| Nome: | Descrição: | Tamanho: | Formato: | |
|---|---|---|---|---|
| 996.82 KB | Adobe PDF |
Orientador(es)
Resumo(s)
O presente estudo procura explorar a relação entre a motivação intrínseca dos indivíduos e a sua perceção sobre a autonomia e o excesso de trabalho, bem como o efeito moderador dos diferentes contextos de trabalho (i.e., startups e empresas estabelecidas), nesta relação. A autonomia e o excesso de trabalho têm potencial para influenciar a motivação dos trabalhadores, sendo pertinente explorar estas características de trabalho, principalmente em startups, onde a perceção dos trabalhadores é pouco explorada pela literatura. Os dados foram recolhidos através de um questionário online, tendo-se obtido uma amostra com 601 inquiridos – 353 a trabalhar em contexto de startups e 248 em empresas estabelecidas. De acordo com o esperado, os resultados demonstram que a autonomia prediz positivamente a motivação intrínseca, enquanto que o excesso de trabalho a prediz negativamente. Apesar de não ser possível inferir que as startups aumentam a relação positiva entre a autonomia e a motivação intrínseca, foi possível concluir que as startups diminuem a relação negativa entre o excesso de trabalho e a motivação intrínseca. Foram discutidas as limitações do presente estudo, assim como as implicações do mesmo para futuras investigações.
The present study seeks to explore the relationship between employees’ intrinsic motivation and their perception of autonomy and work overload, as well as the moderating effect of different work contexts (i.e., startups and established companies), in this relationship. Autonomy and work overload influence employees’ motivation, therefore it is relevant to assess these job characteristics, particularly in startups where employees’ perceptions have not been thoroughly studied in published literature. Data was collected through an online questionnaire, obtaining a sample of 601 respondents – 353 working in startups and 248 in established companies. As expected, the results demonstrate that autonomy positively predicts intrinsic motivation, while work overload negatively predicts it. Although it was not possible to infer that startups increase the positive relationship between autonomy and intrinsic motivation, it was possible to conclude that startups reduce the negative relationship between work overload and intrinsic motivation. The limitations of this study and its implications for future investigations were also discussed.
The present study seeks to explore the relationship between employees’ intrinsic motivation and their perception of autonomy and work overload, as well as the moderating effect of different work contexts (i.e., startups and established companies), in this relationship. Autonomy and work overload influence employees’ motivation, therefore it is relevant to assess these job characteristics, particularly in startups where employees’ perceptions have not been thoroughly studied in published literature. Data was collected through an online questionnaire, obtaining a sample of 601 respondents – 353 working in startups and 248 in established companies. As expected, the results demonstrate that autonomy positively predicts intrinsic motivation, while work overload negatively predicts it. Although it was not possible to infer that startups increase the positive relationship between autonomy and intrinsic motivation, it was possible to conclude that startups reduce the negative relationship between work overload and intrinsic motivation. The limitations of this study and its implications for future investigations were also discussed.
Descrição
Palavras-chave
Teoria da autodeterminação Modelo de exigências e do controlo Motivação intrínseca Características do trabalho Self-determination theory Demands-control model Intrinsic motivation Job characteristics