Intrinsic Motivational Orientation Research Articles

Die Bedeutung der intrinsischen motivationalen Orientierungen von Grundschullehrkräften für die Planungsqualität im Sachunterricht

ZusammenfassungStudien zeigten, dass die Planungsqualität ein wichtiger Prädiktor für die Unterrichtsqualität ist. Planungsqualität im Sachunterricht umfasst fachspezifisch angelegte und überfachlich angelegte Merkmale. Ob Lehrkräfte Merkmale der Unterrichtsqualität umsetzen, hängt davon ab, wie viel Wert sie diesen beimessen. Die Unterrichtsqualität wird positiv durch intrinsische motivationale Orientierungen beeinflusst. Intrinsische motivationale Orientierungen setzen sich aus Enthusiasmus und Interesse von Lehrkräften zusammen und beinhalten eine fachliche und eine unterrichtliche Dimension. Offen ist, ob intrinsische motivationale Orientierungen von Bedeutung dafür sind, wie viel Wert Grundschullehrkräfte unterschiedlichen Planungsqualitätsmerkmalen im Sachunterricht beimessen. Im Fokus stehen mögliche Unterschiede zwischen der fachlichen und der unterrichtlichen Dimension von intrinsischen motivationalen Orientierungen. Dieser Frage wurde anhand des sachunterrichtlichen Themas Pflanzen des Waldes in einer Querschnittsbefragung mit N = 464 Grundschullehrkräften nachgegangen. Aus Strukturgleichungsmodellierungen ging hervor, dass die fachliche und die unterrichtliche Dimension jeweils mit dem beigemessenen Wert unterschiedlicher Planungsqualitätsmerkmale positiv zusammenhängen. Gründe für diese Befunde sowie Implikationen für die Lehrkräftebildung werden diskutiert.

Effects of Motivational Orientation on Learning Drawing in students with Intellectual Disability in Lahore

Motivation donates to a person's desire, need, or urge to perform any action.Motivational orientation defines the reasons working behind the motivation toperform that action or achieve the goal. The study was planned to explore theeffects of motivational orientation on the learning of drawing in students withintellectual disabilities (ID). A stratified random sampling technique was usedto select 200 students with ID (147 male, 53 female) from Lahore Divisionbelonging to the age range 10 to 21 years. The Scale of Intrinsic versusExtrinsic Orientations in the classroom Questionnaire (IEO) developed byHarter (1981) containing 30 items (score 1 describes most extrinsic and score4 describes most intrinsic) was used to identify the motivational orientation ofthe students with ID. Beery VMI 6th.ed (Beery, 2010) containing 24 drawingshapes were administered to explore the learning of drawing skills in thestudents with ID. Both scales were found to be reliable for the given populationas the alpha reliability of IEO and Beery VMI were 0.953 and 0.950respectively. Results obtained by using the statistical techniques of ANOVA,correlation, and regression analysis indicated that ID students with intrinsicmotivation have a significant positive relationship with drawing learningwhereas extrinsic motivation was found to be negatively correlated with thelearning of drawing. It was recommended that intrinsic motivationalorientation should be developed in students with ID so that their learning couldbe enhanced.

How HR Practices influence Managers and Organisational Ambidexterity in Pakistani Firms: The Mediatory role of Self-Efficacy and Motivation in a Multilevel Integrated Framework

Organizational ambidexterity originates from operational managers that follow together exploitative and exploratory activities. In a way from side to side which mechanisms, HR performances in Pakistan might really ease operational manager ambidexterity and further result in organizational ambidexterity is still an open question? For this, we applied (Mom, Chang, Cholakova, & Jansen, 2019) model to different sized firms of Pakistan. We hypothesize that ability and motivation enhancing HR practices effects operations manager ambidexterity through enhancing role breath and basic motivational orientation. Manager ambidexterity would further induce Organizational Ambidexterity. Moreover, Opportunity enhancing HR practices plays a complementary role in producing influencing of manager ambidexterity on Organizational Ambidexterity. A survey was directed by using a close-ended questionnaire which recognized the empirical validity. A multi-source and multilevel data were collected from 210 employees of the HR department belonging to 70 different sized firms and it was examined by means of confirmatory factor analysis and also organized equation modeling. For this, we gave 3 questionnaires to each firm. The result suggested that Ability Increasing these Practices directly and positively affect Operational Manager Ambidexterity along with the mediatory factor of Role Breadth Self-Efficacy. Operational Manager Ambidexterity in turn has a positive influence on Organization Ambidexterity. Manager and organizational Ambidexterity is also directly and positively affected by Role Breadth Self-Efficacy, Motivation Enhancing Practices, and Ability Enhancing Practices. Organizational Ambidexterity is also influenced by Opportunity Enhancing Practices. Lastly, Motivation Enhancing Practices have a positive and significant result of the mediatory factor of Intrinsic Motivation Orientation. We, however, didn’t find any significant evidence of complementarities between managers’ Ambidexterity and Opportunity enhancing HR practices in explaining Organizational Ambidexterity. The result suggests that the relationship among organizational ambidexterity along with the operational manager is liable on a firm that enhances HR practices. Along with that, our study that we scrutinized provides us important and new multilevel insights into the efficiency of strategic HR systems and in support of an individual and organizational ambidexterity.

Assessing intrinsic and extrinsic motivational orientations between the public and the private high school teachers toward teaching as profession in Jordan

The aim of this research paper is to assess intrinsic and extrinsic motivational orientations between the public and the private sector for high school teachers toward teaching as a profession. A sample of teachers were chosen from the public and the private school in Jordan (N=204). Four hypotheses were tested using independent-samples T-test, the result shows that private school teachers were more motivated by extrinsic compensation motives and extrinsic outward motives, while public school teachers were more motivated by intrinsic challenge motives and intrinsic enjoyment motives. The authors found out that private school teachers perceived themselves motivated by money and rewards, to be better than their colleagues in doing their job and need to have a recognition for their performance at their work. Public school teachers perceived themselves as enjoying tackling new problems and solving complex and difficult problems and considered their job as very important to them.

有志者, 事竟成：内在动机倾向、创意质量与创意实施

有志者, 事竟成：内在动机倾向、创意质量与创意实施

Fostering Intrinsic Motivational Orientation: A Cost-Effective Method for Encouraging Audit Staff to Speak Up

SUMMARYThis article summarizes and outlines practical implications from the findings of “It Goes Without Saying: The Effects of Intrinsic Motivational Orientation, Leadership Emphasis of Intrinsic Goals, and Audit Issue Ambiguity on Speaking Up” (Kadous, Proell, Rich, and Zhou 2019). Through a series of experiments and surveys, the initial paper tests the effect that leadership focus on intrinsic motivation of auditors can have on their willingness to “speak up” with audit issues. Furthermore, they introduce the effects that ambiguity and source of motivation have on their initial findings. We expand this original work by summarizing the empirical findings and elaborating on the practical implications for auditors, managers, academics, and regulators. Applying these findings in practice could be a cost effective and efficient way to operationalize PCAOB AS 1201 and improve audit quality.

It Goes without Saying: The Effects of Intrinsic Motivational Orientation, Leadership Emphasis of Intrinsic Goals, and Audit Issue Ambiguity on Speaking Up

ABSTRACTRegulation requires auditors to raise significant audit issues and concerns to the attention of audit engagement leadership and requires leadership to encourage such communication. This research demonstrates, using an experiment and a survey, that audit team members' willingness to speak up about such issues is associated with their intrinsic motivational orientation. Based on this result, we test whether audit leadership can leverage this relationship to increase speaking up, particularly when audit issues are more ambiguous, by emphasizing intrinsic goals. Results across three additional experiments indicate that auditors whose leaders emphasize intrinsic goals, whether directly or through tone at the top and firm culture, are more likely to speak up than are other auditors. We also find that auditors are more likely to speak up when an audit issue is less versus more ambiguous. We conclude that leadership can fulfill their obligation to encourage upward communication by emphasizing intrinsic versus extrinsic goals, regardless of the level of ambiguity surrounding the audit issue.

A Multilevel Integrated Framework of Firm HR Practices, Individual Ambidexterity, and Organizational Ambidexterity

Research on strategic human resource (HR) management and organizational ambidexterity has assumed that organizational ambidexterity originates from operational managers that pursue both exploratory and exploitative activities. Yet, multilevel insights are absent about how and through which mechanisms HR practices may actually facilitate operational manager ambidexterity and how their ambidexterity may result into organizational ambidexterity. Our multisource and multilevel data from 467 operational managers and 104 senior managers within 52 firms reveals that the top-down effects of ability- and motivation-enhancing HR practices on operational manager ambidexterity are partially mediated by their role breadth self-efficacy and intrinsic motivational orientation. Furthermore, we find that the bottom-up relationship between operational manager and organizational ambidexterity is contingent on firm opportunity-enhancing HR practices. With that, our study provides important new multilevel insights into the effectiveness of strategic HR systems in supporting individual and organizational ambidexterity.

Peer Assessment and Self-Assessment in Social Learning Environments Through a New Crowd-Sourced Mechanism

Social learning environments generally provide learners with the grounds to collaboratively create and share different learning contents. The variety and considerably large amount of created contents makes them infeasible for students to read through and often results in a continuous reduction in students’ contribution. Therefore, social learning environments should be equipped with effective mechanisms to evaluate and accredit learner-created content relying on students’ participation. In order to suggest a voluntary mechanism for peer assessment with the least overhead, the current study proposed a new crowd sourced approach. The approach called content-dependent multi-label voting (COMVO) offers various assessment options for each type of learning content consisting of resource, assignment, forum, discussion, reply, and comment. COMVO was implemented in a social learning environment and was utilized by students and experts during educational activities in a university course. Peer voting, self-voting, voting to experts, and expert voting were qualitatively analyzed. The results indicated that in contrast to peer voting, which mostly consists of positively describing labels, self-voting labels match those given by experts. Analysis implied that peer voting is reliable and expert-independent. This paper also provided insights about student behaviors and reciprocal effects in identified voting, investigating the role of students’ extrinsic and intrinsic motivational orientation in their voting behavior. Results of a subjective evaluation indicated that the majority of respondents found COMVO an enthusiastic and efficient tool with the potential to complete other similar crowd sourced peer assessment mechanisms.

Dual tuning in creative processes: Joint contributions of intrinsic and extrinsic motivational orientations.

Intrinsic and extrinsic motivational orientations often coexist and can serve important functions. We develop and test a model in which intrinsic and extrinsic motivational orientations interact positively to influence personal creativity goal. Personal creativity goal, in turn, has a positive relationship with incremental creativity and an inverted U-shaped relationship with radical creativity. In a pilot study, we validated the personal creativity goal measure using 180 (Sample 1) and 69 (Sample 2) employees from a consulting firm. In the primary study, we tested the overall model using a sample of 657 research and development employees and their direct supervisors from an automobile firm. The results support the hypothesized model and yield several new insights. Intrinsic and extrinsic motivational orientations synergize with each other to strengthen personal creativity goal. Personal creativity goal in turn benefits incremental and radical creativity, but only up to a certain point for the latter. In addition to its linear indirect relationship with incremental creativity, intrinsic motivational orientation has an inverted U-shaped indirect relationship with radical creativity via personal creativity goal. (PsycINFO Database Record

Upward Communication of Audit Issues: The Effects of Issue Ambiguity and Intrinsic Motivation

Regulators require auditors to raise significant audit issues and concerns to the attention of audit engagement leadership and requires leadership to encourage such communication. This paper demonstrates, using an experiment and a survey, that audit team members’ willingness to speak up about such issues is associated with their intrinsic motivational orientation. Based on this result, we test whether audit leadership can leverage this relationship to increase speaking up, particularly when audit issues are more ambiguous, by emphasizing intrinsic goals. Results across three additional experiments indicate that auditors whose leaders emphasize intrinsic goals, whether directly or through tone at the top and firm culture, are more likely to speak up than are other auditors. We also find that auditors are more likely to speak up when an audit issue is less versus more ambiguous. We conclude that leadership can fulfill their obligation to encourage upward communication by emphasizing intrinsic versus extrinsic goals, regardless of the level of ambiguity surrounding the audit issue.

Creativity Versus Innovativeness: Exploring the Differences between the Two Constructs May Lead to Greater Innovation in Large Firms

<p>Several individuals from top management seem to be confused about the difference between creativity and innovativeness. Amabile (1997) suggests that while innovation begins with creative ideas, creativity by individuals and teams is only a starting point for innovation. Individual creativity is necessary but not sufficient to yield breakthrough innovation in organizations. This can sometimes cause confusion in employee development efforts and actions taken by management. Companies often look for ways to hire and retain creative employees and at the same time they are also interested in establishing a creative environment for knowledge workers… but should creativity be the primary focus? These firms hope that creativity enhancing steps will eventually lead to greater innovation and therefore help it to achieve sustained competitive advantage. This paper attempts to demonstrate that there are potentially other dimensions beyond creativity related to innovativeness, which should be considered at the individual level in order to foster innovation in firms. Empirical results in this study support the idea that intrinsic motivational orientation, sociability and political astuteness are enhancers to employee innovativeness while perfection seeking behavior detracts employee innovativeness. These findings may serve to extend Amabile’s (1997) componential framework to center on the “innovativeness” construct versus creativity to help explain how firms need to hire, cultivate and retain the right talent.</p>

Associations Between Hexaco Model of Personality Structure, Motivational Factors and Self-reported Creativity Among Architecture Students

Self-reported creativity is a good predictor of creative performance. Also, creativity is influenced by many other factors, such as personality structure and motivational orientations. This study examines the relation between three types of self-reported creativity, Hexaco personality factors and motivational factors. The study sample consists of 182 students from the Technical University of Cluj-Napoca. They completed three questionnaires: Self-reported Creativity Scale, Hexaco Personality Inventory and Work Preference Inventory. Results suggest differences between participants with low and high levels of creativity on some personality factors and on intrinsic motivational orientations. Differences vary depending on the measured facets of creativity.

예비체육교사의 기본적 심리욕구가 체조학습 내적동기 및 목표성향에 미치는 영향

예비체육교사의 기본적 심리욕구가 체조학습 내적동기 및 목표성향에 미치는 영향

Effects of intrinsic and extrinsic motivation on task and contextual performance of Pakistani professionals

Purpose– The purpose of this paper is to examine underlying linkages between employees’ intrinsic/extrinsic motivation and their task/contextual performance in a Pakistani health care and educational context. Employees’ affective occupational and organizational commitments were proposed as mediators to explain these relationships.Design/methodology/approach– Data were collected from 181 doctors from a Pakistani hospital and 135 academics from a Pakistani university and analyzed using Baron and Kenney (1986) approach and Preacher and Hayes (2008) bootstrapping approach for testing multiple mediators simultaneously.Findings– As expected, intrinsic motivation is related to task performance (TP) and this relationship is mediated by affective occupational commitment. Extrinsic motivation is related both to TP and contextual performance (CP) and these relationships are mediated by affective organizational commitment.Research limitations/implications– Research has implications both for practitioners and academicians. The results highlight how different motivational orientations can produce different results and managers need to understand the different needs of employees while devising their human resource strategies. Employees can differ in their motivational orientations depending on their level of need, and can accordingly differ in their subsequent attitudes, performance and behaviors. Employees also need to choose jobs carefully after evaluating their motivational orientations.Originality/value– The current study recognizes the multi-dimensional nature of motivation and differentiates the effects of intrinsic and extrinsic motivational orientations of employees by establishing the unique linkages between these orientations and employee task and CP. The study also examines differential role of two foci of employee commitment in analyzing the main effects.

The Ethics of Meaningful Work: Types and Magnitude of Job-Related Harm and the Ethical Decision-Making Process

This research on the ethics of meaningful work examined how types of job-related harm (physical, economic, emotional, and cognitive) and their magnitude of consequences (MOC, low, high) influenced components of ethical decision-making (moral recognition, moral evaluations, and moral intentions). The research also investigated the moderating effects of individual differences (experience with carpal tunnel syndrome, experience with layoffs, ability to read others’ emotions, and intrinsic motivation orientation [IMO]) on the relation between the MOC and the ethical decision-making elements for each type of harm. Using a sample of 185 Chinese professionals, a between-subjects, fully crossed experimental scenario design revealed that physical and economic job-related harm were recognized as moral issues to a greater extent than cognitive or emotional harm. Second, physical job-related harm stimulated a higher level of moral evaluations than economic and cognitive harm. Third, individuals intended to act ethically when MOC was high versus low. Finally, experience with layoffs and IMO helped explain the relations between MOC and moral evaluations for economic and cognitive job-related harm, respectively. Implications for research and management are discussed.

The influence of age, sex, and theism on ethical judgments

The authors develop a model of ethical orientation based on responses to a series of ethically questionable vignettes using factor analysis and a categorical regression procedure. The factors used to explain variance in responses are theism orientation, age, sex, and intrinsic and extrinsic religious motivation orientation. The results confirm earlier research in that age and sex are not significant in and of themselves. An important finding is that theistic orientation is significant and also displays a strong relation to extrinsic orientation. Interaction effects between sex and theism are also discovered and explained. The results are illuminating in highlighting the importance to ethical orientation not of religious orientation per se but of the extrinsic orientation and its interaction with sex. The paper, thus, illuminates more deeply the sex–ethics connection. Last, while not particularly significant, there is also an identified age effect on ethical orientation which confirms moral development theory.

A comparative study of the motivational orientation type on users’ behavior: focusing on ubiquitous computing services

One of the main problems of today's ubiquitous computing systems is that they do not meet their quality requirements. Ubiquitous computing services such as mobile data services (MDS) are fundamentally different from traditional information systems (IS) in terms of important quality factors such as information or system quality because it has been used in various life contexts. We identify important quality factors on various contexts in Korea MDS market. Using the results of qualitative study, we propose research model. To identify the effect of motivational orientation type on users' behavior, we classified users according to their propensities into intrinsic and extrinsic motivational orientation groups. The results show that the impact of quality factors on user satisfaction is differentiated depending on motivational orientation types. The paper concludes with a discussion of the study's limitations and implications.

Intrinsic and Extrinsic Motivation in Personality: Assessing Knowledge Profiling and the Work Preference Inventory in a Thai Population

Personality trait theories are often used to identify particular personality or behavioural characteristics of potential employees by human resource management departments. However this can be enhanced by understanding how motivation plays a role in personality, and particularly within the context of knowledge-based personality processes. The paper draws on knowledge management theory called Knowledge Profiling (KP) in which a theoretical construct has been developed representing personality through a set of three traits and their polar values. This model has previously been linked to the trait theory of personality called Myers-Briggs Type Indicator (MBTI). This research adopts KP, develops its linkage with MBTI, and elaborates on its connection with motivation. The resulting model, referred to as Knowledge Profiling Motivational (KPM) model is developed by connecting it with the Work Preference Inventory (WPI), which assesses individual differences in Intrinsic and Extrinsic motivational orientations. Analysis indicates that KPM is an improvement on the KP model in representing personality. Moreover, the research suggests that personality traits are not limited to bipolar relationship, but there are relationships between traits as well.

On the Relationship Between Listening Comprehension Motivation and Listening Comprehension Among the Iranian Efl Learners

The present study was undertaken to investigate the relationship between Iranian EFL learners’ listening comprehension (LC) and their English listening comprehension motivation (ELCM). It was also aimed at determining the role of gender and years of university study in LC and ELCM. Sixty four Iranian EFL students (32 males and 32 females), majoring in Teaching English as a Foreign Language at the Marvdasht Azad University participated in this study. They included freshmen, sophomores, juniors, and seniors. Participants' listening comprehension motivation was measured by English listening comprehension motivation scale (ELCMS) developed by Hsu from Chang's Intrinsic Motivation Orientation Scale (2001). A portion of TOEFL test of language proficiency constructed by the Educational Testing Service (ETS, 2001) was used to determine listening comprehension proficiency level of the participants. The results revealed that the relationship between ELCM and LC was positive and significant. That is, the higher the level of ELCM of the students, the higher the score they attained on the LC test and vice versa. This result indicates that ELCM enhances foreign language listening. An analysis of variance (ANOVA) revealed that the years of university study contributed to the level of listening proficiency. That is, the level of LC proficiency increased as a function of years of university study. Concerning the relationship between ELCM and years of university study, no correlation was found. In addition, in this study the data showed no significant difference between males and females’ listening comprehension motivation scores. Keywords : Listening comprehension (LC), English listening comprehension motivation (LCM), L2 listeners, English as a foreign language (EFL), motivation.