“Social” recognition at work, intrinsic motivation and performance of employees in a Senegalese public hospital (notice n° 492297)
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| fixed length control field | 04805cam a2200289 4500500 |
| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20250121075021.0 |
| 041 ## - LANGUAGE CODE | |
| Language code of text/sound track or separate title | fre |
| 042 ## - AUTHENTICATION CODE | |
| Authentication code | dc |
| 100 10 - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Fall, Amar |
| Relator term | author |
| 245 00 - TITLE STATEMENT | |
| Title | “Social” recognition at work, intrinsic motivation and performance of employees in a Senegalese public hospital |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. | |
| Date of publication, distribution, etc. | 2024.<br/> |
| 500 ## - GENERAL NOTE | |
| General note | 57 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | Cette recherche examine les relations entre la reconnaissance de la part des supérieurs hiérarchiques, la motivation intrinsèque et la performance au travail. Elle soulève une problématique partiellement explorée en comportement organisationnel, notamment dans le milieu hospitalier. Prenant appui sur un échantillon de 158 agents d’un hôpital public sénégalais, cette recherche apporte un début de réponse à de nombreux travaux théoriques qui aboutissent à la conclusion d’un effet potentiellement plus puissant de la reconnaissance dite sociale, comparativement à la reconnaissance dite financière. Les résultats, issus d’une modélisation par équations structurelles sous LISREL, complétée par une analyse des effets indirects (Hayes, 2013), montrent que la reconnaissance de la part des supérieurs hiérarchiques peut effectivement constituer un déterminant majeur de la motivation et de la performance au travail. En effet, cette forme de reconnaissance au travail présente un fort pouvoir explicatif de la motivation et de la performance des agents. Plus précisément, elle est fortement associée à leur motivation intrinsèque et à leur performance dans la tâche. Elle explique au moins 23 % de la variation de la motivation des agents et plus de 74 % de leur performance dans la tâche lorsque ces derniers sont intrinsèquement motivés. Par conséquent, cette recherche apporte un soutien empirique notable à de nombreuses avancées théoriques, non encore élucidées d’un point de vue pratique. Elle permet, en revanche, de noter que l’influence positive de la reconnaissance de la part des supérieurs hiérarchiques sur la performance au travail dépend, en réalité, du type de performance évaluée : performance dans la tâche ou performance contextuelle. Parallèlement, cette recherche met en évidence le rôle déterminant de la motivation intrinsèque pour favoriser la performance des agents. Elle implique ainsi des contributions théoriques et managériales quasi inédites, résultant d’une recherche dont les prémisses théoriques n’ont pas encore suffisamment de réponses. |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | This research examines the relationship between recognition from superiors, intrinsic motivation and work performance. It raises an issue partially explored in organizational behavior, particularly in the hospital environment. Based on a sample of 158 employees of a Senegalese public hospital, this research provides the beginnings of a response to a number of theoretical studies which conclude that social recognition is potentially more powerful than financial recognition. The results, derived from structural equation modelling in LISREL, supplemented by an analysis of indirect effects (Hayes, 2013), show that recognition from superiors can indeed be a major determinant of motivation and performance at work. Indeed, this form of recognition at work has a strong explanatory power for the motivation and performance of employees. More specifically, it is strongly associated with intrinsic motivation and task performance. It explains at least 23% of the variation in employees' motivation and over 74% of their task performance when they are intrinsically motivated. Consequently, this research provides significant empirical support for many theoretical advances that have yet to be elucidated from a practical point of view. It does, however, show that the positive influence of recognition from superiors on job performance depends, in reality, on the type of performance being assessed: task performance or contextual performance. At the same time, this research highlights the decisive role of intrinsic motivation in fostering employee performance. It thus involves almost unprecedented theoretical and managerial contributions, resulting from research whose theoretical premises have not yet been sufficiently answered. |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | Contextual performance |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | Motivation |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | Task performance |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | Recognition |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | Contextual performance |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | Motivation |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | Task performance |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | Recognition |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Ndao, Assane |
| Relator term | author |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Tronca, Diego |
| Relator term | author |
| 786 0# - DATA SOURCE ENTRY | |
| Note | Gestion et management public | Volume 12 | 1 | 2024-03-27 | p. 9-28 | 2116-8865 |
| 856 41 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://shs.cairn.info/journal-gestion-et-management-public-2024-1-page-9?lang=en&redirect-ssocas=7080">https://shs.cairn.info/journal-gestion-et-management-public-2024-1-page-9?lang=en&redirect-ssocas=7080</a> |
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