Kontekstiks motivatsiooni olulisusest:

“Motivation is fundamental to our understanding of the management of people at work. Theories of work motivation help explain what drives individual action and how structures, processes and management behaviours influence individual, group and organizational functioning (Kanfer et al., 2017; Steers et al., 2004).” (Hewett, 2022, p. 1)

Isegi ebahuvitav võib mõjuda motiveerivalt – teoreetiline lähtepunkt:

“Self-determination theory (SDT; Deci and Ryan, 1985a) suggests that, even for intrinsically uninteresting tasks, individuals can still experience beneficial, self-determined, motivation (Koestner and Losier, 2002). This happens through motivation internalization, which is ‘the process through which an individual acquires an attitude, belief, or behavioral regulation and progressively transforms it into a personal value, goal, or organization’ to motivate their behaviour (Deci and Ryan, 1985a, p. 130).” (Hewett, 2022, p. 2)

Uurimisküsimused:

“I aim to open the black box of this motivational process guided by two questions: (1) Why do individuals internalize their motivation for some tasks, but not others? (2) How do individuals internalize their motivation for uninteresting work tasks?” (Hewett, 2022, p. 2)

Sisene ja väline motivatsioon:

“Whereas intrinsic motivation is driven by an interest in or enjoyment of the task itself, the drivers for extrinsic motivation come from outside of the task. Conventionally, extrinsic motivation has been equated with achieving external reward or recognition, or avoiding punishment or reprimand (e.g., Deci, 1975; Vroom, 1964). However, Deci and Ryan (1985a); Ryan (1982) proposed that it is possible for individuals to internalize external motivators.” (Hewett, 2022, p. 3)

Tunnetusraamistikud pakuvad seletuse:

“Internalization results in identified motivation[2] in that individuals adapt their ‘cognitive schema’, in order to accept ‘the regulation as his or her own’ (Deci and Ryan, 1985a, p. 137).” (Hewett, 2022, p. 3)

Uurimismeetod:

“I adopt a process-as-narrative approach for this research. This approach seeks ‘to understand how people make sense of, and reconstruct their experiences from, a particular standpoint in time’ (Fachin and Langley, 2018, p. 314) by asking individuals to construct a detailed story of an event or experience (Langley, 1999). This approach is based on an interpretivist perspective (Abdallah et al., 2019), which is ideal because it represents individuals’ attempts to retrospectively create plausible explanations for their experiences (Weick et al., 2005), which aligns with the theoretically attributional nature of internalized motivation (Ryan and Connell, 1989).” (Hewett, 2022, p. 5)

Lugemishuvi suurendamiseks:

“My findings highlight the importance of cognitive dissonance as a trigger for internalization, and the role of reflection and cognitive reframing in the internalization process, which offers multiple avenues for research to integrate the principles of SDT with other theories of work motivation.” (Hewett, 2022, p. 23)

Hewett, R. (2022). Dissonance, Reflection and Reframing: Unpacking the Black Box of Motivation Internalization. Journal of Management Studiesn/a(n/a), 1–28. https://doi.org/10.1111/joms.12878