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Universitatea Alexandru Ioan Cuza din Iai, Facultatea de Psihologie i tiine ale Educaiei
Universitatea Alexandru Ioan Cuza din Iai, Facultatea de Psihologie i tiine ale Educaiei
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Universitatea Alexandru Ioan Cuza din Iai, Facultatea de Psihologie i tiine ale Educaiei
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Universitatea Alexandru Ioan Cuza din Iai, Facultatea de Psihologie i tiine ale Educaiei
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Universitatea Alexandru Ioan Cuza din Iai, Facultatea de Psihologie i tiine ale Educaiei
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RESUME
En partant de la perspective thorique de lanalyse fonctionnelle de la motivation pour le travail
(Kafner, R., 1999) nous nous sommes proposs de construire une preuve standardise
dvaluation de la persistance motivationnelle dfinie comme la tendance de persister dans les
activits diriges vers les objectifs proposs, dinvestir du temps, de leffort et de lnergie
pour atteindre les buts tablis, de ne pas abandonner. Nous avons oprationnalis 8 facteurs
dcris dans la littrature de spcialit comme ceux qui conditionnent la persistance
motivationnelle (effort, confiance, persvrance, but, organisation, concentration, obstacle et
ambition) On a construit donc, une preuve dvaluation de la persistance motivationnelle ayant
deux sections : lune visant lvaluation directe sur une chle de six marches de la mesure
dans laquelle soixante-quatre comportements ont t prsents dans lactivit professionnelle
antrieure du sujet ; une deuxime sollicitant lhirarchisation des comportements diffrents
considrs caractristiques pour la description individuelle.(des sries de huit hirarchies
chacune avec un item de chaque de ces huit facteurs) . Le questionnaire ainsi rsult a t
appliqu sur diffrents lots de sujets pour prouver la pertinence de lide doprationnalisation,
la consistance interne sur les facteurs et la capacit discriminative sur les items. Les donnes
obtenues confirment lexistence dune preuve capable de surprendre dune manire diffrente
des valeurs pour chaque de ces huit facteurs investigus, preuve avec une bonne consistance
sur les facteurs, indiffremment de la variante doprationnalisation.
ABSTRACT
Starting with the theoretical perspective of functional analysis on motivation for work (Kanfer,
R.., 1999), weve proposed to construct a standard measure to evaluate the motivational
persistence that is defined as being the tendency to persist in direct actions to achieve proposed
goals, to invest time and effort and energy to achieve the established goal, not to abandon.
Weve considered 8 factors described in literature as being those that condition the motivational
persistence (effort, confidence, perseverance, goal, organization, concentration, obstacle and
ambition). So weve constructed a standard measure to evaluate the motivational persistence
which has two sections: one that aims the direct evaluation on a scale in 6 steps of the extent
according to which 64 behaviors were present in the former professional activity of the subject;
the other supposes hierarchical behaviors considered typical for individual describing (series of
8 hierarchies containing one item from each one of the 8 factors). The questionnaire was
applied on different samples of subjects to test if the modality weve constructed the factors was
suitable, to test the intern consistency of each factor and the discriminative capacity if each
item. The results confirm the existence of a suitable measure capable to distinguish the values
for each one of the 8 factors investigated measure that has a good consistency of each factor
regardless the method used to construct them.
percepia individual a situaiei. Cel de al doilea sistem, efortul depus pentru atingerea
scopului, se refer la procese interne de autoreglare (incluznd auto-monitorizarea,
auto-evaluarea progresului personal i autoreglarea reaciilor n funcie de acest
progres), care l fac capabil pe angajat s investeasc timp i efort pentru atingerea
scopului stabilit (n absena constrngerii reprezentat de ef i /sau atunci cnd
ntmpin obstacole n atingerea scopului). Cercetri recente arat c efortul pentru
atingerea scopului (goal striving) este legat de ncrederea n forele proprii, de
abilitile /caracteristicile motivaionale personale, de influena practicilor grupului de
munc n care angajatul activeaz etc. (Constantin T, 2004).
Din perspectiva celor dou sisteme prezentate, procesul motivrii implic
dou dificulti poteniale ale motivrii n organizaii (Kanfer, R., 1999): (1) una la
nivelul angajamentului sau dispoziiei angajailor de a adopta /interioriza obiectivele
organizaionale (componenta will do, operaionalizat de noi ca implicare
motivaional) i (2) alta la nivelul competenelor angajailor de a susine de-a lungul
timpului i a persista n aciunile direcionate spre atingerea obiectivelor acceptate
(componenta can do, operaionalizat de noi sub numele de
persisten
motivaional).
3. Persisten persisten motivaional delimitri conceptuale i abordri empirice
3. 1. Abordri ale persistenei n sarcin /aciune
McDougalls (1908) analiznd instinctele i impulsurile care motiveaz
comportamentele umane este primul care concluzioneaz c persistena este o funcie a
comportamentului orientat spre scop. Caracteristicile motivaionale ale persistenei au
fost surprinse n importante teorii clasice cum ar fi cea propusa de K. Lewin (1951), cu
referire la forele cmpului social, la cea propus de Vroom (1964) cu referire la
expectanele angajailor cu privire combinaia dintre efortul depus, rezultatul ateptat i
valena recompensei finale sau la cea propus de (Bandura, 1977) cu referire la autoeficien.
Aa cum subliniau Meier i Albrecht (2003) ntr-o sinteza dedicat
conceptului de persisten, unele teorii evalueaz persistena ca o funcie a motivaiei,
abilitilor i factorilor de mediu (Tinto, 1982), n timp ce altele includ persistena ca
un important element al motivaiei individuale i a inteniilor comportamentale (Bean,
1982). Wise (1996) elaboreaz un model al motivaiei i performanei n situaii de
sau s depun efort ndelungat atunci cnd sarcinile devin dificile (Meier i Albrecht,
2003).
Cercetrile din anii 70, 80 arata ca motivele pentru care studenii atribuie
reuita sau eecul pot face o diferena n ceea ce privete efortul pe care l vor depune
mai trziu in sarcini similare. Studenii care se autopercep ca fiind competeni vor
accepta provocrile cu mai mare probabilitate dect cei care se ndoiesc de abilitatea
lor de a performa. Dweck (1986, apud Gayer, Harvey i alii, 1994) a iniiat o ipotez
alternativ pentru originile comportamentului persistent. Ea a afirmat ca, n privina
achiziionrii de noi informaii sau deprinderi, copiii care sunt motivai de cutarea i
urmrirea scopurilor depun efort mai mare, comparativ cu cei motivai de obinerea
unor evaluri favorabile. Primii vor cuta provocri, vor persista in ciuda obstacolelor
si vor exercita un efort substanial. In contrast, copiii care sunt motivai sa obin
judecai favorabile de la ceilali, lucreaz pentru a atinge performana dar au tendina
de a evita provocrilor i au o persistena motivaional limitat.
Dei persistena a fost studiat ca un element al realizrii motivaionale i al
auto-eficacitii, ncercrile de operaionalizare a persistenei motivaionale cu ajutorul
unor probe standardizate sunt destul de limitate. Din nefericire, sunt puine acorduri in
ceea ce privete modul de msurare a persistentei motivaionale. Scala de inteligenta
Stanford-Binet (editia a 4-a) are o seciune prin care evaluatorul observa
comportamentul de persisten. Unii cercetri si-au propus sa o msoare furnizndu-le
indivizilor sarcini imposibil de rezolvat sau foarte dificile, in timp ce alii au utilizat
teste cu grile de observaie pentru a msura comportamente indicatori ai persistenei
(Gayer, Harvey i alii, 1994). n mod similar, Campbell (1981) a msurat persistenta
motivaional n context experimental, furniznd indivizilor sarcini nerezolvabile sau
foarte dificile. Ponton, Derrick i Carr, (2005) dezvolt un inventar al persistenei
adultului care nva. Castles (2004) abordnd aceeai tematic (persistena n nvare
la aduli) ajunge la definirea unui model al persistenei n 12 factori, fiind printre
puinii autori care propune un model i propune spre validare un chestionar de evaluare
a persistenei motivaionale. Din pcate, proba propus Castles nu a fost confirmat
sub aspectul fidelitii sau validitii predictive sau de construct.
Pornind de analiza studiilor descrise succint mai sus, de la nevoia de
difereniere ntre aspectul soft al motivaiei (implicarea motivaional) i cel hard
(persistena motivaional) i de la nevoia practicienilor de a avea o prob de evaluare
a persistenei motivaionale, am decis construirea unei probe care s permit evaluarea
motivaiei n context organizaional.
-team este o echip de cercetare mixt studeni - cadre didactice absolveni, cu peste 45 de membri
i un program de cercetare care presupune ntlniri de lucru sptmnale de minim 2 ore pe sptmn.
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Forma final a Chestionarului PM3 (64 de itemi) care a fost aplicat pe un lot
de 122 de subieci pentru a verifica pertinena ideii de operaionalizare, consistena
intern pe factori i capacitatea discriminativ pe itemi. Lotul investigat era relativ
echilibrat pe principalele variabile socio-demografice: gen (masculin = 54.9%,
feminin = 45.1%) studii (gimnaziale = 15.6%, liceale = 51.6%, universitare = 31.1%,
missing = 1.6%) sau venituri (sub 100 euro = 8.2%, ntre 100-200 euro = 7.4%, ntre
200-300 euro = 15.6%, ntre 300-500 euro = 11.5%, ntre 500-700 euro = 5.7%, ntre
700-1000 euro = 1.6%, peste 1500 euro = .8%; missing)
3. 2. 1. Consisten intern
Factorii chestionarului PM 3 au obinut pe acest lot (122 de subieci) urmtorii
coeficieni de consisten intern (Alpha Cronbach):
1. Efort
= .784
2. Incredere
= .877
3. Persistenta
= .821
4. Scop
= .737
5. Organizare
= .865
6. Concentrare
= .791
7. Obstacol
= .728
8. Ambitie
= .847
3. 2. 2. Analiza factorial
Rezultatele indic o soluie cu un singur factor secundar. Altfel spus am obinut un
singur factor intr-o analiza factorial, ceea ce confirm faptul c cele 8 dimensiuni
operaionalizate de noi se subsumeaz unui factor unic, precis individualizat:
persistena motivaional.
12
Factor
1
2
3
4
5
6
7
8
Initial Eigenvalues
% of Variance Cumulative %
70,834
70,834
7,628
78,462
5,186
83,648
4,815
88,464
4,058
92,522
2,787
95,309
2,416
97,725
2,275
100,000
Total
5,667
,610
,415
,385
,325
,223
,193
,182
Scree Plot
Factor Matrixa
INCREDER
PERSISTE
OBSTACOL
EFORT
CONCENTR
ORGANIZA
AMBITIE
SCOP
Eigenvalue
0
1
Factor Number
Factor
1
,885
,865
,854
,825
,806
,804
,779
,708
13
i Forma B a chestionarul P.M.3, cea care este destinata analizelor calitative, caz n
care nu sunt relevante metodele clasice de analiz statistic.
Cele trei loturi pe care a fost aplicat chestionarul P.M.3. (Forma A) au fost
urmtoarele:
o 122 de subieci din populaia general (caracteristicile lotului sunt descrise
mai sus), aparinnd diferitelor categorii de vrst, gen, studii sau nivel de
venituri.
o 108 de subieci - ageni de vnzri pentru produse farmaceutice (persoane
provenind dintr-o firm cu activitate n domeniul producie i comercializrii
medicamentelor);
o 26 de subieci cu funcii de conducere (evaluate n cadrul unui contract de
consultan, persoane provenind dintr-o firm cu activitate n domeniul
vnzrilor);
n continuare vom face prezentare succint a principalelor date obinute pe lotul de 122
de subieci, urmnd ca la datele obinute pe celelalte dou loturi s facem referire doar
daca exist notabile fat de lotul iniial de 122 de subieci.
3. 3. 1. Persisten motivaional i Stima de sine
Analiznd corelaiile stabilite ntre factorii care contribuie la conturarea unei
persisten motivaionale mari observm c stima de sine pozitiv (Chestionar A.S.I.,
Constantin T., 2007), este n mod constat asociat cu valori mai la factorii determinani
ai persistenei motivaionale.
Correlations
Pearson Correlation
stima_de_sine
autodepreciere
infatuare
dezirabilitate
incorectitudine
liar
PERSEV
EFORT
INCREDERE EREN'TA
.413**
.403**
.411**
-.295**
-.188
-.165
.260*
.231*
.290**
-.269*
-.159
-.093
.152
-.021
-.022
-.063
.087
.028
SCOP
.489**
-.139
.414**
.001
-.151
-.107
ORGANIZA CONCEN
RE
TRARE
OBSTACOL
AMBITIE
.403**
.391**
.400**
.417**
-.142
-.238*
-.162
-.188
.300**
.223*
.200
.320**
-.199
-.221*
-.238*
-.059
-.085
.069
.043
-.062
-.140
-.015
-.068
-.053
14
n plus persoanele care au o prere extrem de bun despre sine (infatuare) tind
s aib scoruri mari la factorii scop, ambiie, organizare i perseveren n timp ce cele
care tind s ofere rspunsuri predominant pozitive la ntrebrile dezirabile social
(dezirabilitate) se recunosc mai ca fiind mai puin capabili de efort, organizare,
concentrare i capacitate de a depi obstacolele. n acest de urm caz, corelaiile dei
semnificative sunt de putere slab sau mic, indicnd mai degrab tendine dect
legturi certe.
3. 3. 2. Persisten i dimensiunile accentuate ale personalitii.
n relaiile dintre factorii persistenei motivaionale i factorii accentuai de
personalitate (Chestionar DA 307 , Constantin, T. 2007), se detaeaz ca importan
relaiile stabilite cu factorul hipertimie (corelaii pozitive medii). Cu ct o persoan are
mai multe resurse energetice (hipertimie) cu att este tendina de a depune mai mult
efort, de a avea ncredere n capacitatea personal de face fa situaiei, de a fi
perseverent i capabil de a depi obstacolele etc. Interesante sunt i relaiile stabilite
ntre tendinele accentuate de tip nevrotic (corelaii negative) i capacitatea (slab) de
definire a scopurilor, persistena (redus) i capacitatea (slab) de
organizare.
Correlations
Correlation Coefficient
Spearman's rho
demonstrativ
hiperexact
hiperperseverent
nestapanit
hipertimic
distimic
labil
exaltat
anxios
emotiv
nevroticul
dependentul
EFORT
,189
,123
-,096
-,074
,412**
-,152
-,065
,006
-,160
,027
-,243*
-,047
INCRE
DERE
,137
,024
-,010
,007
,305**
-,160
-,140
-,229*
-,208
-,110
-,175
-,241*
PERSIS
SCOP
TENTA
,196
,258*
,049
,141
-,066
,152
-,039
,189
,405**
,254*
-,165
-,088
-,061
,046
-,133
,008
-,220*
-,193
-,142
,027
-,314**
-,241*
-,194
-,077
15
ORGANI
ZARE
,353**
,221*
-,037
-,008
,324**
-,140
-,094
-,022
-,098
-,036
-,243*
,045
CONCEN
OBSTA
AMBITIE
TRARE
COL
,175
,182
,179
,206
,022
,067
-,064
-,025
-,024
-,150
-,014
,111
,375**
,369**
,288**
-,082
-,180
-,190
-,180
-,068
,068
,005
-,117
,112
-,180
-,186
-,156
,024
-,099
,090
-,179
-,206
-,196
-,053
-,156
-,055
Sociabil (extroversiune)
Ambitios (constiinciozitate)
Discret (agreabilitate)
Explorator (deschidere)
Defensiv (nevrozism)
EFORT
,171
,024
-,088
,047
-,280*
INCRE
DERE
,109
,066
,053
,204
-,165
PERSIS
TENTA
,136
-,004
,006
,131
-,189
SCOP
,103
,089
-,207
,150
-,202
ORGANI
ZARE
,116
-,036
-,080
-,043
-,203
CONCEN OBSTA
TRARE
COL
,188
,096
,059
,062
-,055
,024
,083
,117
-,218*
-,107
AMBITIE
,318**
,118
-,206
,184
-,391**
Figura 4. Corelaii ntre factorii chestionarului P.M.3 i factorii modelului BBig Five
(Chestionar BF III , Constantin, T. 2007).
3. 3. 4. Diferene ntre loturile investigate
Pe lotul de 108 de persoane, ageni de vnzri, am identificat aceleai relaii
semnificative ntre factorii Chestionarul PM3 (persisten motivaional) i cei ai
Chestionarul DA 307 (dimensiuni accentuate), cele menionate mai sus. Excepie face
doar faptul c pe lotul de ageni de vnzri dimensiunea hiperperseveren coreleaz
pozitiv i de intensitate medie (r ntre .262 si 470; p <.05 ) cu factorii efort
perseveren, scop, organizare concentrare i ambiie ai persistenei motivaionale.
n mod similar, pe lotul de 26 de manageri, hipertimia, ca trstur de
personalitate coreleaz puternic semnificativ doar cu dimensiunile efort (r = .608) i
perseveren (r = .440; ; p <.05) fr a corela ns cu celelalte dimensiuni ale
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subieci din diferite tipuri de organizaii (firme private, administraie public, spitale,
ONG,) i s-a realizat cu ajutorul a dou probe de evaluare a motivaiei (Chestionar IM
- Implicare motivaional, 4 factori; Chestionar P.M.3. - Persisten motivaional 8
factori; Constantin 2007), si a unei scale cu 12 itemi construii dup modelul Q12
propus de Gallup.
ntr-o a doua etap, ne propunem analiza valenelor afective i cognitive ale
persistenei motivaionale prin raportarea chestionarului P.M.3. la scale de persistena
afectiv i cognitiv validate la nivel internaional. Nu avem informaii despre existena
unor astfel de studii realizate la nivel internaional. Mai mult, printr-o serie de
experimente dorim s explorm condiionrile contextuale ale persistenei n munc,
controlnd variabilele tipul sarcinii i natura recompensei. Astfel de la validarea
teoretic-conceptual trecem la validarea predictiv, relevante pentru transferul
expertizei tiinifice la nivel aplicativ.
n paralel, folosind oportunitatea oferit de semnarea unui acord ce cercetare
(nefinanat) cu Universitatea din Florena (Psicologia/Psicologia del Lavoro e delle
Organizzazioni, Prof. Patrizia Meringolo) pe tema motivaiei n munc, realizm o
aplicare a Chestionarului P.M.3. pe populaia italian, n contextul organizaional al
muncii i fcnd primul pas spre analiza persistenei motivaionale dintr-o perspectiv
intercultural.
Nu n ultimul rnd, rezultatele cercetrii ne vor permite fundamentarea unui
cadru teoretic-conceptual i validarea unei probe de analiz a persistenei motivaionale
cu implicaii n evaluarea i optimizarea motivaiei pentru nvare (n context
educaional) i a motivaiei n munc (n context organizaional).
18
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