Browsing by Subject "organisaatiositoutuminen"

Aims. The present research examines care workers’ motivation and work commitment in a Finnish social and health care organization. The aim of the study was to investigate the current state of the employees’ motivation, work commitment and the self-determination theory’s basic psychological needs, and their relation to effort in work and to the intention of leaving the organization. Moreover, the study also examined the relationships between motivation, commitment and basic psychological needs. Motivation was divided to intrinsic motivation and extrinsic motivation based on intangible rewards. Work commitment included affective and normative professional commitment, colleague commitment, customer commitment and affective, normative and continuance organizational commitment. Method. This investigation was carried out with a survey which was composed using several former inquiries developed to measure motivation and dimensions of work commitment. The voluntary survey was sent to the target group employees by email. In total, the survey collected 600 answers which meant that the response rate was 30%. The data was analyzed using correlation, cluster analyses and structural equation modeling. Results. The care workers intrinsic motivation and professional commitment, colleague commitment and customer commitment were quite strong. All the dimensions of the organizational commitment and extrinsic motivation were in turn quite weak. The effort on work was evaluated to be strong and especially the sense of competence, intrinsic motivation, affective professional commitment as well as customer commitment played a meaningful role in it. In addition, there was some intention to leave the organization among the employees and according to the results the sense of autonomy, affective professional commitment and affective and normative organizational commitment reduced the intention to leave. The study clarified that the basic psychological needs of the self-determination theory are interconnected, not only to intrinsic motivation, but also to affective work commitment. The sense of autonomy was quite strong but because it had a direct as well as an indirect effect on the intention to leave, it was suggested that the organization should work on strengthening it more. Furthermore, the sense of competence can explain the conclusion made from the analyses of the study that extrinsic motivation based on intangible rewards supports intrinsic motivation. The results showed that care workers’ motivation and work commitment can be strengthened with diverse possibilities to influence and with positive feedback.