• 아동학회지
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• 제27권5호
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• pp.183-193
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• 2006

Tests of intrinsic-extrinsic motivation, self-efficacy, and creativity were administered to 75 college students. Results were analyzed by Pearson's correlation, partial correlation and Barron and Kenny's(1986) model. The main results were that (1) creativity was positively correlated with intrinsic motivation and negatively correlated with extrinsic motivation. (2) Self-efficacy played an important mediating role in the relationship between extrinsic motivation and creativity, but not in the relationship between intrinsic motivation and creativity, suggesting that extrinsic motivation negatively affects creativity because it lowers self-efficacy, which is intimately related with creativity. (3) The negative effect of extrinsic motivation on creativity was explained by such sub-factors of self-efficacy as self-confidence and preference for difficult tasks, but not by self-regulatory efficacy.

• 경영과정보연구
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• 제20권
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• pp.115-135
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• 2007

This study explored how intrinsic and extrinsic motivation relates to achieving creativity at project work. We were interested in differences in how motivational factors relate to creativity. Using data from the 98 engineers and researchers employed by a variety of companies, principal components factor analysis with marimax rotation was performed on the data. We examined effects of the moderate variables the intrinsic and extrinsic motivation and creativity relationship. The results indicate of positive mental involvement, the time and the resource constraints relates positively to creativity in organizations and that the relationship is a simple linear one. These outcomes are significantly related to intrinsic motivation and the creativity. In additions, extrinsic motivation is related to less the creativity. Our survey findings are also consistent with other sources of knowledge on the topic. Our results suggest that there are two different role: mental involvement, time and resources constraints, both of which predict creativity, and external control and extrinsic motivations reduce to creativity.

• 한국수학교육학회지시리즈D:수학교육연구
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• 제25권1호
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• pp.21-43
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• 2022

Investigating the relationship between intrinsic and extrinsic motivation and their effects on affective mathematics engagement in a cultural context is critical for determining which types of motivation promote affective mathematics engagement and the relationship with cultural affordance. The investigation in the current study is comprised of two dependent studies. The results from Phase 1 indicate that attitude and emotion are better explained by extrinsic motivation, while self-acknowledgment and value are better explained by intrinsic motivation. The results of Phase 2 indicate that the Korean sample has greater extrinsic motivation, attitude, and emotion, while the U.S. sample has greater intrinsic motivation, self-acknowledgment, and value. The key outcome for this research is that disentangling cultural affordance from the emotional and cognitive structures is impossible.

• 산경연구논집
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• 제14권3호
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• pp.9-17
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• 2023

Purpose: Intrinsic motivation can be affected by external factors and may not always be present in an employee. This study aims to shed light on the role of intrinsic and extrinsic motivation in driving employee performance and to determine which type of motivation has a greater impact on performance. Additionally, the research seeks to understand the impact of motivation on different employee characteristics, such as age, gender, and job tenure. Research design, data and methodology: The present author has obtained textual data from the current literature dataset, However, focusing on mostly journal articles and published books because it could provide the justification of reliability and validity and help to collect solid previous studies which is logically categorized themes. Results: The findings of the present research are divided into four differences (Difference in Job Satisfaction, Difference in Job Involvement, Difference in Organizational Commitment, and Difference in Turnover Intention), each focusing on one aspect of employee performance: job satisfaction, job involvement, organizational commitment, and turnover intention. Conclusions: Organizations can use the differences in employee performance based on intrinsic and extrinsic motivation to improve employee performance by recognizing the importance of intrinsic motivation, providing opportunities for employees to experience intrinsic motivation, and balancing extrinsic and intrinsic motivation.

• 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.

• 대한안전경영과학회지
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• 제16권2호
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• pp.91-99
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• 2014

This paper reviewed the relationship between safety climate(management commitment, safety education, preventive activity) and safety participation, and the mediating effect of safety motivation(intrinsic and extrinsic motivation) in small business employee. Based on the responses from 270 employees, the results of multiple regression analysis appeared as follow; 1) management commitment, safety education, and preventive activity effect positively on intrinsic/extrinsic safety motivation. 2) management commitment, safety education, and preventive activity effect positively on safety participation. 3) intrinsic and extrinsic safety motivation effect positively on safety participation. 4) intrinsic safety motivation mediates between 3 climate factors(management commitment, safety education, preventive activity) and safety participation. 5) extrinsic safety motivation mediates between only management commitment and safety participation.

• The Journal of Asian Finance, Economics and Business
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• 제9권6호
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• pp.195-206
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• 2022

The purpose of this paper is to examine how loyalty programs designed by retail stores affect customer retention. The present study is one of the few empirical studies finding the role of different loyalty programs that help to build customer retention. The study also seeks to explore the moderation role of customer perceived value between intrinsic motivation - customer retention and extrinsic motivation - customer retention. The researchers employed a quantitative research design to collect data from the 350 respondents who purchased goods from the retail chain/departmental stores in Bangladesh. The collected data are then analyzed using structural equation modeling. The result of their findings indicated that the size of the organizational reward has a positive effect on intrinsic and extrinsic motivation; further extrinsic motivation has a significant relation to customer retention. Surprisingly, no support was found for the positive impact of intrinsic motivation on customer retention. Customer perceived value (CPV) is critical as a moderator in building client retention, which improves the positive association between extrinsic motivation and customer retention. CPV, on the other hand, was found to mitigate the negative link between intrinsic motivation and client retention.

• Asia pacific journal of information systems
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• 제15권3호
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• pp.91-109
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• 2005

According to traditional theories of information systems, one of the reasons for using information technology is that users believe it to be helpful or useful for what they want to do, which is called extrinsic motivation. However, in addition to extrinsic motivation, there are other reasons for using it such as enjoying or playing with information technology itself, called intrinsic motivation, and just others around users, called social influence. The objective of this study is to provide a research model for using information technology considering intrinsic and extrinsic motivation, and social influence. For validation of this model, we survey the users of 'Minihompy' since it is one of the most popular blog services in Korea and there are relatively clear extrinsic and intrinsic motivation, and social influence respectively in using it. By analysing 549 valid samples by Partial Least Square(PLS), we show the suggested research model to be a valid one. That is, all hypotheses we suggested turn out to be statistically significant and $R^2$ of the dependent variable, the intention of use, explaining by the model to be higher than 40%. In addition to validation of the research model, it is found that intrinsic motivation may be more important than extrinsic motivation and social influence in using information technology.

• The Journal of Asian Finance, Economics and Business
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• 제8권2호
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• pp.1135-1146
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• 2021

The paper aims to examine the relationship between various types of motivation and satisfaction as well as turnover intentions of public university lecturers. Intrinsic motivation is found to affect both satisfaction and turnover, while for extrinsic motivation, only one type has a significant effect on satisfaction. The web-based questionnaire with convenience sampling was chosen to approach target respondents. Data was collected by sending a link of the questionnaire to the lecturers' email. There were 700 questionnaires collected. Of which 681 valid responses, after screening out unusual questionnaires. In order to fulfill these aims, the authors employed structural equation modeling with maximum likelihood method supported by AMOS software with 681 valid samples. The evidence confirms the high correlation between intrinsic motivation and satisfaction for university lecturers which has been shown in previous studies. With regard to extrinsic motivation, extrinsic regulation (material) is found to have a positive influence on satisfaction, meaning financial rewards and job security will lead to his contentment while introjected regulation is a source of dissatisfaction. The results also demonstrate that intrinsic motivation is negatively correlated with turnover intentions. A person who is interested in the job itself is less likely to leave his or her job due to a keen passion for it.

• 문화기술의 융합
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• 제4권1호
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• pp.175-182
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• 2018

본 연구는 개인의 내 외재적 동기와 창의적 행동 간의 관계에서 직무만족의 매개효과를 알아보고, 직무만족과 창의적 행동 간의 관계에 대해서 알아보고자 진행되었다. 이를 위해 전라남도의 3개 지방자치단체(G군, K군, H군)에서 근무하는 공무원을 대상으로 총 300부의 설문지를 배포하여 조사했으며, 이중 유효 설문지 213부(71%)를 활용하였다. 본 연구의 결과는 다음과 같다. 첫째, 내 외재적 동기가 창의적 행동에 긍정적인 영향을 미치는 것으로 나타났다. 외재적 동기가 창의적 행동에 긍정적 영향을 주는 결과는 최근의 연구 흐름과 같다고 할 수 있다. 둘째, 내 외재적 동기와 직무만족과의 관계에서, 내재적 동기가 직무만족에는 긍정적 영향을 주지만, 외재적 동기는 직무만족에 통계적으로 의미 있는 영향을 주지 않는 것으로 나타났다. 셋째, 직무만족과 창의적 행동 간의 관계에서는, 직무만족이 창의적 행동에 긍정적인 영향을 주는 것으로 나타났다. 넷째, 내 외재적 동기와 창의적 행동 간의 관계에서 직무만족의 매개효과를 검증한 결과는 내재적 동기는 직무만족을 매개하여 창의적 행동에 유의한 영향을 미치는 것으로 나타났다. 반면 외재적 동기와 창의적 행동 간에는 직무만족의 매개효과가 없는 것으로 나타났다.