Intrinsic Motivation and Extrinsic Motivation toward Job Satisfaction among Local Bank Employees

Background/Aim. Health care system is specific for each country, and therefore involves different motivation and job satisfaction factors. The aim of this study was to confirm the validity and applicability of the General Nordic Questionnaire translated into Serbian for analyzing motivation and job satisfaction, as well as to analyze the motivation factors and job satisfaction of health workers at the Institute for Treatment and Rehabilitation "Niska Banja". Methods. The General Nordic Questionnaire was translated into Serbian. It included 73 questions (5 answers by the Likert scale), which formed 24 scales. In May, 2012, 196 (82.3%) health workers filled in the questionnaire. Results. A correlation of Ceronbach?s alpha values between the Scandinavian study results and the results of Serbian study was statistically significant (r = 0.424; p < 0.05). The lowest Cronbach? alfa coefficient was for the scale ?learning demand in job demands? (alpha 0.28). The other scale with no satisfactory reliability was ?control of work pacing? (alpha 0.46). Intrinsic motivation positively correlated with all the scales of organizational module, apart from inequality. Within this module, the degree of extrinsic motivation correlated with the support from the superior and coworkers, with fair leadership and human resources primacy. A negative correlation appeared with inequality. Conclusion. The general Nordic Questionnaire can be applied to a great extent to the conditions in our country. Our study shows a low consistency of the scales learning job demands, control of decision, control of work pacing, so the questions in them should be adjusted to the conditions in our country. Extrinsic motivation resulted in higher values than the values of intrinsic motivation in our workers, which is opposite to the results of the original questionnaire.

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GAMBARAN MOTIVASI PERAWAT DALAM MELAKUKAN ASUHAN KEPERAWATAN DI RUMAH SAKIT BHAYANGKARA MANADO

JURNAL KEPERAWATAN ◽

10.35790/jkp.v7i1.22879 ◽

2019 ◽

Vol 7 (1) ◽

Author(s):

Wenda R. Pangemanan ◽

Hendro Bidjuni ◽

Vandri Kallo

Keyword(s):

Job Satisfaction ◽

Intrinsic Motivation ◽

Research Design ◽

Nursing Care ◽

Extrinsic Motivation ◽

Education Level ◽

High Motivation

Abstract :Motivation is anything that encourages someone to do something. Motivation isdivided into two parts, namely intrinsic motivation which is motivation that comes from withinthe person itself, for example, job satisfaction, capacity or ability, while extrinsic motivation ismotivation that exists outside someone's self, for example, money, honor, status or position .High motivation will affect the performance of nurses at the hospital. The purpose of thisresearch is to find out the description of nurses' motivation in conducting nursing care atBhayangkara Manado Hospital in 2018. The research design is purely descriptive with aretrospective approach. The samples used was 37 nurses. The instruments used werequestionnaire characteristics of nurses' motivation which were tested based on manualcalculations. The results of the study illustrate the motivation of nurses at BhayangkaraHospital in Manado, where the value of n = 37 and the results are 100.00% with the mostdetailed results according to the age of 26-30 years compared to age 20-25 years and age 30-35 years, according to sex most of them are female with 30 people compared to men, whileaccording to education level there are more educated nurses than those educated by DIII, DIV,S1 and S2 and according to the length of time the work takes between 1-3 years compared tothe length of work 4 - 6 years, 7-9 and 10-12 years. The conclusion is the description of nurses'motivation at Bhayangkara Manado Hospital is high.Keywords : Motivaton, High, dan NurseAbstrak :Motivasi adalah segala sesuatu yang mendorong seseorang untuk melakukan sesuatu.Motivasi terbagi dalam dua bagian yaitu motivasi Intrinsik yang adalah motivasi yang berasaldari dalam diri orang itu sendiri, misalnya, kepuasan kerja, kapasitas atau kemampuan diri,sedangkan motivasi ekstrinsik yaitu motivasi yang ada diluar diri seseorang, misalnya, uang,kehormatan, status atau jabatan. Motivasi yang tinggi akan mempengaruhi kinerja perawat diRumah Sakit. Tujuan dalam peneliitian ini diketahui bagaimana gambaran motivasi perawatdalam melakukan asuhan keperawatan di RS Bhayangkara Manado tahun 2018. Jenispenelitian ini adalah deskriptif murni dengan pendekatan retrospektif. Sampel yang digunakansebanyak 37 perawat. Instrumen yang digunakan kuesioner karakteristik motivasi perawat yangdiuji berdasarkan perhitungan manual. Hasil penelitian gambaran motivasi perawat di RSBhayangkara Manado diperoleh nilai n = 37 dan hasilnya 100.00% dengan rincian hasilmenurut umur yang paling banyak ada pada umur 26 – 30 tahun dibandingkan umur 20 – 25tahun dan umur 30 – 35 tahun, menurut jenis kelamin yang paling banyak berjenis kelaminperempuan dengan jumlah 30 orang dibandingkan berjenis kelamin laki – laki, sedangkanmenurut tingkat pendidikan lebih banyak berpendidikan Ners dibandingkan yangberpendidikkan DIII, DIV, S1 dan S2 dan menurut lama kerja didapatkan hasil lama kerjaantara 1 – 3 tahun dibadingkan lama kerja 4 - 6 tahun, 7 - 9 dan 10 - 12 tahun. Kesimpulanyaitu gambaran motivasi perawat di RS Bhayangkara Manado tinggi.Kata Kunci : Motivasi, Tinggi dan Perawat

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The Effects of the Intrinsic Motivation and Extrinsic Motivation on Employee Performance with Job Satisfaction as an Intervening Variable at PT. Alwi Assegaf Palembang

MBIA ◽

10.33557/mbia.v20i1.1221 ◽

2021 ◽

Vol 20 (1) ◽

pp. 18-31

Author(s):

Muhammad Yusuf

Keyword(s):

Job Satisfaction ◽

Intrinsic Motivation ◽

Extrinsic Motivation ◽

Employee Performance ◽

Positive Influence ◽

Partial Least Square ◽

Least Square ◽

Employee Job Satisfaction ◽

Questionnaire Method ◽

Positive Effect

This study aimed to examine and analyze the effects of intrinsic motivation and extrinsic motivation on the performance of employees with job satisfaction as an intervening variable at PT. Alwi Assegaf Palembang. The number of respondents was 51 people. The data were collected using a questionnaire method with a Likert scale. They were examined and analyzed using the Smart-partial least square. Furthermore, the intrinsic motivation variable showed a significant positive influence on employee performance, but the extrinsic motivation variable did not have a significant influence on the performance of the employees. Job satisfaction was not an intervening influence between intrinsic motivation and employee performance and between extrinsic motivation and employee performance. The results showed that intrinsic motivation and extrinsic motivation had a significant positive effect on employee job satisfaction. The effect of the intrinsic motivation on the performance was significantly positive, while the extrinsic motivation was not significantly positive on the performance. In this study, job satisfaction was not an intervening variable between the intrinsic and extrinsic motivations on the performance. Abstrak Penelitian ini bertujuan untuk menguji dan menganalisis pengaruh motivasi intrinsik dan motivasi ekstrinsik terhadap kinerja karyawan dengan kepuasan kerja sebagai variable intervening pada PT. Alwi Assegaf Palembang. Responden dalam penelitian ini berjumlah 51 orang. Data dalam penelitian ini diperoleh dengan menyebarkan kuisioner berupa pertanyaan dengan menggunakan skala Likert. Data dianalisis dengan smart-partial least square. Hasil penelitian menunjukkan bahwa motivasi intrinsic dan motivasi ekstrinsik berpengaruh positif signifikan terhadap kepuasan kerja karyawan. Pengaruh motivasi intrinsik terhadap kinerja adalah positif signifikan, sedangkan motivasi ekstrinsik menunjukkan tidak ada pengaruh signifikan positif terhadap kinerja. Kepuasan kerja bukan merupakan variabel intervening antara motivasi intrinsik dan ekstrinsik terhadap kinerja dalam penelitian ini. Kata kunci: Motivasi Intrinsik, Motivasi Ekstrinsik, Kepuasan Kerja, Kinerja

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ANALISA PENGARUH PENGEMBANGAN KARIR DAN MOTIVASI EKSTRINSIK, MOTIVASI INTRINSIK TERHADAP KINERJA SDM DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING

Jurnal Riset Ekonomi dan Bisnis ◽

10.26623/jreb.v11i3.1146 ◽

2018 ◽

Vol 11 (3) ◽

pp. 261

Author(s):

Ahmad Muni ◽

Tatiek Nurhayati ◽

Hardani Widhiastuti

Keyword(s):

Job Satisfaction ◽

Regression Analysis ◽

Career Development ◽

Intrinsic Motivation ◽

Extrinsic Motivation ◽

Research Data ◽

Questionnaire Data ◽

The Public ◽

Analysis Techniques ◽

Employee Job Satisfaction

Penelitian ini bertujuan untuk mengetahui pengaruh pengembangan karir, motivasi ektrinsik, dan motivasi intrinsik terhadap kinerja SDM dengan kepuasan kerja sebagai variabel intervening.Responden yang digunakan adalah 60 karyawan pada Kantor Jasa Penilai Publik “Nirboyo Adiputro, Dewi Apriyanti & Rekan. Data penelitian dikumpulkan dengan menggunakan kuesioner. Analisis data dilakukan dengan menggunakan Teknik Analisis Regresi Berganda, uji-t, dan analisis jalur.Berdasarkan hasil penelitian diketahui bahwa (1) Pengembangan karir mempengaruhi kepuasan kerja karyawan KJPP NDR (2) Motivasi ektrinsik mempengaruhi kepuasan kerja karyawan KJPP NDR (3) Motivasi intrinsik mempengaruhi kepuasan kerja karyawan KJPP NDR (4) pengembangan karir mempengaruhi kinerja karyawan KJPP NDR (5) motivasi eksrinsik mempengaruhi kinerja karyawan KJPP NDR (6) motivasi intrinsik mempengaruhi kinerja karyawan KJPP NDR (7) kepuasan kerja mempengaruhi kinerja karyawan KJPP NDR <pre>This study aims to determine the effect of career development, motivation extrinsic and intrinsic motivation on the performance and job satisfaction as an intervening variable.</pre><pre>The respondents used were 60 employees at the Public Appraisal Services Office "Nirboyo Adiputro, Dewi Apriyanti & Partners. Research data was collected using a questionnaire. Data analysis was performed using Multiple Regression Analysis Techniques, t-test, and path analysis.</pre>Based on the results of the study it is known that (1) Career development affects the job satisfaction of KJPP NDR employees (2) Extrinsic motivation influences job satisfaction of KJPP NDR employees (3) Intrinsic motivation affects KJPP NDR employee job satisfaction (4) career development affects the performance of KJPP NDR employees (5) extrinsic motivation affects the performance of KJPP NDR employees (6) intrinsic motivation affects the performance of KJPP NDR employees (7) job satisfaction affects the performance of KJPP NDR employees .

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Pengaruh Motivasi Intrinsik dan Motivasi Ekstrinsik terhadap Kepuasan Kerja

BISMA (Bisnis dan Manajemen) ◽

10.26740/bisma.v6n1.p59-66 ◽

2018 ◽

Vol 6 (1) ◽

pp. 59

Author(s):

Aditya Kamajaya Putra ◽

Agus Frianto

Keyword(s):

Job Satisfaction ◽

Human Resources ◽

Intrinsic Motivation ◽

Human Resource ◽

Extrinsic Motivation ◽

Linear Regression Analysis ◽

Multiple Linear Regression Analysis ◽

Human Resource Department ◽

Sample Technique ◽

Saturated Sample

Human resources is one of the elements that determine the success of an organization's goals. To achieve the goals of the organization then needs to be done is to give intrinsic motivation and extrinsic motivation. Referring to doing intrinsic motivation and extrinsic motivation then will result job satisfaction. The purpose of this research is to know condition and influence intrinsic motivation and extrinsic motivation on job satisfaction employee Human Resource Department in PT. Semen Gresik (Persero) Tbk. either through partial and simultant. Samples taken by 31 respondents with a saturated sample technique. Instrument of analysis used is validity, reliability test and multiple linear regression analysis with SPSS 17 software. The results of research showed that the condition of intrinsic motivation, extrinsic motivation and job satisfaction top rated by employee Human Resource Department in PT. Semen Gresik (Persero) Tbk. Intrinsic motivation and extrinsic motivation have strong influence on job satisfaction employee Human Resource Department in PT. Semen Gresik (Persero) Tbk. either through partial and simultant

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The Effects of Workplace Incivility on Job Satisfaction: Mediating Role of Organizational Citizenship Behavior, Intrinsic and Extrinsic Motivation, Emotional Exhaustion

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v10i2.16389 ◽

2020 ◽

Vol 10 (2) ◽

pp. 56

Author(s):

Rabbia Jamal ◽

Danish Ahmed Siddiqui

Keyword(s):

Job Satisfaction ◽

Intrinsic Motivation ◽

Organizational Citizenship ◽

Emotional Exhaustion ◽

Organizational Citizenship Behavior ◽

Extrinsic Motivation ◽

Workplace Incivility ◽

Citizenship Behavior ◽

Mediating Role ◽

And Gender

Scholars have baptized for investigation relating to the antecedents and sways of workplace incivility and means to condense it. To address this concern, this study proposes a theoretical framework that explains the linkages of workplace incivility (WI) with Job satisfaction (JS). We theorized that incivility decreases employees’ motivation, increases emotional exhaustion and further leads to restricted OCB. These factors, in response, confine employees’ job satisfaction. Further ahead, age, and gender moderates the effect of incivility on job satisfaction. Hence, OCB, exhaustion, and motivation mediate incivility and job satisfaction nexus. These relationships were theorized in a singular model to portray the overall impact of the variables occurring at once. Empirical validity was established through a survey conducted through close-ended questionnaire from 272 employees working in Karachi. Results proposed that there is a negative mediatory impact of emotional exhaustion, whereas, OCB, extrinsic and intrinsic motivation had no mediatory effect on experienced incivility and job satisfaction. With regards to instigated incivility, it doesn’t cause any significant or material job dissatisfaction, however, intrinsic motivation and emotional exhaustion play a negative mediatory role. Witnessed incivility directly affect JS as its coefficient was negative and significant, however, no mediatory role was found.

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Analisis Faktor Motivasi Intrinsik dan Motivasi Ekstrinsik Pengaruhnya terhadap Kinerja Karyawan dengan Kepuasan Kerja sebagai Mediasi

Jurnal Maksipreneur Manajemen Koperasi dan Entrepreneurship ◽

10.30588/jmp.v7i1.320 ◽

2017 ◽

Vol 7 (1) ◽

pp. 18

Author(s):

Siti Noor Hidayati ◽

Antonius Ermiyanto

Keyword(s):

Job Satisfaction ◽

Intrinsic Motivation ◽

Extrinsic Motivation ◽

Employee Performance ◽

Contract Employees ◽

Intrinsic And Extrinsic Motivation ◽

Job Satisfactions ◽

The Difference ◽

Permanent Employees ◽

Motivating Factor

Intrinsic motivation is an employee motivating factor for achievement that comes from within the person, while extrinsic motivation is sourced from outside the person. This research has been conducted to survey on 140 employees of PT Taman Wisata Candi Prambanan consisting of 65 permanent employees and 75 contract employees. The results of this research can be concluded that intrinsic and extrinsic motivation have significant effects to employee performance indirectly with job satisfactions mediation. The influence of extrinsic motivation on job satisfaction and subsequently to employee performance is more dominant than intrinsic motivation. The level of intrinsic motivation, extrinsic motivation, job satisfaction, and employee performance of permanent employees, higher than contract employees, and the difference of them is significant.

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A Study on the Influence of Intrinsic Motivation & Extrinsic Motivation on Collaboration & Sustainability of Small Enterprise Cooperatives Members

Asia Pacific Journal of Samall Business ◽

10.36491/apjsb.41.4.2 ◽

2019 ◽

Vol 41 (4) ◽

pp. 37-63

Author(s):

Se-Myeong Ko

Keyword(s):

Intrinsic Motivation ◽

Extrinsic Motivation ◽

Small Enterprise

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Intrinsic motivation in patients with Parkinson’s disease: a neuropsychological investigation of curiosity using dopamine transporter imaging

Neurological Sciences ◽

10.1007/s10072-020-04968-4 ◽

2021 ◽

Author(s):

Yayoi Shigemune ◽

Iori Kawasaki ◽

Akira Midorikawa ◽

Toru Baba ◽

Atsushi Takeda ◽

...

Keyword(s):

Parkinson’S Disease ◽

Parkinson's Disease ◽

Intrinsic Motivation ◽

Extrinsic Motivation ◽

Brain Regions ◽

Word Recall ◽

Negative Consequences ◽

Dopamine Transporters ◽

Trail Making ◽

Neuropsychological Investigation

AbstractBoth intrinsic and extrinsic motivation are believed to involve brain regions that are innervated by the dopaminergic pathway. Although dopaminergic neurons in the midbrain deteriorate in Parkinson’s disease (PD), it remains unclear whether intrinsic motivation is impaired in PD patients. To address this issue, we investigated intrinsic motivation in PD patients using a task designed to assess the “Pandora effect,” which constitutes a curiosity for resolving uncertainty, even if this curiosity is likely to result in negative consequences. Twenty-seven PD patients and 27 age-matched healthy controls (HCs) completed a curiosity task in which they were required to decide either to view or skip negative pictures (e.g., snakes, spiders) and an examination battery that included the Mini-Mental State Examination, a verbal fluency test, the Trail Making Test, 10-word recall tests, and questionnaires for behavioral inhibition/activation and depression. DaTSCAN images to assess the distribution of dopamine transporters in the striatum were acquired only from PD patients. The results revealed that PD patients, relative to the HCs, viewed the pictures less frequently under both the certain and uncertain conditions. However, both the PD patients and HCs viewed the pictures at a higher frequency under the uncertain condition than under the certain condition. In the PD patients, the proportion of pictures viewed under the certain condition was positively correlated with the distribution of dopamine transporters in the striatum. These results suggest that despite the overall decreasing level of interest in viewing negative pictures, the motivation to resolve uncertainty is relatively intact in PD patients.

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The Relation between Social Capital and Academic Motivation of Students: A Study of Health Professional Education in Japan

European Journal of Investigation in Health, Psychology and Education ◽

10.3390/ejihpe11010011 ◽

2021 ◽

Vol 11 (1) ◽

pp. 129-141

Author(s):

Yuka Koyanagi ◽

Myo Nyein Aung ◽

Motoyuki Yuasa ◽

Miwa Sekine ◽

Okada Takao

Keyword(s):

Social Capital ◽

University Students ◽

Intrinsic Motivation ◽

Extrinsic Motivation ◽

Academic Motivation ◽

Academic Work ◽

Health Profession ◽

Average Level ◽

Social Connections ◽

Health Profession Education

Academic motivation consists of reward-based extrinsic motivation and curiosity-based intrinsic motivation. Students studying at university or college develop several new social connections with friends, classmates, and teachers, in addition to their family and community. Belonging to their networks, students acquire opinions, appreciation, trust, and norms of the society. Whether those social connections enhance the motivation of university students for academic work is a question yet to be answered in the context of health profession education in Japan. Judo-therapist education is a form of health profession education in Japan. This study aimed to measure the academic motivation and social capital (SC) of judo-therapist students in Japan, and to find the relation between social capital and academic motivation. This cross-sectional study recruited a total of 2247 students applying multi-stage sampling across Japan. A Japanese version Academic Motivation Scale (AMS) measured the learning motivation in three constructs: (1) intrinsic motivation (IM); (2) extrinsic motivation (EM); and (3) amotivation (alpha 0.94). A newly-developed 46-itemed, 4-pointed scale measured social capital (SC) in five constructs: (1) family relations, (2) on-campus friends, (3) off-campus friends, (4) classroom social capital; and (5) regional social capital (alpha 0.85). Robust regression analysis treated all constructs of SC as independent variables and IM and EM as dependent variables respectively in the three models. Among the average level of constructs, the family SC average level was the highest. Classroom SC was less than family SC and community SC was the lowest. Intrinsic motivation is positively influenced by classroom SC the most, followed by family SC, on-campus friends’ SC, and community SC. Extrinsic motivation is positively influenced by classroom SC the most, followed by family SC, on-campus friends’ SC, and community SC. Amotivation is negatively influenced by social capital constructs except external friends’ SC. In conclusion, social connections have the power to enhance the motivation of university students’ academic work within health profession education. The relations, trust and bonds developed in the classroom may allow an adult learner’s motivation to evolve into autonomous intrinsic motivation and prevent amotivation.

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