• Korean Journal of Child Studies
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• v.27 no.5
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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 Asian Finance, Economics and Business
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• v.8 no.12
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• pp.485-496
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• 2021

This study explores the direct relationship between challenge and hindrance demands affecting autonomous extrinsic motivation and sales performance. In addition, we examine the mediating role of autonomous extrinsic motivation in the relationship between challenge demands, hindrance demands, and sales performance. This study explores the direct relationship between challenge and hindrance demands affecting autonomous extrinsic motivation and sales performance. In addition, we examine the mediating role of autonomous extrinsic motivation in the relationship between challenge demands, hindrance demands, and sales performance. This study proceeded in two phases comprising preliminary and prime research. First, preliminary quantitative research was conducted through face-to-face interviews with 125 observations to analyze the reliability of the scale and exploratory factor analysis to evaluate the measurements. The data collected from 431 real estate market employees shows that both challenge and hindrance demands positively and negatively affect sales performance through autonomous extrinsic motivation. Furthermore, challenge demands and hindrance demands affect positive and negative sales performance through autonomous extrinsic motivation, respectively. This study suggests that business organizations should design job demands to ensure that challenging work is suitable for employees' job positions. Thus, they will contribute to motivation and help employees achieve job performance.

• The Journal of Industrial Distribution & Business
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• v.9 no.7
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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.

• Management & Information Systems Review
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• v.20
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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.

• Research in Mathematical Education
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• v.25 no.1
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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.

• Journal of the Korea Safety Management & Science
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• v.16 no.2
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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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• v.9 no.6
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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.

• Fashion & Textile Research Journal
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• v.11 no.2
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• pp.252-261
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• 2009

The purpose of this study was to investigate the influence of female university students' cosmetic purchase motivation on cosmetic attribute evaluation and brand repurchase intention. Questionnaires data of 202 female university students who had purchase experience of cosmetic product in recent 6 months through off-line were analyzed. The results are as follows. First, situational purchase motivation had a positive impact on extrinsic and economic attributes. Second, intrinsic purchase motivation had a positive impact on extrinsic, utilitarian, aesthetic, and economic attributes. Third, hedonic purchase motivation had a positive impact on extrinsic attribute. Fourth, aesthetic attribute had a positive influence on brand repurchase intention and extrinsic attribute had a negative effect on brand repurchase intention. Therefore, when cosmetic companies dealing with female university students' cosmetic product establish marketing strategies, they need to pay attention to aesthetic attribute evaluation and intrinsic purchase motivation to highten their brand loyalty.

• Asia pacific journal of information systems
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• v.15 no.3
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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 Industrial Distribution & Business
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• v.14 no.3
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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.