Effects Of Extrinsic Motivation Research Articles

The Relationship Between Effects of Extrinsic Motivation and Intrinsic Motivation in Children's Educational Development

Education stands as a globally paramount subject, a cornerstone of human development and progress. In an increasingly competitive world, parents often grapple with how to instill a genuine love for learning in their children. The notion of extrinsic and intrinsic motivation in childrens educational development presents a compelling avenue for exploration. its essential to delve into the intricate interplay between these two types of motivation, shedding light on their effects and implications. As parents and educators navigate the realm of childrens education, a nuanced understanding of motivation is paramount. Extrinsic motivation, with its assortment of verbal and tangible rewards, can be a potent tool to catalyze learning engagement. However, the potential risks of dampening intrinsic motivation must be approached with caution. Striking a balance between extrinsic incentives and the inherent joy of learning is crucial for nurturing well-rounded, intrinsically motivated learners. The intricate interplay between extrinsic and intrinsic motivation underscores the need for a holistic approachone that encourages a genuine passion for knowledge while harnessing the positive aspects of rewards. In the pursuit of optimal educational development, acknowledging and harmonizing these motivational dynamics is an essential step toward fostering lifelong learners poised for success in an ever-evolving world.

Role of Incentives in the Use of Blockchain-Based Platforms for Sharing Sensitive Health Data: Experimental Study.

Blockchain is an emerging technology that enables secure and decentralized approaches to reduce technical risks and governance challenges associated with sharing data. Although blockchain-based solutions have been suggested for sharing health information, it is still unclear whether a suitable incentive mechanism (intrinsic or extrinsic) can be identified to encourage individuals to share their sensitive data for research purposes. This study aimed to investigate how important extrinsic incentives are and what type of incentive is the best option in blockchain-based platforms designed for sharing sensitive health information. In this study, we conducted 3 experiments with 493 individuals to investigate the role of extrinsic incentives (ie, cryptocurrency, money, and recognition) in data sharing with research organizations. The findings highlight that offering different incentives is insufficient to encourage individuals to use blockchain technology or to change their perceptions about the technology's premise for sharing sensitive health data. The results demonstrate that individuals still attribute serious risks to blockchain-based platforms. Privacy and security concerns, trust issues, lack of knowledge about the technology, lack of public acceptance, and lack of regulations are reported as top risks. In terms of attracting people to use blockchain-based platforms for data sharing in health care, we show that the effects of extrinsic motivations (cryptoincentives, money, and status) are significantly overshadowed by inhibitors to technology use. We suggest that before emphasizing the use of various types of extrinsic incentives, the users must be educated about the capabilities and benefits offered by this technology. Thus, an essential first step for shifting from an institution-based data exchange to a patient-centric data exchange (using blockchain) is addressing technology inhibitors to promote patient-driven data access control. This study shows that extrinsic incentives alone are inadequate to change users' perceptions, increase their trust, or encourage them to use technology for sharing health data.

Pengaruh Kebutuhan Motivasi Ekstrinsik, Dukungan Rekan Kerja dan Religiusitas Terhadap Kepuasan Kerja Pada Pegawai Kantor Kementerian Agama Kabupaten Padang Pariaman

Job satisfaction is closely related to the condition of employees and the company which is associated with increased productivity and organizational commitment. If job satisfaction is not obtained by employees, it will reduce productivity, one of which is the employees of the Padang Pariaman Regency Ministry of Religion office, based on the results of a pre-survey regarding employee job satisfaction, it is concluded that they do not have satisfaction with their work, which can reduce productivity and organizational commitment. This study aims to see the effect of Extrinsic Motivation, Colleague Support and Religiosity on Job Satisfaction of Employees at the Office of the Ministry of Religion, Padang Pariaman Regency. The method used in this research is quantitative research with a descriptive approach. The population in this study were all employees of the Office of the Ministry of Religion of Padang Pariaman Regency as many as 62 people using multiple linear regression tests. The results of this study indicate that extrinsic motivation, coworker support and religiosity have a positive and significant impact on job satisfaction of employees of the Office of the Ministry of Religion, Padang Pariaman Regency.

Extrinsic Motivation And Students’ Academic Achievement: A Correlational Study

The main objective of the study was to find out the effect of extrinsic motivation on the academic achievement of university-level undergraduate students. The target population of the study consisted of 540 undergraduate students studying in the Natural and Social Sciences departments. A sufficient sample size of 321 students for the study was taken, according to the research advisory table. Stratified random sampling technique was used for this study. Extrinsic Motivation Scale (EMS) was developed to collect data from the sampled respondents. The mean combine score on the EMS (Extrinsic Motivation Scale) was found 2.52 indicating a low level of extrinsic motivation. The academic achievement of these students was correlated with the EMS score that was found 0.75, indicating a positive relationship between these two variables. It is suggested that the provision of motivational techniques should be used continuously to motivate the students at the university level in order to attain better academic achievement.

Influence of intrinsic and extrinsic motivation on higher education performance: mediating effect of quality culture

This study intends to investigate the effects of intrinsic and extrinsic motivation of faculty on higher education performance through quality culture in public and private universities of Pakistan. The study uses a nationwide survey approach, while data are collected from administrative managers through online and in-person questionnaires using stratified random sampling techniques. Of the 150 questionnaires distributed, 111 were received, however, 105 are considered valid while the data are analyzed by PLS-SEM. The results revealed the significant effect of intrinsic motivation and quality culture on higher education performance, and of intrinsic and extrinsic motivation on quality culture; however, the effect of extrinsic motivation on higher education performance is not empirically supported. Besides, quality culture is found to be a statistically significant mediator in the relationship between intrinsic motivation and higher education performance, and extrinsic motivation and higher education performance. The relatively smaller sample size and reliance on administrative managers as the sole respondents are the possible weaknesses of this study. This study has expanded the theoretical and empirical understanding by introducing intrinsic motivation and extrinsic motivation as predictor variables in relation to higher education performance and implicating quality culture as a mediator. This study has important implications for policymakers, administrators, and quality managers to focus on employees’ motivation to create a quality culture, which in turn will improve the performance of their respective organizations.

Effect of Extrinsic Motivation and Compensation on Employee Performance

This research aims to know the effect of extrinsic motivation and compensation on employee performance at a retail company in Bandung. This study also aims to analyze the most dominant factor between extrinsic motivation and compensation on employee performance. This research method uses descriptive and verification methods. Researchers obtained data and information that would support this research by taking the object of research as many as 40 employees using a questionnaire aimed at employees.
 Based on the study's path analysis results, the extrinsic motivation variable has a direct effect of 24%, an indirect effect through a relationship with compensation of 19.5%, and a total effect of 43.5%. The compensation variable has a direct effect of 23.5% and an indirect effect through the extrinsic motivation of 19.5%, a total effect of 43.0%. The results of the correlation coefficient of determination expressed in percentages describe the magnitude of the contribution of all independent variables, namely extrinsic motivation and compensation, in determining the performance variable, which is 0.865 or 86.5%. In contrast, other factors that do not affect performance that is not examined are shown by the value of ? = 0.135 or 13, 5%. The conclusions and suggestions obtained are considered in connection with the study's results; namely, management should be able to maintain and increase extrinsic motivation and compensation to improve performance.

Pengaruh Gaya Kepemimpinan Spiritual, Lingkungan Kerja, dan Motivasi Ekstrinsik terhadap Kepuasan Kerja Karyawan Super Dazzle Gejayan Yogyakarta

The purpose of this study is to describe (1) the influence of spiritual leadership style on employee job satisfaction. (2) The influence of the work environment on employee job satisfaction. (3) The effect of extrinsic motivation on employee job satisfaction. (4) The influence of spiritual leadership style, work environment, and extrinsic motivation on employee job satisfaction.This research is a type of quantitative research, with a population of all employees of Super Dazzle Gejayan Yogyakarta. The sampling technique in this study is a non-probability sampling technique where the technique used is saturated sampling (census). The number of samples in this study were 80 employees of Super Dazzle Gejayan Yogyakarta. Data collection techniques in this study used a questionnaire. The data analysis methods used in this research are validity test, reliability test, descriptive test, classical assumption test, and multiple linear regression test. The data analysis was conducted to identify the independent variables that affect the dependent variable.The results showed that (1) spiritual leadership style had an effect on employee job satisfaction. (2) The work environment has no effect on employee job satisfaction. (3) Extrinsic motivation has an effect on employee job satisfaction. (4) Spiritual leadership style, work environment, and extrinsic motivation simultaneously affect employee job satisfaction.
 Keywords: Spiritual leadership style, Work environment, extrinsic motivation, job satisfaction

Intrinsic and Extrinsic Motivation and Employee Creativity: An Empirical Test

We explore how and when intrinsic and extrinsic motivation are related to creative process engagement and, in turn, lead to creativity level and frequency at work. Analyses of data collected from 163 employees and their supervisors showed that both intrinsic and extrinsic motivation have indirect effects on creativity level and frequency via creative process engagement; only intrinsic motivation had a direct effect on creativity level, whereas both intrinsic and extrinsic motivation had a direct effect on creativity frequency. Importantly, the effect of extrinsic motivation on creative process engagement was moderated by the level of creative problem solving expected in one’s job, such that employees who were not required to engage in much creativity actually engaged in greater levels of creative process behaviors, which increased both creativity level and frequency. Theoretical and practical implications are discussed.

Will extrinsic motivation motivate or demotivate knowledge contributors? A moderated mediation analysis

PurposePrior studies fail to reach a consensus on the effects of extrinsic motivation (EM) on knowledge contribution in virtual communities. To fill this research gap, this research proposes two mechanisms of EM – direct effect versus indirect effect via intrinsic motivation (IM) – and introduces prosocial motivation (PSM) as the moderator to define the valence of these two mechanisms.Design/methodology/approachThis research adopts structural equation modeling to validate hypotheses based on 448 responses from XiaoMi online community users.FindingsThe results of the moderated mediation analysis show that the direct effect, indirect effect via IM and total effect of EM on knowledge contribution are contingent on the level of PSM. Specifically, as the level of PSM increases, the direct, indirect and total effects of EM on knowledge contribution and the effects of EM on IM change from positive to insignificant and then to negative. Although IM constantly plays an important role across levels of PSM, its effect is stronger when the degree of PSM is high.Originality/valueThis paper advances knowledge of an integrated framework of EM by simultaneously describing its direct and indirect effects, describing its positive and negative effects and untangling the boundary conditions under which each effect of EM applies.

The effect of motivation on employee engagement in public sectors: in the case of North Wollo zone

The purpose of this study was to examine the effect of intrinsic and extrinsic motivation on employee engagement in public sectors. To meet this purpose, a quantitative and qualitative study survey was conducted and the researcher used an explanatory survey research design. The study was used both primary and secondary sources of data. The target population for this study was selected four city administrative office employees including all kebeles office employees and as a sample size, 349 questionnaires were filled and collected from these employees. The study used proportionately stratified with simple random sampling because to collect the relevant data and to give equal chance for all employees. Later on, statistical package for social science (SPSS) was used to the required test of inferential statistics; including reliability analysis, bivariate correlation, analysis of variance (ANOVA) test, and multiple regression analysis. The finding of the study revealed that extrinsic motivation was considered more significant than intrinsic and there was a positive significant relationship between intrinsic and extrinsic motivations with employee engagement. From the results, it was also concluded that the relationship and effect of extrinsic motivation were stronger on employee engagement as compared to intrinsic motivation. As a recommendation, the organizations should find which ways are able to motivate employees, what drives them, then making sure they utilize appropriate motivational techniques with each employee. Managers should also endeavor to communicate the organization’s purpose to employees. Finally, the organizations should take steps to incorporate the vision of employees for the organization with its own vision.

The influence of intellectual property rights protection on contribution efforts of participants in online crowdsourcing contests

Although crowdsourcing is ubiquitous, it is unclear what factors affect the quality of contributions by participants in crowdsourcing activities. This study attempts to understand the mechanism of how perceived intellectual property rights (IPR) protection influences participant's contribution effort in crowdsourcing contests by analyzing the mediating role of intrinsic and extrinsic motivation and the moderating role of task complexity. For this purpose, data were collected through an online survey from members of a major crowdsourcing platform for seeking innovative solutions to problems across various industries. Partial least square based structural equation modeling (PLS-SEM) is employed for analyzing the data. The results show the new findings that (1) both intrinsic and extrinsic motivation influence contribution effort and the effect of extrinsic motivation is stronger; (2) IPR protection does not influence the contribution efforts of participants directly but indirectly via extrinsic motivation rather than intrinsic motivation; (3) the importance of IPR protection holds irrespective of the gender of the participants and the complexity of the task. The results indicate that a one-time prize might be insufficient for the participants to exert their full efforts in crowdsourcing contests if the resulting IPRs are not protected.

Understanding Why All Types of Motivation Are Necessary in Advanced Anaesthesiology Training Levels and How They Influence Job Satisfaction: Translation of the Self-Determination Theory to Healthcare.

Studies applying the self-determination theory have shown that intrinsic motivation and autonomous regulation lead to job satisfaction and to better job performance. What has not been worked out clearly yet are the effects of extrinsic motivation and controlled regulation on affect, job performance and job satisfaction. However, it has been described that controlled regulation is often necessary for mundane tasks. In anaesthesiology, routine daily tasks can be perceived as mundane by those who have achieved a certain level of training (e.g., consultants). Therefore, it was hypothesised that consultants have high expressions of all motivational qualities. Furthermore, it was hypothesised that job satisfaction of anaesthesiologists is correlated with autonomous motivation. The hypotheses were tested in a cross-sectional study design within a group of anaesthesiologists. The study participants reported the same pattern throughout the motivational continuum. Consultants reported the highest levels of all motivational qualities, including controlled regulation, as well as the highest levels of job satisfaction. Junior residents reported high levels of amotivation and extrinsic regulation. The lowest levels of identified regulation and job satisfaction were reported by the group of attendings. Job satisfaction was positively correlated with intrinsic motivation and negatively correlated with amotivation. Therefore, our findings from the field of anaesthesiology show that the expressions of high levels of controlled regulation might be necessary for specialists to engage in mundane daily tasks. Intrinsic motivation and autonomous regulation are necessary for job satisfaction and the presence of controlled regulation and extrinsic behavioural regulation have no declining effects. Furthermore, the decrease of amotivation will lead to enhanced job satisfaction and the resulting consequences will be extensive. Junior residents need to be supported with the aim to enhance their feeling of autonomy and competence in order to decrease amotivation and to foster autonomous regulation and hence to increase job satisfaction and well-being. Further special focus should be on attendings to counteract their lacking identification with the job. Hereby, the provision of feedback and professional perspectives might foster the process of re-identification.

The effects of intrinsic motivation on mental fatigue.

There have been many studies attempting to disentangle the relation between motivation and mental fatigue. Mental fatigue occurs after performing a demanding task for a prolonged time, and many studies have suggested that motivation can counteract the negative effects of mental fatigue on task performance. To complicate matters, most mental fatigue studies looked exclusively at the effects of extrinsic motivation but not intrinsic motivation. Individuals are said to be extrinsically motivated when they perform a task to attain rewards and avoid punishments, while they are said to be intrinsically motivated when they do for the pleasure of doing the activity. To assess whether intrinsic motivation has similar effects as extrinsic motivation, we conducted an experiment using subjective, performance, and physiological measures (heart rate variability and pupillometry). In this experiment, 28 participants solved Sudoku puzzles on a computer for three hours, with a cat video playing in the corner of the screen. The experiment consisted of 14 blocks with two alternating conditions: low intrinsic motivation and high intrinsic motivation. The main results showed that irrespective of condition, participants reported becoming fatigued over time. They performed better, invested more mental effort physiologically, and were less distracted in high-level than in low-level motivation blocks. The results suggest that similarly to extrinsic motivation, time-on-task effects are modulated by the level of intrinsic motivation: With high intrinsic motivation, people can maintain their performance over time as they seem willing to invest more effort as time progresses than in low intrinsic motivation.

Multiplicative effect of intrinsic and extrinsic motivation on academic performance: A longitudinal study of Chinese students

For Chinese students, learning is seen as their duty and obligation to the society and their parents. Thus, in contrast to the Western students, the effects of extrinsic motivation on academic performance may not necessarily be always negative. The present study examined the effects of intrinsic and extrinsic motivation, as well as their multiplicative effect among Chinese students. A total of 13,799 students in China were followed longitudinally in three waves (Grade 10, beginning of school year, midyear, and end-of-year; 5-month interval each). The main and multiplicative effects of intrinsic and extrinsic motivations were used to predict academic growth in a latent growth model. The multiplicative effect between intrinsic and extrinsic motivations showed that extrinsic motivation was detrimental to academic performance for students with high intrinsic motivation. For students with low intrinsic motivation, however, the extrinsic motivation helped to improve academic performance. Worth noting, intrinsic motivation also had a moderate positive effect on academic performance. For Chinese learners, interest is not the only key motive to learn. Extrinsic reasons could facilitate students' learning when they are not interested in the subject. Extrinsic motivation harms only for highly intrinsically motivated students.

Predicting individuals' digital autopreneurship: Does educational intervention matter?

By integrating personality, motivation, and curriculum differences, this study examined regular users' digital autopreneurial intentions in the YouTube context. The results of PLS analyses of 304 respondents revealed that interpersonal-involved dispositions (i.e., extraversion and agreeableness) have better predictability of extrinsic motivation, whereas personal-involved dispositions (i.e., openness to experience) contribute to intrinsic motivation. Both intrinsic and extrinsic motivation positively lead to autopreneurial intention, and the effects of extrinsic motivation are twice greater than those of intrinsic motivation. Finally, educational interventions fail to augment the relationships between the two types of motivation and autopreneurial intention. This study contributes to the debate on the teachability dilemma and concludes with a discussion on its theoretical and managerial implications.

Pengaruh Motivasi Kerja, dan Gaya Kepemimpinan terhadap Kinerja Karyawan PT. Amdafa Melandu Mandiri Kecamatan Lubuk Kilangan Kota Padang

This study aims to reveal, (1). The Influence of Intrinsic Motivation on Employee Performance, (2) Effect of Extrinsic Motivation on Employee Performance (3) Effect of Internationalized Employee Leadership Style on Employee Performance (4) Effect of anorizing Leadership Style Assignment on Employee Performance (5) Effect of Intrinsic & Extrinsic Motivation, Internative Style Employees & Tasks together on Employee Performance. The population in this study were employees of PT. Amdafa Guides Mandiri in Lubuk Kilangan Subdistrict, Padang City, amounting to 49 people. Sampling using Slovin formula and cluster random sampling method obtained a sample of 45 people. The method used in this research is simple random sampling method. The results of the study indicate that the variable Work Motivation and Leadership Style partially and simultaneously significantly influence Employee Performance

The Influence of Intrinsic Motivation and Synergistic Extrinsic Motivators on Creativity and Innovation.

Despite the vast amount of research focusing on intrinsic and extrinsic motivation, the effects of extrinsic motivators on creativity and innovation have been scarcely investigated. Extrinsic factors can be seen as synergistic extrinsic motivators when they have a positive effect on the outcome. The present study investigates synergistic extrinsic motivators that organizations can use to foster creativity and innovation of their intrinsically motivated knowledge workers. The analysis is based on Amabile and Pratt’s dynamic componential model of creativity and innovation in organizations combined with elements from Ryan and Deci’s self-determination theory. The quantitative data stemmed from 90 knowledge workers of an international consulting company who participated in an online self-assessment. In exploratory factor analyses, extrinsic motivation items consolidated two factors “relational rewards” and “transactional rewards”, while creativity and innovation items resulted in a one-factor solution, called “creativity/innovation performance”.The results of hierarchical regression analyses confirmed the widely found positive effects of intrinsic motivation on creative and innovative performance. Moreover, the results supported the hypothesis that the extrinsic motivator, relational rewards, moderated the relationship between intrinsic motivation and creativity/innovation performance significantly and positively. The findings showed the higher the perceived probability of receiving relational rewards and the higher the intrinsic motivation, the greater the positive effect on creative/innovative outcomes. At the same time, the results did not confirm the hypothesis, that the moderator transactional rewards had a statistically significant effect on the relationship between intrinsic motivation and creative/innovative performance. Finally, the empirical evidence provided practical implications on how to stimulate the creativity/innovation performance of knowledge workers within organizations.

The Effect of Extrinsic Motivation and Instrinsic Motivation Against Learning Achievements of Food and Beverage Service Student Ak. Mapindo, Academic Year 2018/2019

This study aims to determine the effect of extrinsic motivation and instrinsic motivation on learning achievement students in the Food & Beverage Service Program Study, Akademi Komunitas Manajemen Perhotelan Indonesia academic year 2018/2019. The questionnaire distributed to 57 respondents was all members of the population. This study, using regression analysis techniques by testing hypotheses using t test and F test. The t-test results show that extrinsic motivation has a positive and significant effect on student achievement in the Food & Beverage Service Program Study, Akademi Komunitas Manajemen Perhotelan Indonesia academic year 2018/2019. This is seen from the results of the regression coefficient X1(b1) thitung = 6.977 > ttable (0.05: 54) = 1.6736 and sig t = 0,000 (p ttable (0.05: 54) = 1.6736 and sig t = 0,000 (p F table = 3.17 with sig F = 0,000 (p < 0.05). Other information obtained from the results of the above analysis that extrinsic motivation has a more dominant influence on learning achievement when compared with intrinsic motivation Keywords: Extrinsic Motivation, Intrinsic Motivation, Learning Achievement

Effect of Extrinsic Motivation on Secondary School Student's Academic Achievement in Social Studies

Effect of Extrinsic Motivation on Secondary School Student's Academic Achievement in Social Studies

Effects of pro-environmental destination image and leisure sports mania on motivation and pro-environmental behavior of visitors to Korea's national parks

Abstract The purposes of this research were: (1) to examine the effects of pro-environmental destination image on motivation and pro-environmental behaviors; (2) to examine the key underlying factors of leisure sports mania; and (3) to understand fully how different factors of leisure sports mania influence motivation and pro-environmental behaviors. Based on previous studies, six main hypotheses were derived as constructs and a theoretical research model was proposed. The model was tested using the data collected from 222 people who have visited national parks in Korea. The data analysis revealed that environmental image affects both intrinsic motivation and extrinsic motivation, but does not affect any of the pro-environmental behaviors. In contrast, ecological image positively affects intrinsic and preservative behavior. For leisure sports mania, the result of EFA indicated that there are only three categories (i.e. conative, cognitive, and affective), contrasting the original research suggested four factors. It was also found that each factor of leisure sports mania influences motivation and pro-environmental behavior separately, and the conative and cognitive factors positively moderate the relationship between intrinsic motivation and preservative behavior. Lastly, there was no effect of extrinsic motivation on pro-environmental behavior, whereas intrinsic behavior significantly affected pro-environmental behaviors. The key implications of these findings are discussed in the latter part of this paper.