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Health Coaching, Motivational Interviewing, and Behavior Change in Women's Health
Published in Michelle Tollefson, Nancy Eriksen, Neha Pathak, Improving Women's Health Across the Lifespan, 2021
Mark D. Faries, Alyssa Abreu, Sarah-Ann Keyes, Tasnim El Mezain, Jessica A. Matthews
Motivation is commonly conceptualized as a general drive or inclination typically toward achieving a goal or outcome within the foreseeable future. Interestingly, according to self-determination theory (SDT), the type of motivation a patient has could reveal more about future actions than overall motivation.17 The first type is intrinsic motivation, or motivation that comes from within the individual with inherent interest and enjoyment for the behavior. Intrinsic motivation requires little to no self-regulation, since the behavior is pursued from the inherent enjoyment that is produced (e.g., reading a good book, watching a favorite television show, going for a walk on a nice day, and eating a favorite dessert). Patients can be intrinsically motivated for both healthy and unhealthy behaviors. Extrinsic motivation indicates that one is motivated for behavior in order to reach a goal, reward, or outcome extrinsic to the behavior itself. It is this type of motivation that HCPs will engage most often with lifestyle prescriptions, such as a patient eating healthier diet for improvements in blood pressure, cholesterol, anxiety/mood, sleep, or weight control (i.e., extrinsic outcomes).
Motivation
Published in Mohamed Ahmed Abd El-Hay, Understanding Psychology for Medicine and Nursing, 2019
Cognitive theories of motivation stress the active processing and understanding of information. These theories view individuals as thinking about, planning, and exercising control over their behavior. Cognitive theories are based on two basic factors: (1) information available to the individual; and (2) the individual’s past experience, which the person refers to when trying to make sense of the available information and to determine how to respond or relate to the current situation. Cognitive theories of motivation draw a key distinction between intrinsic and extrinsic motivation. Intrinsic motivation is the force that compels a person to fulfill his or her inner potential and interests, it causes us to participate in an activity for our own enjoyment rather than for any concrete reward that it will bring us. It corresponds to the inherent desire of an individual to express his or her actual self through selected actions and behavior, across different settings, whether at work or at play. In contrast, extrinsic motivation is experienced when a person’s actions are influenced by the desire to attain goal objects or rewards. Rewards may be material, such as food or money, or intangible, such as pride and recognition. Among the most prominent cognitive theories are cognitive consistency theories, goal-setting theory, expectancy theory, and frustration theory.
Motivational aspects of Football as Medicine
Published in Peter Krustrup, Daniel Parnell, Football as Medicine, 2019
Johan M. Wikman, Knud Ryom, Paulina S. Melby, Peter Elsborg, Anne-Marie Elbe
According to SDT, intrinsic motivation is rooted in three basic psychological needs, and when they are satisfied, the individual will thrive psychologically and experience wellbeing (Deci & Ryan, 2000). The need for autonomy is the need to feel like a causal agent in one’s own life, and to act based on one’s integrated sense of self. The need for competence is the need to feel capable and effective in dealing with the challenges, small or large, that one encounters in life. The need for relatedness is the need to have positive social connections with others (Deci & Vansteenkiste, 2004). Since these needs are inherent for all healthy human beings, a person will naturally attempt to engage in activities that lead to experiences and feelings of autonomy, competence and relatedness to others (Deci & Ryan, 2000; Deci & Vansteenkiste, 2004). The motivation to pursue such activities is intrinsic (Deci & Ryan, 1985; Ryan & Deci, 2000; Vallerand, 2000).
Linkage of calling and burnout among Chinese airline pilots: the role of psychological capital and organizational identification
Published in International Journal of Occupational Safety and Ergonomics, 2023
Quan Xu, Mengyun Wang, Yaoliang Wu, Kuiyuan Qin, Yuan Li, Xuqun You, Ming Ji
The protective factors identified by previous studies to reduce the risk of burnout can be classified into several perspectives, i.e., the personality trait perspective (e.g., trait mindfulness [11], character strengths [12] and proactive personality [13]), the ability perspective (e.g., stress coping ability [14], resilience [15], emotion regulation ability [16] and grit [17]), the attitude perspective (e.g., professional identity [18], job satisfaction [19] and organizational commitment [20]) and the external environmental factors perspective (e.g., organizational climate [21], social support [22] and servant leadership [23]). Although previous studies have deepened the understanding of protective factors that reduce the risk of burnout from these different perspectives, few studies have explored the role of intrinsic motivation. Recently, scholars in the fields of occupational health and occupational psychology have called for the investigation of individuals’ intrinsic motivation toward their careers as a potential protective factor for reducing the risk of burnout [4,24]. However, to our knowledge, few studies have examined this, especially in the pilot population.
Spousal support underlying self-determined physical activity in adults with multiple sclerosis
Published in Disability and Rehabilitation, 2022
Kurtis Stoeckel, Susan L. Kasser
Self-determination theory (SDT) [7] is one framework useful for understanding the motivational underpinnings of health behavior change and identifying likely targets of intervention. According to SDT, behavior that is intrinsic and internally regulated leads to greater engagement and persistence [8,9] than that which is extrinsic or externally controlled [10]. This is important as intrinsic motivation has been shown to associate with more favorable physical and psychological health outcomes [11]. While intrinsic motivation is characterized by a desire to engage in an activity because it is inherently satisfying, other forms of motivation are extrinsic and involve engaging in a behavior for some separate outcome unrelated to the activity itself. The extent to which extrinsic motives become more self-determined depends on the degree to which the behavior is internalized and regulated. The most externally regulated and controlled behaviors are those initiated in response to some external reward or to avoid some negative circumstance, while the most internalized form of extrinsic motivation is that which is integrated and reflective of behavior that is important or consistent with one’ s goals and values [12].
Role of ergonomics in re-designing job design in call centres
Published in International Journal of Occupational Safety and Ergonomics, 2021
It was felt that repetition also leads to monotony and boredom. Creativity and engagement are essentially required during work. If employees could find meaning in their work, this not only can make them happy but also more productive [35]. Unfortunately, employees in this study reported a lack of creativity and meaning in their work. The general rule of thumb for motivating employees is extrinsic remuneration. This is also the first need for an employee when taking Maslow’s hierarchy of needs into account [36]. This means that the employees have a tangible reward to take home. A lack of this form of motivation can indirectly reduce intrinsic motivation of an employee as well [37]. The remuneration for the employees, according to their perception, was not in accordance with their expectations, which led to demotivation of the employees.