Intrinsic Motivational Factors Research Articles

Methods and techniques of forming the perceptions and motivation of English teachers

The article explores the dynamic methodologies and strategies used to shape perceptions and enhance motivation among English teachers. Recognizing the crucial role educators play in language acquisition and proficiency, it provides a comprehensive review of innovative methods designed to invigorate and empower these teachers. The study incorporates interdisciplinary perspectives from psychology, pedagogy, and cognitive sciences to examine approaches like positive reinforcement, professional development programs, peer collaboration, and technology integration. It also assesses the impact of intrinsic and extrinsic motivational factors on teacher efficacy and classroom dynamics. By integrating empirical research and best practices, the article offers valuable insights for educational stakeholders aiming to create a vibrant and engaging learning environment for teachers and students alike.

The roles of intrinsic motivation and capability-related factors in cognitive effort-based decision-making

Individual differences in cognitive effort-based decision-making can be used to reveal human motivations to invest effort into a given task. Preferences among options that differ by dimensions related to demand levels (i.e., the interaction of task characteristics and performance measures) are also heavily influenced by how likely a person can succeed at a given option. However, most existing cognitive effort-based research has focused primarily on demand-related factors, leading to confounding inferences about the motivation behind these choices. This study used an adaptive algorithm to adjust relative demand levels for three cognitive tasks to investigate general and individual differences in demand preferences. The results highlight an overall pattern of individual differences in intrinsic motivation to perform challenging tasks, supporting research that found cognitive effort aversive to some but attractive to others. These results suggest that relative demand levels and intrinsic task factors drive the motivation to select an action.

A Quantitative Analysis of the Determinant Factors of Job Satisfaction among Albanian Elementary School Teachers

The quantitative assessment of job satisfaction among Albanian Elementary School Teachers, identification of determinant factors and ranking them are objectives of this study. Descriptive analysis and Exploratory Factorial analysis of the data obtained from interviews of 205 teachers showed that referring to Job satisfaction Albanian Elementary School Teachers are classified at "Good" level. The intrinsic motivation factors have a greater effect than the extrinsic/hygiene factors on teachers' job satisfaction. To increase the teachers`job satisfaction are necessaries the changes in reward policies, reduce the number of pupils in the class, more effectively organize the teachers` workload in classroom and outside school.

Addressing brain drain through employee development: the interplay of organizational commitment, turnover intention, and individual differences in Lebanon’s health-care sector

Purpose The purpose of this study is to explore the influence of employee development programs on organizational commitment and its subsequent impact on employee turnover intention by considering individual differences for non-medical staff in a health-care institution in Lebanon. This study is relevant in understanding and addressing the brain drain phenomenon in the Lebanese health-care sector. Design/methodology/approach Correlational analysis and hierarchical regression were conducted to examine the relationships among employee development, organizational commitment and turnover intention. The study also made use of Process by Hayes to examine the existence of a moderated mediated relationship, which is the central point of this research. Findings Results indicate that when holding constant frequency of training, individuals high in commitment report a lesser intention to leave compared to those low in commitment. As a first-stage moderated mediation model is understood, this finding shows that the indirect effect of frequency of training on turnover intention through organizational commitment is moderated by individual differences. Originality/value The findings of this study, based on the human capital theory and social exchange theory, enhance our understanding of how employee development influences organizational commitment, predominantly in the context of Lebanon’s health-care sector grappling with brain drain. Additionally, by integrating both the self-determination theory and the expectancy theory, the study provides a new stance on how intrinsic motivational factors contribute to a better understanding of this complex relationship, especially considering the brain drain dilemma. This study addressed the gap in research studies that failed to explore the extent of the relationship between employee development and turnover intention by highlighting the importance of looking at the relationship as a moderated mediated type of relationship. The findings highlight the importance of organizations implementing the right development programs, as they yield higher levels of organizational commitment and subsequently decrease the intention to leave. This study is important for health-care organizations in Lebanon, suggesting a strategic approach to retain skilled professionals amidst ongoing migration challenges.

Audit Staff Satisfaction and Audit Quality: Evidence from the Private Client Market Segment

This study investigates the relationship between audit staff satisfaction (measured by crowd-sourced employer reviews) and audit quality in the private client setting. In this setting, extrinsic incentives to provide high quality audits – such as regulatory enforcement, reputational pressure, and litigation costs – are less pronounced than for listed client audits. We find audit staff satisfaction, an important intrinsic motivational factor, is positively and significantly associated with audit quality in the private client setting. Consistent with prior research, we find no significant association between staff satisfaction and audit quality for listed clients. The significant association in the private client setting primarily applies to non-Big 4 firms, for which extrinsic factors play a less influential role than for Big 4 firms. Moreover, we show staff satisfaction moderates possible negative effects of conditions, such as the provision of non-audit services and longer audit tenure, which may pressure auditors to compromise audit quality. Overall, these findings provide new insights about the influence of audit input factors on audit quality.

Motivational Factors and Academic Performance among Learners in Tagoloan District, Misamis Oriental

The Department of Education's main aim is to ensure top-tier education for every Filipino student. This study in Tagoloan District assesses motivational factors and academic performance to support this goal. The study aimed to determine the motivational factors, academic performance, and their relationship among 563 students from three public high schools in Tagoloan District, Misamis Oriental, Philippines, using a descriptive-correlational research design and a questionnaire adapted from Lepper (2005). The study found high levels of both intrinsic and extrinsic motivational factors, marked as "True for Me." Academic performance in Filipino, English, Mathematics, Science, and Araling Panlipunan for the 1st and 2nd Quarter was very satisfactory. There was no significant relationship between motivational factors and academic performance, except for intrinsic curiosity and independent mastery. Most participants were internally motivated, yet their external motivators mirrored their intrinsic drives. Teachers should clearly communicate goals and expectations to students for better understanding.

ADAPTASI MSLQ UNTUK KESUKSESAN MAHASISWA: EKSPLORASI FAKTOR MOTIVASI BELAJAR DI FAKULTAS EKONOMI DAN BISNIS UNIVERSITAS BUDI LUHUR

This study aims to analyze the factors that influence Student Learning Motivation. Data collection using online forms with the Census method and the analysis method used is Exploratory Factor Analysis (EFA) with a Research Sample of 238 Students of the Faculty of Economics and Business Class of 2023. Based on the results of this study, 10 factors were obtained that influence student learning motivation, self-confidence factors, self-doubt factors, Intrinsic Motivation, Academic Motivation or Motivation to Learn, Emotions Related to Academic Achievement, Confidence in Academic Ability, Extrinsic and Intrinsic Motivation factors, Self-Confidence in Learning Ability, Knowledge Transfer Confidence. Confidence in Learning Ability. Based on the results of the analysis, it can be concluded that there are 10 factors out of 31 indicators that motivate student learning. Factors that influence students' learning motivation are self-confidence factors, self-doubt factors, Intrinsic Motivation, Academic Motivation or Motivation to Learn, Emotions Related to Academic Achievement, Confidence in Academic Ability factors, Extrinsic and Intrinsic Motivation factors, Self-Confidence in Learning Ability, Confidence Knowledge Transferability. Confidence in Learning Ability.

Examining the moderating effect of host country image on the relationship between tourists’ motivation and their intention to visit mega sporting events in India

This study uses the self-determination theory of motivation to examine the impact of tourists’ motivations on their intention to attend mega sporting events held in a developing nation such as India. The present study utilized partial least square-based structural equation modeling to examine the proposed hypotheses. The data for this study were collected from a sample of 348 international visitors who visited India in January 2023 to attend the fifteenth edition of the Hockey World Cup. The results of this study have validated that the two elements of extrinsic motivation, specifically perceived benefit and perceived risk, exert a substantial influence on visitors’ propensity to visit India. Similarly, the intrinsic travel motivation elements of cultural experience and self-accomplishment are found to positively influence the visit intention of international tourists seeking to partake in the Hockey World Cup in India. On the other hand, the cosmopolitanism dimension of intrinsic drive does not have a statistically significant impact on the intention of these tourists to visit India. This study additionally verified that the perception of a country strongly influences the relationship between extrinsic and intrinsic motivational factors and the tourist’s intention to visit India.

Role of Human Resource Management Value-Added on Financial Performance Efficiency Management: The Mediating Role of Employee Commitment

This study explores the interconnections among transformational leadership, employee motivation, employee commitment, and financial management efficiency in the Central Sulawesi banking sector, Indonesia. It aims to uncover how transformational leadership and employee motivation impact a company's financial management efficiency and assesses the mediating function of employee commitment in this context. The research encompasses a sample of 396 employees drawn from various Central Sulawesi banks, selected via convenient sampling. Inclusion criteria encompassed a minimum one-year tenure at their current organization and direct exposure to their superiors' leadership styles and familiarity with financial management practices. Data collection entailed a self-administered questionnaire comprising four sections. The first segment gathered demographic data, including age, gender, education, job position, and tenure. The second assessed transformational leadership, employing adapted items from the Multifactor Leadership Questionnaire (MLQ). It scrutinized idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. The third section gauged employee motivation, adapting items from the Work Extrinsic and Intrinsic Motivation Scale (WEIMS), covering extrinsic and intrinsic motivation factors. The fourth section measured financial performance efficiency, considering metrics such as stock price, firm innovativeness, and learning orientation. It also assessed employee commitment, comprising affective, continuance, and normative commitment. Responses utilized a Likert-type scale from 1 (strongly disagree) to 5 (strongly agree). A pilot test ascertained questionnaire clarity and comprehensibility. The findings illuminate the intricate web of factors impacting financial management efficiency, underscoring employee motivation and transformational leadership's pivotal roles, mediated by employee commitment. This study enriches practical and theoretical understanding, offering invaluable insights for leaders, managers, and researchers striving to enhance financial management efficiency and organizational performance.

Transformational Leadership Influence, Intrinsic Motivation and Compensation for Employees Performance PT. ABC

This research investigates the multifaceted influences of transformational leadership, intrinsic motivation, and compensation on employee performance within the context of PT. A B C. Employing a quantitative approach, data was gathered from 125 respondents through the administration of structured questionnaires. The study utilized both descriptive and inferential analyses, incorporating techniques such as linear regression and modeling tests. The findings revealed a positive and significant impact on employee performance, as demonstrated by the regression equation: Employee Performance = 0.317 (Transformational Leadership) + 0.220 (Intrinsic Motivation) + 0.328 (Compensation). The overall model proved to be statistically significant (ANOVA p-value < 0.001). Notably, transformational leadership (p < 0.001) and intrinsic motivation (p = 0.005) exhibited substantial effects on performance, while compensation, although included in the model, did not show a statistically significant impact (p = 0.10000). Based on the results, recommendations are proposed to enhance organizational performance. These include fostering improved communication skills among leaders, addressing intrinsic motivation factors among employees, and reassessing compensation strategies for greater effectiveness. Implementing these recommendations is anticipated to contribute to overall performance enhancement and organizational success.

Employee value proposition: Which factors matter? A Swiss case study on motivational factors

Companies are developing strategies to attract and retain talented workforce in an always more effervescent labor market. The ones that relate to attracting talents are usually referred to as employer branding, and the ones related to retaining talents are usually referred to as employee value propositions. This study aims to investigate the motivational factors in the employee value proposition model and suggest an extension of the common models. A questionnaire was elaborated to check the validity of the hypothetical model. The sample includes a large Swiss financial institution that decided to remain anonymous. 517 employees have provided valid observations; the multivariate analysis conducted under the lenses of structural equation modeling confirms the validity of the hypothetical model. In particular, the study illustrates that extrinsic (salary, benefits, career) and intrinsic (work environment, work purpose, and job strain) motivational factors must be considered in the employee value proposition model. The intrinsic motivational factors contribute slightly more than the extrinsic motivational factors; the salary factor contributes the most among the extrinsic motivation variables, and the working environment factor contributes the most among the intrinsic motivation variables. The elaborated model has practical application for corporations who want to govern their employee value proposition and align their employer branding identity. It extends the theoretical foundations to support further research in this domain.

Analisis motivasi siswa dalam mengikuti ekstrakurikuler bola voli

This research aims to analyze how much student motivation there is and wants to examine how much intrinsic motivation and extrinsic motivation students have in participating in volleyball extracurricular activities at MAN 3 Karawang. Quantitative descriptive research uses survey methods, with data collection techniques using instruments in the form of questionnaires. The population and sample in this study were 32 students. The instrument used was a questionnaire consisting of 35 questions. Data analysis used descriptive statistical analysis with respondents' achievement levels. The results of the research show that students' overall motivation for participating in volleyball extracurriculars can be categorized as moderate with the respondent's achievement level being 79.69%. Meanwhile, the intrinsic motivation factor obtained a respondent achievement level of 84.59% in the high category and the extrinsic motivation factor obtained a respondent achievement level of 74.79% in the medium category. The overall conclusion is categorized as moderate.

Prediction of Sustainable Environment Training Towards Knowledge Transfer Through Motivation to Learn

Purpose: In today's organizational phenomenon, the attainment of knowledge enhances the organizations’ success. Hence, the present study examines the prediction of sustainable environment training towards knowledge transfer directly and through motivation to learn.   Design/Methodology/ Approach: In this study, the researcher used quantitative methods. In Saudi Arabia, the researcher collected data from different organizational employees such as services, finance, resources, information technology, management services, etc. The study utilized 288 samples to infer the results.   Findings: The researcher applied the famous software, i.e. analysis of Moment Structures (AMOS) version 26.0, to conclude the results. The study's outcomes confirmed a significant positive effect of intrinsic and extrinsic motivation and motivation to learn on transfer knowledge. Besides, motivation to learn mediates the association between intrinsic motivation and knowledge transfer but does not mediate the connection between extrinsic motivation and knowledge transfer.    Research, practical and social implications: The study's outcomes help foster a sustainable environment for training, implying a proactive approach to align education with ecological principles and promoting responsible resource use and conservation. Moreover, integrating knowledge transfer through motivation underscores the importance of cultivating a compelling learning environment and enhancing the effectiveness of educational initiatives by leveraging intrinsic and extrinsic motivational factors.   Originality/ value: The anticipation of an enduring learning environment and motivation-based information dissemination can cultivate a cohort endowed with the requisite abilities and mindset to tackle worldwide predicaments and make meaningful contributions towards a more sustainable future.

Impact of Motivation and Temperament in Pre-School and School Setting. A Narrative Review

Motivation and temperament are integral determinants of a child's learning journey and social adaptation in early educational settings. This paper examines how intrinsic and extrinsic motivational factors influence engagement, curiosity, and academic outcomes, while also exploring the diverse temperamental profiles, peer interactions, and propensity for leadership that children exhibit. The unique interplay between motivation and temperament has profound implications for classroom dynamics, peer interactions, and the cultivation of foundational leadership traits. Recognizing and harnessing these influences can optimize individual learning experiences, fostering both academic growth and the development of essential life skills in young learners.

The Dynamics of Mastering Multi-Foreign Languages: A Polyglot's Perspective

The dynamics and challenges in mastering multiple foreign languages often need to be more detailed, especially from a polyglot's perspective. Therefore, this research aims to analyze the dynamics of mastering multiple foreign languages from the viewpoint of a polyglot who can communicate in six foreign languages. This research is expected to provide insight and inspiration for those who want to become a polyglot. This type of research is qualitative research with a descriptive method. The researcher collects data by interviews. The research subject is a polyglot who is 28 years old, mastering six foreign languages, consisting of Arabic, English, Korean, Chinese, Japanese, and German. The research concluded that the dynamics of mastering multiple foreign languages by a polyglot involve intrinsic motivation factors, consistency and determination, strategic approaches to learning, and strategies to maintain and expand mastery of foreign languages. Polyglot's obstacles in learning foreign languages include cognitive, psychological, and social aspects. However, these polyglots can respond to these challenges with proactive and ongoing strategies to strengthen and deepen their language fluency. This study is expected to provide a deeper understanding of the dynamic process of mastering multiple foreign languages from the perspective of a polyglot.

Differences of motivation profile of public sector employees in Israel depending on age and job seniority

The problem of differences of labour motivation in public sector institutions in Israel is discussed in relation to the age and job seniority of the employees. The motivation structure of public sector employees is presented from the perspective of the 12-factor motivation theory developed by Sh. Ritchi and P. Martin. The concept of labour motivation has been viewed from different perspectives, and key factors of motivation of public sector employees have been allocated. Intrinsic and extrinsic motivation factors of the state service workers have been discussed. Based on the above, this empirical research was conducted among the 585 people aged 18 to 65 working in public institutions in Israel. The structure of the motivation sphere of the employees was studied from the perspective of the 12-factor motivation theory. Statistical analysis shows that there are differences in the level of motivation depending on the employee’s age and job seniority. Intrinsic motivation factors, such as structuring of work, social contacts, diversity and change, and the need for selfimprovement, growth, and development appear to be stronger among older employees. The results contribute to the development of work motivation plans for the employees and help to understand the key factors of public sector employee performance.

NATURE OF TEACHERS MOTIVATION TECHNIQUES ADOPTED BY DIFFERENT CATEGORIES OF PRIVATE SCHOOLS

Teachers motivation and successful retention of teachers for a longer period is purely depends on the intrinsic, extrinsic and altruistic motivation factors. This research article aims to analyse nature of teachers motivation technique adopted by different categories of schools (based on the ownership pattern) in Coimbatore city. Convenience sampling technique was applied for collection of data from the targeted sample group of teachers i.e., 100 teachers from each category of private schools. Researcher succeed in collecting 390 filled questionnaires. Data analysis indicates that the private trust schools and privately owned educational institution (entrepreneurs) attempts to keep their teachers motivate through provision of right value of monetary benefits (salary and other perks). And this motivation factor slightly varies and lower in the specific community owned schools and the schools that are run by the minority communities. At the next level, with slight differences in the percentage values, it was observed that all categories of school aim to reduce the stress level of teachers and ensure that they work in a relaxed environment. At the third level all schools functioning in Coimbatore city ensure that their school has pleasant environment and enough equipped in terms of infrastructure. The private schools functioning in Coimbatore city are suggested to focus on offering the teachers training cum upskilling opportunities, that not only support them to offer their service effortlessly cum effectively, it also supports them to plan for their career progress and move-upward in their career. All categories of the private school managements are suggested to be fairness and be approachable to the teachers. KEY WORDS: Private Schools, Teachers, Motivation, Retention

Intrinsic Motivation Factors for Teachers: Development, Validity and Reliability Study of Motivation 3.0 Scale

Bu çalışmanın amacı, eğitim örgütlerinde öğretmenlerin içsel motivasyon deneyimleri altında yatan faktörleri ortaya koymak adına; Daniel Pink tarafından Harry Harlow ve Edward Deci’nin çalışmalarından esinlenerek ileri sürülen Motivasyon 3.0 diğer bir ifade ile içsel motivasyon yaklaşımı temelinde ‘Öğretmenler için Motivasyon 3.0 Ölçeği’ni geliştirmek, geçerliliğini ve güvenilirliğini test etmektir. Bu amaçla, ölçek geliştirme sürecinde sıralı üç çalışma yürütülmüştür. Birinci çalışmada alan yazından faydalanılarak ve öğretmenlerle gerçekleştirilen yapılandırılmış mülakatlardan elde edilen nitel bulgular kullanılarak madde havuzu oluşturulmuştur. Kapsam geçerliliği için alan uzmanlarından ve ölçeğin hedef kitlesi olan öğretmenlerden görüş alınmış ve taslak ölçme aracı oluşturulmuştur. Nicel araştırma yöntemi kullanılarak yürütülen Çalışma 2 ve Çalışma 3’te ilköğretim ve ortaöğretim okullarında çalışan toplam 779 öğretmenden elde edilen veriler üzerinden yapılan keşfedici, doğrulayıcı faktör analizleri, güvenilirlik ve ilişki analizleri ile ölçeğin yapı geçerliliği, güvenilirliği ve eş zamanlı geçerliliğine dair kanıtlar elde edilmiştir. Nihai durumda anlamlı amaç, uzmanlık (ustalık) ve özerlik olmak üzere 3 faktör ve 29 maddeden oluşan, öğretmenlerin içsel motivasyon düzeylerinin ve faktörlerinin belirlenmesinde kullanılabilecek ölçme aracı alan yazına kazandırılmıştır. Bununla birlikte, öğretmenlerin hem duygusal iyi oluşunu hem de öğrenciye yönelik ekstra rol davranışını daha fazla arttıran boyutun uzmanlık (ustalık) olduğu tespit edilmiştir.

Attitude Towards Knowledge Sharing as a Mediator in Understanding the Impact of Extrinsic Motivation, Intrinsic Motivation, Other Motivations, and OCB on the Performance of Police Officers

Leaders are crucial in influencing members' motivation and improving organizational performance. In the National Police, member performance is vital to maintaining public trust. Motivations such as expected corporate rewards and satisfaction in knowledge sharing can influence knowledge-sharing behavior. Other factors, including confidence, leadership, and information technology, affect members' knowledge-sharing abilities. Organizational Citizenship Behavior (OCB) reflects members' commitment and positive contribution to the organization and is closely related to motivation and knowledge sharing. Therefore, improving performance through motivation, knowledge sharing, and OCB is crucial in the National Police, which upholds public security and order. This study investigates the role of attitude towards knowledge sharing in linking motivation, OCB, and Polri members' performance in Southeast Sulawesi. By doing so, we hope to improve the service and image of the National Police. The literature review includes the Knowledge-Based View (KBV), which stresses the importance of knowledge in creating a competitive advantage. The Social Exchange Theory (SET) views employee behaviors as the result of social exchange and knowledge sharing.Extrinsic and intrinsic motivation are central to knowledge-sharing behavior, whereas OCB includes voluntary behavior that supports organizations. The research was conducted at the Regional Police Office of Southeast Sulawesi Province, involving members of the National Police. The study lasted for four months, with a sample of 338 people. Data was collected through questionnaires and interviews. The results of data analysis using the Structural Equation Model (SEM) method show that extrinsic motivation, intrinsic motivation, and other motivational factors influence knowledge-sharing attitudes in organizations. Organizational civic behavior also affects knowledge-sharing attitudes. The relationship between Motivation, OCB, and performance of members of the National Police is not direct, but instead through the mediation of knowledge-sharing attitudes. Therefore, knowledge-sharing is a crucial factor linking motivation and behavior with significant performance outcomes in the context of the National Police, supporting the effectiveness of such organizations in maintaining public security and order.

Exploring Motivation in Organizational Behavior: A Review

This review explores the multifaceted field of motivation within organizational behavior by synthesizing insights from some research. The research is founded on an extensive literature review encompassing various studies that address motivation-related issues within organizational behavior. Spanning foundational theories to contemporary paradigms, the review delves into intrinsic and extrinsic motivational factors, justice perceptions, emotional influences, and the interplay of creativity. It highlights the evolution of motivational theories, ranging from Adams' equity theory to modern constructs like self-determination theory and goal-setting theory, emphasizing the dual nature of motivation. Justice perceptions emerge as crucial influencers of behavior, while transformational leadership behaviors amplify motivation, job satisfaction, and commitment. The relationship of emotions adds another layer, where positive affect enhances expectancy and motivation. The temporal dynamics of motivation and its creative potential are also explored. The review culminates in a nuanced understanding of motivation's essence, guiding organizations toward fostering engagement and productivity. It serves as a foundation for further exploration, reflecting the intricate variety of motivational factors that influence organizational behavior.