Achieving success at work: development and validation of the <scp>M</scp>otivational <scp>C</scp>limate at <scp>W</scp>ork <scp>Q</scp>uestionnaire (<scp>MCWQ</scp>)

Nerstad, Christina G. L.; Roberts, Glyn C.; Richardsen, Astrid M.

doi:10.1111/jasp.12174

Cited by 87 publications

(214 citation statements)

References 105 publications

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“…In a performance motivational climate instructors encourage social comparison, superficially stimulate students during learning process using on regulative evaluation and recompensing performance results (Ames, 1992;Ames & Archer, 1988;Murcia, Camacho, & Rodríguez, 2008;Keegan, Spray, Harwood, & Lavallee, 2010), and enhance thereby the competition among students complimenting the most talented students (Cervelló & Santos-Rosa, 2001;Nicholls, 1989;). Performance-related motivational climate induces feelings of anxiety, stress, confusion, boredom and withdrawal, as it prevails lack of motivation (Liukkonen, Barkoukis, Watt, & Jaakkola, 2010;Braithwaite, Spray, & Warburton, 2011;Cumming, Smoll, Smith, & Grossbard, 2007;Nerstad, Roberts, & Richardsen, 2013;Van De Pol et al, 2012;Granero-Gallegos et al, 2014;Ommundsen & KvalØ, 2007). Research has identified further behaviors and interactions that contribute to motivational climate, such as the influence between peers, based on promoting cooperation, support, affection, competition, disagreement and friendships (Vazou, Ntoumanis, & Duda, 2005;Keegan, Spray, Harwood, & Lavallee, 2009;Keegan, Spray, Harwood, & Lavallee, 2010;Beltman & Volet, 2007;Bengoechea & Strean, 2007;Weiss, Amorose, & Wilko, 2009).…”

Section: Motivational Climatementioning

confidence: 99%

Analyzing Networks of Verbal Aggressiveness and Motivation

Bekiari¹,

Deliligka²,

Hasanagas³

2017

PSYCH

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Aim of this research is to analyze motivation and verbal aggressiveness as structure of relations and to detect their determinants. A university class of 62 students and 4 instructors has been analyzed as a network. In-and out-degree, degree, pagerank, katz and authority have been calculated. They were correlated (Spearman test) with several non-network variables such as economic status, age, gender, etc. Visone and SPSS have been used. Main results are the following: Mastery influence is a more common situation than influence aiming at performance and verbal aggressiveness which necessitate fanaticism or familiarity. Students with high grade are quite central in influencing and being influenced for learning pedagogic-psychological issues. In the case of learning biology (mastery), the teaching staff is the main stimulator in contrast to case of pedagogic-psychological field. The age and the experience of travelling abroad are also conducive to learning biology. Male students seem to be more influential than the female ones, as the sport is still perceived as a male-dominated field. Students interested in medicinal subjects are rather unable to stimulate others in sport issues, as there is a contextual deficit between medicinal and sport subjects. Female students seem to stimulate for improvement. Students interested in the medicinal subjects tend to be stimulated and to stimulate others to surpass performance limits. The desire for professional eminence also seems to discourage offenders indicating the existence of organization culture at the department. Travelling abroad for sport reasons increases offensiveness. Students originating from rural areas tend more to become target of offenses, indicating thus spatial-regional discrimination. Students of higher economic state are more deriding. The proposed typologies of motivation influence and verbal aggressiveness include the "invulnerable motivator" and the "vulnerable motivator" as well as the "strong motivator" and the "brawler" type.

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Section: Motivational Climatementioning

confidence: 99%

Analyzing Networks of Verbal Aggressiveness and Motivation

Bekiari¹,

Deliligka²,

Hasanagas³

2017

PSYCH

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“…However, experimental designs are the most effective in establishing causal relationships (Shadish, Cook, & Campbell, 2002), and experiments that, for example, manipulate the perceived motivational climate could be an interesting way to investigate this more closely. Bélanger et al (2013a;2013b) Third, the exclusive reliance on self-reported questionnaire data might cause concerns related to possible mono-method bias (Podsakoff, MacKenzie, Lee, & Podsakoff, 2003).…”

Section: Limitations and Research Directionsmentioning

confidence: 99%

“…A measure developed by Nerstad, Roberts, and Richardsen (2013b) was applied for measuring perceptions of the motivational climate (i.e., mastery and performance climate) at work. Participants were asked to give indications of how they perceived success to be defined in their work situations.…”

Section: Mastery Climatementioning

confidence: 99%

Incivility is (not) the very essence of love: Passion for work and incivility instigation.

Birkeland¹,

Nerstad²

2016

Journal of Occupational Health Psychology

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This study explored the relationship between obsessive passion for work and incivility instigations, as well as the moderating role of a mastery motivational climate. A longitudinal, three-wave study was conducted among 1,263 employees from a large Norwegian workers' union across a 10-month time span. The results show that obsessive passion for work relates positively to incivility instigations and that this relationship is stable over time. Building on the person-environment fit perspective, we find that the relationship between obsessive passion for work and incivility instigations is stronger for employees with both high levels of obsessive passion and high perceptions of a mastery climate. Our results underline the importance of considering not only the individual in his/her context, but also of considering the match between the individual's values and the contextual values.

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“…Menurut Nerstad, et al (2013), motivational climate dapat diterapkan di area pekerjaan karena karyawan juga dinilai berdasarkan ketercapaian unjuk kerja. Hal itu ditetapkan berdasar kriteria sukses dalam menghadapi tingginya beban pekerjaan dengan tuntutan psikologis serta intelektual.…”

Section: Yaitu Ego-involving (Performance Climate) Dan Task Involvingunclassified

“…Dimensidimensi tersebut membentuk work engagement menjadi keterlibatan individu dalam pekerjaan dengan menyenangkan, positif dan sarat akan semangat. Menurut Schaufeli, et al (2000), karyawan yang engaged dengan pekerjaannya akan selalu yakin pada kemampuan diri, dapat menarik hal positif dari umpan balik yang diterimanya, terkadang merasakan kelelahan dalam bekerja namun ia puas telah melakukan yang terbaik Nerstad, et al (2013) menyebutkan bahwa work engagement terkait erat dengan dimensi motivasi intrinsik, perasaan antusias, identifikasi dengan pekerjaan seseorang, tingkat aktivasi yang tinggi, dan pelaksanaan aktivitas yang bermakna bagi dirinya sendiri (Salanova, Agut, & Peiró, 2005;Salanova & Schaufeli, 2008). Dengan iklim kerja yang mengutamakan pengembangan kemampuan baru, improvement, pemahaman lebih baik akan pekerjaan dan dukungan untuk mengembangkan potensi masing-masing maka diprediksikan seseorang akan lebih attached, menikmati pekerjaannya.…”

Section: │ 63unclassified

Menumbuhkan Keterlibatan Positif dalam Bekerja: Melalui Iklim Kompetisi ataukah Pengembangan Kompetensi?

Sulistiobudi

Kadiyono

2017

PJPP

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<div class="Section1">Abstract: The implementation of motivational climate to encourage achievement and performance has been discussed over decades but the existing research is still limited to academic, educational and sports contexts. This research discussed about motivational climate in the context of work with the approach of industrial and organizational psychology and its relationship to employee’s work engagement. Specifically, this research puts motivational climate as a resource in the framework of JDR-Model (Job Demand Resource Model) which helps employees in facing job challenges so that they feel more engaged in their work. This research was conducted on 76 employees in one of the SOEs (Stated Owned Enterprise) in West Java. Research approach through ex-post-facto study with multiple linear regression test. The result show that motivational climate significantly influence employee work engagement. Mastery climate as one dimension of motivational climate, plays a significant role to the positive engagement in work. In contrast, the performance of climate did not signifcantly related to work engagement. Thus, support system for self-development and program to improve employee ability can serve as a job resource that contributes to engagement. Climate to encourgages competitionn among employee should be aplied together with opportunity to self development. Therefore, practically, it is important to consider how employee development programs can be implemented in a continously and balanced manner rather than competition program merely.Abstrak: Penerapan motivational climate untuk mendorong iklim berprestasi dan performansi sudah sangat banyak dibahas bahkan berpuluh tahun sebelum ini. Hanya, penelitian yang ada masih terbatas pada konteks akademik, pendidikan dan bidang olahraga. Oleh karena itu, melalui penelitian ini akan dibahas mengenai motivational climate di konteks pekerjaan dengan pendekatan psikologi industri dan organisasi dan perannya terhadap work engagement karyawan. Secara spesifik, penelitian ini mendudukkan motivational climate sebagai resource dalam kerangka JDR-Model (Job Demand Resource Model) yang membantu karyawan dalam menghadapi tantangan pekerjaan sehingga lebih merasa engaged dalam bekerja. Penelitian ini dilakukan terhadap 76 orang karyawan di salah satu BUMN di Jawa Barat. Pendekatan penelitian melalui ex-post-facto study dengan uji regresi linier berganda. Berdasarkan hasil tersebut, diperoleh hasil bahwa motivational climate berperan signifikan terhadap work engagement karyawan. Mastery climate sebagai salah satu dimensi dari motivational climate, berperan signifikan terhadap keterikatan positif dalam bekerja. Sebaliknya, performance climate ternyata tidak menunjukkan peran yang berarti. Dengan demikian, dukungan terhadap pengembangan diri dan kemampuan karyawan dapat berperan sebagai job resource yang berkontribusi untuk menumbuhkan perasaan engaged pada pekerjaannya. Jika iklim yang mendorong kompetisi antar karyawan diterapkan begitu saja tanpa dibarengi kesempatan pengembangan diri maka tidak akan berdampak pada engagement karyawan. Oleh sebab itu, secara praktis sebaiknya perusahaan mempertimbangkan bagaimana program-program pengembangan kemampuan kerja dan pengembangan diri karyawan dapat diimplementasikan dengan berkesinambungan dan seimbang daripada hanya sekedar program kompetisi kerja semata. </div>

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Achieving success at work: development and validation of the Motivational Climate at Work Questionnaire (MCWQ)

Cited by 87 publications

References 105 publications

Analyzing Networks of Verbal Aggressiveness and Motivation

Analyzing Networks of Verbal Aggressiveness and Motivation

Incivility is (not) the very essence of love: Passion for work and incivility instigation.

Menumbuhkan Keterlibatan Positif dalam Bekerja: Melalui Iklim Kompetisi ataukah Pengembangan Kompetensi?

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