Motivation and Life Satisfaction of Employees in the Public and Private Sectors

Abstract

Work motivation is the steering of human activity towards a desired objective by means of motives generated internally in a person or in his or her environment, on the basis of his or her needs. The aim of this research was to verify whether the different types of work motivation employees reported in their work were influenced by sector, job, gender and education, and to assess how the different types of motivation are linked to life satisfaction. The research involved the participation of 288 employees – 153 in the private sector and 116 in the public sector (19 did not specify). The results show that among all employees the most distinctly expressed factor is intrinsic motivation. No differences in any type of motivation were observed between sectors; between managers in the public and private sectors there were no statistically significant differences in either extrinsic motivation or intrinsic motivation or in life satisfaction.

Motivation and Justice at Work: The Role of Emotion and Cognition Components of Personal and Collective Work Identity

“…Work motivation was measured by “Work Extrinsic and Intrinsic Motivation Scale,” WEIMS (Tremblay et al, 2009 ), applied in several previous studies (Peklar and Boštjančič, 2012 ; Stoeber et al, 2013 ; Jayaweera, 2015 ; Saltson and Nsiah, 2015 ). WEIMS is an 18-item measure theoretical grounded in self-determination theory (Deci and Ryan, 2000 ; Ryan and Deci, 2000a ; Gagné and Deci, 2005 ).…”

Teachers' Personal and Collective Work-Identity Predicts Exhaustion and Work Motivation: Mediating Roles of Psychological Job Demands and Resources

“…To measure work motivation, we used the “Work Extrinsic and Intrinsic Motivation Scale,” WEIMS (Tremblay et al, 2009 ) which measures self-determined work motivation. WEIMS has been used in several previous studies (Peklar and Bostjancic, 2012 ; Stoeber et al, 2013 ; Jayaweera, 2015 , Saltson and Nsiah, 2015 ). Grounded in self-determination theory (Ryan and Deci, 2000b ; Deci and Ryan, 2002 ; Gagne and Deci, 2005 ), WEIMS is an 18-item measure.…”

Administración de riesgos y motivación laboral de los servidores públicos en entidades públicas en Medellín

“…Los factores que motivan o los motivos que moderan el comportamiento se generan dentro de la persona o en su entorno. Los motivos son necesidades que el hombre busca satisfacer (McCleelland, 1985;Peklar y Boštjančič, 2012).…”

“…La motivación laboral está determinada de manera predominante por factores intrínsecos al trabajo, que se han mostrado como los mayores orientadores del comportamiento en este contexto (Peklar y Boštjančič, 2012;Klein y Mascarenhas, 2016). Así, las características de las tareas inciden directamente en la motivación de las personas y en su satisfacción laboral.…”

“…La motivación intrínseca está ligeramente más correlacionada que la extrínseca. Con lo anterior, y en concordancia con otros estudios, estos servidores públicos están más influenciados por factores relativos a las características o el contenido del trabajo que por los factores del contexto del mismo (Klein y Mascarenhas, 2016;Bullock et ál., 2015;Peklar y Boštjančič, 2012).…”