Traditional Motivation Theories and Older Engineers

Lord, Robert L.

doi:10.1080/10429247.2002.11415167

Cited by 22 publications

(13 citation statements)

References 2 publications

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“…Nevertheless, the general perception is that there have been few studies that have examined the impact of aging on work motivation (Bourne, 1982;Kanfer & Ackerman, 2004;Lord, 2002Lord, , 2004. Furthermore, according to Stagner (1985) and Cooper and Robertson (1991) there has been little research (e.g.…”

Section: < Insert Figure 1 >mentioning

confidence: 99%

Older workers' motivation to continue to work: five meanings of age

Kooij¹,

Lange

Jansen³

et al. 2008

Journal of Managerial Psychology

487

450

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Little is known about the motivation for older workers to work and to remain active in the labor market. Research on age and motivation is limited and, moreover, conceptually diverse. In this study, we address age-related factors that influence the work motivation of older workers. More specifically, we examine how various conceptualizations of the age factor affect the direction and termination of the motivation to continue to work of older workers. Methodology: A literature review of age-related factors and motivation to continue to work. Findings: Results from 24 empirical and 9 conceptual studies indicate that most age-related factors can have a negative impact on the motivation to continue to work of older people. These findings suggest that age-related factors are important in understanding older workers' motivation to continue to work and that further research is needed to more fully understand the underlying processes that govern how these age-related factors influence the motivation to continue to work. Research limitations/implications: Based on the aforementioned findings, we were able to formulate a research agenda for future research, namely: 1) a need for a meta-analysis on age and motivation to determine the actual effect sizes, 2) additional theoretical attention to the underlying age-related processes, 3) more psychometric studies examining the operationalization and measurement of the age-related variables, and 4) additional empirical research on age-related variables and motivation. Practical implications: Age-related factors identified in this study, such as declining health and career plateaus, should be addressed by HRM policies. HRM practices that could motivate older workers to continue to work include ergonomic adjustments and continuous career development. 1 Originality/value of paper: Research on age and motivation is limited and conceptually diverse. This paper is one of the first studies to explore the relations between different conceptualizations of age and motivation.

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Section: < Insert Figure 1 >mentioning

confidence: 99%

Older workers' motivation to continue to work: five meanings of age

Kooij¹,

Lange

Jansen³

et al. 2008

Journal of Managerial Psychology

487

450

View full text Add to dashboard Cite

show abstract

“…In addition to the above theories, during the last decade, numerous studies have been made on employees' motivation of which a brief account has been provided below. Lord (2002) contends that retention and productivity of workers is a function of their motivation. The author examines the responses from 29 engineers over the age of 55 regarding factors in the workplace and their effects on the retention and productivity of senior engineers.…”

Section: Theories Of Employee Motivationmentioning

confidence: 99%

Employee motivation: a Malaysian perspective

Islam

Ismail

2008

International Journal of Commerce and Management

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Purpose -The purpose of this paper is to identify the motivating factors of employees working in various Malaysian organizations. Design/methodology/approach -A survey method was adopted. The survey questionnaire consisted of two parts: respondents' personal information were obtained through Part A and in Part B, they were asked to rank the ten motivating factors in terms of their effectiveness. The motivating factors were compiled from the existing literature and refined through consultation with human resource professionals. Findings -An ordered set of motivating factors for employees working in Malaysian organizations. Demographic factors like gender, race, education, etc. were found to have impact on the ranking of the factors. Originality/value -The findings are expected to provide useful guidelines to managers while developing employee motivation programs.

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“…Accordingly, the hierarchy of needs is employed herein as the basis for developing a new model for understanding the ethical behavior or lack thereof of not-for-profit organizations. As with Maslow's hierarchy of needs, it is expected that the hierarchy of ethical values in nonprofit organizations will post interesting challenges for those who seek to test it empirically, and that the challenges will either be overcome in similar fashion or provoke a stimulating debate (Latham and Pinder 2005;Lord 2002).…”

mentioning

confidence: 99%

The Hierarchy of Ethical Values in Nonprofit Organizations: A Framework for an Ethical, Self-Actualized Organizational Culture

Strickland

Vaughan

2008

Public Integrity

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Using Maslow's theory of human psychological development as a framework, a model based on the hierarchy of values is proposed to explain how not-for-profit organizations develop an ethical culture. As with individual values, the five levels of ethical behavior-financial competence, accountability, reciprocity, respect, integrity-are attained successively and one at a time. Thus ethical values are a foundation for achieving integrity, defined herein not only as incorruptibility but as a total commitment to the highest standards of behavior. External controls stimulate ethical behavior primarily at the lower levels; internal controls must be present to achieve an ethical organizational culture. Maslow (1943) formulated an enduring and provocative theory of human motivation. Scholars have both venerated and disparaged his theory, but it is continually cited and tested more than six decades after his initial contention that individuals act based upon a hierarchy of needs. Not only does Maslow's work have mainstream appeal-with references in the popular press ranging from the Wall Street Journal and Forbes to Sports Illustrated-but his hierarchy is utilized extensively in scholarly work. Research employing the theory has been published in numerous academic journals, including

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Traditional Motivation Theories and Older Engineers

Cited by 22 publications

References 2 publications

Older workers' motivation to continue to work: five meanings of age

Older workers' motivation to continue to work: five meanings of age

Employee motivation: a Malaysian perspective

The Hierarchy of Ethical Values in Nonprofit Organizations: A Framework for an Ethical, Self-Actualized Organizational Culture

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