Zusammenfassung
Arbeitsmotivation ist entscheidend für den Erfolg von Individuen, Teams und Organisationen. Entsprechend groß ist das Interesse von Wissenschaftlern und Praktikern an dieser Schlüsselvariable, die Leistung, Commitment und Arbeitszufriedenheit zu erklären vermag. Das vorliegende Kapitel gibt eine Einführung in die klassischen Theorien der Mitarbeitermotivation und in die gegenwärtige anwendungsbezogene Forschung zum Thema. Den Abschluss bildet das 3 K-Modell der Motivation, ein Rahmenmodell, das eine umfassende Systematik der Bestimmungsgrößen der Mitarbeitermotivation liefert.
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Notes
- 1.
Ursprünglich wurde das 3 K-Modell als „Kompensationsmodell der Arbeitsmotivation und -volition“ publiziert (Kehr, 2004b). Die Bezeichnung sollte darauf hinweisen, dass Volition fehlende oder unzureichende Motivation kompensiert, eine zentrale Modellannahme. Da dies aber zu Verwechslungen mit „worker compensation“ führte, wurde der Name des Modells in „3 K-Modell“ geändert.
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Kehr, H.M., Strasser, M., Paulus, A. (2018). Motivation und Volition im Beruf und am Arbeitsplatz. In: Heckhausen, J., Heckhausen, H. (eds) Motivation und Handeln. Springer-Lehrbuch. Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-662-53927-9_19
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