Browsing by Subject "autonominen motivaatio"
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(2020)Background: The purpose of this study is to bring understanding of what elements enable experts' knowledge sharing in digital service organizations. In digital service organizations the organizational structure is often project-based. Customer projects start and end throughout the calendar year, and the employees working within them may change along with the new projects. In addition, digital service companies have been actively hiring new employees. Rapidly grown number of new employees and the fact that the closest co-workers change throughout the year may cause challenges to the employees’ knowledge sharing within projects and beyond them to the wider organization. The elements which interrelation with employees’ knowledge sharing is examined in this study are self-determination theory’s three basic psycholog-ical needs, empowering leadership, and psychological safety. The theoretical framework is based on the concepts of knowledge and expertise, and on the previous research about the basic psychological needs and autonomous motivation, empowering leadership, and psychological safety at work. Problem: The aim of this research is to gain more understanding of what elements enable employees’ knowledge sharing in digital service organizations. The viewpoint is in the conditions where the employees operate at work. Methods: The nature of the research is qualitative interview study. The research material was collected by interviewing eight employees in one digital service company in spring 2020. Empirical data was analysed by theory- and data-driven content analysis. Results: The results of this study imply that the informants’ views on knowledge sharing at work were in line with the previous studies. All the elements examined interrelated with employees’ knowledge sharing as enabling it. Significance: The results bring understanding of what elements in organizations can enable employees’ motivation, ability, and opportunity to share their knowledge at work.
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(2017)Digitalisation, automation, and globalisation have caused significant changes in the nature of work during recent decades. During volatile times, the importance of motivated employees and the ability to produce new innovations is highlighted. The aim of this master’s thesis is to study the connection between quality of work motivation and innovative work behaviour, which consists of idea generation, promotion, and realisation. Self-determination theory’s (Deci & Ryan, 2000; 1985) conceptualisation on autonomous (intrinsic and identified) and controlled (introjected and external) motivational types and the three basic psychological needs (autonomy, competence, and relatedness) are used as the key theoretical standpoint. This quantitative research studies whether satisfaction of the three basic needs is positively connected to autonomous forms of motivation, whether autonomous forms of motivation are positively connected to innovative work behaviour, and whether the three basic needs are positively connected to innovative work behaviour. Furthermore, the mediating influence of autonomous motivation types in the relationships between the three basic needs and innovative work behaviour is also studied. A cross-sectional survey study was conducted to test the hypotheses. The data consist of responses of 92 knowledge workers (response rate 25.6%) from headquarters of a large Finnish organisation. The sample group is characterised by high educational level (81.6% of participants had lower- or higher-degree tertiary education from university or university of applied sciences) and quite even gender distribution (58.7% females and 40.2% males). In addition to background information, respondents answered to questions related to need satisfaction, motivational types, and innovative work behaviour. All the scales used in this research are developed specifically for work context and they have been validated in previous studies. The main statistical methods included linear regression analysis, Spearman correlation analysis, t-test, and one-way analysis of variance, and the factorial structures of scales were assessed with exploratory factor analysis. The mediation model was tested using the causal steps by Baron and Kenny (1986). The results show partial support for hypotheses. Autonomy and competence are positively connected to autonomous types of motivation, and all three basic needs are negatively connected to amotivation, i.e. lack of motivation. Only intrinsic motivation of the four motivational types explains positively and statistically significantly innovative work behaviour, and the coefficient of determination is notable (R2 adj. = .21) considering all the possible antecedents influencing innovativeness. Innovative work behaviour correlates positively with competence and autonomy, but only competence explains innovative work behaviour positively and statistically significantly in regression analysis. Intrinsic motivation mediates fully the connection between competence and innovative work behaviour, also when the effects of autonomy and relatedness are controlled. The influence of relatedness on autonomous types of motivation and innovative work motivation remains unclear. The results of this research indicate that innovative work behaviour might be endorsed among knowledge workers by supporting employees’ intrinsic motivation, which can be done by supporting their satisfaction of needs for autonomy and competence. According to previous research, autonomy can be supported by allowing influence on how, when, and what tasks are done, as well as including employees in goal setting and decision making, whereas competence can be supported by reducing unnecessary bureaucracy, allocating tasks so that they match employees’ skills, and providing training for employees.
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