Work Motivation

Abstract

Work motivation is a crucial, yet complex resource for employees and organizations. Scholars have investigated motivation at work through many theoretical lenses that are often examined in isolation from one another. This chapter seeks to bridge these various perspectives, first by providing a review of dominant theoretical lenses and second by presenting an integrative framework. The historical review includes a consideration of reinforcement theory, Maslow’s need hierarchy, valence–instrumentality–expectancy theory, the theory of planned behavior, goal-setting theory, self-regulation theories, achievement goal theory, regulatory fit theory, and self-determination theory. Together, these theories identify key mechanisms through which work motivation directs and regulates behavior, as well as antecedents and consequences of motivation. The integrative motivation framework distills insights from the various motivational theories, providing a heuristic to understand what (goal choice: characteristics and content), how (goal striving: macro- and microprocesses), where, and when (antecedents: personal and contextual) employees will be motivated to work.

The Effect of Pension Benefit on Millennial Employees Loyalty With Preference and Motivation as Mediator in Jakarta

“…Descriptive analysis is a method that aims to transform primary data sets into information that is easier to understand and concise. Descriptive methods are used to describe or describe the collected data without intending to make generally accepted conclusions or generalizations (Sugiyono, 2014). And the results of the category analysis according to the respondent's answer score are as Table 2.…”

Why Commercial Pilots Voluntarily Report Self-Inflicted Incidents

“…To organize factors that affect reporting behavior, this study will adopt a work motivation perspective using the heuristic conceptual motivational framework in which reporting behavior can be understood in terms of an “optimal functioning at work” (van den Broeck et al, 2019). This framework integrates central perspectives of work motivation and relies on the overall assumption that all behavior at work is goal-directed.…”

“…Because LFI is frequently limited by pilots not reporting incidents voluntarily, we interviewed seven commercial aviation safety experts in a focus group to derive factors influencing the voluntary reporting behavior of pilots’ self-inflicted incidents. As a result, we derived 36 factors and integrated them into a motivational framework by van den Broeck et al (2019). Pilots pursue various goals when voluntarily reporting incidents, such as enabling safety-related change or organizational learning.…”

“…Simplified representation of the heuristic conceptual motivational framework according to van den Broeck et al (2019).…”

“…Factors influencing pilots’ voluntary reporting behavior. Simplified representation of the heuristic conceptual motivational framework according to van den Broeck et al. (2019); deductive and inductive categories from Tables 3 and 4 are included as exogenous and endogenous motivational factors and presented in alphabetical order.…”