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This study sought to determine manager's intrinsic motivation to engage multiculturally in the workplace as the managers varied by demographic background. Participants were a convenience sample of managers on supervisory level, middle level and senior level (n=550; Male 54.9%; Black ethnicity 64.4%). They completed the Motivational Scale of the Managerial Cultural Intelligence Measure. The data were analysed by means analysis of variance procedures to determine workforce diversity ability by managerial level and other demographics. The results showed a managerial level effect in that senior managers were significantly more motivated to get information about other cultures in the work group compared to middle managers and supervisors. Supervisors were significantly more willing to change their views of other cultures with learning as compared to senior managers and middle managers. Generally, managers with a shorter employment history are more motivated to engage with multi-cultural groups compared to those with a longer service history. Managers' motivation to engage multi-culturally would enhance their competence in working with a diverse workforce and thereby embracing true democracy in the workplace.

Abstract
This study investigated the moderating role of intrinsic motivation for military studies on the relationship between academic self-efficacy and change in perceived military competence. We present two concurrent hypotheses based on theoretical interaction effects of intrinsic motivation. Data from 245 cadets from three military academies revealed a positive relationship between self-efficacy and an increase in perceived military competence only for cadets with lower levels of intrinsic motivation. This suggests that, with lower intrinsic motivation, beliefs about one's capabilities to organize and take courses of action to attain certain goals may make a crucial difference in cadets' compliance to exert effort to increase their military competence. In contrast, self-efficacy seems less important for increased perception of military competence in cadets with higher intrinsic motivation. These cadets probably increase their military competence mainly as a result of the pleasure they gain when engaging in educational activities. Implications for theory and practice are discussed.

This article argues that lessons on how to achieve a sustainable financial system can be learnt from the work done on sustainable commons (on common‐pool resources –CPRs – where there is no 'tragedy of the commons'). Existing approaches to financial regulation may not give proper attention to available solutions. The article proposes that innovative solutions could be tested using experimental methods commonly used inCPRs: repeat run, feedback driven games.

PurposeResearchers have long recognized that employee expectations play an important role in determining their levels of motivation. However, less is known about the relationship between newcomers' expectations about their job and intrinsic motivation. Even more, there is limited empirical research on the underlying mechanisms that explain this relationship. Given the recent resurgence of interest concerning the construct of work-related boredom and drawing on several theoretical frameworks, the purpose of this paper is to address this gap by examining the mediating role of work-related boredom in the linkage between newcomers' expectations and intrinsic motivation.Design/methodology/approachThe current study utilized a snowball approach in order to garner a diverse sample of newcomers. To examine the present hypotheses, bootstrapping analysis and Sobel test were used.FindingsThe results showed that unmet expectations enhance work-related boredom which in turn affects intrinsic motivation.Research limitations/implicationsGiven the cross-sectional and mono-source design of the study, the results may suffer from causality and common method variance issues.Originality/valueThe present study provides novel insights into the psychological mediating mechanisms that explain the relationship between newcomers' expectations about their job and their intrinsic motivation.

Even though most of the causes of corruption are easily identifiable at the macro level, there is considerable disagreement when it comes to the intrinsic motivations leading people to engage in this activity. The present paper tries to shed light on the aspect concerning the correlation between corruption and individual performance. This is useful for understanding the dynamics of common events like medical students attempting to bribe their way towards becoming a doctor, or companies bribing public officials to obtain licenses to build public highways, buildings, or provide electricity and water. However, corruption's secretive nature makes it difficult to obtain trustworthy qualitative data on this subject. Hence, the study addresses the issue in the lab, through an experiment based on a bribery game. The results show that there is a significant correlation between performance and propensity to engage in a corrupt activity, opening the way for an improvement in the allocation of resources to reduce this negative phenomenon.