The Mediating Effects of Role Stress and Intrinsic Motivation Research Paper

The Mediating Effects of Role Stress and Intrinsic motivation - Research physical composition Exampleare functions of external rewards and are often carried with the objective of avoiding pain corresponding in the result of punishment or gaining something like in the case of promotions at work. Behaviors that are motivated extrinsically do non give happiness to the individuals in question as he/she acts in that way because of the external rewards. The problem associated with this is that it kills intrinsic motivation, as mass get more than concerned with the rewards at the expense of enjoying what they are doing (Robinson 2010). on that point are three types of extrinsic motivation as shown below. Table on Extrinsic Motivation motive BEHAVIOR SUSTAINED BY EXAMPLE External Motivation Environmental rewards or punishment contingencies breeding in order to get a job Introjected Motivation Desire to avoid internally imposed remorse and blame Working in order to get money and su pport family identify Motivation Desire to express important self-identifications Working because that is what I want to do. Extrinsic motivation is egregious and inefficient because using negative motivation like blackmail and threats or bribing someone to do something does not make him do it wholeheartedly as all the actions are subject to the expected rewards. The problem with this shape up is that people are often concerned more with the outcome than the action itself and this leads to high levels of inefficiency (Eskildsen, Kristensen, & Westlund, 2004). These shortcomings can be fixed through using intrinsic motivation as it persuades people to concentrate on doing what they like for internal satisfaction. Intrinsic motivation is therefore the best way of focusing efforts as illustrated below. Intrinsic Motivation Intrinsic motivation can be defined as a type of motivation goaded internally and not externally.... The purpose of this research is to examine the relationship be tween intrinsic motivation and organisational commitment in organizations. The concept of motivation is important when it comes to understanding the behavior of a group of people and finding ways of improving their performance. Motivation can be defined as a throw that initiates, controls and maintains behaviors that are goal oriented. This is what propels people to do certain things like eating, working, and socializing. The forces that control behavior can be social, emotional, biological or cognitive in nature. Researchers have come up with different theories of motivation in order to explain the behavior of people and the reasons behind such actions. Intrinsic motivation improves performance more than extrinsic motivation because it is innate. When an individual is intrinsically motivated he/she will perform tasks with the intention of achieving inward satisfaction hence the levels of efficiency will be relatively higher than that of an individual that is motivated by external rewards. At the organizational level, even though the performance of employees is a function of both the surroundings and innate drives, the innate drives often determine the achievement levels among the employees. This explains the different in efficiency levels among different force play working in the same environment. Through establishing the relationship between intrinsic motivation and organizational commitment, this musical composition will provide managers and administrators a better understanding of the behavior of the employees and their attitudes.