Efforts to promote environmentally appropriate behavior rely on motivation originating from 3 sources: other people, the environment, and one's self. This article examines a particular form of the latter source, intrinsic satisfactions. Nine studies are presented that investigate the multidimensional structure of intrinsic satisfactions and their relationship to reduced consumption behavior. Two categories of intrinsic satisfaction, labeled frugality and participation, are particularly well suited to encouraging such behavior. A third category, competence motivation, is explored in some detail and its dimensional structure is interpreted in terms of 3 dominant themes in the research literature. Connections between intrinsic satisfactions and such concepts as locus of control and altruism are explored, and implications for practitioners are discussed.
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"Rushton and Sorrentino, 1981) that may be linked to both intrinsic and extrinsic motive. For example, the 'warm-glow' altruism (Adreoni, 1990) parallels the notion of intrinsic satisfaction (De Young, 1996) whereas 'paternalistic' altruism (McConnell, 1997) arises when people are concerned about the satisfaction of others (Clark, Kotchen and Moore, 2003). There is mixed evidence about the origins of altruistic motivation and behaviour. "
"Therefore, the more potential to change their environmental behaviour employees see, the less satisfied with their behaviour they will be, and where there are many barriers there is likely to be much potential to change behaviour. This relationship has not been specifically tested, or even hypothesised previously in the extant literature although links between satisfaction and environmental behaviour have been made (De Young, 1996). Thus it is hypothesised that: H2. "
[Show abstract][Hide abstract] ABSTRACT: Although research on corporate social responsibility (CSR) has grown steadily, little research has focused on CSR at the individual employee level within cultural heritage tourism. This article sheds light on the antecedents of employee environmental behaviour and the effects of a social marketing intervention in a tourism organisation using a mixed methods longitudinal approach. Qualitative results (from 68 respondents) suggest knowledge and awareness of environmental solutions are often lacking while quantitative results (from two surveys with 237 and 96 employees) highlight the influence of motivations, perceived potential to change and perceived information adequacy on employees’ satisfaction with their environmental behaviour. Additionally, a proxy measure of actual behaviour change, energy usage, is reported, highlighting the intervention’s success in changing actual behaviour. The paper highlights the need for managers to increase knowledge and self-efficacy and to carefully consider how varying motivations and barriers might explain differences across organisational sites when designing interventions.
No preview · Article · Jun 2015 · Tourism Management
"Others will handle that to which they are well positioned to respond. The motivational effect likely comes from the intrinsic satisfaction derived from developing, displaying and maintaining proficiency and resourcefulness (De Young 1996, 2012). Since success at a smaller scale can result in an empowering sense of competence, this may result in people being more willing to continue or re-start their problem-solving efforts at a later date or in a different setting (Monroe 2003). "