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Relationships between work ethic and motivation to work from the point of view of the self-determination theory

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  • Damian Grabowski
  • Agata Chudzicka-Czupała
  • Katarzyna Stapor

Abstract

Most studies on motivation to work concentrate on its environmental and situational antecedents. Individual values are not the point of interest of empirical analyses. The aim of the research described in the paper was to seek possible relationships between work ethic and motivation to work. A hypothesis was put forward that work ethic, in the classical Weberian approach, is connected with motivation to work, from the point of view of Ryan’s and Deci’s self-determination theory. The study on a sample of 405 Polish employees was conducted with use of the Polish version of Multidimensional Work Ethic Profile MWEP-PL and Work Extrinsic and Intrinsic Motivation Scale, in the Polish adaptation WEIMS-PL. The Canonical Correlation Analysis was used to assess the simultaneous interrelationships between two sets of the variables measured. The results show that selected dimensions of work ethic, such as centrality of work, valuing hard work, perceiving work as an obligation, anti-leisure sentiment and delay of gratification are positively related to autonomous dimensions of motivation: intrinsic motivation, integration and identification, and non-autonomous introjection. Attributing a high value to hard work, including the conviction that it leads to success, aversion to wasting time and self-reliance correlate positively with taking up work for extrinsic rewards and with the desire to acquire a positive opinion about oneself as well as gain approval and recognition from others. Work ethic is connected on the one hand with autonomous motivation, including in particular intrinsic motivation, and on the other hand with extrinsic motivation, with the striving for success, which is the result of work. After empirical verification the findings could become a base for training programs and shape the way of influencing people’s motivation, morale, attitude towards work and job satisfaction. They can result in the way employees are managed and selected for different tasks.

Suggested Citation

  • Damian Grabowski & Agata Chudzicka-Czupała & Katarzyna Stapor, 2021. "Relationships between work ethic and motivation to work from the point of view of the self-determination theory," PLOS ONE, Public Library of Science, vol. 16(7), pages 1-17, July.
    • Handle: RePEc:plo:pone00:0253145
    DOI: 10.1371/journal.pone.0253145
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    References listed on IDEAS

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    1. Gayle Porter, 2010. "Work Ethic and Ethical Work: Distortions in the American Dream," Journal of Business Ethics, Springer, vol. 96(4), pages 535-550, November.
    2. Tu Yidong & Lu Xinxin, 2013. "How Ethical Leadership Influence Employees’ Innovative Work Behavior: A Perspective of Intrinsic Motivation," Journal of Business Ethics, Springer, vol. 116(2), pages 441-455, August.
    3. Jessica Van Wingerden & Joost Van der Stoep, 2018. "The motivational potential of meaningful work: Relationships with strengths use, work engagement, and performance," PLOS ONE, Public Library of Science, vol. 13(6), pages 1-11, June.
    4. Carlos-María Alcover & Gabriela Topa, 2018. "Work characteristics, motivational orientations, psychological work ability and job mobility intentions of older workers," PLOS ONE, Public Library of Science, vol. 13(4), pages 1-24, April.
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    2. Yasuhiro Kotera & Muhammad Aledeh & Annabel Rushforth & Nelly Otoo & Rory Colman & Elaina Taylor, 2022. "A Shorter Form of the Work Extrinsic and Intrinsic Motivation Scale: Construction and Factorial Validation," IJERPH, MDPI, vol. 19(21), pages 1-11, October.

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