The Mediating Effects of Role Stress and Intrinsic Motivation Research Paper

The Mediating Effects of Role Stress and Intrinsic Motivation - Research Paper slip argon functions of external rewards and are often carried with the objective of avoiding pain like in the case of punishment or gaining something like in the case of promotions at work. Behaviors that are motivated externalally do not give happiness to the individuals in question as he/she acts in that focusing because of the external rewards. The problem associated with this is that it kills internal motivation, as people get more concerned with the rewards at the expense of enjoying what they are doing (Robinson 2010). There are three types of extrinsic motivation as shown below. add-in on Extrinsic Motivation MOTIVATION BEHAVIOR SUSTAINED BY EXAMPLE External Motivation Environmental rewards or punishment contingencies Learning in cast to get a job Introjected Motivation Desire to avoid internally imposed remorse and blame Working in order to get money and support family Identified Motivation Desire to express important self-identifications Working because that is what I want to do. Extrinsic motivation is crude and unable 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 approach is that people are often concerned more with the out travel along than the action itself and this leads to high levels of inefficiency (Eskildsen, Kristensen, & Westlund, 2004). These shortcomings can be resolved 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 driven internally and not externally.... The purpose of this research is to examine the relationship amongst intrinsic motivation an d organizational commitment in organizations. The concept of motivation is important when it comes to taste the behavior of a group of people and finding ways of improving their performance. Motivation can be defined as a force 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 leve l, even though the performance of employees is a function of both the environment and innate drives, the innate drives often determine the achievement levels among the employees. This explains the different in efficiency levels among different personnel working in the same environment. Through establishing the relationship between intrinsic motivation and organizational commitment, this paper will provide managers and administrators a better understanding of the behavior of the employees and their attitudes.