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MOTIVATIONAL FACTORS AMONG SUPERVISORS IN THE UTILITY INDUSTRY

MOTIVATIONAL FACTORS AMONG SUPERVISORS IN THE UTILITY INDUSTRY Rutgers-The Stab University THE rapid growth of interest in social and psychological variables such as attitudes, values, and needs among all levels of industrial personnel is reflected in an extensive literature which describes a variety of investigative techniques. These devices, frequently of a psychometric nature, seem to be more useful and effective in attitude and morale surveys than in disclosing motivational factors in the work environment. The present study is an extension of a major portion of Motivation to Work by Herzberg, et al., 1959, and is more directly concerned with motivational factors in the work situation. Herzberg, et al., utilized a somewhat impure but emergent and promisiiig investigative procedure that appears to extend the meaning of motivational variables pertinent to the work situation, It focuses specifkally on the motivation of accountants and engineers and utilizes a semi-standardized interview method similar to Flanagan’s “critical-incident” technique (Flanagan, 1954, pp. 327-358). Essentially the interviewee must recall two experiences, one pleasant and the other unpleasant, from his employment tenure. A logical scoring system was developed by the authors consisting of 16 “firstlevel” and 12 “second-level” motivational “factors” (Herzberg, et aZ., 1959, p. 37). The first five factors listed in the first http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

MOTIVATIONAL FACTORS AMONG SUPERVISORS IN THE UTILITY INDUSTRY

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References (1)

Publisher
Wiley
Copyright
Copyright © 1963 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1963.tb01254.x
Publisher site
See Article on Publisher Site

Abstract

Rutgers-The Stab University THE rapid growth of interest in social and psychological variables such as attitudes, values, and needs among all levels of industrial personnel is reflected in an extensive literature which describes a variety of investigative techniques. These devices, frequently of a psychometric nature, seem to be more useful and effective in attitude and morale surveys than in disclosing motivational factors in the work environment. The present study is an extension of a major portion of Motivation to Work by Herzberg, et al., 1959, and is more directly concerned with motivational factors in the work situation. Herzberg, et al., utilized a somewhat impure but emergent and promisiiig investigative procedure that appears to extend the meaning of motivational variables pertinent to the work situation, It focuses specifkally on the motivation of accountants and engineers and utilizes a semi-standardized interview method similar to Flanagan’s “critical-incident” technique (Flanagan, 1954, pp. 327-358). Essentially the interviewee must recall two experiences, one pleasant and the other unpleasant, from his employment tenure. A logical scoring system was developed by the authors consisting of 16 “firstlevel” and 12 “second-level” motivational “factors” (Herzberg, et aZ., 1959, p. 37). The first five factors listed in the first

Journal

Personnel Psychology – Wiley

Published: Mar 1, 1963

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