• Title, Summary, Keyword: extrinsic motivation

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Relationships among Intrinsic-Extrinsic Motivation, Self-Efficacy, and Creativity (내·외동기, 자기효능감, 창의성의 관계)

  • Sung, Eun-Hyun
    • Korean Journal of Child Studies
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    • v.27 no.5
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    • pp.183-193
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    • 2006
  • Tests of intrinsic-extrinsic motivation, self-efficacy, and creativity were administered to 75 college students. Results were analyzed by Pearson's correlation, partial correlation and Barron and Kenny's(1986) model. The main results were that (1) creativity was positively correlated with intrinsic motivation and negatively correlated with extrinsic motivation. (2) Self-efficacy played an important mediating role in the relationship between extrinsic motivation and creativity, but not in the relationship between intrinsic motivation and creativity, suggesting that extrinsic motivation negatively affects creativity because it lowers self-efficacy, which is intimately related with creativity. (3) The negative effect of extrinsic motivation on creativity was explained by such sub-factors of self-efficacy as self-confidence and preference for difficult tasks, but not by self-regulatory efficacy.

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The Interactive Effects of Motivation and Contingent Rewards on Employee Creativity (조직구성원의 외재적, 내재적 동기와 창의성의 관계: 조건적 보상의 조절효과)

  • Hwang, Soyeon;Jung, Heajung
    • The Journal of Industrial Distribution & Business
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    • v.9 no.7
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    • pp.71-82
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    • 2018
  • Purpose - This study examined the effects of intrinsic and extrinsic motivation on employee creativity. Past research has consistently shown that intrinsic motivation is positively related to creativity. Yet conflicting results have been reported about the relationship between extrinsic motivation and creativity. To explore the reason why extrinsic motivation can either help or hurt creativity, we examined the role of contingent rewards as a moderator and tested whether either tangible or intangible rewards contingent upon creative performance significantly impact the relationship between extrinsic motivation and creativity. Research design, data, and methodology - Survey data was collected from employees working for diverse organizations in Korea through online research firm. Only employees who reported their job or organization provided opportunities to use their creativity were allowed to continue the survey. Out of 305 initial responses collected, those with too much missing data were deleted, which finally left 278 responses for statistical analyses. To examine the validity of the measurements, confirmatory factor analysis was first conducted. Next, to test the hypothesized relationships, multiple hierarchical regression analyses were conducted. Results - As hypothesized, both intrinsic and extrinsic motivation had positive effects on creativity. It was shown that contingent rewards did not influence the positive relationship between intrinsic motivation and creativity, but did significantly moderate the relationship between extrinsic motivation and creativity in a way that tangible rewards strengthened the relationship while intangible rewards mitigated the same relationship. Conclusions - This research enhances our understanding on the relationship between motivation type, rewards, and creativity. Intrinsically motivated employees showed a high level of creativity regardless of whether rewards were expected or not. In contrast, extrinsically motivated employees showed more or less creative behavior depending on whether they were expected to have tangible or intangible rewards. As extrinsic motivation is typically associated with tangible rewards such as pay, promotion, etc., tangible rewards were seen to be more effective in promoting creative performance from extrinsically motivated employees than intangible rewards. Our findings make a significant theoretical contribution to reconcile prior inconsistent findings. Furthermore, they provide useful insights for managers and organizations into developing effective strategies for facilitating employee creativity.

The Different Role of Intrinsic and Extrinsic Motivation in Achieving Creativity (창의성 증진에 있어서 내.외재동기의 차별적 효과에 관한 연구)

  • Park, Jong-Hyuk;Kim, Yoong-Joong
    • Management & Information Systems Review
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    • v.20
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    • pp.115-135
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    • 2007
  • This study explored how intrinsic and extrinsic motivation relates to achieving creativity at project work. We were interested in differences in how motivational factors relate to creativity. Using data from the 98 engineers and researchers employed by a variety of companies, principal components factor analysis with marimax rotation was performed on the data. We examined effects of the moderate variables the intrinsic and extrinsic motivation and creativity relationship. The results indicate of positive mental involvement, the time and the resource constraints relates positively to creativity in organizations and that the relationship is a simple linear one. These outcomes are significantly related to intrinsic motivation and the creativity. In additions, extrinsic motivation is related to less the creativity. Our survey findings are also consistent with other sources of knowledge on the topic. Our results suggest that there are two different role: mental involvement, time and resources constraints, both of which predict creativity, and external control and extrinsic motivations reduce to creativity.

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The relationship between perceived safety climate and safety participation, and the mediating effect of safety motivation in small business employee (중소기업 종사자들의 안전분위기 인지도와 안전참여의 관계 및 안전동기의 매개효과)

  • Ahn, Kwan Young
    • Journal of the Korea Safety Management & Science
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    • v.16 no.2
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    • pp.91-99
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    • 2014
  • This paper reviewed the relationship between safety climate(management commitment, safety education, preventive activity) and safety participation, and the mediating effect of safety motivation(intrinsic and extrinsic motivation) in small business employee. Based on the responses from 270 employees, the results of multiple regression analysis appeared as follow; 1) management commitment, safety education, and preventive activity effect positively on intrinsic/extrinsic safety motivation. 2) management commitment, safety education, and preventive activity effect positively on safety participation. 3) intrinsic and extrinsic safety motivation effect positively on safety participation. 4) intrinsic safety motivation mediates between 3 climate factors(management commitment, safety education, preventive activity) and safety participation. 5) extrinsic safety motivation mediates between only management commitment and safety participation.

The Influence of Female University Students' Cosmetic Purchase Motivation on Cosmetic Attribute Evaluation and Brand Repurchase Intention (여대생의 화장품 구매동기가 화장품 속성평가와 브랜드 재구매의도에 미치는 영향)

  • Park, Hyun-Hee;Ku, Yang-Suk
    • Fashion & Textile Research Journal
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    • v.11 no.2
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    • pp.252-261
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    • 2009
  • The purpose of this study was to investigate the influence of female university students' cosmetic purchase motivation on cosmetic attribute evaluation and brand repurchase intention. Questionnaires data of 202 female university students who had purchase experience of cosmetic product in recent 6 months through off-line were analyzed. The results are as follows. First, situational purchase motivation had a positive impact on extrinsic and economic attributes. Second, intrinsic purchase motivation had a positive impact on extrinsic, utilitarian, aesthetic, and economic attributes. Third, hedonic purchase motivation had a positive impact on extrinsic attribute. Fourth, aesthetic attribute had a positive influence on brand repurchase intention and extrinsic attribute had a negative effect on brand repurchase intention. Therefore, when cosmetic companies dealing with female university students' cosmetic product establish marketing strategies, they need to pay attention to aesthetic attribute evaluation and intrinsic purchase motivation to highten their brand loyalty.

Playfulness, Usefulness and Social Influence in Using Information Technology: Focus on Using Minihompy (정보기술 사용에서의 놀이성, 유용성 그리고 사회적 영향: 미니홈피 사용을 중심으로)

  • Lee, Woong-Kyu;Lee, Seung-Hun
    • Asia pacific journal of information systems
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    • v.15 no.3
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    • pp.91-109
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    • 2005
  • According to traditional theories of information systems, one of the reasons for using information technology is that users believe it to be helpful or useful for what they want to do, which is called extrinsic motivation. However, in addition to extrinsic motivation, there are other reasons for using it such as enjoying or playing with information technology itself, called intrinsic motivation, and just others around users, called social influence. The objective of this study is to provide a research model for using information technology considering intrinsic and extrinsic motivation, and social influence. For validation of this model, we survey the users of 'Minihompy' since it is one of the most popular blog services in Korea and there are relatively clear extrinsic and intrinsic motivation, and social influence respectively in using it. By analysing 549 valid samples by Partial Least Square(PLS), we show the suggested research model to be a valid one. That is, all hypotheses we suggested turn out to be statistically significant and $R^2$ of the dependent variable, the intention of use, explaining by the model to be higher than 40%. In addition to validation of the research model, it is found that intrinsic motivation may be more important than extrinsic motivation and social influence in using information technology.

Impact of Work Motivation on Satisfaction and Turnover of Public Universities Lecturers

  • PHAM, Chinh D.;HOANG, Thao P.D.;NGUYEN, Yen T.
    • The Journal of Asian Finance, Economics and Business
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    • v.8 no.2
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    • pp.1135-1146
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    • 2021
  • The paper aims to examine the relationship between various types of motivation and satisfaction as well as turnover intentions of public university lecturers. Intrinsic motivation is found to affect both satisfaction and turnover, while for extrinsic motivation, only one type has a significant effect on satisfaction. The web-based questionnaire with convenience sampling was chosen to approach target respondents. Data was collected by sending a link of the questionnaire to the lecturers' email. There were 700 questionnaires collected. Of which 681 valid responses, after screening out unusual questionnaires. In order to fulfill these aims, the authors employed structural equation modeling with maximum likelihood method supported by AMOS software with 681 valid samples. The evidence confirms the high correlation between intrinsic motivation and satisfaction for university lecturers which has been shown in previous studies. With regard to extrinsic motivation, extrinsic regulation (material) is found to have a positive influence on satisfaction, meaning financial rewards and job security will lead to his contentment while introjected regulation is a source of dissatisfaction. The results also demonstrate that intrinsic motivation is negatively correlated with turnover intentions. A person who is interested in the job itself is less likely to leave his or her job due to a keen passion for it.

A Study on the Influence of Internal Motivation and External Motivation on Creative Behavior : The Mediating Role of Job Satisfaction (내·외재적 동기가 창의적 행동에 미치는 영향에 관한 연구 : 직무만족 매개효과를 중심으로)

  • Jang, Ha Soo
    • The Journal of the Convergence on Culture Technology
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    • v.4 no.1
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    • pp.175-182
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    • 2018
  • The purpose of this study was to investigate the mediating effects of job satisfaction on the relationship between intrinsic and extrinsic motivation of individual and creative behavior and to investigate the relationship between job satisfaction and creative behaviors. For this purpose, a total of 300 questionnaires were distributed to public officials working in three local governments (GGun, KGun and HGun) in Jeollanam-do, and 213 surveys (71%) were used. The results of the study are as follows. First, It was shown that intrinsic and extrinsic motivation has a positive effect on creative behavior. The effect of extrinsic motivation on creative behavior is the same as the recent research flow. Second, intrinsic motivation positively affects job satisfaction, but extrinsic motivation has no statistically significant effect on job satisfaction about intrinsic and extrinsic motivation and job satisfaction. Third, in the relationship between job satisfaction and creative behavior, it was shown that job satisfaction has a positive effect on creative behavior. Fourth, as a result of verifying the mediating effect of job satisfaction on the relationship between intrinsic and extrinsic motivation and creative behavior, intrinsic motivation has a significant influence on creative behavior through the mediation of job satisfaction. On the other hand, there was no mediating effect of job satisfaction between extrinsic motivation and creative behavior.

A Study on the Relationships among Training Motivation Factors, Employees' Training Satisfaction, and Job Satisfaction in Foodservice Operations (외식업 종사자의 훈련동기요인, 교육만족도, 직무만족도 간의 관계에 관한 연구)

  • Joung, Hyun-Woo;Choi, Eun-Kyong;Kim, Hak-Seon
    • Culinary science and hospitality research
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    • v.18 no.5
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    • pp.165-175
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    • 2012
  • Investment in training by a company can lead to the retention and motivation of its valued staff and promote high self-fulfillment by providing career development. The objectives of this research were (a) to test the perceived satisfaction with a training based on respondents' socio-demographic characteristics, (b) to investigate training motivation factors affecting employees' training satisfaction, (c) to assess how training motivation factors affect the employees' satisfaction, and (d) to indicate the relationship between training satisfaction and the employees' job satisfaction. Additionally, by developing an employees' training motivation model and conducting multiple regression analysis, two types of motivation factors, intrinsic motivation and extrinsic motivation, were shown to be positively related to employees' training satisfaction. Subsequently, this employees' training satisfaction was a significant determinant factor for improving job satisfaction.

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Multi-dimensional Emotional Intelligence Effects on Intrinsic/Extrinsic Motivation and Job Satisfaction: Analysis Using Laborer Perceived Organizational Support

  • Yang, Hoe-Chang;Cho, Hee-Young;Lee, Won-Dong
    • The Journal of Business Economics and Environmental Studies
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    • v.5 no.4
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    • pp.13-18
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    • 2015
  • Purpose - Based on previous studies, this study extends current research and investigates whether the sub-factors of emotional intelligence increase job satisfaction or employee intrinsic and extrinsic motivation and perceived organizational support. Research design, data, and methodology - This study categorizes service employees' (consultants) emotional intelligence into four sub-factors: regulation of emotion, appraisal of emotion, utilization of emotion, and expression of emotion. The study then investigates the sub-factor effects on job satisfaction. A total of 353 valid questionnaires were collected. Results - The results of the path analysis showed that appraisal, utilization, and expression of emotion had a positive effect on intrinsic motivation, and utilization of emotion had a positive effect on extrinsic motivation. Extrinsic motivation had a positive effect on perceived organizational support and job satisfaction, and perceived organizational support had a positive effect on job satisfaction. Conclusion - As consultants' utilization of emotion is rendered as the ability to use emotion to improve performance, the conclusion is that such factors as monetary performance incentives are important in order to boost job satisfaction of the consultants.