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1 – 10 of over 8000Kathleen Otto, Robert Roe, Sonja Sobiraj, Martin Mabunda Baluku and Mauricio E. Garrido Vásquez
The purpose of this paper is to investigate the relationship between career ambition – defined as high achievement motivation and strong career orientation – and both extrinsic…
Abstract
Purpose
The purpose of this paper is to investigate the relationship between career ambition – defined as high achievement motivation and strong career orientation – and both extrinsic (salary, position) and intrinsic success (job satisfaction, goal attainment) of psychologists. Over and above this, the authors explore whether extrinsic success predicts intrinsic success or vice versa.
Design/methodology/approach
In order to analyze the impact of career ambition on extrinsic and intrinsic success, the authors conducted two online studies with psychology graduates – a cross-sectional study (Study 1; n=119) and a longitudinal one (Study 2; n=63; two-three years interval between assessment points). The authors applied regression and cross-lagged analyses to investigate the interplay of career ambition and career success.
Findings
The results show that career ambition impacts on both extrinsic and intrinsic success. More specifically, extrinsic success was positively predicted by career orientation in Study 1. In contrast, achievement motivation was negatively related to intrinsic success (Study 1) and even diminished it over time (Study 2). Findings of the cross-lagged analysis further underlined that intrinsic success predicts extrinsic success.
Originality/value
The study contributes by separately investigating two aspects of career ambition and showing their different effects on career success in the specific profession of psychologists. As cross-lagged findings revealed that psychologists’ intrinsic success predicted their extrinsic success and not vice versa, the authors discuss whether psychologists might be worsening their career development in the long run by showing high achievement motivation.
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The purpose of the present study is to examine the determinants of employee contentment and its effects on job satisfaction, separation and performance; define employee…
Abstract
Purpose
The purpose of the present study is to examine the determinants of employee contentment and its effects on job satisfaction, separation and performance; define employee contentment as employee happiness/enjoyment at work triggered by employee intrinsic and extrinsic motivation and organizational context; and consider employee contentment as the critical factor affecting job satisfaction.
Design/methodology/approach
The study utilizes survey data from 272 employees of Taiwanese construction companies and consulting firms in the construction industry. In confirmatory factor analysis, the items are from the short version of the Minnesota Satisfaction Questionnaire (MSQ) and a newly developed organizational context questionnaire.
Findings
The MSQ items can be considered as perceived motivators of employees. These motivators and organizational characteristics (context) as manifest variables were loaded on distinct latent variables such as extrinsic and intrinsic motivation and organizational context, all of which in turn loaded on a single latent variable – employee contentment. The latter has a positive and statistically significant impact on job satisfaction, performance and intention to stay. While employee contentment has a stronger impact on performance, job satisfaction has a stronger impact on the intention to stay.
Originality/value
The present study utilizes the MSQ satisfaction themes as intrinsic and extrinsic motivators: employees' perceived feelings before the actual work process starts (intrinsic) and work outcomes occur (extrinsic). It examines employee contentment through these perceived feelings and organizational context, providing important research and practice implications.
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Wei Wei, Edwin N. Torres and Nan Hua
The purpose of this paper is to draw upon the theory of consumption values and the experiential value scale to develop a conceptual model concerning hospitality customer’s use of…
Abstract
Purpose
The purpose of this paper is to draw upon the theory of consumption values and the experiential value scale to develop a conceptual model concerning hospitality customer’s use of self-service technologies (SSTs) and their impact on consumers’ service experience.
Design/methodology/approach
Questionnaires were administered to 220 hotel and restaurant customers. The researchers tested the hypotheses by using descriptive analysis, confirmatory factor analysis and path analysis.
Findings
Both extrinsic and intrinsic attributes of SSTs influence consumers’ satisfaction with SST usage significantly, while the extrinsic attributes play a stronger role. It is worth noting that while the intrinsic attributes have a significant impact on consumers’ transcendent service experience, the extrinsic attributes negatively influence such experience.
Practical implications
The findings help managers create effective strategies to better match consumers’ needs and to deliver more customized self-service experience. The role of SSTs can be expanded beyond functional attributes to satisfy consumers’ curiosity, foster customer–customer interactions and personalize consumer experience.
Originality/value
Although most SSTs research focus on technology adoption intention, features, functionality and benefits to the service provider, this research is among the first attempts to examine the role of SSTs in creating better consumer experience. The bidimensional conceptualization of SSTs experience developed in this research suggests that SSTs in the hotel and restaurant sector should be utilized for reasons beyond their utilitarian attributes: SSTs should be designed to help create a transcendent service experience.
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Maria Cristina Zaccone and Matteo Pedrini
The purpose of this paper is to investigate the relationship between individual motivation – both intrinsic and extrinsic – and learning effectiveness; moreover, this paper also…
Abstract
Purpose
The purpose of this paper is to investigate the relationship between individual motivation – both intrinsic and extrinsic – and learning effectiveness; moreover, this paper also investigates whether this relationship is moderated by gender.
Design/methodology/approach
A quasi-experimental study was conducted. The research measured intrinsic motivation, extrinsic motivation and learning effectiveness among 1,491 students attending a course-work in informatics and computer basics in three different contexts: Burundi, Morocco and India.
Findings
Findings suggest that intrinsic motivation has a positive effect on learning effectiveness, while extrinsic motivation has a negative effect on learning effectiveness. It also shows that gender has a moderating role.
Originality/value
This research offers interesting contributions to the extant literature: first, it is the first to consider the moderating role of gender in the relationship between students’ motivation and learning effectiveness; second, it proposes the analysis of a rather broad data set with 1,491 students, thus providing strong empirical research based on a consistent data set.
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Rofikoh Rokhim, Iin Mayasari, Permata Wulandari and Handrix Chris Haryanto
The purpose of this study is to examine the effect of extrinsic aspects of the technology acceptance model, namely, information quality, functionality, accessibility, user…
Abstract
Purpose
The purpose of this study is to examine the effect of extrinsic aspects of the technology acceptance model, namely, information quality, functionality, accessibility, user interface design, system quality, functionality, facilitating conditions and computer playfulness as well as intrinsic aspects, namely, perceived self-efficacy, enjoyment and learning goals. orientation on perceived usefulness and perceived ease of use in the context of the learning management system (LMS) as a system to support employee learning and development. This study also analyzes the effect of perceived ease of use on perceived usefulness and analyzes the effect of these two variables on the intention to adopt a LMS. This study included 3,205 respondents who are employees of banking companies in Indonesia and who used the LMS for their learning and self-development needs during the COVID-19 pandemic.
Design/methodology/approach
This research is a quantitative study that uses online surveys to collect data and partial least squares statistical tools to analyze survey data.
Findings
The results showed that accessibility alone had no effect on perceived usefulness and perceived ease of use, while enjoyment had no effect on the intention to use LMS and perceived ease of use and functionality had no effect on the intention to use LMS.
Research limitations/implications
This research focuses on the concept of technology acceptance with extrinsic and intrinsic aspects. This research context involves employees working in the banking sector with the adoption of the LMS.
Practical implications
LMS in banking companies can be optimized by providing online training and reducing the operational costs of employee training. By using LMS, companies can offer online courses to employees and track progress in distance learning, become a learning choice and information dissemination during the pandemic and also support future business continuity.
Originality/value
This study focuses on testing the technology adoption model on LMSs in the banking sector by adding extrinsic aspects, namely, system quality, facilitating conditioning, computer playfulness and user interface design, and combining intrinsic aspects, namely, perceived self-efficacy, enjoyment and learning goal orientation.
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Nessma A. Q. Al-Hammadi and Kokan Grchev
Adopting Mapping Literature, the purpose of this study is to notice the tendency in defining contextualism through extrinsic aspects neglecting the intrinsic ones generating three…
Abstract
Purpose
Adopting Mapping Literature, the purpose of this study is to notice the tendency in defining contextualism through extrinsic aspects neglecting the intrinsic ones generating three theoretical gaps in understanding contextualism, especially in terms of (1) physical/cultural aspects (P/C); (2) traditional vs contemporary architecture (T/C); and (3) place identity (PI).
Design/methodology/approach
A directed systematic literature review (SLR) was conducted to investigate the Web of Science and Google Scholar engines for the related studies, resulting in 66 texts of book chapters, conferences, articles and practitioners’ texts. Using the PRISMA reporting method, the study presented the SLR procedure that narrowed the related studies to 66 texts of book chapters, conferences, articles and practitioners’ texts. Both consensus and debates in understanding the relation between contextualism and (T/C, P/C and PI) were re-visited (see Appendix).
Findings
According to the findings, the studies tend to address contextualism through either extrinsic or intrinsic values. The undefined balance between extrinsic and intrinsic aspects in understanding and creating contextual architecture seems to be the common reason why the three theoretical gaps exist.
Originality/value
This paper did not only conduct an SLR investigation on the topic, which is limited in the field, but it also highlighted the need for further and constant discussions despite the previous one to improve the understanding of contextual architecture.
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Based on the service-profit chain perspective, this study investigates whether service-oriented human resource practices can enhance customer outcomes through motivational…
Abstract
Purpose
Based on the service-profit chain perspective, this study investigates whether service-oriented human resource practices can enhance customer outcomes through motivational mechanisms (i.e. intrinsic/extrinsic satisfaction) as well as emotional mechanisms (i.e. emotional labor strategies).
Design/methodology/approach
This study collected paired data from 220 service workers and their customers at different time points from 80 service firms. Multilevel path-analysis was conducted to test the proposed hypotheses.
Findings
Our results indicate that firm-level extensive training is positively related to service workers' intrinsic job satisfaction, which in turn increases deep acting. In addition, firm-level incentive compensation is positively associated with service workers' extrinsic job satisfaction, which in turn reduces surface acting. Finally, service employee's deep acting enhances customer loyalty and willingness to recommend via customer satisfaction.
Practical implications
The service organization should (1) stress the importance of incentive compensation to decrease surface acting via enhancing extrinsic job satisfaction and (2) provide extensive service training to improve service employees' intrinsic satisfaction and deep acting, leading to favorable customer outcomes.
Originality/value
The present study identifies the critical roles of motivational and emotional mechanisms in transferring service-oriented human resource practices to customer outcomes and employing rigorous research design to enhance the internal/external validity of our findings.
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Helena Elisabeth Liewendahl and Kristina Heinonen
Customer value creation is dependent on a firm’s capacity to fulfil its brand promises and value propositions. The purpose of this paper is to explore frontline employees’ (FLEs’…
Abstract
Purpose
Customer value creation is dependent on a firm’s capacity to fulfil its brand promises and value propositions. The purpose of this paper is to explore frontline employees’ (FLEs’) motivation to align with value propositions.
Design/methodology/approach
The paper explores FLEs’ motivation to align with a firm’s value propositions as operationalised brand promises. A longitudinal, three-phase case study was conducted on a business-to-business company in the building and technical trade sector.
Findings
This study reveals factors that foster and weaken employees’ motivation to align with a firm’s brand promises and value propositions. The findings show that co-activity and authentic, practice-driven promises and value propositions foster FLEs’ motivation to uphold brand promises and value propositions, whereas an objectifying stance and power struggle weaken their motivation.
Practical implications
The study indicates that a bottom-up approach to strategising is needed and that FLE is to be engaged in traditional managerial domains, such as in developing value propositions. By creating space and agency for FLE in the strategising process, their motivation to align with value propositions is fostered. Four motivational modes are suggested to support bottom-up strategising.
Originality/value
The paper is unique in its focus on FLEs’ motivation. Developing value propositions traditionally falls within the domain of management strategising, while employees are ascribed the role of enactment. Contrary to the established norm, this paper highlights employees’ active role in strategising and developing value propositions.
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Maria Münderlein, Jan F. Ybema and Ferry Koster
This paper aims to provide an empirical test of theories proposed in the literature stating that turnover and retirement (two kinds of work withdrawal) involve different employee…
Abstract
Purpose
This paper aims to provide an empirical test of theories proposed in the literature stating that turnover and retirement (two kinds of work withdrawal) involve different employee decisions. It also aims to provide a more general theoretical framework understanding turnover and retirement intentions integrating insights from different theories.
Design/methodology/approach
Research hypotheses are tested using the Study on Transitions in Employment, Ability and Motivation (STREAM). This dataset includes information from approximately 15,000 respondents in The Netherlands. Respondents between the age of 45 and 64 were the target group in order to model transitions in the labor market for older workers. This dataset provides a unique opportunity to test turnover and retirement intentions.
Findings
First, the results show that personal characteristics such as income, age or health, add more to the explanation of retirement intentions compared to turnover intentions and that work characteristics provide a better explanation of the turnover intention compared to retirement intention. Second, by focusing more closely on retirement intentions, the results show that organizational motivators can increase older workers' labor market participation.
Research limitations/implications
First, it is acknowledged that the study investigates intentions rather than actual behavior. Second, given that the data are cross sectional, we cannot make claims about causality. Finally, some of the measures can be improved in future studies.
Originality/value
This paper aims at integrating different perspectives on two kinds of work withdrawal (turnover and retirement) into one theoretical model.
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The purpose of this study was to examine the factorial validity of the academic motivation scale (AMS), including mean structures and reliabilities across two culturally diverse…
Abstract
Purpose
The purpose of this study was to examine the factorial validity of the academic motivation scale (AMS), including mean structures and reliabilities across two culturally diverse samples. Thus, the study assesses the fit of the seven-factor conceptualization of AMS to a non-Western context.
Design/methodology/approach
Survey questionnaire was used to elicit responses from undergraduate business students from universities in the USA (267) and Ghana (262). The data were analyzed using the multi-group CFA technique in LISREL 8.7, to assess measurement equivalency and the fit of the AMS to the non-Western context.
Findings
After baseline models were established, a hierarchy of successively restrictive models were specified and estimated. Support was found for factorial, metric, and scalar invariance across the two samples, but different levels of psychometric soundness exist.
Research limitations/implications
In spite of the low reliabilities in the non-Western context, the AMS has the potential to measure the same traits in the same way across diverse groups.
Practical implications
Researchers, educators, and policy makers interested in this field of study may be confident in employing the AMS to investigate students' motives, including cross-cultural motivational studies. Organizations may also use the AMS as a pre-employment tool to understand college graduates motivational profile for better person-organization match.
Originality/value
The AMS has been developed and validated in the Western context, but its validity in non-Western contexts remains unexplored. This study provides a cross-cultural comparative test of the seven-factor conceptualization.
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