• 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.

• Journal of Korean Elementary Science Education
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• v.25 no.4
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• pp.419-429
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• 2006

This study investigated gender differences in the factors affecting elementary school students' ability to identify scientific problems. Scientific problem finding tasks, involving written instruments including IQ tests, content knowledge, science process skills, divergent thinking skills, intrinsic/extrinsic motivation, personality traits, and home environment were administered to 96 elementary school students(male; 50 & female: 46). The data collected was analyzed by means of a t-test, Pearson's correlation, multiple regression analysis, and canonical correlation analysis. The finding indicated that there were significant gender differences in scientific problem finding performance. Female students were significantly higher in both total score and elaborate score of scientific problem finding than male students. Personality traits and intrinsic motivation positively and extrinsic motivation negatively predicted male students' abilities in scientific problem finding. Science process skills, personality traits and intrinsic motivation positively and extrinsic motivation negatively predicted female students' scientific problem finding and IQ positively predicted female students' elaborate score of scientific problem finding.

• The Journal of the Korea Contents Association
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• v.9 no.1
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• pp.223-237
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• 2009

We aimed at identifying the determinants of favorable UCC usage and creation by integrating emotional dimension, social influence and motivations. The finding show the significant effect of pleasure on intrinsic motivation in both Korea and U.S.A. Arousal has a positive effect on intrinsic motivation in the United States, but it has no relationship wit h intrinsic motivation in Korea. In case of social influence, subjective norm gives a significant impact on extrinsic motivation whereas proved insignificant in the United States. Image is shown to be significantly related with extrinsic motivation in both nations. Also, intrinsic motivation does not posit an effect on UCC usage and creation in Korea whereas it influences on UCC usage and is not related with UCC creation in the United States. In addition, it was observed that UCC usage has a positive and significant impact on UCC creation in both nations.

• Asian Journal of Business Environment
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• v.5 no.4
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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.

• The Journal of the Korea Contents Association
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• v.11 no.6
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• pp.428-437
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• 2011

This study examines how caregivers' academic motivation to participate in training affects their learning flow with their training. This study surveyed 230 trainees at a caregiver training agency in City B. A survey was conducted, and questionnaire was conceived to obtain the measure of two latent variables: learning flow, motivation to learning. Descriptive statistics, factor analysis, correlation analysis and regression analysis were used. Intrinsic motivation and extrinsic motivation had positive effects on learning flow. However Intrinsic motivation had high level of correlation than extrinsic motivation on learning flow. Therefore, learning flow had not alone intrinsic motivation but also partial correlation with extrinsic motivation. The multidirectional study is require the caregivers' training for development, caregivers' training and Management.

• English Language & Literature Teaching
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• v.15 no.4
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• pp.217-235
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• 2009

This study aimed to explore how the Korean university students' reading motivation is related to their English (L2) reading behavior. The construct of the students' Korean (L1) and L2 reading motivation was investigated with the data obtained through the questionnaire from 120 sophomore students. A factor analysis was conducted to extract the major factors of motivation and determine the interrelationship among items in the questionnaire. As a result, 6 factors were extracted: Intrinsic Motivation for English Reading, Extrinsic Motivation 1 (Immediate Goal Orientedness), Extrinsic Motivation 2 (Integrative Orientation), Importance of L1 Reading, Intrinsic Motivation toward L1 reading, and Importance of L2 Reading Skill. The interrelatedness between the assessment results on the L2 reading behavior (reading amount, time and speed) and motivation factors was measured by correlation coefficients. It was found that Intrinsic Motivation toward English Reading was significantly related to the students' reading amount and Intrinsic Motivation toward Korean Reading had positive association with the students' reading time with statistical significance. Other factors did not show significant correlation with the students' reading behavior. In addition, the students' reading speed was significantly related to their reading amount as well, while reading time did not affect the speed gain.

• Culinary science and hospitality research
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• v.18 no.5
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• pp.165-175
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• 2012

Investment in training by a company can lead to the retention and motivation of its valued staff and promote high self-fulfillment by providing career development. The objectives of this research were (a) to test the perceived satisfaction with a training based on respondents' socio-demographic characteristics, (b) to investigate training motivation factors affecting employees' training satisfaction, (c) to assess how training motivation factors affect the employees' satisfaction, and (d) to indicate the relationship between training satisfaction and the employees' job satisfaction. Additionally, by developing an employees' training motivation model and conducting multiple regression analysis, two types of motivation factors, intrinsic motivation and extrinsic motivation, were shown to be positively related to employees' training satisfaction. Subsequently, this employees' training satisfaction was a significant determinant factor for improving job satisfaction.

• Journal of Navigation and Port Research
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• v.40 no.5
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• pp.285-290
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• 2016

Accidents and incidents caused by poor performance in the maritime industry suggest the need to find ways to improve performance in order to operate effectively and improve safety. The data for this study was collected from maritime students and involves the performance and levels of intrinsic and extrinsic motivation. Various motivational factors were identified and the ways in which these factors relate to performance was analyzed. The importance of considering motivation when recruiting new trainees and workers, and continually looking for ways to increase intrinsic motivation, is stressed throughout this paper. The results suggest that high levels of good quality motivation correlate positively with better performance.

• Journal of Korea Society of Industrial Information Systems
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• v.10 no.4
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• pp.1-15
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• 2005

This study investigates the relationships between extrinsic motivation (perceived usefulness), intrinsic motivation (perceived ease of use and perceived enjoyment), and attitude toward online community. With 252 valid responses, the research hypotheses are tested using by structured equation model. The results show that perceived ease of use affects perceived usefulness and perceived enjoyment, that perceived enjoyment has a positive impact on perceived usefulness and attitude toward online community, and that perceived usefulness positively influences attitude toward online community. The study can help IS managers and professionals plan their courses of action more effectively for users' continuous visits on online community.

• Health Policy and Management
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• v.8 no.1
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• pp.52-96
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• 1998

To find causal factors and improvement plans of organizational commitment of public servants in urban health centers, a hypothetical causal model, which included 2 endogenous variables(organizational commitment & organizational satisfaction) and 15 exogenous variables, was constructed. Exogenous variables consisted of individual factors (sex, age, education, job-grade, and annual salary), psychological variables(pride for organization, extrinsic motivation, intrinsic motivation and support of supervisor) ad structural variables(formalization, centralization, communication, job-conflict, job-decision, and workload). In the hypothetical causal model, organizational commitment was supposed to be effect variable, and organizational satisfaction was presumed to be intervening variable to mediate between organizational commitment and exogenous variables. For data collection, cross-sectional self-administered questionnaire survey was conducted to 1,295 public servants from 32 urban health centers nationwide. The survey responses were from 934, 72.1% of subjects. But 756 responses(58.4%) were analyzed because of excluding ones with missing values. The hypothetical causal model was fitted by covariance structural analysis with maximum likelihood method. Main results were as follows: (1) The fitted causal model accounted for 33 and 55 percent of total variance of organizational commitment and organizational satisfaction of public servants, respectively. (2) In order of effect size, pride for organization, supervisor support, communication, extrinsic motivation and centralization had an indirect effect effect on organizational commitment through organizational satisfaction. However, the effect of centralization was negative. (3) Pride for organiztion, intrinsic motivation, organizational satisfaction, job-conflict, supervisor support, communication, age, centralization, annual salar and extrinsic motivation had indirect or direct effects on organizational commitment in order of effect size. Among them, effects of job-conflict and centraldization were negative. In conclusion, these results suggested that organizational commitment of public servants in urban health centers could be enhanced by pride for organization, intrinsic and extrinsic motivations, prevention of job-conflict and excess centralization, supervisor support and active communication. Especially, pride for organization and intrinsic motivation were expected to play the most important role.