• 한국문헌정보학회지
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• 제43권3호
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• pp.297-312
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• 2009

본 연구에서는 온라인 지식 커뮤니티에서의 지식기여에 대한 태도와 지식기여 의도에 영향을 미치는 내재적 및 외재적 동기요인의 통합모형을 분석하였다. 온라인 지식 커뮤니티에서의 지식기여에 대한 태도에 영향을 미치는 내재적 동기요인으로는 즐거움, 지식 자기역능감, 책임감을, 외재적 동기요인으로는 기대 상호이익, 이미지, 주관적 규범을 도출하고, 이 요인들 간의 구조적 관계가 지식기여에 대한 태도와 나아가 지식기여 의도에 미치는 영향을 분석하였다. 분석 결과, 내재적 동기요인 중 즐거움과 지식 자기역능감이 지식기여에 대한 태도에 유의한 영향을 미치는 것으로 나타났으며, 책임감은 유의한 영향을 주지 않는 것으로 나타났다. 외재적 동기요인 중 기대 상호이익은 지식기여에 대한 태도에 유의한 영향을 미치는 것으로 나타났으나, 이미지와 주관적 규범은 유의한 영향을 미치지 않는 것으로 나타났다.

• 산경연구논집
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• 제14권7호
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• pp.19-26
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• 2023

Purpose: This study explores the intrinsic and extrinsic stress factors that affect employees' job satisfaction. The study reviews the literature on three intrinsic and three extrinsic stress factors that influence the job satisfaction level of employees, establishing the various research findings on the factors and finding the relevant links that such findings have to current research. Research design, data and methodology: The present researcher collected the relevant prior studies via literature content approach that was used by numerous previous works. The researcher transcribed the data gathered from the participants. The next analyst would code the different features of data systematically across the entire set of data, thereby collecting the relevant data for each of the codes. Results: The investigation suggests six stress factors to be connected to job satisfaction, such as Hours of Work Employee Job Satisfaction, Communication and Employee job Satisfaction, Leadership Style Employee Job Satisfaction, Competition Employee Job Satisfaction, Career Development Opportunities Employee Job Satisfaction, Strikes and employee Job Satisfaction Conclusions: This research concludes that organizations with proper communication channels will certainly influence their employees positively and hence give them job satisfaction. Overall, this qualitative research has found that intrinsic and extrinsic factors influence the job satisfaction level of employees in a workplace.

• 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.

• The Journal of Korean Physical Therapy
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• 제15권2호
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• pp.157-167
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• 2003

Falls are a leading cause of injury, disability and death among people older than 65. Even without injury, falls cause a loss of confidence that results in reduced physical activity, increased dependency and social withdrawal. Fall prevention in the eldery people is a multifaced task that includes both the identification of risk factors and their modification strategies. Fall risk factors have been identified as both intrinsic and extrinsic. Intrinsic factors are those related to the physical and cognitive function of the person. Extrinsic factors are those which are included in the environmental hazards of everyday life. Combinations of interventions aimed at modifying both intrinsic and extrinsic risk factors can result in significant fall prevention in the geriatric population. This article selectively reviews the literature reporting exercise intervention to improve strength, balance and mobility.

• The Journal of Asian Finance, Economics and Business
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• 제8권8호
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• pp.259-270
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• 2021

The purpose of this study is to explore the link between job satisfaction and organizational commitment at higher education institutions (HEIs) in emerging countries such as Vietnam and to determine extrinsic work factors that influence job satisfaction. Higher education is critical for socio-economic growth and the overall development of each country. Hence, an understanding of what motivates employees' actions and attitudes should be obtained before determining the extent of employee satisfaction. The conceptual model was developed by incorporating job satisfaction-related variables, their relationships, and the impact of job satisfaction on organizational commitment. An empirical study was conducted on a study sample of public and private universities, with 316 academics and non-academic employees surveyed. The current study employed the partial least squares structural equation modeling to test the proposed hypotheses. The results reveal a positive and significant relationship between job satisfaction and organizational commitment. The findings confirm that extrinsic work factors (job itself, supervision, working conditions, payment, and reward and recognition) have a positive and significant relationship with job satisfaction. Furthermore, the study indicates that employees at HEIs who have a high level of ability utilization and supervisor support are more likely to be satisfied with their jobs.

• 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.

• 한국건축시공학회지
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• 제13권3호
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• pp.242-252
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• 2013

Although many researchers and practitioners are in agreement about the potential applicability and benefit of BIM in construction, it is still unclear why BIM is adopted, and what factors enhance the adoption and implementation of BIM. As such, the mechanism of BIM acceptance and use remains in question. Therefore, this paper aims to identify the key factors affecting the acceptance of BIM in construction organizations, and to analyze the effect of intrinsic and extrinsic motivation factors on BIM acceptance. The key factors in BIM acceptance are identified through a literature review in TAM (Davis 1989) and related theories, and consolidated by interviews and pilot studies with professionals in the construction industry. Based on the factors, a questionnaire was designed and sent out to a total of 114 construction organizations in Korea, such as contractors, architects, and engineers. Using SPSS 12.0, the data was analyzed to determine the relationship between intrinsic and extrinsic motivation factors and BIM acceptance through multiple regression analysis. These findings will clarify what the highly prioritized factors are, and can also be used in an assessment tool for the performance of BIM utilization.

• 보건의료산업학회지
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• 제5권4호
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• pp.95-111
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• 2011

The purpose of this study was to explore and analyse the work value of university students majoring in health care management. The subjects of this study were 300 students. Maryland Work Value Inventory was used and the data were collected using a structured and self-administrated questionnaire. As a result of factor analysis, the following results were obtained. First, the work value consists of six factors (financial remuneration, social status, social contribution, capability, achievement, proper pride) and it can be classified extrinsic work value (financial remuneration, social status) and intrinsic work value(social contribution, capability, achievement, proper pride). Second, The mean extrinsic work value(4.16) was higher than the mean intrinsic work value(3.80). The preference order of the work value was like this; financial remuneration(4.36) the first, achievement(4.05), social status(3.96), proper pride(3.93), capability(3.78), and social contribution(3.45) the last. Third, the mean of the economic stability in extrinsic work value was the highest. The factors meaningfully relating with intrinsic work value were age, school grade and the experience of job. Forth, as a result of regression analysis, the more school grade they have, the less extrinsic work value and the less their mother's level of education, the higher extrinsic work value.

• Asian Journal of Business Environment
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• 제5권4호
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• pp.13-18
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• 2015

Purpose - Based on previous studies, this study extends current research and investigates whether the sub-factors of emotional intelligence increase job satisfaction or employee intrinsic and extrinsic motivation and perceived organizational support. Research design, data, and methodology - This study categorizes service employees' (consultants) emotional intelligence into four sub-factors: regulation of emotion, appraisal of emotion, utilization of emotion, and expression of emotion. The study then investigates the sub-factor effects on job satisfaction. A total of 353 valid questionnaires were collected. Results - The results of the path analysis showed that appraisal, utilization, and expression of emotion had a positive effect on intrinsic motivation, and utilization of emotion had a positive effect on extrinsic motivation. Extrinsic motivation had a positive effect on perceived organizational support and job satisfaction, and perceived organizational support had a positive effect on job satisfaction. Conclusion - As consultants' utilization of emotion is rendered as the ability to use emotion to improve performance, the conclusion is that such factors as monetary performance incentives are important in order to boost job satisfaction of the consultants.

• 핵의학기술
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• 제27권1호
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• pp.36-41
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• 2023

Purpose The long-term trend of extrinsic uniformity by type of gamma camera was analyzed, and the factors affecting uniformity were investigated. Based on this, the purpose was to predict the life of the gamma camera, pay attention to factors that affect uniformity, and obtain better quality images. Materials and methods Four of the gamma cameras in operation at a senior general hospital in Seoul were selected and the trend of extrinsic uniformity from the first operation date to the present was analyzed. In order to minimize various factors affecting uniformity, a detailed analysis was conducted by calculating the monthly and annual average of the uniformity values. Results Two Symbia E gamma cameras from SIEMENS, one Symbia Evo Excel gamma camera, and one Symbia Intevo16 gamma camera were selected and analyzed. The uniformity of Symbia E₁ (2012 warehousing) changed unevenly, and the uniformity of Symbia E₂ (2014 warehousing) changed according to the replacement cycle of ⁵⁷Co sheet sources. The uniformity of Symbia Evo Excel (received in 2017) and Symbia Intevo 16 (received in 2017) was constant compared to Symbia E. Conclusion The extrinsic uniformity of the gamma camera gradually increased over time. However, there was a difference in uniformity for each type of gamma camera, and there was a change in uniformity in which the cause could not be accurately identified. In order to improve the quality of the image, it is necessary to periodically check changes in uniformity and minimize factors that affect uniformity.