Abstract Background and Purpose: Very little is known about motivation of knowledge workers in the Western Balkans. There is a widespread belief that money and career opportunities are the most critical motivational factors, but from a pre-study more intrinsic motivational factors also appeared to be important. To develop a better understanding of work motivation, a study was conducted among knowledge workers in Albania, with a special interest in the themes of extrinsic / extrinsic motivation and organizational commitment. Methodology: After a pre-study and a review of theory, two motivation theories (self-determination theory and organizational commitment) and corresponding instruments (Work Extrinsic and Intrinsic Motivation Scale, respectively Organizational Commitment Questionnaire) were selected. A survey based on purposive homogeneous sampling was applied, resulting in 252 valid questionnaires. The internal consistency of the survey data was tested and resulted in acceptable to good levels. Results: The findings show that, when knowledge workers are asked about their motivation, they give answers showing that intrinsic motivational factors are more important than extrinsic motivational factors. The study shows that affective commitment - the core factor of organizational commitment - of the respondents is quite high. Correlation analysis of the data shows that across age, gender and number of years of employment, knowledge workers report intrinsic and introjected motivation and affective organizational commitment. Respondents’ work positions – professional or leadership – also do not significantly correlate with motivation and organizational commitment. Conclusion: Given the results on motivational factors and organizational commitment, organizations need to pay attention to the relationship between enhanced motivation and enhanced productivity. Current transactional leadership styles do stimulate employees on the basis of their intrinsic motivation to enhance their productivity, and should be considered too.

中文翻译：

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知识工作者的动机-阿尔巴尼亚的案例

摘要背景和目的：西方巴尔干知识工作者的动机知之甚少。人们普遍认为，金钱和职业机会是最关键的动机因素，但是从预研究中，更多的内在动机因素似乎也很重要。为了更好地了解工作动机，阿尔巴尼亚的知识型员工进行了一项研究，特别关注外部/外部动机和组织承诺等主题。方法：经过预研究和理论回顾，选择了两种动机理论（自决理论和组织承诺）以及相应的工具（工作外在动机和内在动机量表，分别是组织承诺问卷）。应用了基于有目的的均质抽样的调查，获得了252个有效问卷。测试了调查数据的内部一致性，结果达到了可接受的良好水平。结果：研究结果表明，当知识工作者被问到他们的动机时，他们给出的答案表明内在动机因素比外在动机因素更为重要。该研究表明，受访者的情感承诺（组织承诺的核心因素）很高。数据的相关性分析表明，在年龄，性别和就业年限之间，知识型员工报告了内在的，内向的动机和情感上的组织承诺。受访者的工作职位（专业或领导）也与动机和组织承诺没有显着相关。结论：鉴于激励因素和组织承诺的结果，组织需要注意增强动机与提高生产力之间的关系。当前的交易型领导风格确实会基于提高员工生产力的内在动机来刺激员工，因此也应予以考虑。