Seitl Martin, Manuoglu Elif, Hrbáčková Anna
Palacký University Olomouc, Olomouc, Czech Republic.
Curr Issues Personal Psychol. 2024 Jun 17;12(3):185-192. doi: 10.5114/cipp/185714. eCollection 2024.
Grounded in self-determination theory, the present study aimed to investigate whether daily changes in employee motivation depend on whether employees receive appreciation from various sources at work, using a 7-day diary design. Beyond general knowledge about the effects of appreciation as an important source of motivation, there is still a lack of knowledge about the intrapersonal effect of appreciation on different types of regulation/motivation in terms of self-determination theory over time.
The sample consisted of 104 employees in full-time employment. More than half were women (72%) and the mean age was 43.25 years ( = 10.53). They completed trait-level measures and then daily records, in which they reported their motivation and whether they received appreciation. Sources of appreciation were leaders, followers, and clients.
Multilevel random coefficient modeling showed that employees reported higher levels of motivation on days when they received appreciation from different sources, independent of gender, trait-level motivation, and the Big Five. Furthermore, introjected regulation moderated the positive association between daily motivation and daily appreciation by the client, and appreciation did not have a lagged effect for subsequent days.
The current study has both practical and theoretical implications. The results show that employee motivation can be supported through simple but effective steps through appreciation regardless of the source, although appreciation may be more important for employees with introjected regulation than for others.
基于自我决定理论，本研究旨在采用为期7天的日记设计，调查员工动机的日常变化是否取决于员工在工作中是否从各种来源获得赞赏。除了对赞赏作为动机的重要来源的影响有一般了解外，就自我决定理论而言，随着时间的推移，关于赞赏对不同类型的调节/动机的个人内部影响仍缺乏了解。
样本包括104名全职员工。超过一半是女性（72%），平均年龄为43.25岁（标准差 = 10.53）。他们完成了特质水平的测量，然后进行每日记录，报告自己的动机以及是否获得赞赏。赞赏来源包括领导、下属和客户。
多层次随机系数模型显示，员工在从不同来源获得赞赏的日子里报告了更高水平的动机，这与性别、特质水平的动机和大五人格无关。此外，内摄调节调节了客户的每日动机与每日赞赏之间的正向关联，并且赞赏对随后几天没有滞后效应。
本研究具有实践和理论意义。结果表明，通过赞赏采取简单但有效的措施可以支持员工动机，无论来源如何，尽管赞赏对具有内摄调节的员工可能比其他员工更重要。
