Source Of Intrinsic Motivation Research Articles

Curiosity and curious search in Entrepreneurship

ABSTRACT Entrepreneurship research rarely explores and explains how people approach ambiguity differently as they combine knowledge during the entrepreneurial journey. In this paper we introduce curiosity as a source of intrinsic motivation that addresses this shortcoming. We find that the full range of curiosity-driven entrepreneurial behaviour is not well-described by terminology found within the curiosity literature, such as ‘specific curiosity’ or ‘diversive curiosity’, which have characterized curiosity according to excessively ‘configurational’ mixes of features. For that reason, we develop a new classification system based on behaviour. By focusing on three dimensions – the approach towards ambiguity, emotional valence, and experimentation versus theorization – we develop a unique 3 × 2 typology of ‘curious search’. The six forms of curious search – tweaking and sleuthing (what we call ‘clarifying’ types of curious search), spelunking and stargazing (‘adventuresome’ types), and fiddling and wool-gathering (‘bored’ types) – are described and illustrated in a variety of entrepreneurship situations, and are also shown to apply to a variety of existing entrepreneurship research topics, especially entrepreneurial imagination.

Transformational Leadership, Basic Needs Satisfaction and Public Service Motivation: Evidence from Social Workers in Catalonia

ABSTRACT This study tests the relationship between transformational leadership and public service motivation (PSM), as well as the role that the basic needs of autonomy, competence and relatedness play in this relationship. Using a sample of 439 social workers in Barcelona and the Catalonia region, the results support a positive effect of transformational leadership on PSM. Of the three basic psychological needs, the satisfaction of the need of relatedness appears to be the primary driver in developing PSM, as relatedness has been recognized as a source of intrinsic motivation and is the only one of the three basic needs with a collective character. These results have clear practical implications. Transformational leaders designing their organizations to promote mutual support and encourage feelings of relatedness among their employees can contribute to increasing employees’ PSM.

Intrinsic Motivation Sources as Pillars of Sustainable Internal Marketing Communication in Turbulent Post-Pandemic Times

The main aim of the article is to identify the changes in employees’ sources of intrinsic motivation caused by the impact of the COVID-19 pandemic, and to discuss prospective modifications to formulated patterns of internal marketing communication. The novelty of the research lies in two main aspects: (1) the necessity to revise the traditional concept of motivation caused by the pandemic and (2) own methodological approach. While the first aspect reflects the lack of appropriate scientific attention paid to this issue, the second aspect develops methodological approaches applied so far in the research of intrinsic motivation sources. The goal of the paper has been achieved via own questionnaire research of the traditional quadratic structure of the intrinsic motivation sources of employees. The data from socio-demographically representative sample of 2000 respondents have been in accordance with contemporary trends in managerial analytics analysed via factor analysis and relevant statistic tests. It has been found that the ranking of intrinsic motivation sources before the COVID-19 pandemic was the following: (1) sense of choice; (2) sense of meaningfulness; (3) sense of progress and (4) sense of competence. The ranking of intrinsic motivation sources during the COVID-19 pandemic was the following: (1) sense of choice; (2) sense of progress; (3) sense of meaningfulness; and (4) sense of competence. Based on the identified changes in intrinsic motivation sources and their components, it can be stated that the pandemic has significantly influenced the existing principles and patterns of internal marketing communication. These should be critically reconsidered, and motivation systems should be revised to contribute to the optimal performance of the company on the market and its sustainable development by focusing on the financial situation of the company, significant for the economic pillar; the change in individual value scales, significant for the environmental pillar; and the phenomenon of millennials, significant for the social pillar. By intersecting these pillars, sustainability can be reached based on finding optimum motivation.

Exploring Feelings of Pleasure and Purpose Associated With Older People’s Activities Using Ecological Momentary Analysis: An Observational Study

Momentary feelings of pleasure and purpose can be sources of intrinsic motivation, but momentary purpose is rarely studied. Activities, contexts, and feelings of retired/semiretired adults (n = 67, aged 50-78 years) were captured using ecological momentary assessment. Participants provided 2,065 valid responses to six daily smartphone surveys for 7 days. Physical activity was measured by waist-worn ActiGraph accelerometer. Pleasure (measured by affective happiness) and purpose outcomes were regressed on activities, context, and potential confounding variables. Interactions between activities and contexts were explored. Participants were highly active: 98.5% met physical activity guidelines. Sedentary activities were negatively associated with sense of purpose, especially when indoors. However, social sedentary activities were positively associated with feelings of happiness. Active, social outdoor activities were positively associated with both outcomes. Less sedentary participants experienced greater happiness and purpose during all their activities. Context matters: active, social, and outdoor activities seem to be more appealing to older adults.

Bernard Bolzano’s philosophical conception of education from a modern standpoint

Aim. The aim of the article is to analyse Bernard Bolzano’s philosophico-educational approach, given the importance of his pedagogical legacy for further progress in the field of education and training. Methods. The research uses methods of historico-philosophical reconstruction (to determine the foundations and features of Bolzano’s pedagogico-philosophical work), interpretation (to characterise the still relevant ideas of the thinker in the field of education) and critical analysis (to assess the significance of Bolzano’s legacy from the standpoint of modern educational theory and to point out what remained out of the researchers’ attention). Results. The study showed that Bolzano’s pedagogical ideas were not only in demand in the context of European culture of the early XIX century, but also proved relevant today, especially given the need for harmonious personal development, finding sources of intrinsic motivation in students and improving their logical thinking skills, the importance of the spiritual qualities of the teacher and – in general – the assistance of the state in the direction of the progress of education as the most effective means of qualitative change in society. Conclusion. Bernardo Bolzano’s philosophical conception of education was strongly influenced by religion, the ideas of the late Enlightenment and the late Josefinist. This conception was an integral part of his socio-political theory. Bolzano attached great importance to the study of philosophy and the acquisition of logical skills in education. He considered writing textbooks to be one of the cornerstones of the educational process. This made it possible to intensify communication between teachers and students, to gradually involve everyone in education, and thus to promote social progress in general.

Agile practices and performance: Examining the role of psychological empowerment

This study draws on the literature on psychological empowerment to conceptualize agile practices as a source of intrinsic motivation that enables the agile teams to deliver innovative outcomes. Then, drawing on the resource based view of innovative projects, the innovative behaviour of agile teams is cast as a project capability that affects project performance. To test this original conceptualization, data was collected to find support for the hypothesized relationships between agile practices, psychological empowerment, innovative behaviour and project performance. The statistical results showed that the agile practices of team autonomy and agile communication contributed to psychological empowerment that led to the innovative behaviour of agile teams. The innovative behaviour also affected project performance. The empirical validation of agile practices as a source of empowerment and motivation for agile teams is a new finding in the literature which has strong implications for both the theory and practice.

"I really like playing games together": Understanding what influences children with congenital heart disease to participate in physical activity.

Participation in physical activity is essential to the long-term health and development of all children. However, children living with cardiac conditions are typically not active enough to sustain positive health outcomes. Understanding the experiences of children living with congenital heart disease in community-based settings could help inform the physical activity counselling practices of clinicians. The current study explored the perceptions of 7- to 10-year-old children with moderate or complex congenital heart disease as they participated in a 10-week multisport programme. Detailed field notes recorded the discussions and behaviours of 11 participants (45% female participants) each week during the programme sessions. Among those, four participants (50% female participants) were purposively selected to participate in preprogramme and postprogramme focus groups to gather more detailed accounts of their experiences. Four main themes surrounding physical activity were identified: (a) motivation, (b) self-efficacy, (c) peer influences, and (d) family influences. Although feelings of excitement and enjoyment towards physical activity were prevalent throughout the data ("I'm really excited … because I really like those sports"), participants also often felt frustrated, nervous, and fatigued ("I'm not very good at the skills"). Social inclusion with peers and family influences were meaningful reasons to engage in physical activity ("I really like playing games together"). Following the completion of the programme, participants emphasized their enjoyment of physical activity as a primary source of motivation, demonstrating an important shift from recognizing positive health outcomes ( "… it's good for you") towards more intrinsic sources of motivation ("… because it's fun"). Opportunities for physical activity that enhance positive experiences and build intrinsic motivation should be identified and promoted to children with congenital heart disease. Community-based programmes may also be an appropriate context for children with cardiac conditions to engage and maintain participation in physical activity through adolescence.

Understanding College Students’ Intrinsic Motivation and Social Interdependence in Intercultural Computer-Supported Collaborative Learning Between USA and China

Research has identified the need for additional teaching strategies to address issues within intercultural computer-supported collaborative learning (iCSCL) environments. While some strategies have been proposed to support teacher effectiveness and student participation, to date no research has traced issues back to students’ underlying, intrinsic motivation for participation, or perception of social interdependence in small-group collaboration processes. To increase understanding of these critical aspects of learning, this study utilized a mixed methods approach to analyze the intrinsic motivation and social interdependence of 40 students enrolled in two universities, and participating in small-group intercultural computer-supported collaborations between the USA and China. The findings identified different sources of intrinsic motivation between the two cultures and five hierarchically different perceptions of social interdependence. The implications include the emergence of four teaching strategies which support the teachers’ ability of aligning students’ understanding of what type of participation is expected and motivating students’ interests to successfully participate in iCSCL environments.

Mindfulness as substitute for transformational leadership

PurposeTransformational leaders spark the intrinsic motivation of employees, thereby stimulating their extra-role performance. However, not all employees are lucky enough to have a transformational leader. The purpose of this paper is to investigate to what extent mindfulness can function as a substitute for transformational leadership. By being attentive to and aware of what is taking place in the present, mindfulness provides employees with a source of intrinsic motivation that lies within the person, thereby possibly making employees less dependent on transformational leadership.Design/methodology/approachAn online survey was used to collect data of 382 employees working in diverse sectors in the Netherlands.FindingsModerated mediation analyses indicated that mindfulness partly compensates for a low levels of transformational leadership in fostering intrinsic motivation and in turn extra-role performance, thereby providing evidence for the substitutes for leadership theory. Moreover, the findings extend previous research on the contribution of mindfulness to in-role performance by showing its additional value for intrinsic motivation and extra-role performance.Research limitations/implicationsDespite the use of validated measures and the presence of an interaction effect, common-source bias cannot be out ruled completely.Practical implicationsSince mindfulness can be developed, the results suggest a training intervention to make employees less dependent on their leaders for their motivation.Originality/valueThis paper is the first to show that mindful people are more resilient against the absence of transformational leadership. Given the frequent changes in management layers in organizations, knowledge about resources for individual resilience and self-management is sorely needed.

Exploring the influence of trust relationships on motivation in the health sector: a systematic review.

BackgroundDedicated and motivated health workers (HWs) play a major role in delivering efficient and effective health services that improve patients’ experience of health care. Growing interest in HW motivation has led to a global focus on pay for performance strategies, but less attention has been paid to nurturing intrinsic motivation. Workplace trust relationships involve fair treatment and respectful interactions between individuals. Such relationships enable cooperation among HWs and their colleagues, supervisors, managers and patients and may act as a source of intrinsic motivation. This paper presents findings from a qualitative systematic review of empirical studies providing evidence on HW motivation, to consider what these studies suggest about the possible influence of workplace trust relationships over motivation.MethodsFive electronic databases were searched for articles reporting research findings about HW motivation for various cadres published in the 10-year period 2003 to 2013 and with available full free text in the English language. Data extraction involved consideration of the links between trust relationships and motivation, by identifying how studies directly or indirectly mention and discuss relevant factors.ResultsTwenty-three articles from low- and middle-income countries and eight from high-income countries that met predetermined quality and inclusion criteria were appraised and subjected to thematic synthesis. Workplace trust relationships with colleagues, supervisors and managers, employing organisation and patients directly and indirectly influence HW motivation. Motivational factors identified as linked to trust include respect; recognition, appreciation and rewards; supervision; teamwork; management support; autonomy; communication, feedback and openness; and staff shortages and resource inadequacy.ConclusionTo the authors’ knowledge, this is the first systematic review on trust and motivation in the health sector. Evidence indicates that workplace trust relationships encourage social interactions and cooperation among HWs, have impact on the intrinsic motivation of HWs and have consequences for retention, performance and quality of care. Human resource management and organisational practices are critical in sustaining workplace trust and HW motivation. Research and assessment of the levels of motivation and factors that encourage workplace trust relationships should include how trust and motivation interact and operate for retention, performance and quality of care.Electronic supplementary materialThe online version of this article (doi:10.1186/s12960-015-0007-5) contains supplementary material, which is available to authorized users.

Short- and long-term theory-based predictors of physical activity in women who participated in a weight-management program.

This study analyzed psychosocial predictors of the Theory of Planned Behavior (TPB) and Self-Determination Theory (SDT) and evaluated their associations with short- and long-term moderate plus vigorous physical activity (MVPA) and lifestyle physical activity (PA) outcomes in women who underwent a weight-management program. 221 participants (age 37.6 ± 7.02 years) completed a 12-month SDT-based lifestyle intervention and were followed-up for 24 months. Multiple linear regression analyses tested associations between psychosocial variables and self-reported short- and long-term PA outcomes. Regression analyses showed that control constructs of both theories were significant determinants of short- and long-term MVPA, whereas affective and self-determination variables were strong predictors of short- and long-term lifestyle PA. Regarding short-term prediction models, TPB constructs were stronger in predicting MVPA, whereas SDT was more effective in predicting lifestyle PA. For long-term models, both forms of PA were better predicted by SDT in comparison to TPB. These results highlight the importance of comparing health behavior theories to identify the mechanisms involved in the behavior change process. Control and competence constructs are crucial during early adoption of structured PA behaviors, whereas affective and intrinsic sources of motivation are more involved in incidental types of PA, particularly in relation to behavioral maintenance.

Gameplay as a source of intrinsic motivation in a randomized controlled trial of auditory training for tinnitus.

BackgroundPrevious studies of frequency discrimination training (FDT) for tinnitus used repetitive task-based training programmes relying on extrinsic factors to motivate participation. Studies reported limited improvement in tinnitus symptoms.PurposeTo evaluate FDT exploiting intrinsic motivations by integrating training with computer-gameplay.MethodsSixty participants were randomly assigned to train on either a conventional task-based training, or one of two interactive game-based training platforms over six weeks. Outcomes included assessment of motivation, tinnitus handicap, and performance on tests of attention.ResultsParticipants reported greater intrinsic motivation to train on the interactive game-based platforms, yet compliance of all three groups was similar (∼70%) and changes in self-reported tinnitus severity were not significant. There was no difference between groups in terms of change in tinnitus severity or performance on measures of attention.ConclusionFDT can be integrated within an intrinsically motivating game. Whilst this may improve participant experience, in this instance it did not translate to additional compliance or therapeutic benefit.Trial RegistrationClinicalTrials.gov NCT02095262

Studying the link between institutions and health system performance: a framework and an illustration with the analysis of two performance-based financing schemes in Burundi

Institutional arrangements of health systems and the incentives they set are increasingly recognized as critical to promote or hinder performance in the health sector. Looking at complex health system interventions from an institutional perspective may contribute to better understanding what are the paths and processes that lead to the results of such interventions. In this article, we propose an analytical framework drawing from new institutional economics. This framework suggests seven dimensions to look at: institutions, enforcement mechanisms, property rights, incentives, interactions between extrinsic and intrinsic sources of motivation, behavioural changes and organizational performance. For illustrative purposes, we then apply the framework to the analysis of the institutional (re)arrangements of two performance-based financing (PBF) schemes in Burundi by carrying out an empirical comparison of case studies. We use mainly qualitative data from primary and secondary sources and analyse them with focus on the seven dimensions of the framework. The analysis of the case studies provides a comparative narrative of the two PBF schemes and highlights the differences in their operational design, the challenges faced during implementation and the adaptations made. From a methodological perspective, this article proposes a tool to analyse complex health system interventions, looking beyond the evaluation of the final effects to focus on the processes through which institutional (re)arrangements affected those results. Its application indicates, at an empirical level, that such analysis could help identify lessons regarding the design of health systems interventions, such as PBF schemes, and the process of reforming institutional arrangements.

Fathers and Domestic Violence: Building Motivation for Change through Perpetrator Programmes

Men's intersecting identities as fathers and as perpetrators of domestic violence are increasingly acknowledged in research and practice and children's social services are referring such men to perpetrator programmes. This paper draws on the evaluation of a newly established voluntary programme for male perpetrators of domestic violence in north‐east England to consider how men's involvement with children's social services and fathering roles shaped motivation to engage with a process of change.The evaluation drew on project throughput data and background information on programme participants as well as interviews undertaken with men and their partners. Men who were currently involved with children's social services were found to be more likely than other programme participants to engage with the programme for more than five sessions. The desire to secure or regain access to their children or to avoid care proceedings was an extrinsic form of motivation that appeared effective in securing men's initial engagement with the programme. However, children could also function as a form of intrinsic motivation with men developing their awareness of the impact of abusive behaviour on children and viewing their participation in the programme as a means of becoming a ‘better father’. Copyright © 2012 John Wiley & Sons, Ltd.‘The desire to secure or regain access to their children or to avoid care proceedings was an extrinsic form of motivation’Key Practitioner Messages Most men who contacted Strength to Change (STC), a voluntary programme for perpetrators of domestic violence in north‐east England, were parents. Involvement with children's services and regarding the programme as a means of acquiring access to children or avoiding care proceedings facilitated rather than hindered men's engagement with the programme. Men's identity as fathers functioned as a source of intrinsic motivation with men describing the programme as enabling them to become a ‘better father’. Although the STC programme did not have a specific remit to address fathering, it enabled men to use the image of themselves as fathers and awareness of the impact of domestic violence on children as a means of achieving change.‘Men describing the programme as enabling them to become a ‘better father’’

Examining the Job Itself as a Source of Employee Motivation

When they design a job, compensation professionals generally devote little time addressing employees’ intrinsic motivational needs. Their primary focus is to design a job that allows an employee to get the work done efficiently and at an appropriate level of compensation. Daniel Pink’s 2010 best-selling book, Drive, has caused many people to look at the job itself as a source of intrinsic motivation, especially for knowledge workers. This development gives us a needed push to reexamine the motivational value of the job itself and to consider probable reasons why this aspect of job design lacks emphasis.

Exercise Motivation, Eating, and Body Image Variables as Predictors of Weight Control

This study investigated changes in psychosocial variables related to exercise, eating, and body image during a weight reduction program and evaluated their association with weight loss in middle-aged overweight and obese women up to 1 yr after intervention. The 136 participants (age, 48.1 +/- 4.4 yr; weight, 30.6 +/- 5.6 kg x m(-2)) who completed the 4-month lifestyle weight reduction program (86% retention), losing -6.2 +/- 4.6% (P < 0.001) of their initial weight, were followed up for 12 additional months. Of these, 82% completed 16-month assessments (weight change, -5.5 +/- 7.7%, P < 0.001). Psychosocial variables were assessed by validated instruments in standardized conditions at baseline and after the intervention (4 months). Compared with 4-month assessments, body weight did not change at 16 months (P > 0.09). Changes in eating restraint, disinhibition, and hunger; exercise, self-efficacy, and intrinsic motivation; body shape concerns; and physical self-worth were associated with weight change at 4 months (P < 0.001, except hunger, P < 0.05). Baseline-adjusted 4-month scores in all psychosocial variables also predicted weight change from baseline to 16 months (P < 0.01), except hunger (P > 0.05). After controlling for 4-month weight change and other covariates, increases in exercise intrinsic motivation remained predictive of weight loss at 16 months (P < 0.05). Multiple linear regression showed that eating variables were significant and independent correlates of short-term weight change, whereas changes in exercise variables were stronger predictors of longer term weight outcomes. Results highlight the importance of cognitive processes during weight control and support the notion that initial focus on diet is associated with short-term weight loss, while change in exercise-related motivational factors, with a special emphasis on intrinsic sources of motivation (e.g., interest and enjoyment in exercise), play a more important role in longer term weight management.

Response to “Meaningful Motivation for Work Motivation Theory”

This article presents a response by Richard M. Steers, Richard T. Mowday and Debra L. Shapiro to Christopher Michaelson's comments on the July 2004 “Academy of Management Review” Special Topic Forum regarding the Future of Work Motivation Theory. Steers and colleagues agree with Michaelson that the articles in the forum did not directly address his desire to see further linkages developed between work motivation theories and people's legitimate desire for meaningful lives. The authors note that no papers were submitted to this special issue directly examining the topic and encouraged Professor Michaelson to develop this linkage. If there are to be any future papers on the subject the line of theory development will need to be differentiated from current constructs in work motivation research which currently focus on intrinsic sources of motivation.

A New Understanding of Self

Theories of motivation have evolved from early need or drive theories toward a resurgent interest in recognizing the role of a higher or “true” self in motivation. This article reviews principles of intrinsic motivation, derived from a new paradigm, that provide a heuristically useful, practical definition of self. They also provide guidelines that clarify the role of affective feedback, states of mind, and cognition in accessing a higher self-as-agent in our day-to-day lives. These principles provide a description of this higher self as a source of intrinsic motivation that is less stressful, more natural, and less forced than conditioned states of motivation that are connected to self-concept. A clear distinction is made between motivation from conditioned psychogenic needs and a more natural state of intrinsic motivation. A more intrinsic, self-regulated state of motivation derives from the higher, metacognitive self-as-agent. Case examples and outcome data from pilot programs based on these principles are presented.

TEACHER MOTIVATION IN ALTERNATE PROMOTION STRUCTURES FOR NSW HIGH SCHOOLS

The Content Theories of Motivation — those of Maslow, Herzberg and Alderfer — yielded four criteria by which alternate promotion structures in N.S.W. High Schools could be evaluated. The four criteria are the extent to which the promotion structure: 1. Acts as a source of intrinsic motivation; 2. Is a source of job enrichment; 3. Allows for and encourages participative management; and 4. Offers non‐administrative career paths. The four criteria were used to evaluate the existing promotion structure in N.S.W. High Schools, the structure proposed in A Discussion Paper, the proposal of the N.S.W. Institute of Inspectors, and the promotion structure policies of the N.S.W. Teachers Federation. It was concluded that the existing promotion structure failed to satisfy any of the criteria. The proposal contained in A Discussion Paper advocated measures to meet all of the criteria except non‐administrative career paths, yet did not incorporate practical means of achieving such objectives. The policies of the N.S.W. Teachers Federation cannot be fully appraised until they are formulated into a concrete proposal. The proposal of the Institute of Inspectors went closest towards satisfying all criteria except that of participative management.