سامانه مدیریت نشریات علمی دانشگاه شهید بهشتی

حاتمی, سپیده. (1402). پیشایندها و پسایندهای انگیزش درونی کارکنان: رویکرد فراتحلیل. , 14(4), 81-102. doi: 10.52547/jpap.2023.230524.1267
سپیده حاتمی. "پیشایندها و پسایندهای انگیزش درونی کارکنان: رویکرد فراتحلیل". , 14, 4, 1402, 81-102. doi: 10.52547/jpap.2023.230524.1267
حاتمی, سپیده. (1402). 'پیشایندها و پسایندهای انگیزش درونی کارکنان: رویکرد فراتحلیل', , 14(4), pp. 81-102. doi: 10.52547/jpap.2023.230524.1267
حاتمی, سپیده. پیشایندها و پسایندهای انگیزش درونی کارکنان: رویکرد فراتحلیل. , 1402; 14(4): 81-102. doi: 10.52547/jpap.2023.230524.1267

پیشایندها و پسایندهای انگیزش درونی کارکنان: رویکرد فراتحلیل

چشم انداز مدیریت دولتی
دوره 14، شماره 4 - شماره پیاپی 56، 1402، صفحه 81-102    اصل مقاله (801.16 K)
نوع مقاله: پژوهشی ( با رویکردهای کمی)
شناسه دیجیتال (DOI): 10.52547/jpap.2023.230524.1267
نویسنده
سپیده حاتمی*
استادیار گروه مدیریت، دانشگاه پیام نور، تهران، ایران
چکیده
هدف: سازمان‌ها فارغ از اندازه و نوع صنعت در تلاش برای برقراری ارتباطی قوی و مثبت با کارکنان خود هستند. یکی از روش‌های مهم برقراری ارتباط مناسب، درک انگیزه‌های درونی کارکنان است. هدف این پژوهش، فراتحلیل پیشایندها و پسایندهای انگیزش درونی کارکنان بود.
طراحی/روش­شناسی/رویکرد: این پژوهش به روش فراتحلیل انجام شد. با استفاده از چک لیست در پایگاه­های داده در طی 38 سال (1985-2023) در این زمینه 317 مطالعه یافت شد که از بین آن­ها 30 مطالعه انتخاب و به وسیله نرم­افزار CMA2 تحلیل شد.  
یافته­های پژوهش:  پیشایندهای ارتباطی مهم­ترین پیشایندها و پسایندهای رفاهی مثبت و رفتاری مهم­ترین پسایندها بودند. در بین 13 پیشایند؛ متغیر عدالت رویه­ای دارای اندازه­ اثر پایین­تر از 3/0 و ضعیف (8 درصد)، اخلاق کار اسلامی، خودکارآمدی، استقلال، رفتار شهروندی، رهبری اخلاقی، رضایت شغلی، مشارکت شغلی، رهبری خدمتگزار و توانمندسازی روانشناختی بین 3/0 تا 5/0 و متوسط (69 درصد)، رهبری تحولی، رهبری معنوی و پاداش­های درونی بیشتر از 5/0 و قوی (23 درصد) بودند. از میان 13 پسایند؛ رضایت شغلی ضعیف (8 درصد)، خلاقیت، بهره­وری، عملکرد، ریسک­پذیری، شناسایی سازمانی، تعهد سازمانی، قصد جابجایی و فرسودگی شغلی متوسط (61 درصد) و رفتارهای فرامحیطی، تسهیم دانش، مشارکت شغلی و نگهداری (31 درصد) قوی بودند.
محدودیت­ها و پیامدها: به دلیل تمرکز کمتر مطالعه­ها روی پیشایندها و پسایندهای انگیزش درونی این پژوهش تنها به انگیزه­های درونی پرداخته است تا خلأ پژوهشی این بخش را پوشش دهد.
پیامدهای عملی: نتایج پژوهش، می­تواند در اقدامات مرتبط با منابع انسانی به مدیران کمک شایانی نماید.
ابتکار یا ارزش مقاله: این پژوهش به شناسایی و دسته­بندی پیشایندها و پسایندهای انگیزش درونی در مطالعه­های پیشین پرداخته است که می­تواند الگویی جامع در حوزه انگیزش درونی باشد.
نوع مقاله: مقاله پژوهشی
 
کلیدواژه‌ها
انگیزش؛ انگیزش درونی؛ فراتحلیل
عنوان مقاله [English]
Antecedents and Outcomes of Employees' intrinsic Motivation: a Meta-analytic Approach
نویسندگان [English]
sepideh hatami
Assistant professor of management group, payame noor university, Tehran, Iran
چکیده [English]
Purpose:  Organizations, irrespective of their size or industry type, strive to forge strong and positive relationships with their employees. An essential aspect of effective communication is understanding the internal motivations of employees. This study aimed to meta-analyze the precursors and consequences of employees' intrinsic motivation.
Design/Methodology/Approach:  Employing a meta-analytical approach, this study scrutinized relevant literature from a span of 38 years (1985-2023). Utilizing specific search criteria in various databases, 317 studies were identified. Of these, 30 studies were selected and subjected to analysis via the Comprehensive Meta-Analysis (CMA2) software.
Research findings:  The analysis revealed that relatedness precursors were paramount, leading to positive welfare and behavioral consequences. Among the 13 identified precursors, procedural justice exhibited an effect size below 0.3, categorized as weak (8%), whereas variables such as Islamic work ethics, self-efficacy, autonomy, organizational citizenship behavior, ethical leadership, job satisfaction, job involvement, servant leadership, and psychological empowerment demonstrated moderate effect sizes ranging from 0.3 to 0.5 (69%). Transformational leadership, spiritual leadership, and internal rewards surpassed an effect size of 0.5, classified as strong (23%). Regarding the 13 outcomes, job satisfaction was deemed weak (8%). In contrast, creativity, productivity, performance, risk-taking, organizational identification, organizational commitment, turnover intention, and burnout were moderate (61%), and extrinsic-environmental behaviors, knowledge sharing, job involvement, and retention were strong (31%).
Limitations & consequences:  This research primarily focuses on intrinsic motivation due to the scant attention this area has received in existing literature, thereby addressing a significant gap in this field.
Practical Consequences:  The findings of this study offer valuable insights for managers in making informed decisions related to human resource practices.
Innovation or value of the article:  This study makes a significant contribution by identifying and categorizing the precursors and consequences of intrinsic motivation, presenting a comprehensive model in the realm of intrinsic motivation research.




Paper Type: Research Paper
کلیدواژه‌ها [English]
Motivation, Intrinsic Motivation, Meta-Analysis
مراجع
  1. Agarwal, S., Yadav, Y. S., & Acharya, A. (2015). Impact of CSR-driven internal employee motivation on cordiality of employee relations. In Managing in recovering markets (pp. 315-325). Springer, New Delhi.
  2. Anwar, A., Waqas, A., Shakeel, K., & Hassan, S. S. (2018). Impact of Intrinsic and Extrinsic Motivation on Employee’s Retention: A Case from Call Center. International Journal of Academic Research in Business and Social Sciences, 8(6), 652–666.
  3. Bande, B., Fernández-Ferrín, P., Varela-Neira, C., & Otero-Neira, C. (2016). Exploring the relationship among servant leadership, intrinsic motivation and performance in an industrial sales setting. Journal of Business & Industrial Marketing.
  4. Cameron, J., & Pierce, W. D. (1994). Reinforcement, reward, and intrinsic motivation: A meta-analysis. Review of Educational research, 64(3), 363-423.
  5. Charbonneau, D., Barling, J., & Kelloway, E. K. (2001). Transformational leadership and sports performance: The mediating role of intrinsic motivation 1. Journal of applied social psychology, 31(7), 1521-1534.
  6. Chaudhary, A., Ahmad, M., Nayak, S., Kujur, S. S., Bhagat, V., Vandana, P., & Rao, P. H. (2015). In the Effect of CSR on Internal Employee Motivation. Vishwakarma Business Review, 5(1), 19-30.
  7. Conrad, D., Ghosh, A., & Isaacson, M. (2015). Employee motivation factors: A comparative study of the perceptions between physicians and physician leaders. International Journal of Public Leadership, 11(2), 92-106.
  8. Danish, R. Q., Khalid Khan, M., Shahid, A. U., Raza, I., & Humayon, A. A. (2015). Effect of intrinsic rewards on task performance of employees: Mediating role of motivation. International Journal of Organizational Leadership, 4, 33-46.
  9. Deci, E. L., Olafsen, A. H., & Ryan, R. M. (2017). Self-determination theory in work organizations: The state of a science. Annual review of organizational psychology and organizational behavior, 4, 19-43.
  10. Dewett, T. (2007). Linking intrinsic motivation, risk taking, and employee creativity in an R&D environment. R&d Management, 37(3), 197-208.
  11. Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331–362.
  12. Ghosh, D., Sekiguchi, T., & Fujimoto, Y. (2020). Psychological detachment: A creativity perspective on the link between intrinsic motivation and employee engagement. Personnel Review.
  13. Guay, F., Vallerand, R.J. and Blanchard, C. (2000), “On the assessment of situational intrinsic and extrinsic motivation: the Situational Motivation Scale (SIMS)”, Motivation and Emotion, Vol. 24 No. 3, pp. 175-213.
  14. Hajian, E. & Sardar, S. (2017). A Pattern to Evaluation of Motivational Factors Affecting Knowledge Sharing, Iranian Research Institute for Science and Technology, 32(4), 1093-1118 (In Persian).
  15. Hatami, S., Seyed Naghavi, M.A., Alvani, S.M. (2021), Human Resources Management Social Responsibilities Outcomes Meta-Analysis On The Employees, Public Administration Perspective, 12(4), 15-29 (In Persian).
  16. Hayati, K., & Caniago, I. (2012). Islamic work ethic: The role of intrinsic motivation, job satisfaction, organizational commitment and job performance. Procedia-Social and Behavioral Sciences, 65, 272-277.
  17. Helms, M.M. (ed.) (2006). Encyclopedia of Management. Fifth Edition, Thomson Gale, Detroit.
  18. Heydari, A., (2019), The role of satisfaction of basic psychological needs and self-directed motivation in academic success: from the perspective of self-determination theory, development of Psychology,8(10), 63-70 (In Persian).
  19. Kalhoro, M., Jhatial, A. A., & Khokhar, S. (2017). Investigating the influence of extrinsic and intrinsic motivation on work performance: Study of bank officers. GMJACS, 7(1), 121-129.
  20. Khan, A., Latif, F., Jalal, W., Anjum, R., & Rizwan, M. (2014). The impact of rewards & corporate social responsibility (CSR) on employee motivation. International journal of human resource Studies, 4(3), 70-86.
  21. Lee C-W & Hidayat N. (2018). The Influence of Transformational Leadership and Intrinsic Motivation to Employee Performance, Advances in Management & Applied Economics, 8(2), 1-12
  22. Llopis, O., & Foss, N. J. (2016). Understanding the climate–knowledge sharing relation: The moderating roles of intrinsic motivation and job autonomy. European Management Journal, 34(2), 135-144.
  23. Manganelli, L., Thibault-Landry, A., Forest, J., & Carpentier, J. (2018). Self-determination theory can help you generate performance and well-being in the workplace: A review of the literature. Advances in Developing Human Resources, 20(2), 227-240.
  24. Masvaure, P., & Maharaj, A. (2014). Work engagement, intrinsic motivation and job satisfaction among employees of a diamond mining company in Zimbabwe. Journal of Economics and Behavioral Studies, 6(6), 488-499.
  25. Miao, S., Rhee, J., & Jun, I. (2020). How much does extrinsic motivation or intrinsic motivation affect job engagement or turnover intention? A comparison study in China. Sustainability, 12(9), 1-18.
  26. Minh-Duc, L., & Huu-Lam, N. (2019). Transformational leadership, customer citizenship behavior, employee intrinsic motivation, and employee creativity. Journal of Asian Business and Economic Studies, 26(2), 286-300.
  27. NGUYEN, H. M., MAI, L. T., & HUYNH, T. L. (2019). The role of transformational leadership toward work performance through intrinsic motivation: A study in the pharmaceutical field in vietnam. The Journal of Asian Finance, Economics and Business, 6(4), 201-212.
  28. Pang, K., & Lu, C. S. (2018). Organizational motivation, employee job satisfaction and organizational performance: An empirical study of container shipping companies in Taiwan. Maritime Business Review.
  29. Phuong, N., Song, N., Bach, T., & Sang, P. (2020). Impacts of corporate social responsibility toward employees on employee motivation in enterprises: A case study in Vietnam. Management Science Letters, 10(11), 2543-2552.
  30. Rockmann, K. W., & Ballinger, G. A. (2017). Intrinsic motivation and organizational identification among on-demand workers. Journal of Applied Psychology, 102(9), 1305.
  31. Ryan, R. M., & Deci, E. L. (2020). Intrinsic and extrinsic motivation from a self-determination theory perspective: Definitions, theory, practices, and future directions. Contemporary educational psychology, 61.
  32. Samuel, M. O., & Chipunza, C. (2009). Employee retention and turnover: Using motivational variables as a panacea. African Journal of Business Management, 3(8), 410-415.
  33. Sepahvand, R., Nasr esfahani, A., Aref najad, M., Sobhani, M. (2013), The effect of spiritual leadership on employees' intrinsic motivation, Public Administration Perspective, 13, 107-127 (In Persian).
  34. Skudiene, V., & Auruskeviciene, V. (2012). The contribution of corporate social responsibility to internal employee motivation. Baltic journal of management, 7 (1), 49-67.
  35. Spivack, A. J., & Milosevic, I. (2018). Perceived location autonomy and work environment choice: The mediating influence of intrinsic motivation. The Journal of Applied Behavioral Science, 54(3), 325-348.
  36. Tavassoli, M., MalekZadeh, GH.R., Khorakian, A. (2019). Pro-Environmental Behavior of Employees, Transformational Leadership and the Mediating role of Self-Motivation (Case of: Waste Management Organization of Mashhad Municipality), Quarterly Journal of Environmental Education and Sustainable Development, 7(2), Winter 2019, 9-20 (In Persian).
  37. Van den Broeck, A., Howard, J. L., Van Vaerenbergh, Y., Leroy, H., & Gagné, M. (2021). Beyond intrinsic and extrinsic motivation: A meta-analysis on self-determination theory’s multidimensional conceptualization of work motivation. Organizational Psychology Review, 11(3), 240-273.
  38. Xue, H., Luo, Y., Luan, Y., & Wang, N. (2022). A meta-analysis of leadership and intrinsic motivation: Examining relative importance and moderators. Frontiers in Psychology, 13,1-13
  39. Yang, J., Chang, M., Chen, Z., Zhou, L., & Zhang, J. (2020). The chain mediation effect of spiritual leadership on employees' innovative behavior. Leadership & Organization Development Journal.
آمار
تعداد مشاهده مقاله: 6,730
تعداد دریافت فایل اصل مقاله: 4,170