• 한국조리학회지
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• 제23권6호
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• pp.57-69
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• 2017

In this quantitative research, it was enhanced to understand the impact of intrinsic motivation on creative process engagement by examining the significant role of psychological safety on intrinsic motivation. These relationships were examined by targeting the employees working full-time for five star deluxe hotels. Total number of 230 responses had been collected out of 250 cases requested and he number of 213 cases was used for the final analysis. The data were analyzed using structural equation modeling with SPSS 19.0 and AMOS 7 software program. The results suggested that psychological safety is significantly associated with intrinsic motivation. Furthermore, the hotel employees' problem identification, information searching & coding, and idea generation are affected by intrinsic motivation. That is, intrinsic motivation plays a significant role for each sub-factors of creative process engagement in the hotel industry. The theoretical and practical implications of these findings are established and related suggestion for formulating marketing strategy is well discussed.

• 산경연구논집
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• 제9권7호
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• pp.71-82
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• 2018

Purpose - This study examined the effects of intrinsic and extrinsic motivation on employee creativity. Past research has consistently shown that intrinsic motivation is positively related to creativity. Yet conflicting results have been reported about the relationship between extrinsic motivation and creativity. To explore the reason why extrinsic motivation can either help or hurt creativity, we examined the role of contingent rewards as a moderator and tested whether either tangible or intangible rewards contingent upon creative performance significantly impact the relationship between extrinsic motivation and creativity. Research design, data, and methodology - Survey data was collected from employees working for diverse organizations in Korea through online research firm. Only employees who reported their job or organization provided opportunities to use their creativity were allowed to continue the survey. Out of 305 initial responses collected, those with too much missing data were deleted, which finally left 278 responses for statistical analyses. To examine the validity of the measurements, confirmatory factor analysis was first conducted. Next, to test the hypothesized relationships, multiple hierarchical regression analyses were conducted. Results - As hypothesized, both intrinsic and extrinsic motivation had positive effects on creativity. It was shown that contingent rewards did not influence the positive relationship between intrinsic motivation and creativity, but did significantly moderate the relationship between extrinsic motivation and creativity in a way that tangible rewards strengthened the relationship while intangible rewards mitigated the same relationship. Conclusions - This research enhances our understanding on the relationship between motivation type, rewards, and creativity. Intrinsically motivated employees showed a high level of creativity regardless of whether rewards were expected or not. In contrast, extrinsically motivated employees showed more or less creative behavior depending on whether they were expected to have tangible or intangible rewards. As extrinsic motivation is typically associated with tangible rewards such as pay, promotion, etc., tangible rewards were seen to be more effective in promoting creative performance from extrinsically motivated employees than intangible rewards. Our findings make a significant theoretical contribution to reconcile prior inconsistent findings. Furthermore, they provide useful insights for managers and organizations into developing effective strategies for facilitating employee creativity.

• The Journal of Asian Finance, Economics and Business
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• 제6권4호
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• pp.201-212
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• 2019

The study aims to identify the role of transformational leadership toward work performance through intrinsic motivation in pharmaceutical field by a survey of 220 pharmacists in Vietnam. The pharmaceutical industry in Vietnam is experiencing rapid growth, accompanied by the need for a change in leadership for managers. The transformational leadership creates a proactive, positive attitude, passion, interest or an increase in intrinsic motivation of employees, thereby affecting work performance. This study performed reliable verification by Cronbach's Alpha coefficient, then the factors are analyzed by EFA before conducting multivariate regression analysis. The results showed that the transformational leadership style includes such factors as: idealized influence (attributed and behavior), inspirational motivation, intellectual stimulation, individualized consideration have a positive impact on intrinsic motivation and thereby positively affecting work performance. It confirms that employees will have a higher intrinsic motivation level when working under transformational leadership from their leaders. It makes employees work more efficiently. According to the research results, the pharmacist has an intrinsic motivation to work hard on tasks that contribute to the group overall goal of. That requires managers to have a task assignment strategy to connect the goals of the members together as well as of the members to the group.

• 디지털융복합연구
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• 제18권6호
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• pp.177-185
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• 2020

본 연구는 감성리더십과 창의성의 관계에서 조직신뢰와 내재적 동기의 매개효과를 검증함으로써, 감성리더십 뿐만 아니라 조직신뢰와 내재적 동기가 조직원의 창의성에 영향을 주는 중요한 요소임을 시사한다. 본 연구는 한국 ICT 기업에 재직 중인 조직원들을 대상으로 설문을 진행한 후, 241개의 유효표본으로 위에서 언급된 가설을 PLS-SEM으로 검증하였다. 첫째, 리더의 감성리더십은 조직원의 조직신뢰에 긍정적인 영향을 미쳤다. 둘째, 조직신뢰는 조직원의 내재적 동기부여에 긍정적인 영향을 미쳤다. 셋째, 내재적 동기부여는 조직원의 창의성에 긍정적인 영향을 미쳤다. 넷째, 조직신뢰는 조직원의 창의성에 긍정적인 영향을 미치지 않는 것으로 나타났다. 본 연구는 조직신뢰와 내재적 동기부여의 매개효과를 검증함으로써, 기존의 연구들에서 감성리더십과 창의성의 관계를 확장하였고, 연구 결과를 바탕으로 ICT 기업의 조직원 창의성 제고를 위한 실천적 방안에 기여하였다.

• 한국조리학회지
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• 제18권5호
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• pp.165-175
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• 2012

직원교육은 직원들의 직무 수행도를 높여 줄 뿐만 아니라, 직원 스스로 자기개발을 하도록 도와주며 기업에서는 장기적인 수익을 위한 투자가 될 수 있다. 따라서, 직원교육을 받은 직원들의 훈련동기요인은 무엇이며 교육만족도에 어떠한 영향을 미치고 교육만족도는 직무만족도에 어떤 영향이 있는지에 대한 실증적 연구가 필요하다. 따라서 본 연구는 외식업 종사자들의 인구통계학적인 특성에 따른 교육만족도의 차이를 알아보고, 훈련동기요인을 규명하며 교육만족도와 직무만족도 간의 관계를 규명하고자 수행되었다. 미 동남부 지역 15개의 레스토랑의 종사자들을 대상으로 설문조사를 실시하여, 192개의 유효한 데이터를 분석한 결과 훈련동기요인으로는 두 개의 'Intrinsic Motivation' 과 'Extrinsic Motivation'으로 추출되었으며, 이 두 개의 요인 모두 훈련만족도에 유의한 영향을 끼치며, 특히 Extrinsic Motivation이 교육만족도에 더 큰 영향을 끼침을 알 수 있었다. 이어 실시한 단순회귀분석 결과, 직원들의 교육만족도는 직무만족도에 긍정적 영향을 끼치고 있음을 알 수 있었다. 따라서 본 연구는 직원교육에 있어서 다양한 측면의 훈련 동기를 고려하고 직원 교육에 대한 만족이 직원들의 직무 만족에도 영향을 끼침을 고려하여 설계해야 함을 제안하였다.

• 유통과학연구
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• 제15권6호
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• pp.65-76
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• 2017

Purpose - The quality of customer service has been importantly considered as a way of retaining current customers. Recent development of service industry which based on Information & Communication Technology allows firms to utilize different employees for their businesses. Although it is regarded as important to consider emotional labor of employees working for customers in ICT service industry, little was known the role of emotional dissonance. Thus, current paper focused on emotional labor and tried to identify the factors which influence on employees' intrinsic motivation for married women working in call centers. This study highlighted the influence of the emotional dissonance on the employees' intrinsic motivation, and the moderating influences of work-family conflict on the relationship between emotional dissonance and intrinsic motivation. Research design, data, and methodology - The research samples were gathered from seven call centers of Korean financial institutions located in South Korea. The model of emotional dissonance was developed, which emphasizes the influence of emotional dissonance as a predictor on intrinsic motivation, and then the other model was also introduced to explain how employees' intrinsic motivation were aggravated by work-family conflict. To examine these research models, samples were collected from 468 married women working in call centers of Korean financial institutions located in Seoul. A total of 468 samples were used in the analysis after deleting data of missing value. SPSS 22.0 were utilized for data analysis. Results - The results of current study showed that emotional dissonance is negatively related to intrinsic motivation, and there are significant differences in work-family conflict. Those results generally support the proposed hypotheses. Conclusions - These results suggest that the relationship of intrinsic motivation of married women working in call center for customers' service were influenced by emotional dissonance, which outcomes were interacted not by face-to-face contact with their customers, but by emotional contacts. Managerially, these findings suggest the one who emphasize the quality of customer's service of call center need to introduce the programs for minimizing both of emotional dissonance and work-family conflict. These findings also suggest that the service quality via intrinsic motivation of married women working in call center is hard to be accomplished without considering the factors of emotional dissonance and work-family conflict.

• Asia Marketing Journal
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• 제15권2호
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• pp.49-73
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• 2013

In this study, the author develops and tests a model that incorporates the mediating effects of two frontline employee psychological variables (emotional exhaustion and intrinsic motivation) based on job demand and resource model. As a form of environmental resource, person-organization fit was proposed as a leading factor of frontline employee boundary spanning behavior through emotional exhaustion and intrinsic motivation. All measures were adapted from or developed based on prior research. Data for the study were collected from a cross-sectional sample of retail bank employees in South Korea. Questionnaires were distributed to 500 frontline employees across several banks. Of these, 322 usable questionnaires were returned. To analyze the data, a structural equation model procedure using LISREL 8.5 was employed. Results show that an employee's perceived fit with his/her organization enhances intrinsic motivation and reduces emotional exhaustion. These mechanisms, in turn, increase the employee's boundary spanning behavior. These results support the notion that person-organization fit should be one of the factors affecting motivation, affect and attachment, and extends such an understanding to a purely service-based environment among customer contact employees. Results also confirms that P-O fit can be viewed as environmental resources, and the JD-R model provides a theoretical base in further studying the antecedent role of P-O fit on frontline employees's boundary spanning behavior through intrinsic motivation and emotional exhaustion. These results suggest that organizations have to do their best to manage P-O fit, be it through employee screening or training and workshops to try and align organization and employee values and objectives. If managers of organizations are positively evaluated by the employees, it will be easier for them to, give things of value to employees, such as sense of direction, values, and recognition, and receive other things in return such as esteem and responsiveness. Consequently, organizational leaders are not only able to manage employee experiences, but also their fit with the organization. Even if a manager cannot control employee P-O fit, this research suggests, that a focus on reducing emotional exhaustion rather than increasing intrinsic motivation seems optimal. This research also supports the idea that motivation has a direct association with a frontline employee's boundary spanning behavior. Even in situations where emotional exhaustion cannot be reduced, organizations may still influence frontline behaviors through motivation.

• International Journal of Knowledge Content Development & Technology
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• 제8권3호
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• pp.29-40
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• 2018

This paper discussed motivation, some theories of motivation and motivation of library personnel. The most important aspect of any organization is its workforce. Motivation arouses, energizes, influences and sustains behaviour and performance of employees. Motivating factors include extrinsic factors which pertain to the conditions under which a job is performed and intrinsic motivators which contribute to job satisfaction and subsequently increase productivity. Two levels of motivation were identified in the library: the need-factor motivation and the profession-related motivation. Need-factor motivation is well-pronounced in the lower cadre of library staff such as library assistants, clerical staff, and porters who set their priority on economic needs. The profession-related motivation occurs among professionally trained librarians whose motivation hinges self-fulfillment derived from professional growth and development. Other motivating factor in the library is job design which includes job rotation, job enlargement, and job enrichment. Job design specifies the contents or methods of any job in such a way that various requirements of a job can be effectively satisfied. Adequate motivation of library employees lies with the managers because they generally control work distribution, freedom and autonomy, work challenge Remove, staff development and training, and advancement opportunities. The managers are urged to create enabling environment to ensure improved commitment, satisfaction, and productivity of employees in the library.

• 유통과학연구
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• 제21권10호
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• pp.63-75
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• 2023

Purpose: This research delves into the relationship between self-leadership and procrastination behavior in banking distribution networks. Based on the self-determination theory, the study explores how organizational commitment mediates the relationship between these variables. Moreover, the research considers the vital role that intrinsic motivation plays in enhancing and reinforcing these connections. Research design and methodology: Using data from 384 bank employees and partial least squares structural equation modeling, the research found evidence to support the theory. This methodological approach enabled the investigation to uncover the intricate links between self-leadership, procrastination behavior, organizational commitment, and intrinsic motivation. Results: The findings strongly support the hypotheses, indicating a negative association between self-leadership and procrastination behavior at the workplace; conversely, a positive correlation was found between self-leadership and organizational commitment. The discovery further strengthens the results that intrinsic motivation amplifies the positive relationship between self-leadership and organizational commitment. Conclusions: This research underscores the importance of cultivating a culture of self-leadership among banking distribution network employees. By doing so, procrastination can be substantially reduced, enhancing both productivity and overall performance. The study's insights are particularly valuable for organizational leaders in the banking sector, as they provide actionable pathways to foster a more committed, motivated, and efficient workforce.

• 대한안전경영과학회지
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• 제19권4호
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• pp.261-271
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• 2017

The paper examines how empowering leadership and intrinsic motivation contributed to explaining in-role behavior. In order to verify the relationships and mediating effect, data were collected from 414 individuals in employees working in small and medium-sized firms at Jinju, Changwon, Gimhae, Busan City to test theoretical model and its hypotheses. All data collected from the survey were analyzed using with SPSS 18.0. This study reports findings as follows: first, the relationship between the empowering leadership and the intrinsic motivation is positively related. Second, there was also a positive correlation between the intrinsic motivation and the in-role behavior. Third, the relationship between the empowering leadership and the in-role behavior is positively related. Finally, the intrinsic motivation played as a partial mediator on the relationship between empowering leadership and in-role behavior. Based on these findings, the implications and the limitations of the study were presented including some directions for future studies.