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Agnes, Cherrylene S. |
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Work preference as a determinant of socio-psychological behavior through intrinsic and extrinsic motivation of personnel in human resource / |
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Cherrylene S. Agnes. |
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28 cm. |
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xiii, 98 pages |
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Thesis (M.A.)-- Pamantasan ng Lungsod ng Maynila, 2016.;A thesis presented to the faculty of College of Science-- Graduate Programs in partial fulfillment of the requirements for the degree in Master of Arts in Psychology major in Clinical Psychology. |
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ABSTRACT: In this study a cross-sectional study (also known as a cross-sectional analysis, transversal study or prevalence study) is a type of observational study that involves the analysis of data collected from a population, or a representative subset, at one specific point in time was used in this study. Specifically, it will answer the following questions: 1. What is the demographic profile of the respondents in terms of age, gender, civil status and job level classification? 2. What is the Level of Work Preference of the respondents when grouped according to their demographic profile? 3. Is there a significant difference between the socio-psychological behavior (intrinsic and extrinsic motivation) and intrinsic motivation subscale (enjoyment and challenge) and the extrinsic subscale (outward and compensation) when grouped according to their demographic profile? 4. Is there a significant relationship between the Level of Work Preference of the respondents and their demographic profile? The findings of the study are as follows: 1. There are 100 respondents, Male (21%) and Female (79%), 40 years old and below (92%) and 41 years old and above (8%), single (73%), married (27%), Rank and File status (44%), Supervisory level (39%) and Managerial post (17%). 2. The overall mean score of work preference by gender, age group, civil status and job levels shows average on the primary scale extrinsic and intrinsic. It was a little higher extrinsic (3.03) than intrinsic (2.73). The secondary scale enjoyment, challenge, outward and compensation was on average level. Enjoyment (3.24) scored higher, next is the Outward (2.76) followed by Compensation (2.68) and lastly the Challenge (2.61). 3. Data shows that there is no significant difference in the work preference of human resource personnel socio-psychological behavior (intrinsic and extrinsic motivation) and intrinsic motivation subscale (enjoyment) and extrinsic motivation subscale (outward and compensation) when grouped into their demographic profile (gender, age group, civil status and job level). There is only on-Challenge of HR personnel when grouped according to job level shows significant differences on work preference. 4. Data shows that there is a no significant relationship in the work preference of personnel in human resource socio-psychological behavior primary scale and secondary scale when grouped according to their demographic profile. The findings of the study led to the following conclusions: 1. Work Preference primary scale Intrinsic and Extrinsic motivation and secondary scale and the demographic profile of the personnel in the Human Resource were average in their work preference primary scale and secondary scale. 2. There is no significant difference in the work preference in human resource socio-psychological behavior (intrinsic and extrinsic motivation) and intrinsic motivation subscale (enjoyment and challenge) and the extrinsic motivation subscale (outward and compensation) when grouped according to their demographic profile. 3. There is no significant relationship in the work preference of personnel in human resource socio-psychological behavior primary scale and secondary scale when grouped according to their demographic profile. Based on the findings and conclusions the following recommendations are offered: 1. HR personnel by job level (rank and file, supervisor and manager) preferred a work that is challenging to them. These indicate that HR personnel when grouped to job level have significant difference between the socio-psychological behavior and work motivation -CHALLENGE. HR personnel in the supervisory level prefer work that is more challenging to them than HR personnel in the rank and file and manager. But this does not mean that managers and rank and file HR personnel are not challenged, this would recommend that personnel in the rank and file and managers should not be contented on what they already have, they should challenge themselves more to do better or greater than they are right now. These would also serve as a recommendation for the employer to make a more challenging work that would benefit all employees not only to HR personnel. A work that is more challenging but also beneficial. 2. Several implications can be drawn from the findings. The use of longitudinal data could help to answer more complex issues regarding Human Resource work preference and to assess the changes in employees' motivations that might take place over time. 3. That future researcher conducts a same study and includes other employees in different fields. Future studies on work preferences should be carried out in a broader context: in relation to reward satisfaction, psychosocial factors at work, organizational commitment and HR employee/s in different department intent to continue working. 4. That a work preference as a determinant of socio-psychological behavior through intrinsic and extrinsic motivation of personnel in human resource maybe patterned to another study and another self-inventory questionnaire, a questionnaire that is applicable to the Filipino setting and a questionnaire that is more reliable and valid and will also focus on the different aspects. |
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| Date of a work |
|
| Title of a work |
|
| -- |
|
| Volume/sequential designation |
|
| 830 ## - SERIES ADDED ENTRY--UNIFORM TITLE |
|---|
| International Standard Serial Number |
|
| -- |
|
| Uniform title |
|
| Name of part/section of a work |
|
| Number of part/section of a work |
|
| Language of a work |
0 |
| Volume/sequential designation |
|
| 942 ## - ADDED ENTRY ELEMENTS |
|---|
| Institution code [OBSOLETE] |
|
| -- |
lcc |
| Item type |
Book |