload, including cognitive workload, positively affect the player experience of the game as well as the player’s intrinsic motivation.
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Walters, Derek A. "Intrinsic motivation in sport and physical activity". Thesis, Kansas State University, 1986. http://hdl.handle.net/2097/9979.
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Lee, Woogul. "Neural substrates of intrinsic motivation: fMRI studies". Diss., University of Iowa, 2011. https://ir.uiowa.edu/etd/2738.
Testo completoAbstract (sommario):
Numerous social and educational psychologists propose that intrinsic motivation generated by personal interests and spontaneous satisfactions is qualitatively different from extrinsic types of motivation generated by external compensations and also that intrinsic motivation is more beneficial to learning than extrinsic types of motivation. However, in the field of neuroscience, intrinsic motivation has been little studied while extrinsic types of motivation (e.g., incentive motivation) have been thoroughly studied. The purpose of the present studies was to expand the neural understanding of motivation to include intrinsic motivational processes. To do so, a series of three event-related functional magnetic resonance imaging (fMRI) studies were conducted. Study 1 and Study 2 compared the neural activities when participants decided to act for intrinsic reasons (i.e., self-determined volitional and agentic behavior) versus when they decided to act for extrinsic reasons (i.e., non-self-determined volitional and agentic behavior). Both studies showed that the anterior insular cortex, known to be related to a sense of agency, was more activated during self-determined behavior associated with intrinsic reasons for acting while the posterior parietal regions (e.g., posterior cingulate cortex, angular gyrus), known to be related to a sense of a loss of agency, were more activated during non-self-determined behavior associated with extrinsic reasons for acting. These findings confirm the existence of neural-based intrinsic motivational processes, differentiate intrinsic motivation from incentive motivation, and document the important neural activities which function for generating self-determined agentic action. Study 3 examined these same neural activities as participants engaged in interesting and uninteresting versions of two experimental tasks. Results confirmed the results of the earlier two studies, as the anterior insular cortex was more recruited when participants performed the interesting, but not the uninteresting, version of the tasks. Results also extended the findings from Studies 1 and 2 in an important way in that the ventral striatum, a well-known brain region for reward processing, was more activated when participants performed the interesting, but not the uninteresting, version of the experimental tasks. These findings suggest that intrinsic motivation is generated based on the feeling of intrinsic need satisfaction (from anterior insular cortex activations) and the feeling of reward (from ventral striatum activations). Overall, the present research established three new findings: (1) the neural bases of intrinsic motivation lies largely in increased anterior insular cortical activities; (2) when people made decisions about self-determined intrinsically-motivated behavior, they show enhanced insular cortical activities and suppressed posterior parietal cortical activities; and (3) when people engaged in actual self-determined intrinsically-motivated behavior, they show enhanced insular cortical and ventral striatal activities. In establishing these new findings, the paper introduces a new area of study for motivational neuroscience--namely, intrinsic motivation.
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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.
Testo completoAbstract (sommario):
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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Lapham, Sharon Louise. "Volunteer motivation and attitudes : field and laboratory studies of intrinsic motivation". Thesis, University of Exeter, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.255982.
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Beaty, James Dunigan. "The development of intrinsic motivation for physical activity /". Springfield, VA : Reproduced by U.S. Dept. of Commerce, National Technical Information Service, 2005. http://handle.dtic.mil/100.2/ADA437458.
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Christy, Steven M. "Exploring the link between intrinsic motivation and quality". Thesis, Monterey, California. Naval Postgraduate School, 1992. http://hdl.handle.net/10945/23895.
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Goudas, Marios. "Intrinsic motivation and goal orientations in physical education". Thesis, University of Exeter, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.384950.
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Meuller, Hannes Felix. "Essays on intrinsic motivation and conflict inside organizations". Thesis, London School of Economics and Political Science (University of London), 2008. http://etheses.lse.ac.uk/2157/.
Testo completoAbstract (sommario):
The first chapter of this thesis explores the link between a government's political power and its choice between patronage and meritocracy in the recruitment and promotion of state bureaucrats. Evidence suggests that where political power is concentrated, governments are less likely to renounce patronage. A theoretical analysis suggests two reasons for this negative correlation. First, under patronage, governments can ensure bureaucratic competence only when they are powerful, while meritocracy guarantees competence regardless of the distribution of power. Secondly, a weak government introduces meritocracy to prevent the new incoming government from exerting its political influence over the composition of bureaucracy via patronage. The second chapter (joint paper with Maitreesh Ghatak) examines why not-for-profits are most active in mission-based sectors and why they are able to attract more motivated workers. Francois (2000) argues that choosing not-for-profit status enables the firm's manager to commit to a hands-off policy, and consequently to use worker's intrinsic motivation more effectively. However, it can be shown that this is not always in the interest of the manager and that it is never in the interest of the worker. Not-for-profits only emerge if there is an oversupply of motivated labour. The third chapter studies the role of political neutrality as a norm for state bureaucrats. The norm of political neutrality can be interpreted as an agreement to keep the bureaucrat's preferences hidden. Drawing on a theoretical analysis of the conflict of interest between bureaucrat and politician, this chapter shows that having no information on the bureaucrat's political views can improve the communication between politician and bureaucrat. This way, political neutrality can improve public decision making.
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Fayet, Bastien, e Hung Tran. "Sustainable development and intrinsic and extrinsic employee motivation". Thesis, Umeå universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-124892.
Testo completoAbstract (sommario):
The purpose of this research project was to give a better understanding of the relationship between sustainable development and employee motivation. More specifically, this study focused on the influence of sustainable development over intrinsic and extrinsic employee motivation, and aimed to identify and explain the different motivators at stake in this connection. We decided to select sustainable development and motivation as our two main theories, and we carefully developed them in our theoretical framework. Beside that, we chose to follow an interpretivist paradigm and to conduct qualitative interviews with employees. For this research project, we contacted Brocard, a French wine producer seriously involved in sustainable development for almost 20 years. After having designed an interview guide thanks to our theoretical framework and our own knowledge, we carried out six semi-structured interviews via Skype with the company and collected almost three hours of data. After the retranscription and the translation of these interviews, we presented the empirical results and analyzed the data by following a thematic analysis. We managed to group a great number of concepts under three themes (satisfaction, working environment, and performance) and discussed them. The results showed several motivators at stake when employees were confronted to sustainable development, either intrinsic and extrinsic. Several limitations can be underlined in our research project, as the difference of language between the respondents and the final writing thesis, which probably caused the loss of some information, or the fact that this study is partly limited to France, due to the company we contacted. To go beyond those results, we suggested to develop the same type of study in other countries or other areas of the world, and then compare the results.
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Dumford, Nathan Michael. "THE EFFECTS OF EXTERNAL REWARDS ON INTRINSIC MOTIVATION". Miami University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=miami1239670062.
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Skellern, Matthew. "Essays on public services, markets, and intrinsic motivation". Thesis, London School of Economics and Political Science (University of London), 2014. http://etheses.lse.ac.uk/3105/.
Testo completoAbstract (sommario):
This thesis comprises three essays examining the roles of markets and intrinsic motivation in public organisations. Chapter 1 examines the impact of establishing Independent Sector Treatment Centres in the English National Health Service (NHS) during the 2000s on the performance of neighbouring NHS (public) hospitals. It finds that NHS hospitals that had an ISTC placed nearby became more efficient (measured using pre-surgical length of stay for orthopaedic surgery), but also received sicker patients on average, as ISTCs avoided treating the sickest patients. Average cost per patient at ISTC-exposed NHS hospitals increased, suggesting that any efficiency gains were swamped by the negative effect on costs of worsened patient casemix. Chapter 2 examines the 2006 introduction of patient choice of hospital for elective surgery within the English NHS, using Patient Reported Outcome Measures (PROMs) of health gain from surgery as a measure of hospital quality. The hospital competition brought about by this reform appears to have led to lower varicose vein surgery quality, but no change in groin hernia surgery quality. For orthopaedic surgery quality, the evidence in support of a negative effect of competition outweighs the evidence to the contrary. We explain these findings by explicitly modelling the hospital as a multi-product firm. Chapter 3 examines the rationale for the 2011 Busan Declaration, which states that foreign aid should be given in line with the priorities of recipients, by constructing a model of the interaction between donors and charitable entrepreneurs, where occupational choice is endogenous, donors can choose whether to give, and donors and entrepreneurs are paired in a stable matching. We show that mission conflict in the charitable sector can arise when mission preferences and income earnings ability in the private sector are correlated, and examine policy options to encourage the charitable sector to give greater weight to recipients’ objectives.
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Points, Gerald Lee. "Critical thinking and intrinsic motivation in secondary science /". Electronic version (PDF), 2003. http://dl.uncw.edu/etd/2003/pointsg/geraldpoints.pdf.
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Linton, Micah A. "The transcendent function of creative expression| Intrinsic motivation". Thesis, Institute of Transpersonal Psychology, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1599161.
Testo completoAbstract (sommario):
This paper is an integral inquiry that serves as an introduction into motivation and creativity from a transpersonal perspective. By focusing on intrinsic motivation, which can be defined as the enjoyment of and interest in an activity for its own sake, this paper posits that engaging in creative expression can act as a transcendent function that facilitates individualization and a progressive unfolding towards self-actualization. Supporting evidence shows that fully intrinsic-motivated immersion into non-objective tasks, such as engaging in creative expression, can result in a peak or flow experience. In turn, this experience can be a transcendent function that facilitates the processes involved with individualization and self- actualization.
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Renard, Michelle. "An international study on the influence of intrinsic rewards on the intrinsic motivation, work engagement and retention of employees in non-profit organisations". Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/5148.
Testo completoAbstract (sommario):
The primary objective of this thesis was to investigate whether intrinsic rewards play a role in the intrinsic motivation, work engagement and retention of employees working within non-profit organisations in Australia, Belgium, South Africa and the United States of America. It therefore served to form a cross-cultural comparison between employees from these four geographically dispersed yet culturally similar countries. A further aim was to determine whether demographic differences occurred across the four constructs studied. In order to achieve these objectives, a theoretical model was constructed to highlight the relationships between the constructs under study. The study made use of both qualitative and quantitative research to achieve the above-mentioned objectives. As a result of the data obtained from 15 qualitative interviews conducted with non-profit employees in Belgium and South Africa, two measuring instruments, namely the Intrinsic Work Rewards Scale and the Intrinsic Work Motivation Scale, were developed to assess intrinsic rewards and intrinsic motivation respectively. These measuring instruments were qualitatively piloted on a sample of academics and non-profit employees, and were translated from English into Dutch for use on the Belgian sample. Once these instruments had been refined, they were combined with instruments to measure work engagement and intention to quit to form a composite questionnaire. This questionnaire was completed electronically by 587 non-profit employees from the four countries under study. Data analysis was conducted in the form of descriptive and inferential statistics, including frequency tables, Cronbach’s alpha testing, exploratory and confirmatory factor analysis, Pearson’s Product Moment Correlations, chi-square tests, t-tests, analysis of variance and structural equation modelling. The quantitative findings showed that intrinsic rewards lead to higher levels of intrinsic motivation, which in turn causes higher levels of work engagement and lower levels of intention to quit. Intrinsic rewards were also found directly to predict a reduction in employees’ intentions to quit their non-profit organisations, and work engagement directly predicted an increase in intention to quit. From a cross-cultural perspective, practically significant inter-country differences were discovered across the intrinsic rewards of meaningful work and challenging work; across intrinsic motivation and its three dimensions (personal connection to one’s work, personal desire to make a difference, and personal desire to perform); and across work engagement and its three factors (absorption, dedication and vigour). In addition to these inter-country results, age and job level differences were discovered across the four constructs under study, together with significant correlations between the four constructs. The Intrinsic Work Rewards Scale and the Intrinsic Work Motivation Scale were successfully validated in both English and Dutch in this study, with a number of forms of validity being confirmed through factor analyses and correlations. Reliability was proven through satisfactory Cronbach’s alpha values being obtained for both language versions of the instruments. These results theoretically contribute to literature pertaining to intrinsic rewards and intrinsic motivation as a result of the development of two measuring instruments that were empirically validated to assess these constructs. Furthermore, the results make a valuable contribution to the field of rewards management globally. This study’s findings provide evidence for causal relationships between four constructs not previously tested empirically, specifically within Australia, Belgium, South Africa and the United States of America. Consequently, this study’s results hold important implications for the management of non-profit employees worldwide.
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Smith, Annique Elizabeth. "Facilitating intrinsic motivation in tertiary education through gameful design". Diss., University of Pretoria, 2018. http://hdl.handle.net/2263/66671.
Testo completoAbstract (sommario):
Modern education systems tend to focus on the use of external pressures to motivate students to learn. Intrinsic motivation - motivation to do something because it is enjoyable in and of itself – by contrast, is more valuable in these environments as it has multiple benefits, such as better conceptual understanding and more sustained learning behaviour. The primary way to facilitate intrinsic motivation is to meet the three basic psychological needs of autonomy, competence and relatedness. Games are inherently effective at satisfying these needs and have in recent years begun to be used in non-game contexts, like education, in order to attempt to improve motivation. This is commonly known as gamification, although gameful design is the more beneficial counterpart thereof since it is directly based on a deep understanding of what makes games good motivators.
This study addresses the question of how gameful design can be used to facilitate intrinsic motivation in a tertiary education setting. This is done through an examination of existing literature in order to inform the design of a gameful intervention, which is the focus of this research. This intervention includes a new website, additional exercises on course content as well as changes to lectures. The intervention (in the form of a pilot study and a final implementation) is used in a first year undergraduate module in the Multimedia degree at the University of Pretoria.
When the intervention has been used by the students for a full semester, data are collected in the form of questionnaires, focus groups, Google Analytics, website database logs and observation. The results indicate that the gameful intervention meets the three basic psychological needs of those students who interacted with it. As a result of this, students are more intrinsically motivated to interact with the intervention and therefore spend more time engaging with the course content.
This study contributes a list of guidelines for educators wishing to use gameful design in their own modules. It also provides the details of the design of the intervention in order to aid the understanding of how gameful design can be used to facilitate intrinsic motivation. This approach to “gamifying” education is rare in the existing literature and can therefore be considered a valuable contribution.Dissertation (MIS)--University of Pretoria, 2018.
Information Science
MIS
Unrestricted
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Calhoun, Adam A. "Teacher-Student Relationships, Classroom Environment, and Student Intrinsic Motivation". University of Findlay / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=findlay1565098233906771.
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Picone, Bastiaan, Jan Mundorf e Gustav Davidsson. "Gymification - Inducing Intrinsic Motivation through a Gamified Gym Application". Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44068.
Testo completoAbstract (sommario):
Abstract Background: Both the fitness and gamification industry are booming with no signs of slowing down in the near future. Gamified applications are entering the markets, attempting to induce gameful elements into tedious environments to enhance intrinsic motivation. The same goes for the gym sector, as market leaders, such as the Swedish gym chain Nordic Wellness, are increasingly implementing gamification elements into their business models. Problem: The true effectiveness of gamification on intrinsic motivation remains underdeveloped. Literature highlights the necessity of adapting gamification design towards the end-user, by considering the different effects from the individual game elements and the context. However, the gym context has been completely neglected, even though gamification has become increasingly utilized in this sector. Purpose: The purpose of this study is to increase the body of knowledge on how extrinsic mechanisms such as gamification can influence intrinsic motivation. This study utilizes the context of a gamified gym application for Nordic Wellness to determine the motivational potential of game elements. Thereby, the research team attempts to add to the body of literature by expanding on the effectiveness of gamification on intrinsic motivation, while also contributing through entering a currently undiscovered domain of gamification in the gym context. Method: A qualitative approach with fifteen semi-structured interviews has been conducted on young Swedish adults attending the Swedish gym chain Nordic Wellness. Results: The findings suggest Self-Determination Theory as a valid framework to examine the effects of gamification on intrinsic motivations. Through connecting the identified themes and theory, a framework is proposed for the evaluation on the effectiveness of game elements on intrinsic motivation. From evaluating the discussed game elements through this framework, recommendations are made for a gamified gym application that is argued to positively satisfy the psychological needs and therefore enhance the intrinsic motivations in a gym context.
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Craye, Céline. "Intrinsic motivation mecanisms for incremental learning of visual saliency". Thesis, Université Paris-Saclay (ComUE), 2017. http://www.theses.fr/2017SACLY006/document.
Testo completoAbstract (sommario):
La conception de systèmes de perception autonomes, tels que des robots capables d’accomplir un ensemble de tâches de manière sûre et sans assistance humaine, est l’un des grands défis de notre siècle. Pour ce faire, la robotique développementale propose de concevoir des robots qui, comme des enfants, auraient la faculté d’apprendre directement par interaction avec leur environnement. Nous avons dans cette thèse exploré de telles possibilités en se limitant à l’apprentissage de la localisation des objets d’intérêt (ou objets saillants) dans l’environnement du robot.Pour ce faire, nous présentons dans ces travaux un mécanisme capable d’apprendre la saillance visuelle directement sur un robot, puis d’utiliser le modèle appris de la sorte pour localiser des objets saillants dans son environnement. Cette méthode a l’avantage de permettre la création de modèles spécialisés pour l’environnement du robot et les tâches qu’il doit accomplir, tout en restant flexible à d’éventuelles nouveautés ou modifications de l’environnement.De plus, afin de permettre un apprentissage efficace et de qualité, nous avons développé des stratégies d’explorations basées sur les motivations intrinsèques, très utilisées en robotique développementale. Nous avons notamment adapté l’algorithme IAC à l’apprentissage de la saillance visuelle, et en avons conçu une extension, RL-IAC, pour permettre une exploration efficace sur un robot mobile. Afin de vérifier et d’analyser les performances de nos algorithmes, nous avons réalisé des évaluations sur plusieurs plateformes robotiques dont une plateforme fovéale et un robot mobile, ainsi que sur des bases de données publiquesConceiving autonomous perceptual systems, such as robots able to accomplish a set of tasks in a safe way, without any human assistance, is one of the biggest challenge of the century. To this end, the developmental robotics suggests to conceive robots able to learn by interacting directly with their environment, just like children would. This thesis is exploring such possibility while restricting the problem to the one of localizing objects of interest (or salient objects) within the robot’s environment.For that, we present in this work a mechanism able to learn visual saliency directly on a robot, then to use the learned model so as to localize salient objects within their environment. The advantage of this method is the creation of models dedicated to the robot’s environment and tasks it should be asked to accomplish, while remaining flexible to any change or novelty in the environment.Furthermore, we have developed exploration strategies based on intrinsic motivations, widely used in developmental robotics, to enable efficient learning of good quality. In particular, we adapted the IAC algorithm to visual saliency leanring, and proposed an extension, RL-IAC to allow an efficient exploration on mobile robots.In order to verify and analyze the performance of our algorithms, we have carried out various experiments on several robotics platforms, including a foveated system and a mobile robot, as well as publicly available datasets
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Craye, Céline. "Intrinsic motivation mecanisms for incremental learning of visual saliency". Electronic Thesis or Diss., Université Paris-Saclay (ComUE), 2017. http://www.theses.fr/2017SACLY006.
Testo completoAbstract (sommario):
La conception de systèmes de perception autonomes, tels que des robots capables d’accomplir un ensemble de tâches de manière sûre et sans assistance humaine, est l’un des grands défis de notre siècle. Pour ce faire, la robotique développementale propose de concevoir des robots qui, comme des enfants, auraient la faculté d’apprendre directement par interaction avec leur environnement. Nous avons dans cette thèse exploré de telles possibilités en se limitant à l’apprentissage de la localisation des objets d’intérêt (ou objets saillants) dans l’environnement du robot.Pour ce faire, nous présentons dans ces travaux un mécanisme capable d’apprendre la saillance visuelle directement sur un robot, puis d’utiliser le modèle appris de la sorte pour localiser des objets saillants dans son environnement. Cette méthode a l’avantage de permettre la création de modèles spécialisés pour l’environnement du robot et les tâches qu’il doit accomplir, tout en restant flexible à d’éventuelles nouveautés ou modifications de l’environnement.De plus, afin de permettre un apprentissage efficace et de qualité, nous avons développé des stratégies d’explorations basées sur les motivations intrinsèques, très utilisées en robotique développementale. Nous avons notamment adapté l’algorithme IAC à l’apprentissage de la saillance visuelle, et en avons conçu une extension, RL-IAC, pour permettre une exploration efficace sur un robot mobile. Afin de vérifier et d’analyser les performances de nos algorithmes, nous avons réalisé des évaluations sur plusieurs plateformes robotiques dont une plateforme fovéale et un robot mobile, ainsi que sur des bases de données publiquesConceiving autonomous perceptual systems, such as robots able to accomplish a set of tasks in a safe way, without any human assistance, is one of the biggest challenge of the century. To this end, the developmental robotics suggests to conceive robots able to learn by interacting directly with their environment, just like children would. This thesis is exploring such possibility while restricting the problem to the one of localizing objects of interest (or salient objects) within the robot’s environment.For that, we present in this work a mechanism able to learn visual saliency directly on a robot, then to use the learned model so as to localize salient objects within their environment. The advantage of this method is the creation of models dedicated to the robot’s environment and tasks it should be asked to accomplish, while remaining flexible to any change or novelty in the environment.Furthermore, we have developed exploration strategies based on intrinsic motivations, widely used in developmental robotics, to enable efficient learning of good quality. In particular, we adapted the IAC algorithm to visual saliency leanring, and proposed an extension, RL-IAC to allow an efficient exploration on mobile robots.In order to verify and analyze the performance of our algorithms, we have carried out various experiments on several robotics platforms, including a foveated system and a mobile robot, as well as publicly available datasets
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Mo, Kevin, e Davis Jawan Luangikone. "Employee Motivation in Remote Work : Intrinsic Motivation and Self-Efficacy’s Role in Employee Motivation for Remote Environments". Thesis, Linköpings universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-176419.
Testo completoAbstract (sommario):
Information technology (IT) has enabled organizations to implement significant, beneficial traits of virtual organizations into their own structure such as the ability to work remotely. However, due to the COVID-19 pandemic, the business world was forced to shift towards a virtual environment where remote working has become the new norm. Thus, this study seeks to contribute to the understanding of motivation and self-efficacy for workers in this relatively new environment. This is guided by three main research questions: (1) What are the aspects of intrinsic motivations that employees feel affect employee motivation in a remote work environment?, (2) How do employees perceive incentives and other extrinsic motivators within the remote work environment?, and (3) In which possible ways does an employee believe self-efficacy has altered due to remote work? Self-determination theory (SDT) and self-efficacy were utilized as the main theoretical tools to examine the motivation of remote workers within the engineering industry along with inductive reasoning. Data for this qualitative study was gathered through the conduction of seven semi-structured interviews on two engineering companies, which are identified as Sim Co. and Mech Co. It was found that extrinsic motivators within the more autonomy supportive environment—that is remote work—will not be as influential and prominent from the individual’s perspective. Hence, supporting an individual’s perceived locus of causality (PLOC) and intrinsic motivators will be much more beneficial to motivate remote workers. It was also observed that project burnout and personal disinterest continues to conflict with remote workers as the separation between work and personal life may be an issue for the individual. Vicarious experience and physiological and emotional states were primarily affected for the interviewees during the transition to remote work. This led to a change in self-efficacy for the individual along with competence and autonomy. This research has concluded: (1) remote employee motivation is influenced more by intrinsic motivations rather than extrinsic motivations similar to the in-office environment, and (2) self-efficacy judgment was affected in two components by remote work一vicarious experience and physiological and emotional states.
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Smith, Shareen B. "The influence of performance level and setting on collegiate athletes' motivational profiles /". Diss., CLICK HERE for online access, 2007. http://contentdm.lib.byu.edu/ETD/image/etd2045.pdf.
Testo completo
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Ainscoe, Michael William. "Flow : the concept and implication for mental well-being and health". Thesis, Bangor University, 1989. https://research.bangor.ac.uk/portal/en/theses/flow--the-concept-and-implication-for-mental-wellbeing-and-health(07d3b136-6680-4a5b-a39a-6af0dc0ce541).html.
Testo completoAbstract (sommario):
The humanistic concept of flow (Csikszentmihalyi, 1975), which describes intrinsically enjoyable experiences, is based on the ratio of challenges to skills. Csikszentmihalyi's (1975) flow theory emphasises the positive affective state ('flow') experienced where challenges and skills are matched, so that the theory has clear implications for the study of personality. However, of more immediate consequence are the possible implications of the experience of flow and intrinsic motivation for the study of of health and well-being. In this study, three experiments were conducted. The first determined the intrinsically motivating qualities of performing on a computer video game in comparison with other stimulating and unstimulating activities. Subsequently, this task was used in Experiment Two to formally examine the flow theory by assessing skill, and varying the challenge dimension of the activity. Affective states were assessed via the Experience Sampling Method (Larson and Csikszentmihalyi, 1983) and Experience Questionnaire (Privette, 1984) thereby identifying the factors underlying the flow experience. Three factors, labelled intensity of flow, coping and motivation, were shown to vary in line with predictions from the flow model; that is to say, the flow and experience factors were at their most positive where skill and challenge were matched, and at their most negative where the skill/challenge ratio imbalance was greatest. Experiment Three originated the construction of 'flow profiles' to examine the hypothesis that the flow experience is a desirable quantity, and that differences in individual experiences of flow are accompanied by crucial differences in personality factors. The findings suggested that differences in flow experiences should not be considered in personality terms alone, but also that the flow experience is associated with more desirable personality characteristics from a health point of view, as described by Eysenck (1987). More specifically, healthy personality characteristics were associated with positive aspects of the flow factors (intense flow experience, ability to cope, motivation), whilst vulnerability to stress related disease was associated with the negative aspects of the flow factors (less intense flow experience, coping at a cost to health, less motivation). Evidence as to the causality of the relationship between flow, personality and health is discussed, and it is concluded that this indicates a cyclical relationship. It was concluded that the flow experience may therefore play an important role in the prevention of stress related health disorders via it's interaction with personality factors. Further implications and directions for future research are discussed.
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Greer, Warren. "Intrinsic and Extrinsic Motivation: Abraham Lincoln as an Adult Learner". TopSCHOLAR®, 2013. http://digitalcommons.wku.edu/theses/1264.
Testo completoAbstract (sommario):
Over the last two decades, research has identified factors that foster versus undermine human motivation and well being with important implications for learning and performance. Much of the research is concerned with intrinsic versus extrinsic motivation and autonomous versus non-autonomous learning environments. The data suggests that learning and performance are often significantly enhanced in autonomy-supportive environments that foster intrinsic motivational perspectives. This study examines the lived experience of Abraham Lincoln in the context of his adult learning motivation, forming a qualitative narrative around his adult educational experiences. It was hypothesized that Abraham Lincoln benefited from learning experiences with high levels of both intrinsic motivation and autonomy-supportive contexts. Results indicate that Abraham Lincoln experienced near total autonomy in his learning activities and that most of his adult learning activities were intrinsically-motivated. A discussion section explores the relevance of the findings to select topics in adult education.
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Wang, C. K. John. "Ability beliefs, achievement goals and intrinsic motivation in physical education". Thesis, Loughborough University, 2001. https://dspace.lboro.ac.uk/2134/7478.
Testo completoAbstract (sommario):
This thesis examined the relationships of the conceptions of sport ability, achievement goals, and intrinsic motivation in Physical Education. Studies 1 and 2 investigated the psychometric properties of the Conceptions of the Nature of Athletic Ability Questionnaire (CNAAQ), a measure of sport ability beliefs. Results showed that the revised version of the scale possesses sound psychometric properties in assessing sport ability beliefs among children and youth. In addition, the relationships between ability beliefs, goal orientations, perceived competence, and behavioural indicators (intentions and amotivation) were also examined in the first two studies. An incremental belief predicted task orientation, whereas an entity belief predicted ego orientation. Intentions to be physically active were predicted by goal orientations indirectly through perceived competence, and directly by task orientation. In addition, amotivation was predicted directly and indirectly by ability beliefs and directly by achievement goals. Specifically, entity beliefs directly predicted amotivation, task orientation negatively predicted amotivation. Study 3 examined the interrelationships between ability beliefs, achievement goals, perceived competence, behavioural regulation, and arnotivation using cluster analysis. Five distinct clusters were identified based on these motivational constructs and these profiles were found to be related to perceived physical self-worth and levels of sport participation. Study 4 experimentally manipulated sport ability beliefs and examined their causal influence on achievement goals and motivation patterns when faced with failure. The causal link between ability beliefs and goals was supported. Ability attributions for failure were stronger for entity theorists compared to incremental theorists. However, hypotheses predicting differences on effort attributions, affective reactions, and behavioural markers were not supported. Study 5 examined the effects of goal involvement on enjoyment and intrinsic motivation under positive feedback. The results suggested that task-involved and ego-involved participants did not differ in self-reported enjoyment and free-choice behaviour measure. However, the free-choice behaviour of the ego-involved participants may not be fully intrinsically motivated. In addition, autonomous communication increased the positive effects of task and ego involvement on intrinsic motivation and enjoyment, whereas controlling communication had an undermining effect. Overall, results show that high incremental beliefs and high task orientation facilitate adaptive motivational patterns. Autonomy-supportive contexts also enhanced students' task motivation compared to controlling contexts.
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Abdul, Talib Yurita Yakimin. "Intrinsic Motivation and Information Systems Security Policy Compliance in Organizations". VCU Scholars Compass, 2015. http://scholarscompass.vcu.edu/etd/3710.
Testo completoAbstract (sommario):
Incidents of computer abuse, proprietary information leaks and other security lapses have been on the increase. Most often, such security lapses are attributed to internal employees in organizations subverting established organizational IS security policy. As employee compliance with IS security policy is the key to escalating IS security breaches, understanding employee motivation for following IS security policy is critical. In addition to several types of extrinsic motives noted in prior studies, including sanctions, rewards, and social pressures, this study adds that an important contributing intrinsic factor is empowerment. Per Thomas and Velthouse’s (1990) intrinsic motivation model, empowerment is the positive feelings derived from IS security task assessments. Through survey data collected from 289 participants, the study assesses how dimensions of psychological empowerment (i.e., competence, meaning, impact, and choice) as derived from IS security task may impact the IS security performance of the participants, measured by their compliance with IS security policy. The study demonstrates that the competence and meaning dimensions of psychological empowerment have a positive impact on participants’ IS security policy compliance intention, while impact has a marginal negative influence on compliance. Furthermore, dimensions of psychological empowerment can be predicted by structural empowerment facets, particularly IS security education, training, and awareness (SETA), access to IS security strategy and goals, and participation in IS security decision-making. In addition, the competence and meaning dimensions of psychological empowerment may act as mediators for the relations between structural empowerment and participants’ IS security policy compliance. Theoretical contributions, managerial implications, and directions for future research of this study will be discussed.
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Skog, Emil. "The value of intrinsic motivation in relation to primary reward". Thesis, Umeå universitet, Institutionen för psykologi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-136827.
Testo completoAbstract (sommario):
Intrinsically motivated behaviors have been defined as behaviors that do not come with any primary external rewards. Previous studies on intrinsic motivation has often depended on self-report measures, or only tested how subjects’ motivation is impacted by punishments or no gain differences. The present study aims to test these two conditions, with the addition of a third, where selecting an information gain option results in reward. This will be tested empirically using an existing information theoretic operationalization, where subjects will choose between information gain or no information gain. Results of the study show that information gain has some degree of attraction when subjects expect no gain differences, and when comparing punishment and reward conditions.Curiosity and the reward of learning
34
Adam, Elizabeth J. B. "A new way of looking at intrinsic motivation in sport". Thesis, Connect to e-thesis, 1996. http://theses.gla.ac.uk/654/.
Testo completoAbstract (sommario):
Thesis (Ph.D.) - University of Glasgow, 1996.Ph.D. thesis submitted to the Department of Psychology, University of Glasgow, 1996. Includes bibliographical references. Print version also available.
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Markland, David. "Goal-orientations, intrinsic motivation & adherence to regular physical activity". Thesis, Bangor University, 1993. https://research.bangor.ac.uk/portal/en/theses/goalorientations-intrinsic-motivation--adherence-to-regular-physical-activity(aa599b45-ae49-45a9-bb13-44f25763a7ed).html.
Testo completoAbstract (sommario):
This research has investigated exercise adherence from the perspective of Cognitive Evaluation Theory (CET: Deci & Ryan, 1985a). In particular, the motivational consequences of internally controlling and internally informational modes of behavioural regulation was explored with respect to the kinds of exercise goals that individuals adopt. It was proposed that goals will influence intrinsic motivation for exercise to the extent that they are controlling or informational in nature. The first part of the thesis describes conceptual and operational issues and the development and validation of measures of perceived locus of causality (the Locus of Causality for Exercise Scale: LCE) and participation motives (the Exercise Motivations Inventory: EMI). In addition, the psychometric -integrity of the Intrinsic Motivation Inventory (IMI: McAuley et al., 1989, 1991) was examined. Results suggested that the LCE and the EMI possessed reasonably good factorial and construct validity. However, questions were raised about the theoretical underpinnings and item content of the IMI. The second part of the research involved an intervention in which subjects were trained to set effective, personally-controllable goals for exercise. Results showed that goal-setting training was not superior to an attentioncontrol procedure, with both treatments leading to a significant increase in exercise levels. However, large individual differences were noted in the effects of both treatments. These were explained in terms of Causality Orientations Theory (Deci & Ryan, 1985a), which proposes that people differ in the extent to which they seek to be autonomous or controlled in the regulation of their behaviour. Follow-up analyses supported this interpretation. The results of the research programme suggest that the internally controlling/internally informational distinction is important in the exercise context, but that CET, and the more wide-ranging Self-Determination Theory of which it is a part, suffer from a degree of conceptual confusion and operational difficulties which need to be addressed if progress is to be made in understanding and explaining exercise behaviour.
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Hernandez, Judith Ann. "The reluctant adolescent: Implementing literature circles to enhance intrinsic motivation". CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1829.
Testo completo
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Brace, Rod Gene. "Physician Participation in Crowdsourcing: Effect of Intrinsic and Extrinsic Motivation". ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1596.
Testo completoAbstract (sommario):
Physicians must participate in developing medical protocols to ensure that medical best practices are adopted for patients' social benefit. Healthcare leaders have struggled to gain sufficient physician participation in developing medical protocols. Using technology-based crowdsourcing to assimilate knowledge from physicians may help healthcare managers improve medical protocol development. Using self-determination theory, this quantitative causal-comparative design aimed to determine whether differences in intrinsic and extrinsic motivation existed among the 132 participating physicians who did or did not participate in developing medical protocols in a crowdsourcing environment. Participants were recruited by e-mail through an independent physician association. Motivation levels were measured by the Aspirations Index via an online survey. A total of 55.3% of respondents participated in developing medical protocols. Differences were anticipated in the levels of participation in developing medical protocols between intrinsically and extrinsically motivated physicians. Rank correlations were computed between the number of protocols completed and all of the motivation scores. Personal growth and community contribution were significantly correlated with the number of addressed protocols. Positive social change may occur through improving medical protocols and healthcare outcomes by informing healthcare leaders about physicians' motivation to participate in developing medical protocols. By understanding these motivators, leaders can highlight the benefits of protocol development to encourage physician participation. If participation is enhanced, protocol quality and healthcare effectiveness may be improved, benefitting patients and healthy individuals.
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Giesser, Anne. "A comparison of extrinsic and intrinsic motivators between Germany and South Africa". Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021063.
Testo completoAbstract (sommario):
This thesis explored different perceptions of extrinsic and intrinsic motivation in an intercultural context. The main objective of this study was to investigate similarities and differences concerning extrinsic and intrinsic motivation in the workplace between the German and the South African culture by examining individuals with working experience and tertiary education. It provides background information about motivation and a historical overview of previous and current motivational theories as well as cultural influences and differences. In addition, regarding the two cultures the researcher aimed to investigate similarities and differences between other demographics such as gender, age and income. The literature review provides information about extrinsic and intrinsic motivation retrieved from previous research and puts it into an intercultural context. The researcher conducted a quantitative, exploratory study. The data was gathered using an existing research instrument, which was distributed online. The sample comprised 374 respondents. This sample was conducted by a combination of quota and snowball sampling. The obtained data is evaluated and presented in text and table form. The results revealed preferences for intrinsic motivators for the whole sample and higher motivation for the South African part of the sample. Demographic characteristics played a minor role.
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Khan, Waseem, e Yawar Iqbal. "An Investigation of the Relationship between Work Motivation (Intrinsic & Extrinsic) and Employee Engagement : A Study on Allied Bank of Pakistan". Thesis, Umeå universitet, Företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-87386.
Testo completoAbstract (sommario):
Introduction: Work motivation (intrinsic & extrinsic) and employee engagement is the hot issues for today’s management. Employee’s motivation has been in discussion for years, different compensation plans and strategies were adopted over years to make employees more productive. Recently, the introduction of employee engagement as a new construct to business, management, and human resource management fields make it an imperative to adopt in organizational settings. Many studies made indirect link between work motivation (intrinsic & extrinsic) and employee engagement. Moreover, motivational factors (intrinsic & extrinsic) are often considered a useful tool for employee engagement. But very few studies investigated the direct relationship between work motivation (intrinsic & extrinsic) and employee engagement. Purpose: This study explored the relationship between work motivation (Intrinsic & Extrinsic) and employee engagement. Moreover, the study also examined the impact of intrinsic and extrinsic motivation on employee engagement. Methodology: In order to fulfill the research purpose, quantitative study was adopted. Questionnaires were designed using Google survey tool. 187 questionnaires were collected from employees of Allied Bank of Pakistan. Later on, SPSS was used to perform the required test of descriptive statistics, reliability analysis, bivariate correlation, ANOVA test and multiple regression analysis. Findings: The results of SPSS revealed strong agreement of respondents to positive relationship between intrinsic motivation and employee engagement, and extrinsic motivation and employee engagement. Four intrinsic factors namely interesting work, job appreciation, satisfaction and stress, and four extrinsic factors namely job security, good wages, promotion & growth and recognition were considered important by respondents for engagement. Conclusion: From the findings it is concluded that there is positive relationship between intrinsic motivation and employee engagement, and extrinsic motivation and employee engagement. Furthermore, it is also accomplished that both intrinsic and extrinsic motivation has strong positive impact on employee engagement. From the results it is also concluded that the relationship and impact of extrinsic motivation was stronger on employee engagement as compared to intrinsic motivation. The study will enrich the current literature of work motivation and employee engagement. On practical level this study will not only help practitioners and consultants but also bank management will also be equipped with useful information regarding work motivation and employee engagement in organizational settings.
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Burgess, Brandy L. "Understanding the Desire to Learn: A Study of Academic Intrinsic Motivation in Students Attending a 4-Year Institution for Higher Learning". Kent State University Honors College / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=ksuhonors1463141731.
Testo completo
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May, Jonathan Eric. "Communication and Motivation with Football Players". Scholarly Repository, 2009. http://scholarlyrepository.miami.edu/oa_theses/207.
Testo completoAbstract (sommario):
This study investigated the perceived locus of causality of motivation in high school football players. The Sports Motivation Scale (SMS) was used to study seven motivation subscales (IM to know, IM to accomplish, IM stimulation, EM identified, EM introjected, EM external and Amotivation) with respect to motivation among high school football players. This indicated that IM to know, IM to accomplish, EM identified and EM introjected were the best predictors of the participants? perceived locus of causality of motivation. The results indicate that when using perceived locus of causality for motivation, position played could be predicted 62 percent of the time. The study also speculates on ways in which communication could be used to affect motivation.
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Ніколаєнко, С. І. "Розвиток внутрішньої мотивації майбутніх юристів у процесі вивчення курсу «Юридичної психології»". Thesis, СумДПУ ім. А.С. Макаренка, 2013. http://essuir.sumdu.edu.ua/handle/123456789/52221.
Testo completoAbstract (sommario):
У роботі розглядаються деякі особливості розвитку внутрішньої мотивації професійної діяльності майбутнього юриста в процесі вивчення курсу «Юридична психологія».The paper discusses some features of the development of intrinsic motivation of professional activity in the future lawyer During the course "Legal Psychology".
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Hooper, Danushka. "The relationship between altruistic behaviour, emotional intelligence and intrinsic motivation amongst leaders". Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/15978.
Testo completoAbstract (sommario):
The benefits that altruistic behaviours, emotional intelligence (EQ) and intrinsic motivation have on organisations are increasingly becoming observable and enticing greater insights into these constructs, especially from the perspective of leaders. Moreover, the increase in the effectiveness of leaders across all of these constructs enables greater employee performance, from both the perspective of leaders and their followers, which results in increased organisational profitability. The primary objective of this research study was to investigate the relationship between the three constructs of altruistic behaviour, EQ and intrinsic motivation amongst leaders in South African organisations. This study also attempted to determine whether intrinsic motivation has a mediating effect on EQ and altruistic behaviours. Moreover, this study wishes to identify demographic differences in terms of the responses to the items related to each of the constructs. The questionnaires employed by this study was administered to leaders (n=136) who currently work in South Africa. Positive and statistically significant relationships were found amongst these constructs, implying that, an increase in one of these constructs will result in an increase in another. However, there was no sufficient evidence in support of mediating effect of intrinsic motivation on EQ and altruistic behaviours. The confirmatory factor analysis was able to validate all three measuring instruments used to assess the constructs from a South African perspective. The present study was unable to identify any demographic differences for the Adapted Self-Report Altruism Scale and Intrinsic Work Motivation Scale and was only able to identify demographic differences by the Schutte Self-report Emotional Intelligence Test as a whole and the perception of emotion scale. The study encountered some limitations. Firstly, the researcher encountered a difficulty in finding appropriate literature on the constructs. Secondly, the study obtained a small sample size (n=136). The reason for this is that the target sample chosen by the researcher, namely leaders in organisations, proved to be a challenging sample because many leaders were not able or willing to complete the questionnaire due to their heavy workload and strict deadlines. Thirdly, given that three measuring instruments were used to gain the data needed for this study, the total number of items came to 136. This could mean that the questionnaire may have been burdensome to complete and it would take approximately 15 minutes to complete. In addition, factors such as biased responses, as well as personal and environmental factors on the part of the respondents all posed limitations to this study in that it may have influenced the responses given by the sample. The results obtained by this study suggests that the higher the level of EQ of leaders, the higher the likelihood that they will be intrinsically motivated and exhibit altruistic behaviour. As explained by exchange theory, if one is conditioned to be “good”, the likelihood of partaking in altruistic behaviour is enhanced (Bar-Tal, 1986). If an organisation creates a culture of altruistically helping others in the workplace and the community, the possibility of creating a “habit” of exhibiting altruistic behaviour could result. The benefits of creating this altruistic culture could be far-reaching. The researcher encourages organisations to measure and identify the level of EQ of their leaders and provide development opportunities should this be lacking. This is because, as identified by Barbuto and Burbach (2006), in order for leaders to achieve support from their followers, it is crucial that they develop a high reliance on their empathy to identify with the feelings and emotions of their followers. It is important to note that the results of this study was analysed in June 2016 and is based only on 136 leaders across some industries of South Africa. It is suggested that the results of this study to be validated in the South African context by additional empirical research that tests the hypothesis identified in this study to ascertain whether the results of the current study can be replicated and applied broadly. It is advised that the study is tested over a longer period, in different industries and across various countries. This is so that increasing value can be added to this field of research.
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Gerstner, Gary M. "Motivation| The Value of Developing Intrinsic Motivation in Elementary School Students in Grades Four Through Six". Thesis, Concordia University Irvine, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10623921.
Testo completoAbstract (sommario):
This study sought to fill the gap in the literature concerning intrinsic motivation in elementary students in Grades 4–6 by examining 155 elementary school students and in-depth interviews with three elementary grade teachers. This study used data collected from the self-report survey called the Children’s Academic Intrinsic Motivation Inventory (CAIMI) and from three in-depth elementary school teacher interviews. The study sought to answer the following questions: Is there a difference in student intrinsic motivation levels based on grade level? Do elementary school males and females differ in his or her intrinsic motivation in Grades 4-6? Is there a difference in intrinsic motivation within the subject areas of reading, math, social studies and science? Is there a correlation between a child’s intrinsic motivation level and his or her academic performance? What are examples of things that teachers do to promote intrinsic motivation in his or her students, and to what extent are they implemented? The findings of this study indicate that there is not a significant difference with the intrinsic motivation between the grade levels or between the genders. A student’s intrinsic motivation within the subject areas of reading, math, and social studies was relatively the same, however, there was a significant statistical difference in science. There was a correlation between a student’s intrinsic motivation level and his or her academic achievement in science. Lastly, based upon the data collected and the teachers’ interviews, four recommendations on how to foster intrinsic motivation in students in Grades 4–6 were made. Keywords: motivation, intrinsic motivation, extrinsic motivation, elementary, reading, math, science, and social studies.
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Rahotep, Simone S. "The Relationship between Intrinsic Motivation, Motivational Interviewing and Physical Activity in an African American Church Population". Digital Archive @ GSU, 2009. http://digitalarchive.gsu.edu/cps_diss/35.
Testo completoAbstract (sommario):
African Americans carry a disproportionate amount of the health burden for chronic disease in the United States (Center for Disease Control and Prevention, 2007). Diabetes, heart disease and cancer, to name a few, are diseases which prematurely capture the lives of African Americans. While chronic, these diseases are preventable with the advent of behavioral change. Physical activity is a primary contributor to longer life expectancy and fewer health concerns (United States Department of Health and Human Services, 1996). While American society, as a whole, struggles to incorporate more physical activity in their lifestyles, African Americans exhibit higher levels of physical inactivity which correlates to higher instances of preventable and chronic health problems in this subgroup of the population. Thus intervention which addresses the specific needs of this community, the mechanisms by which to prompt behavior change and the most effective means to disseminate this information is needed to affect health behavior change in this population. The African American church provides an ideal vehicle by which to diminish these health issues as existing teaching, support and resource mechanisms can be utilized. The current paper explores the relationship between increasing intrinsic motivation through employing motivational interviewing as a strategy to increase physical activity among African Americans church members.
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Rahotep, Simone S. "The relationship between motivational interviewing, intrinsic motivation and physical activity in an African American church population". unrestricted, 2008. http://etd.gsu.edu/theses/available/etd-12292008-131407/.
Testo completoAbstract (sommario):
Thesis (Ph. D.)--Georgia State University, 2008.Title from file title page. Gregory L. Brack, committee chair; Catherine Brack, Ken Resnicow, Roger Weed, Jeffrey S. Ashby, committee members. Description based on contents viewed Feb. 22, 2010. Includes bibliographical references.
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Magamba, Felix, e Alex Ghodsieh. "Skiljer sig den inre och yttre motivationen hos studenter vid olika högskoleutbildningar? : En kvantitativ studie". Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-70771.
Testo completoAbstract (sommario):
Syftet med denna studie var att undersöka om studenters inre och yttre motivation skiljde sig åt beroende på vilken högskoleutbildning individen har valt. Tidigare studier har visat att det finns en skillnad mellan typer av motivationsnivåer hos studenter på olika högskoleutbildningar. I studien deltog 46 studenter vid ett svenskt universitet från Musikproduktionsprogrammet och 39 studenter vid samma universitet från Civilekonomprogrammet. Resultatet visade att Civilekonomstudenterna hade signifikanta skillnader mellan motivationstyperna. Majoriteten av civilekonomstudenter skattade högre värden i yttre motivation (EM) än i inre motivation (IM). Civilekonomstudenterna visade även högre värden i yttre motivation (EM) i jämförelse med Musikproduktionsstudenterna. Värden i IM och EM var jämt fördelade hos studenter från musikproduktionsprogrammet och Amotivationen visade sig vara låg hos samtliga studenter. Deltagarnas årkurs och kön var kovariater som kontrollerades i studien. Här sågs deltagarnas årkurs och kön ha signifikanta samband med studenternas nivåer av IM och EM. Utifrån resultatet dras slutsatsen att studenter från musikproduktionsprogrammet sannolikt drivs av både personligt intresse och externa belöningar medan majoriteten av civilekonomstudenter endast tycks motiveras av externa belöningar.The aim of this study was to investigate whether student’s intrinsic motivation (IM) and extrinsic motivation (EM) differs depending on which university program the individual has chosen. Previous studies have shown that there is a difference between the level of motivation among different college students. 46 Swedish university students from the Music Production Program and 39 Swedish students at the same university from the Civil Econom Program participated in the study. The results showed that the Civil Economic students had significant differences between motivational types. The majority of Civil economic students estimated higher values in EM compared to IM. The Civil Economic students even showed higher values in EM compared to students from the Music Production program. The values in IM and EM were equally distributed within students from the Music Production program and the Amotivation proved to be low among all students. The grade and the gender of the participants were covariates that were controlled in the study. The participants grade and gender showed to have correlations that were significant with the students’ level of IM and EM. Conclusions from the results are that students from the Music Production program are likely to have goals based on personal interest and external rewards while the majority of civil Economic students only seems to be motivated by external rewards.
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Davids, Samantha. "The relationship between self-efficacy, goal-setting and achievement motivation among final year students at a selected university in the Western Cape Province". University of the Western Cape, 2015. http://hdl.handle.net/11394/5235.
Testo completoAbstract (sommario):
Magister Commercii (Industrial Psychology) - MCom(IPS)The purpose of the study was to investigate the relationship between self-efficacy, goal-setting and achievement motivation among students in their final year at a selected university in the Western Cape Province. The sample consisted of 128 final year students who were asked to complete a questionnaire. The questionnaires comprise a section on the biographical information of the participants as well as sections containing the, Academic Self-Efficacy Scale, Achievement Motivation Scale and a Goal Setting Questionnaire. Informed consent was obtained from the various participants and anonymity of participation and confidentiality were ensured. Data was analysed using the Statistical Package for the Social Sciences (SPSS) version 23. The Statistical analyses techniques employed included Item Analysis, Pearson’s Correlation test, Factor Analysis and a Multiple Regression Analysis. The results of the study indicate there is a statistically significant relationship between selfefficacy and goal-setting (Hypothesis 1), self-efficacy and achievement motivation (Hypothesis 2), achievement motivation and goal-setting among students in their final year of study (Hypothesis 3). Furthermore the results indicated that self-efficacy and goal-setting are significant predictors of achievement motivation (Hypothesis 4). These findings indicate that the stronger an individual’s belief in their perceived self-efficacy, the more likely they are to set challenging goals for themselves which may in turn result in a stronger commitment to attaining those goals. In addition, students who are assured in their ability to achieve success in their studies are most likely to possess the need to achieve excellence. Furthermore, results suggest that students who possess the need to achieve excellence or demonstrate higher levels of achievement motivation have the tendency to set more challenging goals than those with lower levels of achievement motivation.
National Research Foundation
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Larsson, Love. "Framework for Increased Intrinsic Motivation using Gamification Strategies in E-Learning". Thesis, KTH, Skolan för datavetenskap och kommunikation (CSC), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-175599.
Testo completoAbstract (sommario):
This paper explores how intrinsic motivation can be increased by making use of meaningful gamification strategies in an E-Learning environment. A framework for increased intrinsic motivation in E-Learning, based on existing gamification strategies is proposed. The proposed strategies are: Meaning & Framing, Autonomy & Freedom of Choice, Mastery & Reflection and Social Connection & Relatedness. The framework is implemented into a case design: an introductory online course for coding at the Royal Institute of Technology (KTH). The design was discussed in a focus group. The findings from that focus group along with the proposed design strategies formed the basis for the discussion. The results showed that this framework has promise, but a proper implementation of the case design would be required in order to truly validate or dismiss the framework. It was also found that the user situation and the context of the learning were important to keep in mind when designing for meaningful gamification. Thus, Context & User Situation was added to the framework.Detta arbete utforskar hur inre motivation kan ökas genom att använda så kallade meningsfulla spelifieringstekniker i miljöer för E-lärande. Ett ramverk baserade på existerande spelifieringstrategier togs fram. Ramverket innehåller följande strategier: Mening & Inramning, Autonomi & Fria Val, Bemästrande & Reflektion samt Social Anknytning & Samhörighet. Ramverket implementerades i ett design-case: en introduktionskurs för programmering vid Kungliga Tekniska Högskolan (KTH) i Stockholm. Designen diskuterades och utvärderades i en fokusgrupp. Resultaten från den fokusgruppen bidrar till vidare diskussion om hur ramverket träffar målet om ökad inre motivation. Slutsatsen för arbetet blev att ramverket är lovande, men en riktig implementation av designen skulle behövas för att fullständigt validera eller avfärda det. Resultaten visar också på att användarens situation och i vilken kontext lärandet sker är viktiga att ta hänsyn till när det handlar om att designa för inre motivation. Således lades Kontext & Användarsituation till i ramverket.
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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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