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dc.contributor.authorKotera, Yasuhiro
dc.contributor.authorAdhikari, Prateek
dc.contributor.authorVan Gordon, William
dc.date.accessioned2018-02-09T15:46:51Z
dc.date.available2018-02-09T15:46:51Z
dc.date.issued2018-01-04
dc.identifier.citationKotera, Y. et al (2018) 'The relationship between work motivation and worker profile in UK hospitality workers.' International Journal of Education, Psychology and Counseling, 2 (6).en
dc.identifier.urihttp://hdl.handle.net/10545/622118
dc.description.abstractWhile the UK hospitality industry is growing faster than the economy, mental health problems are a serious concern in this worker population. Our previous research identified that work motivation accounted for a significant variance in mental health, however, the relationship between types of work motivation and worker profile has not been explored to date. Therefore, this study aimed to i) identify the primary type of work motivation, and ii) explore relationships between types of work motivation and worker profile in UK hospitality workers. UK hospitality workers (n=103) completed a worker profile questionnaire and work motivation measure. Their internal motivation was significantly higher than external motivation. Male and longer industry experience were associated with amotivation, the lowest type of motivation. A higher position in the organisation was associated with external regulation, the second lowest type of motivation. Intervention research for intrinsic motivation, particularly among male experienced workers or managers/owners is warranted. Considering their low wages, the high levels of internal motivation may be explained by the ‘psychological justification’ strategies. Furthermore, male hospitality workers’ high levels of external motivation may highlight the UK’s strong masculine culture as described in Hofstede’s cultural dimension theory. Likewise, highly positioned workers' high levels of external motivation may relate to the UK's low power distance in the same theory. Cross-cultural comparisons of work motivation and mental health (e.g., with the high feminine Dutch culture and/or the high power distant Malaysian culture) would be an important future direction to help place these findings in a global context.
dc.description.sponsorshipN/Aen
dc.language.isoenen
dc.publisherGlobal Academic Excellenceen
dc.relation.urlhttp://www.ijepc.com/PDF/IJEPC-2017-06-12-15.pdfen
dc.relation.urlhttp://ijepc.com/current.asmen
dc.subjectInternal motivationen
dc.subjectExternal motivationen
dc.subjectUK hospitality workersen
dc.subjectWorker profileen
dc.titleThe relationship between work motivation and worker profile in UK hospitality workers.en
dc.typeArticleen
dc.identifier.eissn0128164X
dc.contributor.departmentUniversity of Derbyen
dc.identifier.journalInternational Journal of Education, Psychology and Counselingen
refterms.dateFOA2019-02-28T16:33:59Z
html.description.abstractWhile the UK hospitality industry is growing faster than the economy, mental health problems are a serious concern in this worker population. Our previous research identified that work motivation accounted for a significant variance in mental health, however, the relationship between types of work motivation and worker profile has not been explored to date. Therefore, this study aimed to i) identify the primary type of work motivation, and ii) explore relationships between types of work motivation and worker profile in UK hospitality workers. UK hospitality workers (n=103) completed a worker profile questionnaire and work motivation measure. Their internal motivation was significantly higher than external motivation. Male and longer industry experience were associated with amotivation, the lowest type of motivation. A higher position in the organisation was associated with external regulation, the second lowest type of motivation. Intervention research for intrinsic motivation, particularly among male experienced workers or managers/owners is warranted. Considering their low wages, the high levels of internal motivation may be explained by the ‘psychological justification’ strategies. Furthermore, male hospitality workers’ high levels of external motivation may highlight the UK’s strong masculine culture as described in Hofstede’s cultural dimension theory. Likewise, highly positioned workers' high levels of external motivation may relate to the UK's low power distance in the same theory. Cross-cultural comparisons of work motivation and mental health (e.g., with the high feminine Dutch culture and/or the high power distant Malaysian culture) would be an important future direction to help place these findings in a global context.


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