Relationen mellan arbetsrelaterad inre respektive yttre motivation och kreativitet - Samt en svensk översättning och validering av Work Extrinsic and Intrinsic Motivation Scale
(2025) PSYK12 20242Department of Psychology
- Abstract (Swedish)
- Arbetsmotivation är ett välutforskat ämne inom arbets- och organisationsforskning, och går att betrakta ur ett flertal olika perspektiv (Tremblay et al., 2009). Med hjälp av självbestämmandeteorin (Deci & Ryan, 1985) syftade denna kvantitativa studie till att undersöka potentiella skillnader mellan inre och yttre motivation i förhållande till kreativitet på arbetsplatsen, samt om dessa skillnader varierar mellan privat och offentlig sektor. För att uppfylla syftet utformades en enkät med svenska översättningar av Tremblay’s et al. (2009) Work Extrinsic and Intrinsic Motivation Scale (WEIMS) samt Scott och Bruce’s (1994)Innovative Behavior Measure. Studiens sekundära syfte var att översätta WEIMS till svenska, samt att därefter validera den... (More)
- Arbetsmotivation är ett välutforskat ämne inom arbets- och organisationsforskning, och går att betrakta ur ett flertal olika perspektiv (Tremblay et al., 2009). Med hjälp av självbestämmandeteorin (Deci & Ryan, 1985) syftade denna kvantitativa studie till att undersöka potentiella skillnader mellan inre och yttre motivation i förhållande till kreativitet på arbetsplatsen, samt om dessa skillnader varierar mellan privat och offentlig sektor. För att uppfylla syftet utformades en enkät med svenska översättningar av Tremblay’s et al. (2009) Work Extrinsic and Intrinsic Motivation Scale (WEIMS) samt Scott och Bruce’s (1994)Innovative Behavior Measure. Studiens sekundära syfte var att översätta WEIMS till svenska, samt att därefter validera den svenska versionen. Våra fynd visar att både inre och yttre motivation har ett positivt samband med kreativitet på arbetsplatsen, där inre motivation har starkast korrelation. Resultatet visar en huvudeffekt av motivation på kreativitet, men inte på en huvudeffekt av sektor på kreativitet. Dessutom visar resultatet inte någon signifikant skillnad mellan den privata och offentliga sektorn i förhållande till motivation och kreativitet. Vidare bidrar studien till att stärka forskningen om den yttre motivationens positiva effekter. Resultaten understryker vikten av att organisationer arbetar för att främja de mer självbestämmande formerna av motivation. Genom att anpassa organisatoriska incitament, arbetsuppgifter och ansvarsområden efter individens intressen, mål och värderingar kan såväl inre motivation som yttre motivation med en hög grad av självbestämmande stärkas, vilket kan bidra till en ökad kreativitet. (Less)
- Abstract
- Work motivation is a well-researched topic in work and organizational research, and can be viewed from several different perspectives (Tremblay et al., 2009). Using self-determination theory (Deci & Ryan, 1985) this quantitative study aimed to investigate potential differences between intrinsic and extrinsic motivation in relation to creativity in the workplace, and whether these differences vary between the private and public sectors. To fulfill this purpose, a survey was designed with Swedish translations of Tremblay’s et al. (2009) Work Extrinsic and Intrinsic Motivation Scale (WEIMS) and Scott and Bruce’s (1994) Innovative Behavior Measure. The secondary purpose of the study was to translate the WEIMS into Swedish, and then to validate... (More)
- Work motivation is a well-researched topic in work and organizational research, and can be viewed from several different perspectives (Tremblay et al., 2009). Using self-determination theory (Deci & Ryan, 1985) this quantitative study aimed to investigate potential differences between intrinsic and extrinsic motivation in relation to creativity in the workplace, and whether these differences vary between the private and public sectors. To fulfill this purpose, a survey was designed with Swedish translations of Tremblay’s et al. (2009) Work Extrinsic and Intrinsic Motivation Scale (WEIMS) and Scott and Bruce’s (1994) Innovative Behavior Measure. The secondary purpose of the study was to translate the WEIMS into Swedish, and then to validate the Swedish version. Our findings show that both intrinsic and extrinsic motivation have a positive relationship with creativity in the workplace, with intrinsic motivation having the strongest correlation. The results show a main effect of motivation on creativity, but not a main effect of sector on creativity. Furthermore, the results do not show any significant difference between the private and public sectors in relation to motivation and creativity. In addition, the study contributes to strengthening research on the positive effects of extrinsic motivation. The results underline the importance of organizations promoting more self-determined forms of motivation. By adapting organizational incentives, work assignments and responsibilities to the individual's interests, goals and values, both intrinsic motivation and extrinsic motivation with a high degree of self-determination can be strengthened, which can contribute to increased creativity. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9182094
- author
- Sidenmark, Ellie LU and Åkerberg Eggesvik, Tora LU
- supervisor
- organization
- course
- PSYK12 20242
- year
- 2025
- type
- M2 - Bachelor Degree
- subject
- keywords
- intrinsic motivation, extrinsic motivation, Self-Determination Theory, creativity, private sector, public sector, WEIMS, inre motivation, yttre motivation, självbestämmandeteorin, kreativitet, privat sektor, offentlig sektor
- language
- Swedish
- id
- 9182094
- date added to LUP
- 2025-01-22 09:23:38
- date last changed
- 2025-01-22 09:23:38
@misc{9182094,
abstract = {{Work motivation is a well-researched topic in work and organizational research, and can be viewed from several different perspectives (Tremblay et al., 2009). Using self-determination theory (Deci & Ryan, 1985) this quantitative study aimed to investigate potential differences between intrinsic and extrinsic motivation in relation to creativity in the workplace, and whether these differences vary between the private and public sectors. To fulfill this purpose, a survey was designed with Swedish translations of Tremblay’s et al. (2009) Work Extrinsic and Intrinsic Motivation Scale (WEIMS) and Scott and Bruce’s (1994) Innovative Behavior Measure. The secondary purpose of the study was to translate the WEIMS into Swedish, and then to validate the Swedish version. Our findings show that both intrinsic and extrinsic motivation have a positive relationship with creativity in the workplace, with intrinsic motivation having the strongest correlation. The results show a main effect of motivation on creativity, but not a main effect of sector on creativity. Furthermore, the results do not show any significant difference between the private and public sectors in relation to motivation and creativity. In addition, the study contributes to strengthening research on the positive effects of extrinsic motivation. The results underline the importance of organizations promoting more self-determined forms of motivation. By adapting organizational incentives, work assignments and responsibilities to the individual's interests, goals and values, both intrinsic motivation and extrinsic motivation with a high degree of self-determination can be strengthened, which can contribute to increased creativity.}},
author = {{Sidenmark, Ellie and Åkerberg Eggesvik, Tora}},
language = {{swe}},
note = {{Student Paper}},
title = {{Relationen mellan arbetsrelaterad inre respektive yttre motivation och kreativitet - Samt en svensk översättning och validering av Work Extrinsic and Intrinsic Motivation Scale}},
year = {{2025}},
}