Decent Work, Work Motivation and Orientation to Happiness: a profile analysis

Dissertação de Mestrado em Psicologia do Trabalho, das Organizações e dos Recursos Humanos apresentada à Faculdade de Psicologia e de Ciências da EducaçãoThe present study aims to investigate the differences between profiles of Orientation to Happiness in the effect of two dimensions of Decent Work (Fulfilling and Productive Work and Opportunities) on Work Motivation. Fulfilling and Productive work refers to work that allows for a sense of contribution to future generations and personal/professional development. Opportunities refers to the possibility of growth, development and fair earnings at work. Work Motivation, as defined by Self-Determination Theory, can be differentiated in distinct types of motivation: extrinsic, introjected, identified and intrinsic. Happiness was examined in three dimensions (Pleasure, Engagement and Meaning), thus creating the notion of Orientations to Happiness. It was expected that the two dimensions of Decent Work would have a higher positive impact on Work Motivation (intrinsic and identified work motivation) according to different profiles of Orientation to Happiness. Three instruments were applied (Orientation to Happiness Questionnaire, Decent Work Questionnaire, and Multidimensional Work Motivation Scale) to 850 workers from Portugal. Our results corroborate earlier findings that demonstrated a strong relation between Decent Work and Work Motivation. The results also show that there is differential impact of the two dimensions of Decent Work on Autonomous types of Work Motivation according to workers Orientation to Happiness for some profiles but not all. When analyzing all four hypotheses supported in this study it is possible to observe an overarching theme to them: hedonistic pursuits influence the impact of Decent Work dimensions on Autonomous Motivation to a greater extent than other types of subjective and psychological well being dispositions. Such findings have great implication for current Human Resources policies and personnel development, as well as job design, job crafting, career planning and recruitment strategies. They imply that in order to leverage the full potential and productivity at work of those employees who are highly oriented to a Life of Pleasure it is extremely important to consider how and where one can find enjoyable, challenging and rewarding activities in the work context. It requires thinking and adapting the work according to what is important to them and being curious about what triggers pleasure and autonomy in those workers. One of the main limitations of this study is its cross-sectional characteristics. Future research, with a longitudinal design that included different data collection points could provide a clearer and better comprehension of the causal mechanisms and variations of all dimensions of Decent Work on Work Motivation and the role different Orientation to Happiness play on this relationship.The present study aims to investigate the differences between profiles of Orientation to Happiness in the effect of two dimensions of Decent Work (Fulfilling and Productive Work and Opportunities) on Work Motivation. Fulfilling and Productive work refers to work that allows for a sense of contribution to future generations and personal/professional development. Opportunities refers to the possibility of growth, development and fair earnings at work. Work Motivation, as defined by Self-Determination Theory, can be differentiated in distinct types of motivation: extrinsic, introjected, identified and intrinsic. Happiness was examined in three dimensions (Pleasure, Engagement and Meaning), thus creating the notion of Orientations to Happiness. It was expected that the two dimensions of Decent Work would have a higher positive impact on Work Motivation (intrinsic and identified work motivation) according to different profiles of Orientation to Happiness. Three instruments were applied (Orientation to Happiness Questionnaire, Decent Work Questionnaire, and Multidimensional Work Motivation Scale) to 850 workers from Portugal. Our results corroborate earlier findings that demonstrated a strong relation between Decent Work and Work Motivation. The results also show that there is differential impact of the two dimensions of Decent Work on Autonomous types of Work Motivation according to workers Orientation to Happiness for some profiles but not all. When analyzing all four hypotheses supported in this study it is possible to observe an overarching theme to them: hedonistic pursuits influence the impact of Decent Work dimensions on Autonomous Motivation to a greater extent than other types of subjective and psychological well being dispositions. Such findings have great implication for current Human Resources policies and personnel development, as well as job design, job crafting, career planning and recruitment strategies. They imply that in order to leverage the full potential and productivity at work of those employees who are highly oriented to a Life of Pleasure it is extremely important to consider how and where one can find enjoyable, challenging and rewarding activities in the work context. It requires thinking and adapting the work according to what is important to them and being curious about what triggers pleasure and autonomy in those workers. One of the main limitations of this study is its cross-sectional characteristics. Future research, with a longitudinal design that included different data collection points could provide a clearer and better comprehension of the causal mechanisms and variations of all dimensions of Decent Work on Work Motivation and the role different Orientation to Happiness play on this relationship