scholarly journals EXPLANATION OF INTRINSIC AND EXTRINSIC JOB SATISFACTION VIA MIRROR MODEL

2017 ◽  
Vol 5 (3) ◽  
pp. 627-639 ◽  
Author(s):  
Çetin BEKTAŞ
Keyword(s):  
Job Satisfaction ◽  
Extrinsic Motivation ◽  
Working Environment ◽  
Psychological State ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Fundamental Factor ◽  
Positive Effects ◽  
Effectiveness And Efficiency ◽  
The Individual

One of the most important issues focused by managers is to ensure effectiveness and efficiency of human resources in organizations. How can effectiveness and efficiency be achieved in an organization? Answer of this question relies heavily on job satisfaction of personnel. Job satisfaction refers to the general attitude developed by the individual towards her/his job. For this reason, job satisfaction cannot be seen but felt. This feeling depends also on working environment and environmental conditions. As an abstract concept, job satisfaction consists of many components. However, more simply, factors ensuring job satisfaction are basically divided into two groups; namely, intrinsic and extrinsic job satisfaction factors. Intrinsic factors refer to the attitude of the individual towards her/his job while the extrinsic factors refer to the factors related to the working environment. When combined, these two factor groups ensure individual to get job satisfaction. These two fundamental factor groups reflect both physiological and psychological state of the individual.  Job satisfaction is associated with not only financial gains but also the socio-psychological gains brought by the job. In addition, colleagues and superiors of the personnel play an important role in personnel satisfaction. Achievement of job satisfaction will be reflected to the organization as positive outputs. In the light of the literature review, effects/reflections of intrinsic and extrinsic job satisfaction on/to the organization are explained via mirror model. As is known, mirror reflects any image directly back to it. As shown in the model, intrinsic and extrinsic motivation factors have positive effects on the organization. In other words, these factors have positive reflections on the organization. These positive outputs and reflections generally emerge as a sense of organizational citizenship, high motivation and increase in organizational learning and job satisfaction. 

scholarly journals Exploring Intrinsic Motivation and Knowledge Sharing from the Perspective of Islamic Teaching

2021 ◽  
Vol 21 (1) ◽  
pp. 334-352
Author(s):  
Zuraina Dato’ Mansor ◽  
Nor Siah Jaharuddin
Keyword(s):  
Intrinsic Motivation ◽  
Knowledge Sharing ◽  
Work Environment ◽  
Extrinsic Motivation ◽  
Public Higher Education ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Motivation Factors ◽  
Explorative Study ◽  
The Individual

Every individual hastheoption whether to share,or not to share their knowledge. Literature suggeststhatthemotivation to share can be influenced by intrinsic or extrinsic factors. Intrinsic factors are normally initiated and are relative totheindividual’sinterest,or intention. Extrinsic motivation is subject to the work environment, the support system, andthe individual’s organisation. Thus, the intention to share can be relative to the environment surrounding the individual. This paper aims to explain the intrinsic motivation factors for Knowledge Sharing (KS)among academics from a public higher education institutionin Malaysia. In addition, it was proposedto study intention,and examine whether this was relevant to the concept based on Islamic teaching. Usingthe explorative study, the paper discussed the results based on a qualitative approachwhereeighteen academics were interviewedto collect data.Social Determination Theory (SDT) was usedand, based on Islamic teaching, the paper studypaid particularattention tothe concept ofbrotherhood and ‘ikhlas’(sincerity).Thefindings of the study were thatacademicsactingassubject matter experts, understood their roleto share knowledge and intrinsic motivation was a significant influence in their willingness to share. Further, based on Islamic teaching, it was found thatthe concept of ‘ikhlas’,or sincerity,and the concept of ‘happy to help’, or‘happy to see people happy’,matched and coincidedwhen they sharedtheirknowledge.

scholarly journals Job Satisfaction Among Academicians in Nepal: The Influence of Institutional Sector and Demographic Factors

2021 ◽  
Vol 2 (2) ◽  
pp. 94-104
Author(s):  
Bal Ram Chapagain
Keyword(s):  
Job Satisfaction ◽  
Demographic Factors ◽  
Teaching Experience ◽  
Educational Institutions ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Academic Qualification ◽  
The Status ◽  
Institutional Sector ◽  
Satisfaction Measures

Considering the importance of job satisfaction in teaching, and the ongoing debate regarding the influence of various factors on job satisfaction, this study identifies the status of job satisfaction and examines the influence of institutional sector and demographic factors on job satisfaction among Nepalese academicians. The study sample comprised 156 academicians from different higher-level educational institutions in Nepal, and the data were collected through structured questionnaires. Descriptive statistics, independent-samples t-test, and one-way ANOVA test were used to analyze the data. Results showed that Nepalese academicians are moderately satisfied with their job, in which intrinsic factors appear stronger than extrinsic factors. The findings also demonstrated that the institutional sector, in favor of public institutions, and academic qualification influence job satisfaction but gender, age, and teaching experience do not influence job satisfaction of academicians. Widespread sampling framework, all-inclusive job satisfaction measures, and remarkable findings have made the study unique and potent.

scholarly journals CONSEQUENCES OF SOCIALISM IN EMPLOYEE'S ATTITUDES

2003 ◽  
Vol 4 (1) ◽  
pp. 45-52 ◽  
Author(s):  
Ruth Alas
Keyword(s):  
Job Satisfaction ◽  
Empirical Data ◽  
Trade Unions ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Satisfaction Of Needs

This paper compares people from former socialist countries with those of non‐socialist countries according to their attitudes toward society, trade unions, work and the organisations they work for ‐ based on empirical data from 15 countries. Results indicate that intrinsic factors of job satisfaction in the traditional capitalist countries have a greater correlation with feelings toward the company and general job satisfaction than extrinsic factors. The opposite is true of former socialist countries. Countries with a socialist past have to deal with the satisfaction of needs at a lower level than traditional capitalist countries and this consequently influences attitudes and expectations toward society, trade unions, organisations and work.

scholarly journals The effect of human resource management practices on employee`s job satisfaction: A case study on Japanese agribusiness in Vietnam

2021 ◽  
pp. 1463-1472 ◽  
Author(s):  
Tran Thi Hoai Thu ◽  
Rie Watanabe ◽  
Tsuyoshi Sumita
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Supervisor Support ◽  
Training And Development ◽  
Working Environment ◽  
Positive Effects ◽  
Human Resource Management Practices

This paper aims to study the relationship between human resource management practices (including work itself, training and development, supervisor support, co-workers ‘relation, salary, and working environment) and job satisfaction among employees in Japanese agri-businesses in Vietnam. The structured questionnaires were distributed to 200 employees to collect the primary data out of which 179 useable were returned to test the research hypotheses. Results shows that the work itself, training and development, co-workers’ relation, salary and working environment had positive effects on employees’ job satisfaction. However, there were no relationship found between supervisor support with job satisfaction. Finally, based on the results of qualitative and quantitative evidence as well of the comprehensive interview, some suggestions were given to human resource management practices in Japanese agricultural companies to achieve high level of job satisfaction.

Influence of Occupational Factors on the Job Satisfaction Among Licensed Periodontist in Kingdom of Saudi Arabia: A Cross-Sectional Study

2020 ◽  
Vol 11 (1) ◽  
pp. 16-22
Author(s):  
Nouf Al-Shibani ◽  
Nawaf Labban ◽  
Fahad Ali Alshehri ◽  
Reem Al-Kattan ◽  
Hanan Al-Otaibi ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Saudi Arabia ◽  
Cross Sectional Study ◽  
Working Environment ◽  
Sectional Study ◽  
Kingdom Of Saudi Arabia ◽  
Extrinsic Factors ◽  
Cross Sectional ◽  
Intrinsic And Extrinsic Factors

Aim: To evaluate the overall job satisfaction among periodontists, highlighting the significance of intrinsic and extrinsic factors and their satisfaction level with patients, facilities, and workplace when working in the Kingdom of Saudi Arabia. Materials and Methods: An interview-type questionnaire-based cross-sectional study was formulated and consisted of total 38 questions in 8 domains. Contact details of registered periodontists were taken and a weblink containing details of the questionnaire using the tool SurveyMonkey was sent to periodontist from the office of Saudi Dental Society. A single investigator was done to minimize bias evaluated with all the responses. Statistical Package for the Social Sciences software version 21 (SPSS Inc., Chicago, IL, USA) was used for tabulation of descriptive analysis. Standard deviation, percentages and means were calculated. Results: Out of the total 75 emails sent to the periodontists, 65 (86%) responses were received. 63 (96.9%) of the respondents were Saudi nationals, whereas the rest 2 (3.1%) were non‑Saudis. 40 (61.5%) respondents were males, whereas 25 (38.5%) were females. Majority of the respondents were dentists 43 (66.2%). 32.3% reported better professional growth as the main reason for choosing periodontal profession. However, a vast majority of the respondents, 56.9% stated that working as a periodontist was their first choice. 49.3% of the respondents affirmed that they were pleased with the working environment as it was conductive and professional. Approximately, 73.9% of the periodontist were of the view that they had good relations with their patients. Conclusion: Job satisfaction among periodontists working in the Kingdom of Saudi Arabia was adequate as majority of them displayed a positive attitude toward working environment, their profession, peers, and intrinsic and extrinsic factors related to periodontal profession. Clinical Significance: Job satisfaction plays a vital role in delivering standard quality health care. Dissatisfaction in job may lead to stress, anxiety, and/or depression leading to compromised health care facilities and patient satisfaction.

scholarly journals The relation between career anchors, occupational types and job satisfaction of midcareer employees

2000 ◽  
Vol 26 (2) ◽  
Author(s):  
J. A. Ellison ◽  
A. M. G. Schreuder
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Career Choices ◽  
Career Decision ◽  
Working Environment ◽  
Career Decision Making ◽  
Career Anchors ◽  
Career Anchor ◽  
Intrinsic Job Satisfaction ◽  
The Individual

The objective of this research was to determine the value of the career anchor model in career decision-making. Career models that can provide the individual with greater self-insight can serve as an important guide when making career choices in todays turbulent working environment. Two hundred and ninety-five midcareer employees (managerial and non-managerial) completed questionnaires to determine their career anchor, occupation type and levels of general, intrinsic and extrinsic job satisfaction. The differences in job satisfaction between employees with a fit between career anchor and occupational type and those with no such fit were compared. It was found that respondents with a fit had a significantly higher level of general and intrinsic job satisfaction than those with no such fit. It is therefore suggested that the career anchor construct could probably serve as a useful tool for midcareer employees to make career choices. Opsomming Die doel van hierdie ondersoek was om die waarde van die loopbaanankermodel in loopbaanbesluitneming te bepaal. Loopbaanmodelle wat individue van groter insig kan voorsien kan as n belangrike riglyn in vandag se turbulente werksomgewing dien. Tweehonderd vyf-en-negentig middelloopbaan-werknemers (bestuur en nie-bestuur) het vraelyste voltooi om hulle loopbaanankers, beroepstipe en vlakke van algemene, intrinsieke en ekstrinsieke werkstevredenheid te bepaal. Die verskille in werkstevredenheid tussen werknemers met n passing tussen loopbaananker en beroepstipe en die sender n sodanige passing, is vergelyk. Daar is bevind dat respondente met n passing 'n beduidende hoer vlak van algemene en intrinsieke werkstevredenheid het as die sender so 'n passing. Daar word derhalwe voorgestel dat die loopbaanankermodel waarskynlik as n nuttige instrument by middelloopbaan-werknemers gebruik kan word om loopbaanbesluite te neem.

scholarly journals The Impact of Motivation on Work Efficiency for Both Employers and Employees also During COVID-19 Pandemic: Case Study from Armenia

2020 ◽  
Vol 4 (3) ◽  
pp. 25-35
Author(s):  
Gayane Tovmasyan ◽  
Diana Minasyan
Keyword(s):  
Extrinsic Motivation ◽  
Career Advancement ◽  
Statistical Testing ◽  
Practical Significance ◽  
Work Efficiency ◽  
Extrinsic Factors ◽  
Chi Square ◽  
Intrinsic Factors ◽  
Scientific Discussion ◽  
The Impact

The article summarizes the main arguments and counterarguments within the scientific discussion on motivation and its impact on work efficiency. The main goal of the research is to analyze the impact of motivation on work efficiency for both employees and employers during the COVID-19 pandemic. A systematization of the literary sources on motivation indicates that there are different factors of motivation. Some people are motivated by intrinsic factors, while others by extrinsic. Also, the discussion of some recent studies revealed the influence of pandemic on the motivation of people to work remotely. The majority wants to work from the office as face-to-face contacts and collaboration derives innovation. Analysis in the paper for Armenia is carried out in the following logical sequence: a survey is done, which reveals how employees and employers evaluate the impact of motivation on their work efficiency, which factors of motivation they value, also their suggestions for improving the motivation policy in their workplaces. Methodological tools of the research methods were analysis and synthesis, survey, Pearson Chi square testing. The study reveals that people mainly appreciate both intrinsic and extrinsic motivation factors. From the material incentives which are more important for respondents, the most popular are salaries, rewards and health insurance, and from nonmaterials – career advancement, healthy moral and psychological atmosphere of the organization, flexible work schedule, fair and equal conditions, training courses. According to employees, the organization’s motivation policy affects their work efficiency and plays an essential role in the organization’s success. This fact is also proved by the statistical testing, that the relationship between these two factors is significant. The main reasons why employees leave the job may be the low salary, conflicts in the team, and the impossibility of career advancement. According to employers, employees are most interested in material incentives. The survey also reveals that people are most motivated when they are in the workplace, and for only 12% of respondents remotely working is motivating. It shows that in Armenia, people prefer to work from the office. The results have both theoretical and practical significance. It may be useful for organizations to improve motivation policy by changing the available problems, especially after the pandemic. Keywords: Motivation, Work Efficiency, Intrinsic and Extrinsic Factors, COVID-19, Remotely Work.

scholarly journals See, Feel, Taste: The Influence of Receptacle Colour and Weight on the Evaluation of Flavoured Carbonated Beverages

Foods ◽  
2018 ◽  
Vol 7 (8) ◽  
pp. 119 ◽  
Author(s):  
Line Mielby ◽  
Qian Wang ◽  
Sidsel Jensen ◽  
Anne Bertelsen ◽  
Ulla Kidmose ◽  
...  
Keyword(s):  
Complex Interaction ◽  
The Other ◽  
Combined Effects ◽  
Complex Interplay ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Carbonated Beverages ◽  
The Individual ◽  
The Relationship ◽  
Extrinsic And Intrinsic Factors

A study was designed to assess whether the individual and combined effects of product-intrinsic and product-extrinsic factors influence the perception of, and liking for, carbonated beverages. Four hundred and one participants tasted samples of one of three flavours (grapefruit, lemon, or raspberry) of carbonated aromatised non-alcoholic beer. The beverages were served in receptacles that differed in terms of their colour (red or black) and weight (lighter—no added weight, or heavier—20 g weight added). Each participant received the same beverage in each of the four different receptacles, and rated how much they liked the drink. They also evaluated the intensity of each beverage’s sweetness, bitterness, sourness, and carbonation. The results revealed a significant influence of the colour of the receptacle on perceived carbonation, with the beverages tasted from the red receptacles being rated as tasting more carbonated than when served in black receptacles. In terms of flavour, the participants liked the raspberry beverage significantly more than the others, while also rating it as tasting sweeter and less bitter than either of the other flavours. Furthermore, there was a more complex interaction effect involving the weight of the receptacle: Specifically, the perceived bitterness of the beverage moderated the relationship between the receptacle weight and the perceived carbonation. At high levels of bitterness, the drinks were perceived to be more carbonated when served from the heavier receptacle as compared to the lighter one. These findings highlight the complex interplay of product extrinsic and intrinsic factors on the flavour/mouthfeel perception and preference for beverages, and stress the importance of taking both internal product development and external packaging into account in the design of health-oriented beverages.

Neuropsychological Aspects of Focal Dystonia in Musicians

2020 ◽  
Vol 31 (2) ◽  
pp. 69-75
Author(s):  
Friederike Borngräber ◽  
Alexander Schmidt
Keyword(s):  
Psychological Stress ◽  
Behavioral Therapy ◽  
Botulinum Toxin A ◽  
Treatment Options ◽  
Point Of View ◽  
Individual Therapy ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Local Injections ◽  
The Individual

Abstract. Musician’s dystonia (MD) is a focal, task-specific neurological movement disorder that presents with loss of voluntary motor control when playing the instrument and affects up to 1–2 % of professional musicians. The current pathophysiological understanding of MD is that of a network disease, involving the sensorimotor cortex, basal ganglia, cerebellum and the limbic system. Various extrinsic factors, e.g. high temporal and spatial sensorimotor constraints on the instrument or more than 10 000 hours of accumulated practice time, as well as intrinsic factors, e.g. high levels of anxiety and perfectionism, and even genetic factors have been identified to increase the risk to develop MD. From a neuropsychological point of view, two phenotypes of MD can be distinguished with high or low psychological stress, which should be taken into account to adapt the individual therapy. Treatment options for MD include medication with trihexyphenidyl, local injections of botulinum toxin A, retraining, ergonomic changes of the instrument, and in patients with high psychological stress also antidepressants and behavioral therapy.

scholarly journals Motivation to Learn English Language: A Study of Shah Abdul Latif University, Khairpur, Sindh

2017 ◽  
Vol 8 (1) ◽  
pp. 15
Author(s):  
Ajab Ali Lashari ◽  
Ghulam Mustafa Mashori ◽  
Abdul Malik Abbasi ◽  
Quratulain Talpur
Keyword(s):  
Undergraduate Students ◽  
Extrinsic Motivation ◽  
English Language ◽  
Structured Interview ◽  
Target Language ◽  
Daily Routine ◽  
Motivation To Learn ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Learning English

The present study aims to investigate the motivational factors which are directly involved in learning English language among Bachelor of Science (B.S) first year undergraduate students of Institute of English Language and Literature, Shah Abdul Latif University, Khairpur, Sindh Pakistan. The study focuses on intrinsic and extrinsic motivation factors, which motivate students to learn English language. The questionnaire has been administered among students (N=70) which are based on 30 Likert scale items. Attitude Motivation Test Battery/AMTB (Gardner, 2004 English version) has been used in this regard. SPSS has been used to quantify the data. The semi-structured interview has been conducted by using purposive sampling for in-depth study from (N= 6) students. The results reveal that the students have extrinsic reasons as dominant factors for motivation to learn the target language. The dominant extrinsic factors which were investigated among the students are to get a good job and to qualify exams. The intrinsic factors such as learning English for developing self-image and communication skills in English with proficiency in their daily routine work are responsible for motivating students to learn English language.

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