Daily state of motivation as the effect of appreciation in a diary study.

IF 1 Q4 PSYCHOLOGY, SOCIAL
Current Issues in Personality Psychology Pub Date : 2024-06-17 eCollection Date: 2024-01-01 DOI:10.5114/cipp/185714
Martin Seitl, Elif Manuoglu, Anna Hrbáčková
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引用次数: 0

Abstract

Background: Grounded in self-determination theory, the present study aimed to investigate whether daily changes in employee motivation depend on whether employees receive appreciation from various sources at work, using a 7-day diary design. Beyond general knowledge about the effects of appreciation as an important source of motivation, there is still a lack of knowledge about the intrapersonal effect of appreciation on different types of regulation/motivation in terms of self-determination theory over time.

Participants and procedure: The sample consisted of 104 employees in full-time employment. More than half were women (72%) and the mean age was 43.25 years (SD = 10.53). They completed trait-level measures and then daily records, in which they reported their motivation and whether they received appreciation. Sources of appreciation were leaders, followers, and clients.

Results: Multilevel random coefficient modeling showed that employees reported higher levels of motivation on days when they received appreciation from different sources, independent of gender, trait-level motivation, and the Big Five. Furthermore, introjected regulation moderated the positive association between daily motivation and daily appreciation by the client, and appreciation did not have a lagged effect for subsequent days.

Conclusions: The current study has both practical and theoretical implications. The results show that employee motivation can be supported through simple but effective steps through appreciation regardless of the source, although appreciation may be more important for employees with introjected regulation than for others.

在一项日记研究中,每日的激励状态是赞赏的效果。
研究背景本研究以自我决定理论为基础,采用 7 天日记设计,旨在调查员工动机的日常变化是否取决于员工在工作中是否从各种来源获得赞赏。除了对赞赏作为重要激励来源的影响的一般了解外,目前还缺乏有关赞赏对自我决定理论中不同类型的调节/激励随时间推移而产生的人际影响的知识:样本包括 104 名全职雇员。一半以上为女性(72%),平均年龄为 43.25 岁(SD = 10.53)。他们完成了特质水平的测量,然后填写了每日记录,在记录中他们报告了自己的动机以及是否得到了赞赏。赞赏的来源包括领导、追随者和客户:多层次随机系数建模显示,员工在收到不同来源的赞赏时,会报告更高水平的动机,这与性别、特质水平动机和五大动机无关。此外,内省调节调节了每日激励与客户每日赞赏之间的正相关,赞赏对随后几天没有滞后效应:当前的研究既有现实意义,也有理论意义。研究结果表明,员工的工作积极性可以通过简单而有效的赞赏步骤得到支持,无论其来源如何,尽管赞赏对于具有内驱调节能力的员工可能比对于其他员工更为重要。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
1.60
自引率
10.00%
发文量
9
审稿时长
8 weeks
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