Impact Of Intrinsic Motivation Research Articles

Assessment of job meaning based on attributes of food-delivery mobile applications

ABSTRACT Using a mixed method, this study investigated how food delivery employees’ perceived sense of purpose, autonomy, and self-efficacy from delivery applications affected job meaning using data from online surveys and online reviews of food delivery employees in the United States. The results of partial least-squares structural equation modelling revealed that mobile application attributes influenced both intrinsic and extrinsic motivation, which was reflected in job meaning. Perceived autonomy from mobile delivery applications showed the highest impact on intrinsic motivation, followed by sense of purpose and self-efficacy. The impact of intrinsic motivation on job meaning was greater than that of extrinsic motivation. Furthermore, the results of the qualitative study highlighted the role of food delivery applications in employees’ job-related outcomes. Given the increasing interest in service employees’ well-being, this study provided deeper understanding of not just the functional characteristics that have a positive significance in work, but also the psychological aspects of mobile applications.

Cognitive Diversity on Team Innovation During the Covid-19 Pandemic: Do We Need An Intrinsic Motivation as A Mediator?

This research aims to analyze the impact of cognitive diversity on intrinsic motivation, cognitive diversity on team innovation, and the impact of intrinsic motivation, as a mediator, on cognitive diversity and team innovation. This research applied an explanatory approach to hypothesis testing. We conducted a survey in which 107 questionnaires were distributed to 33 work teams in the furniture industry in West Sumatra, Indonesia. Findings indicate that cognitive diversity had a significant positive impact on team innovation. Contrastively, cognitive diversity did not have any effect on intrinsic motivation. Besides, we also figured out that intrinsic motivation was not a mediator between cognitive diversity and team innovation. Findings indicate that cognitive diversity had a significant positive impact on team innovation. Contrastively, cognitive diversity did not have any effect on intrinsic motivation. Besides, we also figured out that intrinsic motivation was not a mediator between cognitive diversity and team innovation. The study provides a comprehensive understanding of knowledge sharing and team climate on the relationship between cognitive diversity and team innovation, missing in previous empirical studies. Then, the study is relevant because of inconclusive findings from past studies examining the relationship between cognitive diversity and team innovation.

Effect of Intrinsic Motivation on Junior High School Students’ Creativity: Mediating Role of Cognitive Flexibility

<p style="text-align:justify">This research’s aim was to explore the role of cognitive flexibility in mediating the effect of intrinsic motivation on the creativity of junior high school students. A creativity scale, an intrinsic motivation inventory and a cognitive flexibility inventory were utilized to investigate a sample of junior high school students in Shaanxi Province in western China. 765 valid questionnaires were collected and analyzed using the structural equation model (SEM). The SEM analysis showed that intrinsic motivation and cognitive flexibility have significantly positive impacts on junior high school students’ creativity. Furthermore, a full model revealed that cognitive alternatives and cognitive control mediate the relationship intrinsic motivation and creativity, and the mediation effect of cognitive alternatives is significantly greater than that of cognitive control. In general, the current research suggests that the impact of intrinsic motivation on junior high school students’ creativity is mediated by cognitive flexibility, and its results amplify prior scholars’ research results and give educators an inspiration how to cultivate creativity for the middle school students.</p>

Impact of Intrinsic Motivation on Junior Secondary School Students' Academic Performance in Mathematics despite Family Background in Ohimini Local Government Area of Benue State, Nigeria

Impact of Intrinsic Motivation on Junior Secondary School Students' Academic Performance in Mathematics despite Family Background in Ohimini Local Government Area of Benue State, Nigeria

Impact of Intrinsic Motivation on Junior Secondary School Students' Academic Performance in Mathematics despite Family Background in Ohimini Local Government Area of Benue State, Nigeria

Impact of Intrinsic Motivation on Junior Secondary School Students' Academic Performance in Mathematics despite Family Background in Ohimini Local Government Area of Benue State, Nigeria

Company-Sponsored Online Co-Creation and Financial Incentives: The Impact of Intrinsic Motivation on Participation Intention

ABSTRACT Participation in sponsored online co-creation is said to be driven primarily by an individual’s intrinsic motivation, which in turn may be crowded-out, or undermined by financial incentives. The effect of financial incentives, specifically in a company-sponsored online co-creation brainstorming (COCB) context, however, remains unexplored. In this study, we use LEGO Ideas, a prominent COCB, as an exemplar and employ a between-subjects randomized experimental design to examine the effect of different types of financial incentives on intrinsic motivation’s impact on participation intention in a COCB context, either directly or indirectly through personal innovativeness in the domain of information technology. Our findings suggest that focused financial incentives, representing situations where financial rewards are administered exclusively on the basis of excellent performance, offer the best outcome for predicting participation intention. These findings contribute to our knowledge of the use of financial incentives in sponsored online co-creation generally, and specifically in COCBs.

Exploring the role of intrinsic and extrinsic CSR attributes for customers’ positive behavioural intention in the hotel industry

PurposeAlthough the characterisation of intrinsic and extrinsic attribution is pervasive and important, this concept is yet to be explored in the corporate social responsibility (CSR) context. Thus, this study aims to study these CSR attributes and examine its influences on hotel customers’ behaviour.Design/methodology/approachThis study explores and attempts to distinguish the varying roles of intrinsic and extrinsic CSR attributes. Framed in context of CSR in the hotel industry, the characteristics of CSR practices (e.g. sympathy or rewarding) are hypothesised to lead customers’ motivation to engage in a specific behaviour based on the attribution theory.FindingsThe target population of 150 hotel customers was surveyed, and the results exhibited that the intrinsic and extrinsic attributes of hotel CSR activities increased customers’ purchase intention by improving their level of perceived authenticity. The impact of intrinsic motivation on brand authenticity was found to have a greater influence compared to extrinsic motivation. When customers perceive the authenticity of hotel brands, there is a tendency to exert a positive behavioural intention. However, it was identified that for the hotel industry, only extrinsic motivation had a direct influence on customers’ positive behavioural intention.Research limitations/implicationsThe varying roles of the intrinsic and extrinsic attributes of CSR and its impact on customers’ brand authenticity and behavioural intention were identified. Hence, this study conceptually contributes to the existing CSR literature by determining and incorporating the variables that measure the intrinsic and extrinsic attributes of hotel CSR activities.Originality/valueThis study contributes advancements to the hospitality and tourism industry, by expanding the literature to include the identification of significant CSR attributes and strategies that are beneficial, and can be used by companies for their development.

Antecedents of academic performance in management studies in a flipped learning setting

Our research provides a comprehensive model using self-determination theory (SDT) and cognitive load theory (CLT) to study the antecedents of academic performance in the context of flipped learning (FL). Using partial least squares (PLSs), we analyze the impact of intrinsic motivation, extrinsic motivation, self-pacing, and cognitive load on students’ academic performance in management studies. Our results show that solely underlying some factors of SDT—the sense of competence, relatedness, and extrinsic motivation—improve the performance of tertiary students in the context of FL. Our findings point to the need to support initiatives aimed at the application of FL in management studies.

Correction to: Conservation developmental process in early childhood: Impact of intrinsic motivation and practice effects

Correction to: Conservation developmental process in early childhood: Impact of intrinsic motivation and practice effects

An Empirical Study of Psychological Ownership on Organizational Member’s Creativity

본 연구의 목적은 심리적 주인의식이 조직 구성원의 창의성에 어떠한 과정을 거쳐서 긍정적 영향을 주는가를 확인하는 것이다. 또한 내적 동기부여와 창의성간의 관계에서 관점 채택의 조절효과를 검증하는 것을 목적으로 한다. 기존의 심리적 주인의식과 관련된 연구들은 조직 구성원의 직무 태도 및 행동을 중심으로 연구가 진행되었으나, 창의성을 직접적으로 고려하지 않았다. 따라서 선행연구를 바탕으로 심리적 주인의식과 창의성간의 관계를 설정하고, 내적 동기부여를 매개변수로 설정하여 이를 실증적으로 검증하였다. 또한 내적 동기부여와 창의성간의 관계에서 관점 채택을 조절 변수로 설정하고 검증하였다. 이를 검증하기 위하여 다양한 조직의 구성원 118쌍(상사-부하)을 대상으로 설문을 하여 자료를 수집하였다. 그 결과 심리적 주인의식이 높을수록 구성원의 창의성 역시 높아지는 것으로 조사되었다. 또한 심리적 주인의식은 내적 동기부여를 통하여 창의성을 높이는 것으로 조사되어, 내적 동기부여의 매개효과를 확인하였다. 마지막으로 내적 동기부여가 창의성에 주는 영향은 조직 구성원의 관점 채택 수준에 따라 그 효과가 달라진다는 것을 확인하였다. 즉, 구성원들이 다른 사람의 관점을 많이 고려할 때, 내적 동기부여가 창의성에 더 많이 연결되는 것으로 나타났다. 결론부분에서는 실증 분석 결과를 바탕으로 본 연구가 가지고 있는 이론적, 실무적 함의를 논의하였으며, 연구의 한계점과 앞으로의 연구 방향을 제시하였다.The purpose of this study is to examine how and when psychological ownership affects creativity. The existing researches on psychological ownership have focused on the job attitudes and behaviors of organizational members, but did not directly consider creativity. Therefore, based on previous studies, the relationship between psychological ownership and creativity was established, and intrinsic motivation was set as a mediator to verify empirically. In addition, in the relationship between intrinsic motivation and creativity, perspective taking was set as a moderator and verified. To verify this, 118 people in companies related to construction, fashion, and education were surveyed to collect data. As a result, the higher psychological ownership, the more positively influenced creativity. In addition, psychological ownership has been shown to influence creativity through intrinsic motivation, confirming the mediating effect of intrinsic motivation. The impact of intrinsic motivation on creativity was found to vary according to the level of perspective taking. In other words, intrinsic motivation is more connected to creativity when members consider the perspectives of others. In the conclusion, the implications and limitations of this study were discussed.

Conservation developmental process in early childhood: Impact of intrinsic motivation and practice effects

Conservation is a logical thinking ability to determine whether the quantity of goods is the same even if their shape changes. Children’s acquisition of conservation is measured by a Piagetian task, which is considered a difficult cognitive task for children below the age of 6 years. However, recently, accelerated cognitive development has been found from the viewpoint of epigenetics. Its cognitive development process is not well studied at present. Based on previous studies in pedagogy and psychology, we hypothesize cognitive development will be further enhanced by a practice effect and an intrinsic motivation. Therefore, we conducted a Piagetian task (length, number, and liquid) with young children in a national kindergarten for one year as an exploratory case study. The task was including intrinsic motivation and conducted five times. The results showed that there is a possibility of acquisition with behavioral evidence at around 5–6 years old. Furthermore, this behavioral evidence could show a part of the relation with executive function. The findings contribute to the study of cognitive development in psychology. Moreover, it will contribute to child support and its research in kindergartens and homes. Although the dataset was small, the results are sufficient as a general model of Japan.

SMEs motivations for CSR: an exploratory study

PurposeThe paper aims to investigate the relationship between firms’ motivation for corporate social responsibility (CSR) and the moderating role of internationalisation.Design/methodology/approachThe authors developed and tested a conceptual model based on a survey of 65 respondents from the Møre and Romsdal (M&R) maritime cluster. The M&R maritime cluster despite being national has strong interconnections to the global maritime industry and as such, presents a suitable context for testing our research model.FindingsThe findings show that firms’ intrinsic motivation drives CSR more than extrinsic motivation. Intrinsic motivation is understood as a firm engaging in CSR because it is the right thing to do and done out of one’s free will without compulsion or coercion. Extrinsic motivation relates to an action that is performed to achieve a separate outcome. Intrinsic and extrinsic motivations are found to be related and not mutually exclusive. The impact of intrinsic motivation on CSR was found to be contingent on the extent of the internationalisation of small and medium-sized enterprises (SMEs).Originality/valueThe key contribution of the study is the modelling of firms’ motivation for CSR activities and the contingent effect of internationalisation. In as much as companies perceive CSR activities as the right thing to do, the motive to do so also depends on the business case/profit motive. The study shows that SMEs’ intrinsic motivation is the driving force in CSR implementation and suggests that the urge by firms to give back to society is strengthened under conditions of high economic incentives and the firms’ degree of internationalisation.

The Nexus between Employee Motivation and Turnover Intention: Moderating Role of Generation Gap (With Special Reference to the Executives of a Leading PVC Manufacturing Firm in Sri Lanka)

With Human Resource Management being recognized as a strategic partner, organizations are keen on refining their existing Human Resources Management practices. Yet retaining effective and efficient employees has been a critical issue in this century. Furthermore, managing multi-generational workforce with different traits have become a widely discussed topic. Through studies, researchers have identified different factors that have an impact on employee turnover intention. This study is aimed to assess the effect of motivation on turnover intention and to assess the moderating role of generation gap between motivation and turnover intention among employees of ABC Private Limited. This study follows deductive approach and mono-method quantitative methodological choice with cross-sectional time horizon. Primary data was collected through a pre-tested questionnaire, which were statistically verified as reliable and valid. The data was collected from a sample of 83 executives of the ABC Private Limited and analyzed using IBM SPSS software through descriptive and inferential statistical tests. Through the findings of this study, it is found that intrinsic motivation has a significant negative nexus with turnover intention. The direct impact of intrinsic motivation on turnover intention is also significant. Furthermore, a negative significant nexus between extrinsic motivation and turnover intention is found and the direct influence of extrinsic motivation on turnover intentions, which is significant. In addition, it is found that motivation has a significant negative nexus with turnover intention. Moreover, this study concluded declaring that generational differences significantly moderates the nexus between motivation and turnover intention. It is recommended to use a mixture of motivational factors, both intrinsic and extrinsic, to reduce employee turnover intention. Furthermore, it is suggested to consider composition of generations in the workforce when determining intrinsic and extrinsic motivation factors.

The impact of intrinsic motivation on session attendance and reliable cognitive improvement in cognitive remediation in schizophrenia

ObjectiveCognitive remediation (CR) is considered a potentially effective method of improving cognitive function in people with schizophrenia. Few studies, however, have explored the role of intrinsic motivation on treatment utilization or training outcomes in CR in this population. This study explored the impact of task-specific intrinsic motivation on attendance and reliable cognitive improvement in a controlled trial comparing CR with a computer game (CG) playing control. MethodsForty-nine participants with schizophrenia or schizoaffective disorder, allocated to 10 weeks of group-based CR (n = 25) or CG control (n = 24), provided complete outcome data at baseline. Forty-three participants completed their assigned intervention. Cognition, psychopathology and intrinsic motivation were measured at baseline and end-treatment. Regression analyses explored the relative contribution of baseline motivation and other clinical factors to session attendance as well as the association of baseline and change in intrinsic motivation with the odds of reliable cognitive improvement (calculated using reliable change indices). ResultsBaseline reports of perceived program value were the only significant multivariable predictor of session attendance when including global cognition and psychiatric symptomatology. The odds of reliable cognitive improvement significantly increased with greater improvements in program interest and value from baseline to end-treatment. Motivational changes over time were highly variable between participants. ConclusionTask-specific intrinsic motivation in schizophrenia may represent an important patient-related factor that contributes to session attendance and cognitive improvements in CR. Regular evaluation and enhancement of intrinsic motivation in cognitively enhancing interventions may optimize treatment engagement and the likelihood of meaningful training outcomes.

The Impact of Intrinsic Motivation on The Effectiveness of Leadership Style towards on Work Engagement

The aim of this research was to investigate the impact of authoritarian leadership and authentic leadership, which satisfies employees’ needs to different extents, on employees’ engagement with their work. The moderating effect of intrinsic motivation between leadership and work engagement also was tested among Chinese workers in Taiwan. The snowball sampling method was used, and data were collected for 350 subordinate-supervisor dyads. The results of regression analysis indicated that, when controlling for obedience, authoritarian leadership was found to be negatively related to subordinates’ work engagement, but authentic leadership was found to be positively related to work engagement. Intrinsic motivation appears to foster the positive relationship between authentic leadership and work engagement and buffer the adverse impact of authoritarian leadership on work engagement. The theoretical, research, and practical implications of these findings are discussed in this paper. Keywords: Self-Determination Theory, Bicultural Self, Intrinsic Motivation, Work Engagement To cite this document: Chin-Yi Shu, "The Impact of Intrinsic Motivation on The Effectiveness of Leadership Style towards on Work Engagement", Contemporary Management Research, Vol.11, No.4, pp. 327-350, 2015. Permanent link to this document: http://dx.doi.org/10.7903/cmr.14043

Impact of Intrinsic Motivation on Organizational Commitment: Empirical Evidences From China

Background: Intrinsic motivation and organizational commitment are closely related variables in organizational behavior (OB) studies. Literatures in OB have shown strong empirical support on this correlation based on the data from North America. But international empirical evidences are very limited, especially for the eastern cultural countries, such China. Objective: This study analyzes and compares the relation between intrinsic motivation and organizational commitment in two countries, the US and China. The three components of organizational commitment proposed by Meyer and Allen are examined separately. Method: 330 samples are collected in the US and China, and analyzed using partial least square (PLS) based structural equation modeling (SEM). The results of the SEM analysis are compared between the countries. Results: Intrinsic motivation is positively associated with affective commitment and normative commitment in both the US and China. Intrinsic motivation is also positively associated with continuance commitment in the US, but not in China. The PLS bestfitting curve also shows the relation between intrinsic motivation and the three components of organizational commitment are non-linear, and very different between the US and China. Conclusion: Employees motivated by the enjoyment of their job will have high levels of commitment to their organization. Unlike employees in the US, employees in China do not regard the loss of enjoyment of their job as a cost associated with leaving an organization.

Intrinsic Motivation among Middle-Level Management Employees - an Empirical Research

Gone are days where extrinsic motivators, such as pay alone were sufficient to keep employees happy and motivated. Many studies have already found that in addition to extrinsic motivators, intrinsic motivators are necessary to ensure that employees remain in the organisation. Previous researches proved that lower-level employees' need extrinsic motivators while for top management level, employees' intrinsic motivation plays important role to perform well and to be happy in the organisation, though at varied extents. In our country, substantial number of employees belong to middle level management. In this research, an analysis is done on the impact of intrinsic motivators - i.e., autonomy, competence and relatedness - on overall motivation. These are mentioned in the Self-Determination Theory (SDT). Questionnaire-based survey was used to examine the intrinsic motivational state of the middle level management employees working in companies from various sectors. Results of the study suggest that there are a strong impact of autonomy and relatedness components on overall motivation while competency component has less impact on overall motivation. The study also suggests that there is a strong impact of pay/remuneration on overall motivation.

Exploring the effects of organizational justice, personal ethics and sanction on internet use policy compliance

AbstractInternet security risks, the leading security threats confronting today's organizations, often result from employees' non‐compliance with the internet use policy (IUP). Extant studies on compliance with security policies have largely ignored the impact of intrinsic motivation on employees' compliance intention. This paper proposes a theoretical model that integrates an intrinsic self‐regulatory approach with an extrinsic sanction‐based command‐and‐control approach to examine employees' IUP compliance intention. The self‐regulatory approach centers on the effect of organizational justice and personal ethical objections against internet abuses. The results of this study suggest that the self‐regulatory approach is more effective than the sanction‐based command‐and‐control approach. Based on the self‐regulatory approach, organizational justice not only influences IUP compliance intention directly but also indirectly through fostering ethical objections against internet abuses. This research provides empirical evidence of two additional effective levers for enhancing security policy compliance: organizational justice and personal ethics.

Differences in Motivations and Academic Achievement

This paper provides new evidence on the effect of pupils’ self-motivation on academic achievement in science across countries. By using the OECD´s Programme for International Student Assessment 2006 (PISA 2006) test, we find that self-motivation has a positive effect on students’ performance. Instrumental Variables Quantile Regression is used to analyze the existence of different estimated coefficients over the scores distribution, allowing us to deal with the potential endogeneity of self-motivation. We find that the impact of intrinsic motivation on academic performance depends on the pupil’s score. Our findings support the importance of designing focalized programs for different populations that foster their motivation towards learning.

The impact of intrinsic motivation on satisfaction with extrinsic rewards in a nursing environment

Nurses in a hospital located in Southern US were surveyed to determine their perceptions of the reward structures existent in their hospital. Reward structures were divided into two categories: extrinsic and intrinsic. The cluster analysis procedure partitioned the sample into two clusters based on their level of satisfaction with the hospital's reward structure. The analysis of variance procedure comparing scale responses on comfort, challenge, financial reward, relation with coworkers, resource adequacy, and promotion suggest nurses with a high degree of intrinsic motivation are more satisfied with extrinsic rewards.