Differences In Work Motivation Research Articles

Work Motivation of Highly-Educated Croatian Employees - What Should Managers and HR Experts Know?

Work Motivation of Highly-Educated Croatian Employees - What Should Managers and HR Experts Know?The study dealt with the work motivation of highly-educated Croatian employees, specifically those at the fore of their companies in terms of expertise amid this "Age of Knowledge," in order to provide recommendations for management on how to improve their levels of motivation, and give direction to HR experts on which motivation policies and practices to implement.According to the findings, highly-educated Croatian employees perceive that many regular motivation strategies are insufficiently present in their companies, are generally not satisfied with the motivation strategies applied, and are significantly less satisfied with motivation strategies because they deem them unimportant. Furthermore, they perceive non-material motivation strategies as more effective, assign these strategies greater importance and find them generally more satisfying than material motivation strategies. Finally, the findings indicate that there are no differences in work motivation between highly-educated Croatian employees with different characteristics.

Work motivation and the municipality size

The article shows the results of the grant project of Czech Science Foundation 406/03/0896, which focused on the survey of work motivation and quality of working life issues in the Czech country. The results concern an analysis of variation and a range of coefficients and show statistically significant differences in motivational coefficients in sets that differ in the respondents size of residence. The main aim of the survey was to find out if it is possible to identify the differences in work motivation between people from large cities and people from small municipalities, namely between inhabitants of the Prague metropolitan area and smaller municipalities placed near to the national boundary. The survey was conducted by means of the EDMK questionnaire, which is described elsewhere (see references). Some specific questions were added by the present authors. Statistical analysis of the data obtained resulted in the findings, as follows: (1) questionnaire scales used are sufficiently reliable (as proved by the Cronbachs’ alphas statistics); (2) statistically significant differences were identified in the motivational patterns of the Prague Metropolitan Area and small municipalities inhabitants; (3) the quality of working life in Czechia was found as a rather low; it results in lower perceived responsibility and job involvement found in the whole sample of Czech responses.

An Analysis of Differences in Work Motivation between Public and Private Sector Organizations

This study contributes to our understanding of the differences in work motivation between the public and private sectors. Data from a survey of 3,314 private sector and 409 public sector employees in Belgium strongly confirm previous research showing that public sector employees are less extrinsically motivated. Differences in hierarchical level are more important determinants of work motivation than sectoral differences. In addition, most observed differences can be wholly or partially explained by differences in job content, not by the sector itself. Evidence is presented to show that motivational differences can be explained by a positive choice of work–life balance.

Individual Differences in Work Motivation: Further Explorations of a Trait Framework

Empirical evidence on the conceptual and construct validity of the motivational trait taxonomy proposed by Kanfer and Heggestad is presented. 228 adults completed a shortened form of the Motivational Trait Questionnaire (MTQ), along with a battery of personality and ability measures. Relationships of the MTQ with personality measures show evidence of convergent and discriminant validity for trait constructs of Personal Mastery, Competitive Excellence, and Motivation Related to Anxiety. In addition, MTQ scale scores were generally unrelated to composite measures of fluid and crystallised intelligence. Examination of age differences showed a pattern of developmental decline in the achievement trait complex, but not the anxiety complex.

Work Orientation as a Function of Sex, Job Level and Marital Status

This study involved the investigation of (i) sex differences and (ii) job level differences in work orientation. One hundred and ninety-four hospital employees participated. A three-way analysis of variance design with unequal cell sizes was used. The results revealed no sex difference in work orientation. Significant effects for both job level and marital status were obtained. A three-way interaction effect between sex, job level and marital status also emerged. These results demonstrate that once job level and educational level are controlled, the accepted sex difference in work motivation is eliminated. This suggests that the widely-held view that women are less intrinsically motivated than men is not a justifiable generalization.

Individual Differences in Work Motivation

Individual Differences in Work Motivation