• 산경연구논집
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• 제9권7호
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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 Journal of Asian Finance, Economics and Business
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• 제6권2호
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• pp.287-298
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• 2019

The purpose of this study to investigate the impact of rewards on job satisfaction and whether economic trends moderate the relationship of job satisfaction and rewards or not. Furthermore, this study also investigates whether the relationship between job satisfaction and reward is linear or nonlinear and whether the relationship diminishes or improves with predictor inclusion. Data collection was done through online and self-administered questionnaires by adopting cluster sampling technique from higher education institutions of Pakistan. Results based on 2160 responses suggest that economic trends moderate the relationship of job satisfaction and reward while assuming the economic trends as perceived rewards. The logit model was adopted to probabilistic relationship between job satisfaction and reward in moderation with economics trends. The moderations magnify the impact of rewards on job satisfaction. The job satisfaction is more sensitive to extrinsic reward as compared to intrinsic reward. The relationship of job satisfaction and reward is nonlinear for both extrinsic and intrinsic reward suggesting the diminishing relationship of job satisfaction and rewards. This study has pivotal implication for the higher education sector as it helps the sector to align the rewards with economic and trends and can normalize the reward after assessing the nonlinear stricture of relationship.

• 디지털산업정보학회논문지
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• 제14권2호
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• pp.117-131
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• 2018

This study analyzed the personal characteristics of the SW industry workers and investigated how these individual characteristics affect the satisfaction of job satisfaction. In addition, we examined how satisfaction with these jobs varies according to satisfaction with internal control and external compensation. This study surveyed the employees of SW industry in Seoul and Daegu from September 15 to October 15, 2017. The results of this study are as follows. First, personal characteristics have a significant effect on job satisfaction. Second, extroversion, openness, friendliness and integrity have a significant effect on job satisfaction. This is consistent with the previous study (Park and Song, 2005), which suggests that people with extroversion are more likely to feel positive emotions such as joy. In addition, it is believed that open empathy has a tendency to share with others in work, and positive emotions in work have a significant influence because they show high achievement in work. A friendly person places great importance on a comfortable and harmonious relationship with others, so he builds and maintains good relationships with the members of the organization by trusting others in the organization. Third, nervousness showed no significant effect on job satisfaction. This is consistent with the previous study (Yoo, 1987) in which the more nervousness is, the more unpleasant emotions work and the more negative emotions and negative experiences occur. Fourth, personal characteristics have positive effects on job satisfaction in the moderating effects of intrinsic compensation and external compensation. There is a difference in job satisfaction due to intrinsic compensation and external compensation.

• 한국응용과학기술학회지
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• 제38권6호
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• pp.1423-1432
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• 2021

본 연구는 제5차 근로환경조사(2017) 자료를 사용하여 간호사의 보상과 직무 열정과의 관련성을 파악하고자 수행되었다. 연구대상은 확률표집에 의해 표집된 전국의 간호사 359명이다(청년 간호사 집단 218명, 중년 간호사 집단 141명). 내외적 보상의 직무 열정에 대한 영향은 일반선형모형분석을 통해 파악하였다. 연구결과를 보면, 전체 간호사집단에서는 의사결정 참여, 성취감, 자존감, 경력발전 전망, 합당한 업무인정, 일-삶의 균형의 외적 보상 등이 직무 열정에 영향을 미치는 요인이었다. 반면 청년 간호사 집단에서 의사결정 참여, 성취감, 자존감, 경력발전 전망, 일-삶의 균형 등이, 중년 간호사 집단에서는 성취감, 자존감, 합당한 업무인정 등이 직무 열정에 영향요인이었다. 결론적으로 간호사들의 직무 열정을 높여주기 위해 의사결정 참여, 성취감, 자존감, 경력발전 전망, 합당한 업무인정, 일-삶의 균형 등을 포함하는 보상체계를 구축할 필요가 있다. 또한 보상체계 구축 시 연령 집단를 고려함으로써 효율성을 기할 수 있을 것이다.

• 디지털융복합연구
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• 제20권5호
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• pp.253-260
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• 2022

21세기의 핵심역량 중 하나인 창의성은 사회구성원의 필수 항목으로 요구되다. 원하는 방향으로 사용할 수 있도록 하는 개성적인 측면에서 그 능력을 강조한다. 그러나 창의성은 새로운 아이디어나 제품을 만들어내는 것뿐만 아니라 변화하는 환경에 적응하고 문제를 해결하는 등 조직의 긍정적인 변화에 기여하는 것으로 간주되다. 이에 따라 선행연구를 검토하여 보상이 창의성을 촉진하거나 방해할 수 있다는 결론을 내렸으며, 이는 보상의 성격과 연구자가 보유한 창의성 개념, 개인차 및 외부 환경에 따라 달라질 수 있다. 우리는 또한 보상이 동기, 인지 및 합성 기능을 통하여 창의성에 영향을 미칠 수 있다고 제안하였다. 분석을 바탕으로 보상이 창의성에 미치는 영향을 구체적으로 모델을 제안하였다. 본 연구는 기존의 연구를 기반으로 하며, 어떠한 외적 동기와 내적 동기가 어떠한 관계를 가지고 있는지 비교를 바탕으로 창의성에 영향을 미치는 과정에서 작용하는 다양한 요소와 메커니즘을 분석하였다. 다음으로, 보상은 사람마다 환경적 상황에서 주어지는 방식에 따라 다른 것으로 나타났다. 마지막으로 다양한 유형의 창작과제를 보상함으로써 적극적인 보상의 역할을 확보할 수 있다.

• 한국콘텐츠학회논문지
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• 제13권1호
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• pp.210-220
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• 2013

본 연구는 국내 창조산업 콘텐츠 진흥정책의 성과를 측정하기 위한 목적을 지니며, 국내 창조산업 종사기업 402개 업체를 대상으로 동기구축효과를 살펴보았다. 분석결과, 콘텐츠 진흥정책의 수혜자들은 장르별, 매출별로 평균 3.5 이하의 낮은 정책 만족도를 나타냈고, 특히 매출규모가 낮은 업체의 만족도가 더 낮은 것으로 나타났다. 이는 국내 진흥정책이 창조적 자산을 지닌 다양한 집단의 동기를 충족시키지 못하고 있음을 의미한다. 그러나 정책 수혜 집단이 시장 성장에 대해 긍정적으로 인식하고 있는 점은 진흥정책의 긍정적 성과로 파악된다. 또한 비수혜 집단의 정책 기대치가 높은 점은 국내 진흥 정책의 지속적 확장이 필요함을 의미한다. 반면, 수혜 여부에 관계없는 국내 시장에 대한 유사한 문제의식, 저조한 정책 도움 정도 평가 등은 현행 진흥정책의 재고가 필요함을 시사한다.

• 대한가정학회지
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• 제40권6호
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• pp.53-67
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• 2002

The purpose of this study is to examine consumer characteristics according to the recycling behavior and analyze the affected variables on recycling behavior. For the empirical analysis, the data was collected 585 consumers from May 14 to June 8,2001. The statistical methods for this study were descriptive statistics, t-tests, cross tables, ANOVA and multiple regression analysis using SPSS PC program. The major findings of this study were as follows: 1. Convenience was important variables to explain the recycling behavior of household trash between two groups, but extrinsic incentives of rewards for undertaking the behavior was not significant. 2. Intrinsic motivation like as perceived consumer difficulties(PCD), perceived consumer effectiveness(PCE), recycling altitude, and ethic was significant variables to compare two groups. 3. Recycling knowledge was important to explain the recycling behavior, but no impact on recycling behavior. 4. Except age, all of socially demographic variables were significant to compare the recycling behavior of two groups. 5. Recycling attitude and convenience had influence on recycling behavior. Especially, ethic had influence on low level recycling behavior of consumer group.

• 산경연구논집
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• 제15권6호
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• pp.17-24
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• 2024

Purpose: The current study explores the impact of intrinsic motivation on nurses' job satisfaction, taking a close look at the current literature to answer what the relationship is between low/high intrinsic motivation and workplace productivity of nurses in their work at individual and collective levels. Data and methodology: The current research utilized a hybrid of descriptive and systematic review research designs. According to Huntington-Klein (2021), a research design refers to the researcher's method or approach. It includes a detailed explanation of the processes followed by identifying research variables, their evaluation, data collection and analysis. Results: A systematic literature review of the various sources (found in the reference section) revealed critical findings regarding the topic. The following are the four significant impacts of intrinsic motivation on nurses' job satisfaction: (1) Positive Attitude and Feeling, (2) Inherent Needs, (3) Productivity and Performance, and (4) Navigating Challenges of External Rewards. Conclusions: Therefore, the current study could conclude that intrinsic motivation is essential in enhancing the productivity of the nurses. Intrinsically driven or motivated nurses find it unnecessary to be supervised or pushed to work and achieve excellence. They would be proactive towards working and achieving the desired results.

• Journal of Preventive Medicine and Public Health
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• 제13권1호
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• pp.19-25
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• 1980

The Occupational Job Stress Indicies Questionnaire is a selfadministered instrument consisting of 48 questions which are designed to collect the perceived Job stress about individual. This questionnaire was translated into Korean and applied to the selected groups of 300 blue collar workers musical manufacture industy for the purpose of assessing the it's reliability from April 1. to July 30, 1980. The results obtained were as follows; 1. The range of reliability coefficients for all indices was. 45-.75 which was lower than .54-.87 of original. 2. The inter-item correlation matrix for all items comprising an index along with the intercorrelation of these items with the items comprising closely related indices. 3. The reliability of JOB SATISFACTION, INTRINSIC REWARDS and IMPORTANCE REWARDS revealed .14-.20 lower than that of original. On the point of view, some items should be adjusted in parallel with acutual situation of Korea through making a cultural comparative study and item factor analysis.

• The Journal of Asian Finance, Economics and Business
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• 제8권2호
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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.