• Korean Journal of Childcare and Education
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• v.18 no.5
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• pp.1-17
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• 2022

Objective: The purpose of this study is to examine the effect of childcare teachers' active motivation for choosing a profession on the quality of their interaction with infants and toddlers, and to investigate the moderating effect of their emotional dysregulation. Methods: The subjects of this study were childcare teachers working with infants and toddlers. A mobile survey was conducted and a total of 282 sets of results have been collected. Moderating effects have been explored with the use of PROCESS Macro (version 3.5) Model 1. Results: The main findings showed that childcare teachers' emotional dysregulation played a moderating role in the effect of childcare teachers' active motivation on the quality of interaction with infants and toddlers. Conclusion/Implications: The results of this study imply that the ability of childcare teachers working with infants and toddlers to regulate their emotions can simultaneously play a role as a protective factor as well as a risk factor for the quality of interaction. Also, it was revealed that is necessary to give pre-service teachers an opportunity to deliberate on their motivations for a childcare teacher position.

• Korean Journal of Human Ecology
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• v.14 no.4
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• pp.547-559
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• 2005

The purpose of this study was to explore the effects of mothers' self-efficacy, parenting behaviors, and children's achievement motivation on children's self-efficacy. Subjects were 591 fifth- and sixth-graders and their mothers in Busan. Statistics and methods used for data analysis were Cronbach's alpha, Pearson's correlation, Multiple Regression, and Path Analysis. Several major findings of this study were as follows: 1) Any difference was not found by sex in children's general and total self-efficacy. Girls' social efficacy, however, was higher than boys'. 2) Achievement motivation had a direct positive effect and was the first positive contribution factor to the self-efficacy of both sexes. 3) On boys' self-efficacy, mothers' own had an indirect positive effect through achievement motivation, and their parental role efficacy had a positive effect, direct or indirect, through their affective parenting behaviors and the boys' achievement motivation; also mothers' affective parenting behaviors had an indirect positive effect through achievement motivation, and their controlling parenting had a direct negative effect. 4) On girls' self-efficacy, mothers' own had a direct positive effect, and their parental role efficacy had an indirect positive effect through their affective and controlling parenting behaviors and the girls' achievement motivation; also mothers' affective parenting behaviors had a positive effect, direct or indirect, through achievement motivation, and the controlling parenting had a negative effect, direct or indirect.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.6 no.3
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• pp.61-84
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• 2011

This study tested the relationship between servant leadership and intrinsic motivation. And, the mediating role of intrinsic motivation between servant leadership and individual performance was also investigated. Based on related theory and literature review, 4 hypotheses were developed and tested. Questionnaires were distributed to 280 employees of 3 service enterprises. Among returned questionnaires, 214 samples were used for empirical study. According to results, listening behavior of supervisor had significant positive effects on intrinsic motivation of subordinate. But, sympathy behavior and service behavior of supervisor had no significant effects on intrinsic motivation of subordinate. Also, intrinsic motivation of subordinate had significant positive effects on job satisfaction and organization commitment. Finally, the results suggest that intrinsic motivation mediate the relationship between servant leadership and individual performance. The mediating role of intrinsic motivation between servant leadership and individual performance was partly or fully supported. Implications and directions for future research are discussed in conclusion.

• The Journal of the Korea Contents Association
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• v.19 no.1
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• pp.316-328
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• 2019

The purpose of this study is to identify the factors affecting marriage motivation in colleger and to provide basic data for the countermeasures for decrease in marriage rate. The subjects of this study were 175 colleger from K-do. Data were collected from October 1st to October 10th, 2018 and analyzed using IBM SPSS WIN/21.0 to get frequency, percentage, average, standard deviation, t-test, ANOVA, Pearson correlation coefficient, and Multiple regression. The subjects' view on marriage was 3.35 points, view on children was 3.11 points, psycosocial maturity was 2.99, social pre-parental role recognition was 3.46, and marriage motivation was 2.81. The marriage motivation of the subjects was positively correlated with view on marriage (r=.38, p<.001), view on children (r=.50, p<.001) and psychosocial maturity (r=0.25, p=.001), and psychosocial maturity was positively correlated with social pre-parental role. The most important factor that affects the subjects' marriage motivation is their view on children (${\beta}=.407$, p<.001), followed by view on marriage (${\beta}=.329$, p<001), Gender (${\beta}=-.184$, p=.004), psychosocial maturity (${\beta}=.159$, p=009), religion (${\beta}=.126$, p=.003). The explanatory power was 52.1% (F=26.01, p<001). Therefore, a program promoting the views on children and marriage to improve marriage motivation, a customized program considering gender and religio, and further research promoting marriage motivation is needed.

• Journal of Venture Innovation
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• v.5 no.2
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• pp.35-48
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• 2022

This study was conducted to analyze the effect on entrepreneurial intention and empirically analyze which factors have the greatest influence. To this end, self-achievement motivation, indirect experience, role model, awareness of entrepreneurs, and fear of business failure were set as independent variables as factors influencing entrepreneurial intention. In order to empirically analyze this, 399 valid samples for the general public were analyzed. SPSS 25.0 was used for statistical analysis. As a result of the empirical analysis of this study, self-achievement motivation, indirect experience, role model, awareness of entrepreneurs, and fear of business failure all had a positive and significant effect on entrepreneurial intention. The results of this study confirmed that self-achievement motivation had the greatest influence among the factors affecting entrepreneurial intention. It is significant in that indirect experiences and role models such as theoretical entrepreneurship lectures, special entrepreneurship lectures, and parents or acquaintances influence entrepreneurial intention.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.1031-1040
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• 2021

The purpose of this research is to analyze the influence of job enrichment and empowerment on organizational commitment. In addition, the role of work motivation and job satisfaction in mediating the influence of job enrichment and employee empowerment on organizational commitment has also been examined in this study. The sample population consists of all the employees in the regional office of DJKN Bali and Nusa Tenggara, who hold executive positions and have served the office for ≥ 4 years. This study adopts the second-order Partial Least Square (PLS) model and the Smart PLS Version 3.0 program which is used as the analysis tool. The results revealed that: job enrichment has a significant influence on organizational commitment; employee empowerment has an insignificant influence on organizational commitment; work motivation and job satisfaction partially mediate the influence of job enrichment on organizational commitment; work motivation and job satisfaction fully mediate the influence of employee empowerment on organizational commitment. The findings can be used as organizational considerations in developing policies related to job enrichment and employee empowerment, which is expected to motivate and provide satisfaction for employees and improve their organizational commitment.

• Journal of Distribution Science
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• v.21 no.10
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• pp.63-75
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• 2023

Purpose: This research delves into the relationship between self-leadership and procrastination behavior in banking distribution networks. Based on the self-determination theory, the study explores how organizational commitment mediates the relationship between these variables. Moreover, the research considers the vital role that intrinsic motivation plays in enhancing and reinforcing these connections. Research design and methodology: Using data from 384 bank employees and partial least squares structural equation modeling, the research found evidence to support the theory. This methodological approach enabled the investigation to uncover the intricate links between self-leadership, procrastination behavior, organizational commitment, and intrinsic motivation. Results: The findings strongly support the hypotheses, indicating a negative association between self-leadership and procrastination behavior at the workplace; conversely, a positive correlation was found between self-leadership and organizational commitment. The discovery further strengthens the results that intrinsic motivation amplifies the positive relationship between self-leadership and organizational commitment. Conclusions: This research underscores the importance of cultivating a culture of self-leadership among banking distribution network employees. By doing so, procrastination can be substantially reduced, enhancing both productivity and overall performance. The study's insights are particularly valuable for organizational leaders in the banking sector, as they provide actionable pathways to foster a more committed, motivated, and efficient workforce.

• Korean Journal of Childcare and Education
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• v.15 no.4
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• pp.135-153
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• 2019

Objective: The purpose of this study was to examine whether motivation for choosing a teaching profession and the perception of social support of newly-appointed childcare teachers would predict work adjustment, and to understand the mediating role of the perception of social support. Methods: The data was analyzed by using correlation, regression, and the verification of mediating effects. Results: First, there were significant correlations of active motivation and material motivation when choosing a teaching profession, perception of social support, and work adjustment. Second, active motivation and material motivation in relation to choosing a teaching profession, and the perception of social support, were the variables that could predict the work adjustment of newly-appointed teachers. Third, the social support perceived by newly-appointed teachers had partial-mediating effects on the relationship between active motivation in relation to choosing a teaching profession and work adjustment, as well as on the complete-mediating effects on the relationship between material motivation and work adjustment. Implications: The training institute should strengthen education that could foster active motivation of pre-service teachers, and daycare centers should establish a cooperative workplace culture for the psychological adjustment of newly-appointed teachers.

• 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.

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