• Journal of Korean Elementary Science Education
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• v.25 no.4
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• pp.419-429
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• 2006

This study investigated gender differences in the factors affecting elementary school students' ability to identify scientific problems. Scientific problem finding tasks, involving written instruments including IQ tests, content knowledge, science process skills, divergent thinking skills, intrinsic/extrinsic motivation, personality traits, and home environment were administered to 96 elementary school students(male; 50 & female: 46). The data collected was analyzed by means of a t-test, Pearson's correlation, multiple regression analysis, and canonical correlation analysis. The finding indicated that there were significant gender differences in scientific problem finding performance. Female students were significantly higher in both total score and elaborate score of scientific problem finding than male students. Personality traits and intrinsic motivation positively and extrinsic motivation negatively predicted male students' abilities in scientific problem finding. Science process skills, personality traits and intrinsic motivation positively and extrinsic motivation negatively predicted female students' scientific problem finding and IQ positively predicted female students' elaborate score of scientific problem finding.

• Journal of the Korea Safety Management & Science
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• v.14 no.2
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• pp.277-284
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• 2012

This paper reviewed the relationship between job satisfaction and service quality, and the moderating effect of gender in restaurant employee. Based on the responses from 288 employees, the results of multiple regression analysis showed that intrinsic job satisfaction(JS) and extrinsic job satisfaction effect positively on all service quality factors(tangibles, reliability, responsiveness, empathy). The results of moderating analysis showed that intrinsic JS effects positively on all service quality factors irrespective of gender, but the positive effect of extrinsic JS on tangibles and empathy is more positive in female than in male employee.

• Asia pacific journal of information systems
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• v.33 no.2
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• pp.318-341
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• 2023

Mobile TV refers to the service that provides live broadcasting and video-on-demand content through a mobile device. In addition to the advertisement as the early-stage revenue model, the paid subscription model has emerged as a more sustainable revenue source for mobile TV services. In this study, with the surveys of 450 free mobile TV users, we examine the motivational factors influencing their intention to adopt a paid subscription model. Results show that three extrinsic motivations, price fairness, subjective norm, and mobile TV utilization, are positively associated with free users' paid subscription intention. In contrast, intrinsic motivations, such as hedonic need, spatiotemporal convenience, and self-efficacy, have no significant influence on the intention. We also found that the expected value is positively associated with attitude toward mobile TV service, also positively influencing the paid subscription intention.

• 대한공업교육학회지
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• v.35 no.2
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• pp.140-158
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• 2010

The purpose of this study was to investigate the influences of 5 intrinsic and 5 extrinsic factors on technology teachers' job satisfaction and commitment. The collected data from 108 technology teachers in Gwangju city and Jeolla Nam-do, were analyzed and tested at p<.05 or more by using Multiple Regression through SPSS program. The levels of the teachers' job satisfaction and commitment were respectively M=3.91 and M=3.69 at Likert scale. Among 5 intrinsic and 5 extrinsic factors, other factors except for two factors-work environment and salary were, even if a little, satisfied to the teachers. They were more satisfied with the intrinsic factors than the extrinsic. $R^2$=.515 was found between teachers' job satisfaction and the combination of 10 factors-achievement, work itself, responsibility, opportunity for growth, recognition, job safety, work environment, salary, supervision skill, human relation. $R^2$=.616 was between teachers' commitment with the combination of the factors. The combinations were respectively accountable for 51.5% of the job satisfaction change and for 61.6% of the commitment change. The relative importances of the factors were salary first, achievement second and others not for the job satisfaction, and achievement first, opportunity for growth second and others not for the commitment. The generalization of the above results is limited to improving technology teachers' job satisfaction and commitment at the secondary level in Gwangju city and Jeolla Nam-do.

• Journal of the Korean Society of Clothing and Textiles
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• v.35 no.3
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• pp.267-280
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• 2011

This study examined bag purchase behaviors for male consumers based on fashion attitudes. Data research were conducted on 304 males in their 20s and 30s located in Seoul & Gyeonggi province. The SPSS 17.0 software program was used to conduct data analyses such descriptive statistics, frequency analysis, factor analysis, cluster analysis, $X^2$-test, t-test, ANOVA, and Scheffe's test as a post-hoc analysis. The results of this study were as follows: Fashion attitude was identified with four factors personality, social recognition, practicality, and dignity. Customers were segmented into three subdivisions: conspicuous, recognition of individual style, and practicality of clothing. The factors derived from the factor analysis of selection criteria included intrinsic attributes and extrinsic attributes. Males in their 30s valued the intrinsic attributes and males in their 20s valued extrinsic attributes. The group of conspicuous of clothing, valued both intrinsic and extrinsic attributes as important. The factors derived from the factor analysis of bag pursuit benefit included pursuit of fashion/economic, famous brand, quality/convenience. Males in their 20s and 30s pursued famous luxury brands and fashion attitudes had a positive relevance to the bag pursuit benefit.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.10
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• pp.317-326
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• 2021

The crowdsourcing system relies heavily on the number of crowd participation on the platform to ensure the platform's success. However, exploring factors that motivate the crowds to sustain on the platform remains unclear, and very little literature was found on this matter. Lately, the COVID-19 pandemic has affected the world, including Malaysia. Due to the pandemic, many people have lost their jobs, and hence, most of them have shifted to digital work. Hence, to understand the motivation for continuous participation on the online crowdsourcing platform among low-income crowd workers (B40) in Malaysia, this paper explores the intrinsic and extrinsic motivations for continuous participation. A qualitative method interview was performed where 14 active participants of Upwork.com, under the GLOW program, took part during the data collection process. This paper used the thematic analysis method to extract the data collected from this study. The finding of this study identified eight intrinsic motivation factors: (1) personal development, (2) pastime, (3) fun, (4) passion, (5) task identity, (6) time-workplace flexibility, (7) altruistic, and (8) peers' success and four extrinsic factors: (1) monetary, (2) job security, (3) personal commitment, and (4) environment.

• Health Policy and Management
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• v.8 no.1
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• pp.52-96
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• 1998

To find causal factors and improvement plans of organizational commitment of public servants in urban health centers, a hypothetical causal model, which included 2 endogenous variables(organizational commitment & organizational satisfaction) and 15 exogenous variables, was constructed. Exogenous variables consisted of individual factors (sex, age, education, job-grade, and annual salary), psychological variables(pride for organization, extrinsic motivation, intrinsic motivation and support of supervisor) ad structural variables(formalization, centralization, communication, job-conflict, job-decision, and workload). In the hypothetical causal model, organizational commitment was supposed to be effect variable, and organizational satisfaction was presumed to be intervening variable to mediate between organizational commitment and exogenous variables. For data collection, cross-sectional self-administered questionnaire survey was conducted to 1,295 public servants from 32 urban health centers nationwide. The survey responses were from 934, 72.1% of subjects. But 756 responses(58.4%) were analyzed because of excluding ones with missing values. The hypothetical causal model was fitted by covariance structural analysis with maximum likelihood method. Main results were as follows: (1) The fitted causal model accounted for 33 and 55 percent of total variance of organizational commitment and organizational satisfaction of public servants, respectively. (2) In order of effect size, pride for organization, supervisor support, communication, extrinsic motivation and centralization had an indirect effect effect on organizational commitment through organizational satisfaction. However, the effect of centralization was negative. (3) Pride for organiztion, intrinsic motivation, organizational satisfaction, job-conflict, supervisor support, communication, age, centralization, annual salar and extrinsic motivation had indirect or direct effects on organizational commitment in order of effect size. Among them, effects of job-conflict and centraldization were negative. In conclusion, these results suggested that organizational commitment of public servants in urban health centers could be enhanced by pride for organization, intrinsic and extrinsic motivations, prevention of job-conflict and excess centralization, supervisor support and active communication. Especially, pride for organization and intrinsic motivation were expected to play the most important role.

• English Language & Literature Teaching
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• v.15 no.4
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• pp.217-235
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• 2009

This study aimed to explore how the Korean university students' reading motivation is related to their English (L2) reading behavior. The construct of the students' Korean (L1) and L2 reading motivation was investigated with the data obtained through the questionnaire from 120 sophomore students. A factor analysis was conducted to extract the major factors of motivation and determine the interrelationship among items in the questionnaire. As a result, 6 factors were extracted: Intrinsic Motivation for English Reading, Extrinsic Motivation 1 (Immediate Goal Orientedness), Extrinsic Motivation 2 (Integrative Orientation), Importance of L1 Reading, Intrinsic Motivation toward L1 reading, and Importance of L2 Reading Skill. The interrelatedness between the assessment results on the L2 reading behavior (reading amount, time and speed) and motivation factors was measured by correlation coefficients. It was found that Intrinsic Motivation toward English Reading was significantly related to the students' reading amount and Intrinsic Motivation toward Korean Reading had positive association with the students' reading time with statistical significance. Other factors did not show significant correlation with the students' reading behavior. In addition, the students' reading speed was significantly related to their reading amount as well, while reading time did not affect the speed gain.

• Journal of Navigation and Port Research
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• v.40 no.5
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• pp.285-290
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• 2016

Accidents and incidents caused by poor performance in the maritime industry suggest the need to find ways to improve performance in order to operate effectively and improve safety. The data for this study was collected from maritime students and involves the performance and levels of intrinsic and extrinsic motivation. Various motivational factors were identified and the ways in which these factors relate to performance was analyzed. The importance of considering motivation when recruiting new trainees and workers, and continually looking for ways to increase intrinsic motivation, is stressed throughout this paper. The results suggest that high levels of good quality motivation correlate positively with better performance.

• 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.