Perceived Intrinsic Motivation Mediates the Effect of Motive Incongruence on Job Burnout and Job Satisfaction

2021 ◽  
pp. 1-21
Author(s):  
Cafer Bakaç ◽  
Yixian Chen ◽  
Jetmir Zyberaj ◽  
Hugo M. Kehr ◽  
Markus Quirin
2019 ◽  
Vol 130 (4) ◽  
pp. 1405-1406
Author(s):  
Arturo Juárez García ◽  
Pedro R. Gil-Monte ◽  
César Merino-Soto ◽  
Javier García Rivas

2009 ◽  
Vol 37 (2) ◽  
pp. 239-255 ◽  
Author(s):  
Marie L. Griffin ◽  
Nancy L. Hogan ◽  
Eric G. Lambert ◽  
Kasey A. Tucker-Gail ◽  
David N. Baker

In an era in which rising costs, shrinking budgets, and personnel shortages are common, it is increasingly important to provide a positive work situation to ensure worker stability. Research indicates that job burnout is a negative response that is harmful to the employee and to the organization. Depersonalization, emotional exhaustion, and feeling a lack of accomplishment at work are all dimensions of job burnout. This study examined the association of job involvement, job stress, job satisfaction, and organizational commitment with burnout among correctional staff. The findings highlight the significance of these variables in relation to burnout. Specifically, job satisfaction had an inverse relationship with emotional exhaustion, depersonalization, and a sense of reduced accomplishment at work, whereas job stress had a significant positive relationship with depersonalization and emotional exhaustion. Job involvement also had a positive association with emotional exhaustion, whereas commitment to the organization had no relationship with any of the three dimensions of burnout.


2015 ◽  
Vol 7 (4) ◽  
pp. 54
Author(s):  
Naser Jamal Khdour ◽  
Omar Durrah ◽  
Martin Harris

<p>This study seeks to shed light on the phenomenon of job burnout, and its prevalence amongst the staff and seeks to address the issue of the level of job satisfaction in Jordanian universities, together with the examination of the effect of job burnout on job satisfaction. The study adopted a descriptive analytical approach through a comparative study between public universities and private universities, and used the questionnaire as basic tool for data collection, which was distributed to a sample of (200) members of the administrative staff in Jordanian public and private universities. The study found that the degree of job burnout experienced by the administrative staff in the university sector was more than average, Showed that low personal performance dimension has ranked the first as the most persistent job burnout dimension then physical and emotional exhaustion then negative attitude towards relationships. It observed that the degree of job burnout in public universities was greater than in the private universities. The level of staff job satisfaction in the public universities was less than that observed in private universities. The study showed that no dimension of job morally affects on employees satisfaction in public universities. while only one dimension (low personal achievement) affects employees satisfaction in private universities.</p>


2019 ◽  
Vol 20 (1) ◽  
pp. 73
Author(s):  
Siska Puspitasari

This study aims to determine what causes the job satisfaction of a human resource in theorganization. In this test the researcher uses the factors of involvement of a spiritual Leadership,intrinsic Motivation and Organizational Commitment. Tests conducted using SEM AMOS program,the results obtained that spiritual leadership has a significant effect on job satisfaction, intrinsicmotivation also has a significant effect on job satisfaction, and Organizational Commitmentsignificant effect on employee job satisfaction.Keywords: Spiritual Leadership, intrinsic Motivation, Organizational Commitment, JobSatisfaction


2019 ◽  
Vol 2 (1) ◽  
Author(s):  
DESTY KHOIRUNNISA

The purpose of this study was to analyze the effect of transformational leadership style,intrinisk motivation on the performance of employees train company with job satisfaction asa mediating variable. The number of respondents taken in this study were 52 respondentsusing probability sampling. This study uses a survey method using a quantitative approach.The analytical tool used in this study is multiple regression analysis with SPSS software.Based on the conclusion that transformational leadership style and intrinsic motivation havea positive effect on employee performance with job satisfaction as a mediating variable.


2019 ◽  
Vol 3 (1) ◽  
pp. 55-75
Author(s):  
Akmal Akmal ◽  
Elfitra Azliyanti

This study aims to examine the predictors and consequences of a fair psychology contract. There are relationships between the degree of reciprocal trust and fair psychological contracts, reward mechanisms for fair psychology contracts, assessment of actual performance to a psychological contract of justice, intrinsic motivation to equitable psychology contracts, equitable psychological contracts on job satisfaction and Intrinsic motivation and Job satisfaction. The population of this study is 205 staff at Perum Damri Regional Division II and data was collected using a purposive sampling technique. The criteria of the respondents chosen were staff or employees who had worked in Damri's general company for at least 1 year. Data analysis techniques in research using software smart PLS 2.0 M3. This study contains 6 hypotheses and from the research, the results of reciprocal degrees of trust influence the fair psychology contract, but the progressive reward mechanism, the assessment of actual performance and intrinsic motivation have no effect. While fair psychology contracts and intrinsic motivation affect employee job satisfaction.


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