L'origine de l'objectif est-elle importante? Effets motivationnels d'objectifs autodéfinis en production

Mario Passalacqua (), Robert Pellerin (), Florian Magnani (), Laurent Joblot (), Esma Yahia (), Frédéric Rosin () and Pierre-Majorique Léger ()
Additional contact information
Mario Passalacqua: MAGI - Département de Mathématiques et de Génie Industriel - EPM - École Polytechnique de Montréal
Robert Pellerin: MAGI - Département de Mathématiques et de Génie Industriel - EPM - École Polytechnique de Montréal
Florian Magnani: CERGAM - Centre d'Études et de Recherche en Gestion d'Aix-Marseille - AMU - Aix Marseille Université - UTLN - Université de Toulon, ECM - École Centrale de Marseille
Laurent Joblot: LISPEN - Laboratoire d’Ingénierie des Systèmes Physiques et Numériques - Arts et Métiers Sciences et Technologies
Esma Yahia: LISPEN - Laboratoire d’Ingénierie des Systèmes Physiques et Numériques - Arts et Métiers Sciences et Technologies
Frédéric Rosin: LAMIH - Laboratoire d'Automatique, de Mécanique et d'Informatique industrielles et Humaines - UMR 8201 - CNRS - Centre National de la Recherche Scientifique - UPHF - Université Polytechnique Hauts-de-France - INSA Hauts-De-France - INSA Institut National des Sciences Appliquées Hauts-de-France - INSA - Institut National des Sciences Appliquées
Pierre-Majorique Léger: HEC Montréal - HEC Montréal

Post-Print from HAL

Abstract: Only 21% of employees consider themselves engaged at work. Moreover, disengagement has been shown to be even more problematic when work is repetitive in nature. Lack of engagement has been linked to variety of negative outcomes for employees and companies (e.g., turnover, absenteeism, well-being, safety incidents, productivity). Gamification, i.e., integrating game elements into work systems, has been successfully used to increase engagement and motivation, even when work tasks were mundane and repetitive. In the current study, we focused on a commonly used game element, goal setting, through the lens of self-determination theory and goal-setting theory. We argue that goals given by an external source (e.g., company, experimenter) produce extrinsic motivation, which improves engagement and performance only in the short term. We posit that self-set goals lead to more autonomous motivation, and therefore long-term engagement and performance. One hundred two participants completed a repetitive material-handling task in one of three conditions (assigned goal, self-set goal, no goal). Results showed that perceived autonomy (autonomous motivation) and performance were best when goals were self-set. Engagement, however, was equal between self-set and assigned goals. The results indicate that self-set goals have the greatest potential to generate long-term positive outcomes both for employees and companies.

Keywords: Motivation; Engagement; Gamification; Material handling; Self-determination theory; Manutention de matériel; Théorie de l'autodétermination (search for similar items in EconPapers)
Date: 2023-06-14
Note: View the original document on HAL open archive server: https://hal.science/hal-04194364v1
References: Add references at CitEc
Citations:

Published in CIGI QUALITA MOSIM 2023, Jun 2023, Trois Rivières, Canada

Downloads: (external link)
https://hal.science/hal-04194364v1/document (application/pdf)

Related works:
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link: https://EconPapers.repec.org/RePEc:hal:journl:hal-04194364

Access Statistics for this paper

More papers in Post-Print from HAL
Bibliographic data for series maintained by CCSD ().