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antioch1232149548.pdf (795.97 KB)
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How Are NASA Engineers Motivated? An Analysis of Factors that Influence NASA Goddard Engineers’ Level of Motivation
Author Info
Kea, Howard Eric
Permalink:
http://rave.ohiolink.edu/etdc/view?acc_num=antioch1232149548
Abstract Details
Year and Degree
2008, Ph.D., Antioch University, Leadership and Change.
Abstract
NASA is an organization known for pushing the envelope of engineering and scientific achievement. It can be argued that engineers working for NASA are intrinsically highly motivated due to the nature of the work and the mission of NASA. This study explores how supervisor behaviors, both intrinsic and extrinsic and demographic factors influence motivation of NASA Goddard engineers in their current environment. Recent Congressional and Office of Management and Budget (OMB) policies, such as full cost accounting, levy strict oversight of project spending. As a result of these policies, NASA engineers must now focus their attention on getting assigned work on funded projects in addition to pursuing technical innovation and creativity. The literature is replete with previous studies on motivation of engineers and scientists. These studies investigated Maslow (1970), Vroom (1964), Herzberg (1971), and Deci’s (1975) theories of motivation. Today, the workplace is much more diverse with regard to race, gender, and age. A web-based survey was used to collect data from a sample of engineers at NASA Goddard Space Flight Center. 260 out of 583 engineers responded to the survey. 238 cases provided useable data for analysis. A hierarchical regression analysis revealed the demographic categories of females and non-whites did not significantly predict the level of motivation of engineers. Age was a significant factor influencing motivation. The age group of 39 and under had less of an influence on motivation and the age group of 40 and over had more of an influence. The over 60 age group had a very significant positive influence on motivation. Other significant factors influencing motivation were: supervisor behaviors, intrinsic factors such as feedback and competence, and extrinsic factors such as benefits, rewards and promotions. The results support the argument that NASA engineers are motivated by getting feedback from their immediate project supervisor, that they feel competent in their jobs, and that the benefits, rewards, and promotions fairly reflect their contribution and loyalty to the mission of NASA.
Committee
Jon Wergin, PhD (Committee Chair)
Elizabeth Holloway, PhD (Committee Member)
Carol Baron, PhD (Committee Member)
Charles Seashore, PhD (Committee Member)
Pages
162 p.
Subject Headings
African Americans
;
Behaviorial Sciences
;
Engineering
;
Gender
;
Management
;
Organizational Behavior
Keywords
engineers
;
NASA
;
intrinsic motivation
;
extrinsic motivation
;
work motivation
;
multiple regression
;
factor analysis
;
workplace
;
engineering profession
;
Hygiene Factors
;
2 Factor Theory
;
scientists
;
government employees
;
African-Americans
;
women engineers
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Citations
Kea, H. E. (2008).
How Are NASA Engineers Motivated? An Analysis of Factors that Influence NASA Goddard Engineers’ Level of Motivation
[Doctoral dissertation, Antioch University]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1232149548
APA Style (7th edition)
Kea, Howard.
How Are NASA Engineers Motivated? An Analysis of Factors that Influence NASA Goddard Engineers’ Level of Motivation.
2008. Antioch University, Doctoral dissertation.
OhioLINK Electronic Theses and Dissertations Center
, http://rave.ohiolink.edu/etdc/view?acc_num=antioch1232149548.
MLA Style (8th edition)
Kea, Howard. "How Are NASA Engineers Motivated? An Analysis of Factors that Influence NASA Goddard Engineers’ Level of Motivation." Doctoral dissertation, Antioch University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1232149548
Chicago Manual of Style (17th edition)
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Document number:
antioch1232149548
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Copyright Info
© 2008, all rights reserved.
This open access ETD is published by Antioch University and OhioLINK.