Extrinsic Motivational Factors Research Articles

A qualitative assessment of return to sport following Achilles tendon repair

Studies have demonstrated successful return to sport rates following Achilles tendon rupture and repair. The purpose of this study is to understand the subjective intrinsic and extrinsic motivational factors influencing an athlete's return to pre-injury level of sport following Achilles tendon repair. Qualitative, semi-structured interviews of 23 athletes who had undergone Achilles tendon repair were conducted and analyzed to derive codes, categories, and themes. Three major themes affecting return to sport were elucidated from the interviews: personal motivation, shift in focus, and confidence in healthcare team. These findings can direct healthcare teams on how to better guide patients post-operatively.

Knowledge-Sharing Enablers and Barriers in Research Centers: A Literature Review

The purpose of the study is to explore the enablers and barriers of knowledge-sharing and consider how knowledge-sharing is implemented by research centers. The literature review covers journals which are indexed (Scopus, ProQuest, and Thomson Reuters) and specialized in knowledge-sharing in research centers. The papers could be easily explored using the key search terms via search engines such as Google Scholar, Emerald Insight, and ProQuest. The review process included the studies from 1994 to 2018. Key search terms include “knowledge management”, “knowledge sharing”, “knowledge sharing enablers and barriers”, and “research centers” to reduce interpretation bias. Individual enabler factors supporting knowledge-sharing consist of social relations and networks, physical proximity to colleagues, a ‘no stupid questions’ culture, monetary rewards, trust, openness in communication, interactive communication, and intrinsic motivational factors. Meanwhile organisational factors include the provision of meeting facilities and informal spaces, appreciation of research by firms and society, diffusion and routine dissemination, simplification of the patenting process, organizational rewards, organizational culture, intention to knowledge sharing methods, extrinsic motivation factors, and others (teamwork, and solid research team). The study was approached from a theoretical perspective and the model proposed can be empirically validated by identifying statements for each dimension. Future research should explore more empirical studies from different countries especially case studiesin research centers.
 Keywords: knowledge management, knowledge sharing enablers and barriers, research centers

Understanding the importance of non-material factors in retaining community health workers in low-income settings: a qualitative case-study in Ethiopia

ObjectivesThe motivation and retention of community health workers (CHWs) is a challenge and inadequately addressed in research and policy. We sought to identify factors influencing the retention of CHWs in...

Engaging customers with hospitality brands in social commerce activities

使顾客参与到酒店品牌的社交电商活动中来研究目的社交电商是相对新型的概念, 其强调通过社交工具来达成电子商务交易。本论文探索其促使顾客参与到酒店品牌的社交电商活动中的各项促进因素。研究设计/方法/途径本研究以自决理论（SDT）为理论基础, 通过以结构问卷的形式, 调研588名酒店顾客, 来检测顾客参与的内因和外因各种因素。研究结果研究结果表明顾客内在驱动力源自于知识、成就、和激发等因素; 顾客外在驱动力源自于外部控制和联合控制等因素以影响其在认知、感官、和行动方面顾客参与酒店品牌的社交电商活动中来。研究原创性/价值由于社交电商的顾客参与行为是行业中的新兴趋势, 因此本论文研究了一个在学术上研究不足的领域以及其驱动力因素, 从而证实了本研究的理论价值。

Critical motivational factors for enhancing employee performance in construction firms based on correlation and principal component analyses

Over the years, construction firms have often hinged their success on the effective motivation of their employees so as to ensure productivity and improved performance. Previous studies noted that various factors affect the motivational level of employees with regards to work performance. However, due to the difference in employee needs, not all motivational factors have influence on employees’ performance. This study sets out to assess the influence of motivational factors on the performance of employees in construction firms. The study aim was achieved through the identification and assessment of critical motivational factors (intrinsic and extrinsic) in the Nigerian construction firms. Perceptual data was collected from employees of selected construction firms using a structured questionnaire. Data collected was analyzed using descriptive and inferential statistics. Motivational factors were ranked based on respective mean scores from the most to the least influential. Extrinsic motivational factors such as promotion when due, availability of resources and provision of transportation for employees were found to be the most influential factors on performance. Whereas, constant supervision was found to have the least influence on performance. Findings of the study provides construction firms with empirical data on factors that influence the motivation level of employees with a view to optimizing employee productivity. It is recommended that construction firms should pay close attention to the peculiar needs of respective employees which aids in optimizing organizational performance.
 Keywords: Motivation, Employee performance, construction firms, critical factors

An Examination of Job Satisfaction of Bank Managers According to Extrinsic, Intrinsic, and General Motivational Factors (A Study of Dera Ghazi Khan Division)

Job satisfaction can be defined in many ways, including extrinsic, intrinsic, and general motivation. Such job satisfaction is basically directed to different intrinsic and extrinsic factors that are motivators of employee attitude. Our population included all the branch managers of various banks in Punjab, but we collect data from city banks manager of dg khan. We visit all branches and personally meet with branch manager to given the accurate data about our research through questionnaire. We did factor analysis, Correlation Analysis and Regression Analysis by using statistical software. After doing all analysis we conclude that there is positive relationship between variables (Independent and dependent). Our research is helpful for branch managers and their top management, students and different researcher who are interesting in this field. Keywords: Job Satisfaction; Intrinsic; Extrinsic; Motivational Factors DOI: 10.7176/EJBM/12-19-02 Publication date: July 31 st 2020

The Key Extrinsic Motivational Factors to Boost Undergraduate Students' Academic Performance and Achievement at a Private Higher Education Institution in Southern Lebanon

The Key Extrinsic Motivational Factors to Boost Undergraduate Students' Academic Performance and Achievement at a Private Higher Education Institution in Southern Lebanon

Exploring performance predictors among employees in a pharmacist-led medication management center

ObjectiveHealth care companies are increasingly interested in developing and maintaining employee motivation. However, this can be challenging with different professions working together in delivering telephonic medication therapy management services. The purpose of the study is to assess employees’ perceptions of performance metrics, strategies to achieve those metrics, motivational work factors, and barriers to achievement at a medication management center (MMC). DesignFocus group using purposive sampling. SettingSix in-person focus groups were conducted with the MMC employees. ParticipantsSeparate focus groups were conducted for pharmacists, student pharmacist interns, and pharmacy technicians. Each group consisted of approximately 5 participants, lasted roughly 1 hour, and was facilitated by trained qualitative researchers. Outcome measuresThe semistructured sessions involved participants responding to open-ended, predetermined questions introduced by a facilitator. The sessions were audio-recorded and transcribed for analysis. Two independent reviewers analyzed the transcripts; a third independent reviewer facilitated a consensus to resolve discrepancies. ResultsThirty MMC employees, with an average age of 32.1 ± 10.5 years, participated; most of them (73.3%) were women and had worked at the MMC for an average of 2.8 ± 2.2 years. Six themes were identified: (1) awareness and understanding of performance measures; (2) perceptions of performance measures; (3) suggested changes to make the performance measures more reflective of their roles; (4) motivating factors to improve performance; (5) performance barriers; and (6) strategies to achieve performance goals. The intrinsic motivational factors included providing patient care, helping change patients’ lives, and meeting work goals. The extrinsic motivational factors included remuneration, management, teamwork, work environment, and feedback. The performance barriers were unrealistic goals, lack of feedback, ineffective communication, and inconsistent operational procedures. ConclusionsThese study findings contribute to a growing body of research surrounding employee motivation within organizations with diverse workforces. Future work is warranted to investigate employee motivation in similar pharmacy-related settings.

The Influence of Motivation on the Performance of Employees in the Ghanaian Banking Sector

This study focused on motivational factors and their influence on employee performance in the Ghanaian Banking Sector. The reason for conducting the study was that there has been a problem of employee demotivation in the financial institutions. The research was a survey in the commercial banks in the Accra, the Capital City of Ghana. Data were collected from managerial employees in the Head Offices of the financial institutions. The researcher used questionnaires and interviews as research instruments. Quantitative data was analysed using SPSS while thematic analysis was used in qualitative data analysis. The findings of the study were that most of the banking entities had fairly ‘young’ employee base that tended to put high valence of extrinsic motivational factors, and that the Financial Institution was providing inadequate extrinsic motivation, which was not in sync with the ‘young aged’ employee base it had. Most of the participants were in agreement that inadequate motivational factors were responsible for poor job performance. The research showed that inadequate salary and other motivational factors like quality of work life, promotion, supervision, and teamwork lead to counterproductive work behaviour. However, respondents also highlighted that indirect remuneration was being used to ensure adequacy of extrinsic motivational factors and there were efforts to provide housing to the employees in the Financial Institution. The factors responsible for employee demotivation included lack of organisational capacity to provide adequate extrinsic motivational factors. In addition, ineffective performance appraisal systems were a challenge being faced by most banks. The study recommended that the leadership in the financial institutions needed to be aware of the needs of the junior employees and be able to meet those needs. Provision of indirect remuneration could help in motivating the junior employees. There was also need to have ethical codes of conduct to prevent counterproductive work behaviour like absenteeism, lateness, job turnover, loafing, anti-social behaviour, and theft/fraud. Financial Institutions needed to provide equitable remuneration, and training and development of the employees.

Students’ Motivations to Study Abroad: The Case of International Students at the University of Debrecen

Today there is a growing demand among international students to study in Hungary, more specifically with the launching of Stipendium Hungaricum program in 2013. The number of international scholarship holders increases each year, but till now, we have no significant research results about their study motivations, research has focused only on institutional perspectives (Kasza, & Hangyál 2018). The motivation of students is an important research field in higher education, particularly because there could be various factors to motivate students studying abroad. The motives can be categorised as intrinsic and extrinsic. Our research question is, what are the main intrinsic and extrinsic motivational factors that encourage students to study in Hungary? We performed 15 qualitative interviews among international scholarship holders on postgraduate levels. We gathered semi-structured interviews with the help of an interview scheme with five main questions. The investigated dimensions include the following: 1. introduction and context of interviewees, 2. Reasons for leaving the country of origin, 3. Reasons for country choice, 4. Preliminary knowledge about Hungary, 5. Personal expectations. After the data collection, we analysed texts with open coding process in which line by line and word for word was analysed (Khandkar, 2009). Then we were able to form a typology of motivations and we found subcategories within the intrinsic and extrinsic classification.

Investigate the Extrinsic and Intrinsic Motivational Factors of Knowledge Transfer in the Hospitals

The value of services in knowledge-intensive organizations like the hospitals is created by the tacit knowledge of the health staff. The weak knowledge transfer activities among the health staff effects on the performance level of the health care services. Hospitals are dependent on continuously learning from mistakes and to make improvements and then to transfer this newly acquired knowledge between units and workers in the organization. It is important to enhance the knowledge transfer behaviors of knowledge source and recipients in the hospitals. This study aims to investigate the extrinsic and intrinsic motivational factors that would be adopted to improve the knowledge transfer processes among the health staff. The data of this study were collected from 475 doctor and nurses that work in three Jordanian hospitals; Albashir Hospital, Jordan University Hospital and Al-Issra Hospital. The collected data were analyzed using many tests such as validity, reliability, demographic and descriptive analysis. The significant results show that there are many extrinsic motivational factors would be adopted to improve the knowledge transfer by the knowledge source and recipients such as reward, ideal salaries, promotions, satisfaction of work position, stability of labor and reputation feedback. On the other hand, there are many intrinsic motivational factors that would be applied to enhance the knowledge transfer such as arduous relationship, altruism, shared understanding, champions and enjoyment to help others. This study helps the hospitals to identify the motivational factors that would be adopted to improve the knowledge transfer processes in order to enhance the quality of health care services.

The Impact of Motivation on Work Efficiency for Both Employers and Employees also During COVID-19 Pandemic: Case Study from Armenia

The article summarizes the main arguments and counterarguments within the scientific discussion on motivation and its impact on work efficiency. The main goal of the research is to analyze the impact of motivation on work efficiency for both employees and employers during the COVID-19 pandemic. A systematization of the literary sources on motivation indicates that there are different factors of motivation. Some people are motivated by intrinsic factors, while others by extrinsic. Also, the discussion of some recent studies revealed the influence of pandemic on the motivation of people to work remotely. The majority wants to work from the office as face-to-face contacts and collaboration derives innovation. Analysis in the paper for Armenia is carried out in the following logical sequence: a survey is done, which reveals how employees and employers evaluate the impact of motivation on their work efficiency, which factors of motivation they value, also their suggestions for improving the motivation policy in their workplaces. Methodological tools of the research methods were analysis and synthesis, survey, Pearson Chi square testing. The study reveals that people mainly appreciate both intrinsic and extrinsic motivation factors. From the material incentives which are more important for respondents, the most popular are salaries, rewards and health insurance, and from nonmaterials – career advancement, healthy moral and psychological atmosphere of the organization, flexible work schedule, fair and equal conditions, training courses. According to employees, the organization’s motivation policy affects their work efficiency and plays an essential role in the organization’s success. This fact is also proved by the statistical testing, that the relationship between these two factors is significant. The main reasons why employees leave the job may be the low salary, conflicts in the team, and the impossibility of career advancement. According to employers, employees are most interested in material incentives. The survey also reveals that people are most motivated when they are in the workplace, and for only 12% of respondents remotely working is motivating. It shows that in Armenia, people prefer to work from the office. The results have both theoretical and practical significance. It may be useful for organizations to improve motivation policy by changing the available problems, especially after the pandemic. Keywords: Motivation, Work Efficiency, Intrinsic and Extrinsic Factors, COVID-19, Remotely Work.

Gender and worker productivity issues associated with sport betting from an ethical perspective

Using selected intrinsic and extrinsic motivational factors grounded in consequentialism, deontology, and virtue perspectives, an empirical study was conducted on highly educated professionals in the Pittsburgh, PA area. The working business professionals that were targeted for this research were those that the primary investigator has accumulated over time as part of the researcher's LinkedIn™ social network. Many male respondents felt that engaging in sport-related betting within the workplace was more acceptable than their females and tended to feel more utilitarian in their approach to justify such actions. Typically a deontology-based ethical perspective suited males as they felt that sport-related gambling activities had a more positive impact on the emotional state of the office atmosphere and were more willing to become personally less productive and use company resources at work during sporting events.

Gender and worker productivity issues associated with sport betting from an ethical perspective

Using selected intrinsic and extrinsic motivational factors grounded in consequentialism, deontology, and virtue perspectives, an empirical study was conducted on highly educated professionals in the Pittsburgh, PA area. The working business professionals that were targeted for this research were those that the primary investigator has accumulated over time as part of the researcher's LinkedIn™ social network. Many male respondents felt that engaging in sport-related betting within the workplace was more acceptable than their females and tended to feel more utilitarian in their approach to justify such actions. Typically a deontology-based ethical perspective suited males as they felt that sport-related gambling activities had a more positive impact on the emotional state of the office atmosphere and were more willing to become personally less productive and use company resources at work during sporting events.

Motivational Factors to Learn English among University Students in An Urban Area

Motivation can be considered as one of influential factors in foreign language (FL) learning as it helps to sustain learner’s interest during long and tedious learning process of FL. According to Deci and Ryan (2000), motivation can be categorized into two types; intrinsic and extrinsic motivation. The present study aims to investigate intrinsic and extrinsic motivational factors of a group of university students in an urban area to learn English. The present study applied a mixed method approach by administering a set of questionnaires and interviews. In addition to a relatively high level of motivation among the participants, the findings of present study show an interest in English language skills and positive attitudes to native speakers of English, English speaking countries, and English learning as intrinsic motivational factors to learn English. On the other hand, the chances of getting better jobs and personal development as extrinsic factors which motivate students to learn English. The present study recommends English teachers as well as educational institutions to provide teaching and learning materials which suited to improve students’ motivation.

Relationship between Extrinsic Motivations and Career Sustainability among Travel and Tour Company Employees

Extrinsic rewards remain significant for employees, although their effect on career sustainability, especially among the tours and travel company employees, is still missing in research. This study was carried out in Mombasa County, located in the South-Eastern part of the Coastal region of Kenya. It utilizes a mixed-methods design comprising of a combination of qualitative and quantitative research components. From a total population of 2800 employees in the travel and tour companies, this study used proportionate sampling to select respondents comprised of 20 finance officers, 92 marketing officers, 46 operations officers, and 192 driver or tour guides formed the sample size. The study uses Pearson correlation and multivariate regression analysis to test the significant relationships between extrinsic motivation and career sustainability. There was a positive relationship between extrinsic motivations and career sustainability [r = .615, n = 346, p<.05]. The findings indicated that extrinsic motivation factors with major contributions to career sustainability included good working relationships with bosses, employment security, as well as salary and medical schemes. The study recommends that tour operators and travel agent companies should communicate and leverage on good working relationships between employees and the supervisors of the organization in order to foster and reap more benefits from employee career sustainability.

A self-determination theory perspective on student success in attaining an emergency care degree

Background. While student enrolment has increased in the South African (SA) higher education system, the undergraduate throughput rate has been abysmal. Consequently, the literature has largely focused on the negative discourse of understanding the hindrance of student success in higher education. Objectives. To take a positive discourse viewpoint of understanding student success in the Bachelor of Emergency Medical Care (BEMC) degree in SA. The paper uses Deci and Ryan’s self-determination theory to explore students’ motivation to succeed in attaining the BEMC degree in SA. Methods. Participants were BEMC students recruited from 4 universities. Third- and fourth-year students who had not repeated a module/subject while studying for the BEMC degree were purposively sampled and invited to join the focus group discussions. These groups were conducted at the respective institutions during the participants’ free time. The audio recordings were transcribed to produce a written text of the focus group discussions. Thematic analysis was used to analyse the data with the aid of NVivo 11 (Microsoft, USA). Results. The thematic analysis yielded two themes, i.e. intrinsic and extrinsic motivation. Some students were intrinsically motivated to complete the degree in the minimum time. It is more likely that students’ intrinsic motivation increased with continued success in the programme and that it also satisfied their feeling of competence. Some students succeeded owing to extrinsic motivational factors – to prove some people wrong or because of the financial implications of failure. Conclusion. The emergency care departments need to assist students to maintain motivation, which may satisfy their feelings of autonomy and competence. Addressing students’ motivation may allow for more continued success in the academic programme.

Getting more than \u201cclaps\u201d: incentive preferences of voluntary community-based mobilizers in Tanzania

BackgroundMarie Stopes Tanzania works with a voluntary cadre of 66 community-based mobilizers (CBMs), who are tasked with raising awareness, generating demand and providing referral to potential clients for family planning, comprehensive post-abortion care and cervical cancer screening. CBMs extend the reach of urban clinics to peri-urban communities, enhancing access to sexual and reproductive health services. In an effort to optimize performance of CBMs, a study was conducted to explore the drivers of CBM motivation and inform the design of an incentive scheme.MethodsThree focus group discussions with 17 CBMs and 11 interviews with CBM supervisors and managers were conducted in three clinics and the head office. After thematic analysis of transcripts, findings on motivational factors were discussed in a reflection workshop and informed the development of a discrete choice experiment (DCE) involving 61 CBMs as respondents. The DCE included eight choice questions on two incentive schemes, each consisting of five attributes related to remuneration, training, supervision, benefits and identification. For each attribute, different incentive options were presented, based on the outcomes of the qualitative assessment. The DCE results were analysed using conditional logistic regression.ResultsA variety of factors motivated CBMs. Most CBMs were motivated to conduct their work because of an intrinsic desire to serve their community. The most mentioned extrinsic motivational factors were recognition from the community and supervisors, monthly allowance, availability of supporting materials and identification, trainings, supervision and feedback on performance. Recommendations for improvement were translated into the DCE. Incentive attributes that were found to be significant in DCE analysis (p < 0.05), in preference order, were carrying an ID card, bi-monthly training, supervision conducted via both monthly meetings at clinics and visits from the head office, and a monthly flat rate remuneration (over pay for performance).ConclusionDespite the recognition that being a CBM is voluntary, incentives, especially those of non-financial nature, are important motivators. Incentive schemes should include basic compensation with a mix of other incentives to facilitate CBMs’ work and enhance their motivation. Programme designs need to take into account the voices of community-based workers, to optimize their performance and service delivery to communities they serve.

A Conceptual Model of Motivational Factors of Knowledge Transfer for Hospitals

Knowledge transfer is vital for the successful organization. Majority of previous studies focused on business and educational organization. Few in the field dealt with knowledge transfer in hospitals. This study aims to develop a conceptual model for knowledge transfer in hospitals. Based on the literature review, this study proposes a conceptual framework for knowledge transfer motivation in hospitals based on three motivational aspects; (i) the extrinsic motivational factors such as the promotions and appraisals, (ii) the intrinsic motivational factors such as the altruism, and absorptive capacity, and (iii) the ideal distribution of extrinsic and intrinsic based on the quality and quantity of knowledge transfer that conducted by the knowledge sources and recipients. The conceptual model was tested using a data collected for a pilot study.

Americans' views of scientists' motivations for scientific work.

Scholars have not examined public views of scientific motivations directly, despite scientific authority implications. A US representative sample rated 11 motivations both descriptively (they do motivate scientists' work) and normatively (they should motivate scientists) for scientists employed by federal government agency, large business corporation, advocacy group (nonprofit seeking to influence policy), or university. Descriptive and normative ratings fell into extrinsic (money, fame, power, being liked, helping employer) and intrinsic (do good science, enjoy challenge, helping society and others) motivation factors; being independent and gaining respect were outliers. People saw intrinsic motivations as more common, but wanted intrinsic motivations to dominate extrinsic ones even more. Despite a few differences for extrinsic-motivation ratings, the lay public tended to see scientific work as similarly motivated regardless of the employer. Variance in perceived science motivations was explained by scientific beliefs (positivism, credibility) and knowledge (of facts and scientific reasoning), complemented by political ideology and religiosity.