Intrinsic Motivation Variables Research Articles

The Influence of Intrinsic Motivation and Quality of Work Life on Employee’s Performance of Production Units of PT Perkebunan Nusantara XIV Makasar, South Sulawesi.

This study, held at the Production Unit of PT Perkebunan Nusantara XVI Makasar, South Sulawesi is aimed at analyzing the influence of intrinsic motivation and quality work life on employee’s performance. The sample in this research, which is quantitative in nature, was the employees of the production unit with a total number of 86 respondents. It is done with data analysis method, using multiple linear regressions.The result of this study indicates that the variables of intrinsic motivation and quality of work life simultanneously affect the employee’s performance with a contribution of 37,3%, while the remaining 52,7% is influenced by other factors, which are beyond this study.Partially, intrinsic motivation variables negatively affect and have a significant influence on performance. This is due to the different work cultures in the sector.

Pengaruh Motivasi Intrinsik, Dimediasi Iklim Organisasi terhadap Kinerja Siswa

This research aims to analyze the influence of intrinsic motivation on student performance mediated by the organizational climate at SMAN 4 Tambun Selatan. The type of research used in this research is a quantitative descriptive method. Data collection techniques in literature and the field use questionnaires distributed to students of SMAN 04 Tambun Selatan. Hypothesis testing uses full model Structural Equation Modeling (SEM) analysis with smartPLS. The results obtained by the Intrinsic Motivation Variable (X) x Organizational Climate (Z) x Student Performance (Y) show that the p-values ​​are 0.00 < 0.05, so there is a significant positive influence between the intrinsic motivation variable on student performance which is mediated by the organizational climate at SMAN 04 Tambun Selatan. In conclusion, there is a significant positive influence between intrinsic motivation variables on student performance which is mediated by organizational climate at SMAN 04 Tambun Selatan. Suggestions, schools can develop student motivation programs, improve organizational climate, or other efforts aimed at improving student performance. Keywords: Organizational Climate, Student Performance, Intrinsic Motivation.

Paternalist Liderlik ve Örgütsel Vatandaşlık Davranışı Arasındaki İlişkide İçsel Motivasyonun Aracı Rolü

This study aims to investigate the effect of paternalistic leadership on organizational citizenship behavior through intrinsic motivation. Hypotheses were developed within the scope of leader-member exchange theory to determine these relationships. The research was conducted with 292 people working in both public and private sectors in Erzincan province by using the survey method. The data obtained in the research were analyzed with SPSS 21 program. It was found that all hypotheses put forward in the research were supported. Paternalistic leadership has a significant and positive relationship with intrinsic motivation. Paternalistic leadership variable was found to have a positive relationship with intrinsic motivation variable. Paternalistic leadership variable was found to have a positive relationship with organizational citizenship variable. Organizational citizenship behavior and intrinsic motivation variables were also found to have a significant and positive relationship. In addition, the mediating effect of intrinsic motivation was determined as a result of the analyzes.

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.

Intrinsic motivation in a virtual reality mock crime affects participants’ willingness to invest more effort in deceptive interviews

In studies of investigative interviewing, it is not well understood how participant experience of mock-crime activities might affect participants’ desire to perform (well) in subsequent interviews. In this study, we utilized two immersive virtual reality mock-crimes to examine if participants’ intrinsic motivation (i.e., competence, autonomy, relatedness) while committing the virtual mock-crime affects their desire to perform well in interviews. We also examined if the self-reported feeling of presence during the virtual reality mock-crime is associated with participants’ intrinsic motivation. We found significant positive associations between presence and all intrinsic motivation variables in both truth and lie conditions. We also found that competence and relatedness significantly predicted the self-reported effort to perform well in interviews. We discuss these results in the context of prior literature and provide recommendations for researchers on the design of mock-crime experiences.

PENGARUH MOTIVASI INTRINSIK, KREATIVITAS DAN PENGETAHUAN TEKNOLOGI INFORMASI DAN KOMUNIKASI TERHADAP KESIAPAN DIGITALISASI UMKM DI KAVLING DPR SIDOARJO

One of the impacts of the growth of digitalization is the expansion of business operations on ecommerce platforms, especially the growth and development of digital-based businesses that penetrate into wholesale and retail trade and other service industries such as transportation and warehousing. The purpose of this study is to ascertain the impact of Intrinsic Motivation, Creativity and Knowledge of Information and Communication Technology on the Readiness of Digitalization of MSMEs in the Sidoarjo DPR Lot and also for other MSME players so that they can appeal to how important Digitalization is at this time. For the government, which is expected to participate in the Digitalization process in MSMEs throughout Indonesia. This type of research uses a census research method with a sample of 45 MSME players in the Sidoarjo DPR Lot. The findings of this study indicate that partially the intrinsic motivation variable has a negative effect on the readiness of digitalization of MSMEs in the Sidoarjo Dpr Lot, while the creativity and information and communication technology variables have a positive and significant effect on the readiness of digitalization of MSMEs in the Sidoarjo Lot. Overall, the independent variables have a significant effect on the readiness of digitalization of MSMEs in the Sidoarjo Dpr Lot.

Effect of Intrinsic Motivation and Competence on Employee Performance

This study aims to ascertain how intrinsic motivation and skilfulness affect employee performance in one of Bandung's highway development and operation enterprises. Both descriptive and verificative research techniques are employed. A sample of 39 employees from one of the highway development and operation companies in Bandung were polled to gather data and information for the study. It is clear from the research's path analysis findings that the intrinsic motivation variable has a favourable impact on employee performance. Employee performance is positively influenced by the competence variable. According to the conclusions and recommendations drawn from the research, management should preserve and enhance motivation and competence.

Assessment of the influence of intrinsic motivation on undergraduate students' usage of library facilities in the Federal University Oye-Ekiti, Nigeria

PurposeThis study assessed students' intrinsic motivation (basic psychological needs) as predictor of their usage of library facilities in the Federal University Oye-Ekiti, Nigeria.Design/methodology/approachThe study adopted the quantitative case study approach. The population of this study consisted of all undergraduate students in the Federal University Oye-Ekiti, Nigeria. The systematic random sampling was used in selecting a sample of 129 students. A research question and four hypotheses were raised in the study. Two instruments were adapted and used for data collection: the “Intrinsic Motivation Inventory” (IMI) and “Students' Usage of Library Facilities Scale,” with Cronbach’s alpha reliability indexes of 0.87 and 0.78, respectively. The collected data were analysed using descriptive (frequency counts and percentages) and inferential statistics (linear regression and correlation) at 0.05 alpha level.FindingsFindings of this study revealed that the extent of usage of library facilities in the university is low; the three basic psychological needs—perceived competence, autonomy and relatedness—significantly predict students' usage of library facilities; significant relationship exist among gender, perceived autonomy and usage of library facilities.Research limitations/implicationsThis study is limited to undergraduate usage of library facilities in the Federal University Oye-Ekiti. The quantitative case study research type was adopted, with a sample of 129 students. Data were collected using adapted questionnaires and analysed quantitatively using the SPSS.Practical implicationsThe results of this study have implied that the three basic psychological needs influence students' usage of library facilities. Therefore, it is paramount that management of universities and university librarians foster students' intrinsic motivational variables for their enhanced academic performances. Also, faculties and academics by the outcome of this study are to maintain and sustain a functional social network, social interactions and collaborative works among students, while inculcating and improving the levels of students' competences, autonomy and relatedness. Further, the study has hinted the need for university management, librarians and academics to be professionally trained on promoting and sustaining students' competences, autonomy and relatedness. The universities are to continuously organise orientation and enlightenment programmes for both the old and the newly admitted students on the import, impact and usage of university libraries amidst its facilities.Originality/valueFew studies have been carried out on students' usage of academic libraries especially with regard to their attitudes; however, the challenge of underutilisation of library facilities by students are yet unresolved. There is a dearth of literature regarding the influence of intrinsic motivation (the basic psychological needs) on usage of library facilities among tertiary learners, especially in Nigeria.

Pengaruh Motivasi Intrinsik Dan Budaya Organisasi Terhadap Produktivitas Kinerja Pada Dinas Pertanian Tanaman Pangan Dan Hortikultura Kabupaten Aceh Barat

Analysis of the variables of intrinsic motivation and organizational culture on performance productivity was carried out at the Food Crops and Horticulture Service in West Aceh District using quantitative methods. Through this method the researcher collected data using a total sampling technique for 56 respondents. Questionnaires or questionnaires are distributed with a Likert scale as an indicator of measurement, and data analysis through validity tests, reliability tests; classic assumption test, multiple linear regression analysis; t test, F test and the coefficient of determination of the determination (R²) with the help of SPSS. The results of the analysis show that the intrinsic motivation variable (X1) shows a t count of 0.539 < t table of 2.004. So it shows that the intrinsic motivation variable has no significant effect on the performance productivity variable (Y). The organizational culture variable (X2) shows a t count value of 19,387 > t table 2.004, so it is assumed that organizational culture has a significant effect on the productivity variable (Y). Simultaneously the two X variables also affect performance productivity, with an F count of 209.871 > F table of 3.17. 88.8% of performance productivity can be explained by intrinsic motivation and organizational culture while the remaining 11.2% is influenced by other factors.Keywords : intrinsic motivation, organizational culture, performance productivity.

Pengaruh Motivasi Intrinsik, Komunikasi Persuasif dan Stres Kerja terhadap Komitmen Afektif Studi pada Hotel Yellow Star Ambarrukmo

This study aims to determine (1) the effect of intrinsic motivation on affective commitment, (2) persuasive communication on affective commitment, (3) work stress on affective commitment, and (4) the effect of intrinsic motivation, persuasive communication and work stress together. on Affective Commitment. The research used is the type of quantitative research method. This research was conducted at the Yellow Star Ambarrukmo Hotel. The number of employees is 60 using nonprobability sampling technique. The data collection method uses a questionnaire and is free. This research uses data quality test, classical assumption test including (normality test, heteroscedasticity test and multicollinearity test) multiple linear regression test and hypothesis test. The results of this study indicate that the Intrinsic Motivation Variable has a positive effect on Affective Commitment. Persuasive Communication Variable has a positive effect on Affective Commitment. Job Stress Variable has a negative effect on Affective Commitment. The Variables of Intrinsic Motivation, Persuasive Communication and Job Stress jointly or simultaneously influence the Affective Commitment Variable.

The Effects of the ACTIVE VALUES Program on Psychosocial Aspects and Executive Functions

The main objective of this study was to implement an educational program named ACTIVE VALUES and to analyse the psychosocial and cognitive effects of its application. It is a quasi-experimental repeated measures research with a non-randomised experimental group (EG) and a control group (CG). The sample consisted of 102 students in the 6th grade of primary school, aged between 11 and 13 years (M = 11.59; SD = 0.60), and 4 teachers aged between 27 and 52 years (M = 38.5). The intervention program lasted 4 months, in which the EG implemented a teaching methodology based on the incorporation of classroom-based physical activity (CB-PA) in the structure of the Teaching for Personal and Social Responsibility (TPSR) model to develop personal and social values in students, as well as to reduce children's sedentary behaviour in the classroom in different educational areas (e.g., mathematics, Spanish language, social sciences and natural sciences), while the CG used a conventional methodology based on direct instruction. The main results found show significant improvements in intrinsic motivation variables (including intrinsic motivation for achievement, stimulating experiences and knowledge), self-determination index, autonomy, relatedness, psychological mediators index, personal and social responsibility, teacher climate, intention to be physically active and executive functions in the EG, while amotivation values increased in the CG. In conclusion, interdisciplinary educational programs based on the combination of pedagogical models and active methodologies are postulated as methodological alternatives to achieve an integral and multilateral development of children and adolescents, as well as to improve the different learning domains of physical education, such as cognitive, social and motor. It is recommended that future research should consider longitudinal designs with mixed methods and follow-up data to assess learning retention, as well as larger samples and the measurement of a greater number of executive functions (e.g., inhibitory control and attention).

COGNITIVE ABILITY, INTRINSIC MOTIVATION, AND SELF EFFICIENCY TOWARDS EMPLOYEE PERFORMANCE

This study aimed to analyze cognitive abilities, intrinsic motivation, and self-efficacy towards the employees performance of PT. Bank Danamon Sub Branch Office Sutomo, Medan. This study used quantitative methods with several tests namely classical assumption test, multiple linear regression, hypothesis testing and R2 test. Based on the results of the regression obtained the equation: Y = 0.948 + 0.425 X1 + 0.470 X2 + 0.668 X3. Partially, the tcount value of this study is 3.28 and it is known that the cognitive ability variable (X1) has a ttable of 1.70. When compared with tcount, the result was 3.28> 1.70, so it can be concluded that the cognitive ability variable (X1) has a positive and significant effect on the employee performance variable (Y). The intrinsic motivation variable (X2) has a tcount of 2.53. When compared with ttable, the results were 2.53> 1.70, so it can be concluded that the intrinsic motivation variable (X2) has a positive and significant effect on the employee performance variable (Y). The self-efficacy variable (X3) has a tcount of 4.63 and when compared with ttable the results were 4.63> 1.70, so it can be concluded that the self-efficacy variable (X3) has a positive and significant effect on the employee performance variable (Y). Simultaneously, the variables of cognitive ability, intrinsic motivation, and self-efficacy have a positive and significant influence on employee performance. This means that the hypothesis in this study is accepted, as evidenced by the value of Fcount > Ftable (13,837>2,93). Cognitive ability, intrinsic motivation, and self-efficacy have an influence on employee performance variables by 55.4%, while the remaining 44.6% was influenced by other variables not examined in this study

Peran Motivasi Intrinsik, Kompensasi Dan Pengembangan Karir Terhadap Komitmen Afektif (Studi Pada Kantor Pusat Waroeng Spesial Sambal Yogyakarta)

This study aims to determine (1) the role of intrinsic motivation on affective commitment, (2) the role of compensation for affective commitment, (3) the role of career development on affective commitment, and (4) the role of intrinsic motivation, compensation and career development together towards Affective Commitment.
 The research used is quantitative research. This research was conducted at the Head Office of Waroeng Spesial Sambal “SS”. The number of employees who are in the Waroeng SS Head Office is 100 employees, in calculating the number of respondents in this study using the Slovin formula which produces 80 respondents. The data collection method used a questionnaire and is homogeneous or free. This research uses data quality test, classic assumption test (normality test, heteroscedasticity test and multicollinearity test), multiple linear regression analysis and hypothesis testing.
 The results of this study indicate that the intrinsic motivation variable has a positive and significant role to the affective commitment variable. The Compensation Variable has a positive and significant role on the Affective Commitment Variable. Career Development Variable does not play a role in the Affective Commitment Variable. Intrinsic Motivation, Compensation and Career Development variables together or simultaneously affect the Affective Commitment Variable.
 
 Keywords: Affective Commitment, Intrinsic Motivation, Compensation, Career Development.

Motivasi Intrinsik dengan Prokrastinasi Akademik Pada Mahasiswa Himpunan Mahasiswa Islam (HMI)

Intrinsic Motivation with Student Academic Procrastination at the Islamic Student Association (HMI) The background of this research is the high academic procrastination of students at the Islamic Student Association (HMI). This study aims to determine the relationship between Intrinsic Motivation and Academic Procrastination. This research is a quantitative research with a correlational research design. The research population was 64 students, the sample was taken using a saturated sampling technique. Collecting data using a Likert scale method based on aspects of intrinsic motivation and the characteristics of academic procrastination. The data analysis technique used simple regression with the help of the SPSS version 21 application. The results of the analysis showed the value of the correlation coefficient r = 0.413 with (p) = 0.001 <0.05. This shows that intrinsic motivation has a significant relationship with academic procrastination in the Islamic Student Association (HMI). The value of r square of 0.171 indicates that the intrinsic motivation variable has an influence on the academic procrastination variable of 17.1%.

Relationship Between Motivation and Extrinsic Motivation to Icreasing Entrepreneurship Implementation From SPP AL-FALAH Group at Blok 10 Village Dolok Masihul

This study aims to determine how the influence of Intrinsic Motivation and Extrinsic Motivation on Entrepreneurial Interest in the SPP (Women's Savings and Loans) Group. The research method used is the method of qualitative data and quantitative data. While the data used is primary data. The data analysis method in this study uses multiple linear regression analysis to obtain a comprehensive picture of the influence between the variables of Intrinsic Motivation and Extrinsic Motivation on Entrepreneurial Interest by using the SPSS 17 for Windows program. To find out whether there is a significant effect of the independent variable on the dependent variable, the multiple linear regression model is used. The results of hypothesis testing using multiple regression analysis and t-test indicate that: that the t-table value of the Intrinsic Motivation variable is 10,064 > the t-table value (df: 58, : 5%) of 2.0017 so it can be concluded if Intrinsic Motivation has an effect positive and significant towards Entrepreneurial Interest. Furthermore, from table 4.11 it can also be seen that the t-table value of the Extrinsic Motivation variable is 1.224 < the t-table value (df: 58, : 5%) of 2.0017 so it can be concluded that Extrinsic Motivation has no significant effect on Entrepreneurial Interest.

Perceptions of Augmented Reality (AR): A Motivational Approach to the Technology Acceptance Model (TAM) for Pre-service Teachers

The main purpose of this study was to investigate pre-service teachers' perceptions of augmented reality (AR) technology and their intention to use it in their future careers. This involved integrating the Technology Acceptance Model (TAM) with part of the Instructional Materials Motivation Survey (IMMS) to examine the learners' perceived ease of use (PEU) and perceived usefulness (PU) of AR, and how this affected their attention (ATT) in learning, and intention to use (ITU) AR in their future careers. An AR application was applied to affix virtual objects to learners' real world over seven weeks of an Educational Technology course. An online quantitative questionnaire was developed and administered to 101 students in a purposive sample. A descriptive correlational research design was adopted in this study. The results indicate that the students' PU for AR and their ATT while using it were significant predictors of their ITU for this technology in future, while PEU was not a significant predictor of ITU. However, the students' PU and PEU were significant predictors of their perception of AR's capacity to sustain their attention (ATT) while learning. The intention of this study was to pave the way to expand TAM by highlighting an intrinsic motivation variable.

Pengaruh Pelatihan Kerja Dan Kompensasi Terhadap Kinerja Karyawan Dengan Motivasi Ekstrinsik Sebagai Variabel Intervening (Studi Pada PT. GPS Cabang Tangerang)

ABSTRACT
 Job training and compensation are closely related to the ability to work and encourage employee motivation and will directly improve the performance they have. This research was conducted at PT. GPS Tangerang Banten Branch. This study aims to determine the effect of job training and compensation mediated by intrinsic motivation on employee performance. The number of samples determined was 91 respondents using the census method. As an independent variable, namely job training and compensation, and the intervening variable is intrinsic motivation, while the dependent variable is employee performance. The analytical method used in this research is Partial Least Squares-Structural Equetion Modeling (PLS-SEM) with Smart PLS 3.0. includes structural model test or inner model, hypothesis testing, outer model measurement model and sobel test. From the analysis, it can be seen that job training variables do not directly affect employee performance variables. This can be seen from the t-statistic value which is smaller than 1.960, which is 0.806, or indirectly through intrinsic motivation. This can be seen from the sobel test that the t value is lower than 1,960, which is 0.020. And the test results on Inderect Effects show that the indirect relationship of the Job Training (JT) variable with Employee Performance (EP) through Intrinsic Motivation (IM) shows a path coefficient value of 0.001 with a t value of 0.030. This value is smaller than t table (1,960). As for the compensation variable has a positive and significant effect on performance and the intrinsic motivation variable can mediate compensation on employee performance. Furthermore, the results of the R-square value show that the Job Training (JT) and Compensation (Co) variables can explain the Intrinsic Motivation (IM) variable by 35.3%, the remaining 66.7% is explained by other variables not examined in this study. Furthermore, the Job Training (JT) variable and the Compensation (Co) variable can also explain the Employee Performance (EP) variable of 56.5%, the remaining 43.5% is explained by other variables not examined in this study. 
 Keywords: Job Training, Compensation, Intrinsic Motivation and Employee Performance

Faktor-Faktor yang Mempengaruhi Kinerja Karyawan Perbankan: Studi pada PT. Bank Rakyat Indonesia (Persero) Cabang Batang

The purpose of this study is to describe and analyze the influence of leadership, intrinsic motivation, and career development on employee performance. The population in this study were 140 employees of PT Bank Rakyat Indonesia (Persero) Batang Branch. The sampling method used was purposive sampling method. Based on the data analysis, it can be concluded that there is a significant influence of the leadership variable on employee performance. There is a significant influence of the intrinsic motivation variable on employee performance. There is a significant influence of career development variables on employee performance. The variables of leadership, intrinsic motivation, and career development can affect employee performance by 41.8%.

Motivations for the Use of IoT Solutions by Company Managers in the Digital Age: A Romanian Case

The purpose of our study is to research and identify intrinsic and extrinsic motivations but also their impact on the behavioral intentions of using Internet of Things (IoT) solutions among company managers in Romania in the future. The research method used in the quantitative study was the sample survey, using the online questionnaire as a data collection tool. The questionnaire included a formalized set of 54 questions, being specially designed to generate a new structural model starting from the Unified Theory for Acceptance and Use of Technology (UTAUT) elements. A total of 416 respondents provided complete and useful answers for this research. The results of the study showed that the endogenous factor intrinsically motivated significantly and strongly affected the intention of managers to use IoT solutions in professional activity compared to the variable of extrinsic motivation whose action remains insignificant. At the same time, the effect of the intrinsic motivation variable was mediated by the significant influence of the endogenous extrinsic motivation factor. The implications of this study are multiple for both managers and researchers. The originality of this article lies in the empirical part of the research, which, by using a quantitative method based on the questionnaire, provides important information on the impact of the motivational spectrum on the acceptance and use of IoT solutions by managers in the next period to achieve new performance, both personal and professional.

FAKTOR-FAKTOR PEMBENTUK MOTIVASI INTRINSIK PEKERJA PADA USAHA RESORT & SPA XYZ DI MANADO

<p align="justify"><em>Business in the Resort & Spa business sector is growing rapidly. This increase in business in the hospitality sector reflects the demand for both local and out-of-town visitors. Visitor satisfaction is an important aspect of this service industry. Several studies also focus on the relationship between satisfaction and the behavior of workers in an accommodation. This is important because service delivery according to quality standards is also determined by the performance of the workers in it. This study aims to analyse the factors that influence Intrinsic Motivation. The research subjects in this study were the XYZ company in Manado which was engaged in Resort & Spa services and the objects in this study were 92 employees who worked at the company. This study uses Partial Least Square (PLS) with SMART PLS 3.0. Intrinsic Motivation variable is not influenced by employee expectations, then this study explains that employee expectations are influenced by work boredom. Furthermore, Intrinsic Motivation is influenced by Work Boredom.</em><em></em></p><p align="justify"><em> </em></p>