The age dynamic of intrinsic and extrinsic work motivation

The authors investigate the age peculiarities of intrinsic and extrinsic work motivation. The activity approach of A.N. Leontiev, the theory of professional development of E.A. Klimov, F. Herzberg’s dual-factor motivation theory, the work motivation classification of K. Zamfir and the attitude theory of H. Heckhausen is the methodological foundation of the research. 160 employees from Nizhny Novgorod and Vladimir regions enterprises took part in the investigation. On the stage of the data collection the authors used the work motivation questionnaire of K. Zamfir, modified by A.A. Rean. Data processing was carried out by means of non-parametric Kruskal-Wollis and Mann-Whitney tests. In the study results it is determined that the development of work motivation includes three main periods. At the age younger than 30 years the intrinsic motives distinctly prevail over the external factors as well as the less contribution of the extrinsic negative motives is observed in comparison with the external positive ones. In the period older than 30 but younger than 50 years old, along with the internal factors the role of the external positive factors increases, the negative indexes still being inferior. For the employees older than 50 years old the extrinsic negative motives become most important while the internal factors affect them the least. The extrinsic positive motives are least of all sensitive to the age peculiarities compared with the internal and external negative motivation. In the motivational structure of different age groups there are motives that have equal influence on a person’s motivation to work: money and respect. The main application of the research results is oriented on practice: personnel selection, recruitment, assessment, career planning, motivational programs design as well as working out psychological diagnostics tools of work motivation that would take into consideration age peculiarities.