Department of Management


Date of this Version



Journal of Management 38:5 (September 2012), pp. 1655-1680; doi: 10.1177/0149206310363612


Copyright © 2012 Southern Management Association; published by Sage Publications. Used by permission.


The authors examined the effects of two types of motivation, driven to work and enjoyment of work, on managers’ (N = 346) performance, career satisfaction, and psychological strain. Performance was assessed using 360-degree performance ratings. The authors also tested the effects of self-esteem on the two motives. They found that the enjoyment motive was positively related to career satisfaction and performance and negatively related to strain. Driven to work had no main effects but appeared to interact with enjoyment of work to influence performance and strain. When enjoyment of work was high, driven to work was unrelated to performance or strain. When enjoyment of work was low, increases in driven to work were associated with increases in both performance and strain. Self-esteem was positively related to enjoyment of work and negatively related to driven to work. Overall, the authors’ findings suggest that being motivated by enjoyment of work facilitates both effectiveness and well-being.