老年人的内在和外在工作动机

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Dominique Anxo, Thomas Ericson
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引用次数: 0

摘要

重要的是要理解为什么有些工人即使有权享受法定养老金福利,也要延长他们的工作年限。本文的目的是研究高级员工是受薪酬、社会期望等外部因素(外在动机)激励,还是主要受工作满意度等内部因素(内在动机)激励。这是政策制定者和社会合作伙伴在设计公共养老金制度和工作组织时面临的一个核心问题。设计/方法/方法本研究采用纵向管理数据和自行设计的邮政调查相结合的方法,要求65-76岁的个人描述他们的工作动机。基于这些答案,本研究构建了一个自主动机(AM)指标,其中值为0表示只有外在动机,值为1表示只有内在动机。因此,0和1之间的值意味着AM的不同等级,其中较高的值表明动机更自主,因此内在工作动机的程度更高。统计分析结果显示,65岁及以上退休高龄员工的内在激励程度高于65岁及以下退休高龄员工。此外,本研究发现,当面临经济和财务约束时,高级员工的内在工作动机程度会降低。研究还发现,内在动机在高技能工人中更为普遍。这项研究表明,65岁以后继续工作的人主要是受到从工作中获得满足感的激励。工作满意度与技能水平、工作质量、工作内容和工作自主性密切相关。结果表明,工作质量和工作投入是促使老年人推迟退休的重要因素。原创性/价值本研究通过应用组织心理学和劳动经济学的多学科方法,考虑了标准退休年龄后工作的内在动机的潜在重要性,为本文献做出了贡献。作者认为,这种方法增强了对延长工作寿命背后机制的理解。最后,本研究提出了一种简单而有效的方法来实证衡量员工内在动机的程度。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Senior citizens' intrinsic and extrinsic work motivation
Purpose It is important to understand why some workers prolong their working life even though they are entitled to statutory pension benefits. This paper aims to investigate whether senior workers are motivated by external factors such as pay and social expectations (extrinsic motivation) or are primarily motivated by internal factors such as job satisfaction (intrinsic motivation). This is a central question for policymakers and social partners when it comes to the design of public pension systems and work organisation. Design/methodology/approach This study uses a combined longitudinal administrative data and an own-designed postal survey to ask individuals aged 65–76 years to describe their work motivation. Based on the answers, this study constructs an index of autonomous motivation (AM) where a value of zero implies only extrinsic motivation and a value of one implies only intrinsic motivation. The values between zero and one thus imply various grades of AM, where higher values signal motivation that is more autonomous and hence a higher degree of intrinsic work motivation. Findings The results of the statistical analysis show that the extent of intrinsic motivation is higher among senior workers who retired aged 65 years or older compared to those who retired at 65 years or younger. In addition, this study found that the degree of intrinsic work motivation among senior workers decreases when they face economic and financial constraints. It also found that intrinsic motivation is more prevalent among high-skilled workers. Research limitations/implications This study shows that individuals who continue to work after 65 are mostly motivated by the satisfaction they derive from their job. Job satisfaction is strongly related to skill level, job quality, job content and job autonomy. Results indicate that job quality and commitment to work are essential elements for motivating seniors to postpone retirement. Originality/value This study contributes to this literature by applying a multidisciplinary approach from organisational psychology and labour economics that considers the potential importance of intrinsic motivation to work after standard retirement age. The authors think that this approach enhances the understanding of the mechanisms behind the lengthening of working life. Finally, this study suggests a simple, but efficient way of empirically measuring the extent of intrinsic motivation among workers.
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来源期刊
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
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