• International Journal of Knowledge Content Development & Technology
• /
• v.8 no.3
• /
• pp.29-40
• /
• 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.

• Journal of the Korean Society of Clothing and Textiles
• /
• v.35 no.5
• /
• pp.561-574
• /
• 2011

This study investigates the ultimate factor structure of consumer dissatisfaction with the off-line purchase and usage of clothing. It identifies the determinant dimensions of consumer dissatisfaction on clothing purchase and usage and investigates the hierarchical structure of consumer dissatisfaction by assessing and comparing the effectiveness of five alternative factor structure models. A total of 300 women were online-surveyed to assess the level of dissatisfaction based on their dissatisfying experience with clothing purchases and usage in terms of product quality, price, salesperson's attitude, and store environment. The exploratory factor analysis identified the underlying dimensions of dissatisfaction: Handling, Aesthetics, Salesperson, Size, Price, Product Quality, Service, and Environment. By employing a first-order confirmatory factor analysis and higher-order confirmatory factor analysis, consumer dissatisfaction was confirmed to have a hierarchical structure with three second-order constructs Intrinsic instrument is manifested by handling, quality, and size, Intrinsic expression consists of service, salesperson, and environment, and Extrinsic circumstance contains aesthetics and price. On empirically demonstrating the multi-dimensional constructs of consumer dissatisfaction by identifying its hierarchical structure, the study provides the theoretical and practical insights to comprehend consumer purchase and post-purchase behavior. Specifically, it affords an empirical platform to extend the scope of research with condensed concepts of dissatisfaction to researchers. In addition, it also enables marketers to take a broader view of consumer dissatisfaction by providing cues about potential problems and identifying the source of those problems.

• Korean Security Journal
• /
• no.47
• /
• pp.61-84
• /
• 2016

The objective of this study is to closely examine the relationship between intrinsic extrinsic job satisfaction and organizational citizenship behavior and closely examine a moderation effect that job characteristic variable has, focusing on workers in private security guard industry. In order to attain the above-mentioned objectives, a purposive sampling method was used as sampling method. Data on 207 people were used for analysis. A frequency analysis, correlation analysis, reliability analysis, structural equation model analysis, multiple group analysis of the collected data was made by utilizing SPSS 21.0 and AMOS 22.0. The results of study can be summarized as follows. First, it was shown that intrinsic satisfaction, sub-factor of intrinsic extrinsic job satisfaction, had a positive (+) effect on altruism. Second, it was shown that intrinsic satisfaction had a positive (+) effect on conscientiousness. Third, it was shown that intrinsic satisfaction had a positive (+) effect on participation. Fourth, it was shown that extrinsic satisfaction didn't have significant effect on altruism. Fifth, it was shown that extrinsic satisfaction didn't have significant effect on conscientiousness. Sixth, it was shown that extrinsic satisfaction didn't have significant effect on participation. Seventh, it was shown that skill variety had a moderation effect on the relationship which intrinsic satisfaction had with altruism and participation. Eighth, it was shown that task identify had a moderation effect on the relationship which intrinsic satisfaction had with altruism and participation. Ninth, it was shown that task significance had a moderation effect on the relationship which intrinsic satisfaction had with altruism, conscientiousness and participation.

• The Journal of the Korea Contents Association
• /
• v.20 no.10
• /
• pp.593-614
• /
• 2020

The purpose of this study is to find out how positive feedback affects job satisfaction and empirically validate, in the process, the mediation effect of intrinsic motivation and the moderating effect of LMX. For this study, data was gathered on 345 out of total 396 members of domestic organizations in various industries, on whom we conducted a survey, and we reviewed the validity of our survey by means of confirmatory factor analysis, performed based on SPSS 25.0 AMOS 25.0, and confirmed correlations, and mediating and moderating roles existing among variables using Process Macro 3.0. As a result, it was verified that organizational members' positive feedback positively affects their intrinsic motivation and job satisfaction. In this study, it is validated that organizational member's intrinsic motivation has a positive influence on job satisfaction and positive mediation effect exists between them. Also, LMX has a positive moderating role for positive feedback and intrinsic motivation, and organizational member's intrinsic motivation revealed that it has a LMX-moderated positive mediation effect on positive feedback and job satisfaction. The implications of these findings are first, positive feedback, an issue these days in corporate organizations, produces intrinsic motivation of organization members and raises their job satisfaction. Furthermore, organizational members' intrinsic motivation is triggered by their leader's positive feedback when they are more in a good relationship. Lastly, given that job satisfaction of organizational members matters for organizational performance and human resource development, we can get a practical implication that we should nurture the capabilities of a leader through various education methods as we must provide an adequate positive feedback as one of the multiple ways that help improving the job satisfaction of organizational members.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.14 no.5
• /
• pp.2168-2177
• /
• 2013

In order to analyze the influence of subjective cognition about determinant factors in employment on job satisfaction, this study utilized The Graduates Occupational Mobility Survey(GOMS) 2010 Year and the subjects of this survey were 4,051 people who graduated from university. The results of this study were follows: First, subjective cognition about determinant factors in employment and job satisfaction were showed significant difference by gender, type of school, school location, major fields. Second, school in region, education major, the academic factor, the certification & major field factor, the personality & human connection factor were found to have positive(+) influence on the intrinsic satisfaction. Third, 2~3years college, school in region, social major, education major, technology major, natural major, medical major, academic factor, the certification & major field factor, the personality & human connection factor were found to have positive(+) influence on the extrinsic satisfaction. This study provides detailed analysis on subjective cognition about determinant factors in employment, offering new verification of work job satisfaction.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.17 no.3
• /
• pp.544-553
• /
• 2016

Subjects consisting of 335 middle school students were analyzed using arousal seeking tendency scales to determine the effect on student's scores on scales for physical education intrinsic motivation and physical education attitude. The data were subjected to frequency analysis, correlation analysis, reliability analysis, exploratory factor analysis, and multiple regression analysis as statistical methods. The results were as follows. In the subscales of arousal seeking tendency, novelty seeking positively influenced interest, efforts, and competence. In the subscales of arousal seeking tendency, novelty seeking positively influenced physical education attitude, but thrill seeking negatively influenced health and fitness only. In the subscales of physical education intrinsic motivation, interest and efforts positively influenced physical education attitude, while both competence and tension partly influenced it. These findings indicate that improving both attitude and intrinsic motivation of middle school students toward physical education would require a method of teaching and learning that encourages students′ novelty seeking in the subscales of arousal seeking tendency.

• The Journal of Industrial Distribution & Business
• /
• v.9 no.7
• /
• pp.71-82
• /
• 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.

• Korean Journal of Social Welfare Studies
• /
• v.42 no.4
• /
• pp.445-468
• /
• 2011

Based on the framework of self-determination theory and past relevant literature, the study develops and estimates a causal relationship between intrinsic motivation, career commitment, and turnover intention. The study utilizes data from a cross-sectional survey conducted on 353 child welfare workers of the fields of foster care, child protective services, and child residential care all over the country. The study relies on Structural Equation Modeling(SEM) method. The results of Confirmatory Factor Analysis indicate the validity of measurement model. The results of SEM tests show a good fit of the proposed model. Controlling the level of salary and the working hours of the workers, the model reveals that intrinsic motivation is positively related to career commitment, and that career commitment is negatively related to turnover intention. In other words, the effect of intrinsic motivation on turnover intention is mediated by career commitment. Implications of the findings for practice and study limitations are discussed.

• Proceedings of the Korea Society for Industrial Systems Conference
• /
• 1998.10a
• /
• pp.807-813
• /
• 1998

이 논문에서는 로그정규분포에 대한 베이지안 모형선택방법을 제안한다. 일반적으로 , 모수에 대한 사전정보가 비정보적(noninformative)인 경우, 베이즈 요인(Bayes factor)은 결정할 수 없는 상수를 포함하는 것이 일반적이다. 이 경우, 베이즈 요인을 계산하기 위해 최근 활발히 연구중인 고유 베이즈 요인(Intrinsic Bayes factor)방법을 이용한다. 실제의 자료를 통해 로그정규분포의 적합도 검정에 대한 부분적 베이즈 요인을 계산한다.

• Geophysics and Geophysical Exploration
• /
• v.12 no.4
• /
• pp.281-288
• /
• 2009

Using analytical method, intrinsic absorption and scattering attenuation was lately separated from total quality factor $(Q^{-1}_t)$ on the seismic data of Korean Peninsula. However, we should use numerical method rather than the analytical method to consider depth dependent structure of scattering. The direct simulation Monte Carlo (DSMC) method, as a kind of the numerical method, is good option due to its extended availability from 1 to 3-dimensional model; but there is few study to use it. In this paper, we introduced the analytical method and the DSMC method, and compared the results of the two analysis applied to the isotropic scattering model. While the scattering attenuation coefficients $(\eta_s)$ are identical, the intrinsic absorption coefficients $(\eta_i)$ for the analytical method are larger than those for DSMC method and have large errors. In addition, the $(Q^{-1}_t)$ by the previous studies show closer to DSMC method than analytical method.