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What factors assists in fostering intrinsic motivation in employees?

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If certain traits comprise intrinsic motivation  it will be important to assess for these traits during the interview process that will result in a more motivated employee.

I am interested in this topic as I am part of the management team for my health home department. Hiring employees is part of my duties as a clinical director.  The management team has not been successful in effectively hiring staff. New employees have not been passing probation, quitting abruptly, and having HR issues within the first several months of employment. Assessing for intrinsic motivation is of interest to me as a way possible build a better team and be able to have employee retention.

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Applied research is where the researcher strives to solve a real world dilemma they are faced with. Intrinsic motivation is an appropriate applied research topic as it is an issue I am currently challenged with in my workplace. The significance of this research topic can assist in my nonprofit building a more successful team by hiring intrinsically motivated candidates that will result in better employee retention and ultimately serve the best care to our clients by reducing staff turnover which affects the clients care by continuously having new care managers.

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Intrinsic motivation is relevant to educational psychology and technology as I see it because there is a correlation amongst adult education and learning and workplace learning. The same strategies that educational psychology uses to assess for motivation in students is similar to that in adults.

I am planning to specialize in industrial and organizational psychology and utilize my degree in the nonprofit sector.

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Intrinsic Motivation video

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Intrinsic Motivation with Dr. Edward Deci

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Journal Article 1 Organisational learning and employees' intrinsic motivation 

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Journal Article 1 Organisational learning and employees' intrinsic motivation 

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Research findings in this article suggest that intrinsically motivated employees are more autonomous and like to feel more competent. The implications for my research with this data suggest that these are two traits that can be used to screen potential candidates either in the pre interview with HR or in specific questions with the health management team.

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Employee Motivation and Organizational Commitment: A Comparison of Tipped and Nontipped Restaurant Employees

This article assessed motivational factors amongst tipped and nontipped employees in a well known restaurant chain. There findings were quit interesting which were "nontipped employees reporting at a statistically significant difference much higher scores across the motivators of interesting work, possibility for promotion or career development, and gratitude for a job well done" (Curtis et al, 2009).  The implications for my research topic would be to utilize this information to make department changes that would result in more motivated employees and have better staff retention.

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Employees’ Intrinsic and Extrinsic Motivations in Innovation Implementation: The Moderation Role of Managers’ Persuasive and Assertive Strategies

This article concluded that managers style of communication with employees, either by being assertive or persuasive, either positively or negatively affected employees intrinsic motivation. In summary, managers who were assertive and not persuasive achieved better outcomes in employees intrinsic relationship and their behavior at work. Implications suggest managerial styles can result in employees who have HR issues and less intrinsically motivated to do well at work. Organizational change may be needed to train managers on how to effectively manage to achieve they outcome they desire by their employees which might decrease having to let staff go for HR issues.

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Chiu, H.H. (2018). Employees’ Intrinsic and Extrinsic Motivations in Innovation Implementation: The Moderation Role of Managers’ Persuasive and Assertive Strategies, Journal of Change Management, 18(3), pp. 218-239.
DOI: 10.1080/14697017.2017.1407353

Curtis, C.R., Upchurch, R.S. & Severt, D.E. (2009) Employee Motivation and Organizational Commitment: A Comparison of Tipped and Nontipped Restaurant Employees, International Journal of Hospitality & Tourism Administration, 10(3), pp. 253-269.
DOI: 10.1080/15256480903088469

Remedios, R. & Boreham, N. (2004). Organisational learning and employees' intrinsic motivation, Journal of Education and Work, 17(2), pp. 219-235. DOI: 10.1080/13639080410001677419