scholarly journals The Role of Motivation in Enhancing Employees’ Creativity: A Literature Review

2019 ◽  
Author(s):  
Maryam Hashem ◽  
David Gallear ◽  
Tillal Eldabi
Keyword(s):  
Literature Review ◽  
Intrinsic Motivation ◽  
Empirical Research ◽  
Extrinsic Motivation ◽  
Business Environment ◽  
Intrinsic And Extrinsic Motivation ◽  
Comprehensive Literature Review ◽  
Research Questions ◽  
The Relationship

Organizations from different industries worldwide focus their efforts and budgets to enhance employees’ creativity which is widely perceived as a major success ingredient in today’s challenging business environment. Consequently, practitioners and managers establish reward systems to enhance employees’ creativity. However, the literature presents opposing views pertaining to the relationship between rewards and employees creativity, such that some scholars find it important to be intrinsically motivated to be creative whereby others find extrinsic motivation (e.g. rewards) to be important to enhance creativity. This paper aims to provide a comprehensive literature review by presenting prominent theories addressing the role of intrinsic and extrinsic motivation in enhancing employees’ creativity. It then highlights the research questions intended to be investigated and finally presents the context of proposed empirical research. Keywords: creativity, intrinsic motivation, extrinsic motivation, rewards

scholarly journals The Mediation Role of Intrinsic and Extrinsic Motivation in the Relationship between Creative Educational Environment and Metacognitive Self-Regulation

2016 ◽  
Vol 5 (3) ◽  
pp. 272
Author(s):  
Farnaz Mehdipour Maralani
Keyword(s):  
Intrinsic Motivation ◽  
Learning Strategies ◽  
Extrinsic Motivation ◽  
Academic Motivation ◽  
Self Regulation ◽  
Educational Environment ◽  
Intrinsic And Extrinsic Motivation ◽  
Education Environment ◽  
The Relationship

<p>This study investigated the mediation role of intrinsic and extrinsic motivation in the relationship between creative educational environment and metacognitive self-regulation. Participants were 300 girls, selected randomly from the girl hostel in university of Tehran. Participants completed Akoal’s creative educational environment questionnaire, AMS academic motivation questionnaire and self-regulated learning strategies questionnaire MSLQ. To examine reliability of measures, Cronbach alpha coefficient and to determine validity factor analysis were used. The path diagram of hypothetical model was tested. Findings revealed the relationship between the models variables. So, teachers who want their students have a high intrinsic motivation in addition to create a conditions for free choice, should be confide the students, support ideas and give time to the idea, consider duties that are challengeable, teach debate, conflict and risk to their students and also with regard to the vitality, joy, dynamism and humor, create education environment for the development of their creativity. By creating such an environment, intrinsic motivation and using meta-cognitive self regulation becomes more. Implications and suggestions for future studies are discussed.</p>

scholarly journals Breaking Engagement Apart: The Role of Intrinsic and Extrinsic Motivation in Engagement Strategies

2017 ◽  
Vol 10 (1) ◽  
pp. 127-140 ◽  
Author(s):  
Molly L. Delaney ◽  
Mark A. Royal
Keyword(s):  
Human Capital ◽  
Intrinsic Motivation ◽  
Employee Engagement ◽  
Extrinsic Motivation ◽  
Employee Motivation ◽  
Core Element ◽  
High Performing ◽  
Engagement Strategies ◽  
Intrinsic And Extrinsic Motivation

Employee engagement has long been an instrumental component of human capital strategies and continues to dominate the conversation about how high-performing organizations attract and retain their best talent. Engagement is a construct of component parts, however, and we believe there is still much to be learned about engagement by taking an in-depth look at those components. This article examines employee motivation as a core element of engagement, including its antecedents and outcomes, the types of motivation and the dynamics between them, and the ways organizations can foster and harness motivation for improved engagement. Our research identifies a large and consistent motivation gap, such that employee intrinsic motivation is consistently higher than extrinsic motivation. This gap signals that investments in engagement can yield a higher return if strategically focused on motivation, and so we offer recommendations regarding how to close this gap via intrinsically and extrinsically motivating work structures and environments. The goal is to create a new dialogue around engagement and encourage organizations to break it down in order to understand it more fully.

scholarly journals Peran auditor intern pemerintah, motivasi, dan kinerja pegawai negeri sipil

2018 ◽  
Vol 22 (1) ◽  
Author(s):  
Doddy Setiawan ◽  
Murya Arief Basuki
Keyword(s):  
Intrinsic Motivation ◽  
Extrinsic Motivation ◽  
Employee Performance ◽  
Civil Servant ◽  
Positive Influence ◽  
Civil Servants ◽  
Central Java ◽  
The Government ◽  
The Relationship

This study aims to examine the role of the government internal auditor (APIP) on civil servant performance. Further this study analyze the effect of motivation (intrinsic and extrinsic motivation) as mediating variable between the role of the APIP on civil servant performance. The study is conducted in Kudus Regency, Central Java, Indonesia. This research was conducted through a survey with a random sampling method to all civil servants in the Government of Kudus, Central Java, Indonesia. The sample of this research consists of 272 employees. The statistical analysis using SEM-PLS for hypothesis testing. The results shows that the APIP role has positive influence on employee performance. Further, the study provide evidence that intrinsic motivation mediating the relationship between APIP role and the civil servant performance. However, extrinsic motivation do not mediate the relationship between the role of APIP and civil servants performance. The result shows that the increase of APIP role and intrinsic motivation positively affect civil servant performance.

scholarly journals THE ROLE OF EMPLOYEE INCENTIVES AND MOTIVATION ON ORGANISATIONAL INNOVATIVENESS IN DIFFERENT ORGANISATIONAL CULTURES

2019 ◽  
Vol 24 (04) ◽  
pp. 2050075
Author(s):  
PAAVO RITALA ◽  
MIKA VANHALA ◽  
KATJA JÄRVELÄINEN
Keyword(s):  
Empirical Study ◽  
Intrinsic Motivation ◽  
Extrinsic Motivation ◽  
Market Culture ◽  
Intrinsic And Extrinsic Motivation ◽  
Employee Incentives ◽  
Technology Industries ◽  
Finnish Firms ◽  
Organisational Cultures

Organisational innovativeness is known to be affected by employee incentives and motivation, but the evidence is inconclusive regarding the organisational contexts and contingencies where this phenomenon takes place. To examine this issue, we adopt the Competing Value Framework of four types of organisational cultures, and hypothesise differences in the incentives–motivation–innovativeness relationships. Using an empirical study of 425 Finnish firms in technology industries, we found in general that intangible and tangible incentives facilitate both intrinsic and extrinsic motivation, but only intrinsic motivation leads to improved organisational innovativeness. Testing our model for subsamples that included clan, adhocracy, market, and hierarchy cultures, we found that results vary considerably between those. First, incentives have different implications to motivation under different organizational cultures. Further, intrinsic motivation leads to innovativeness under adhocracy, clan, and market culture, but not under hierarchy culture, and extrinsic motivation does not lead to innovativeness under any culture.

Being Motivated and Being the Best We Can Be

2019 ◽  
pp. 91-112
Author(s):  
David L. Blustein
Keyword(s):  
Intrinsic Motivation ◽  
Extrinsic Motivation ◽  
Personal Attributes ◽  
Hawthorne Effect ◽  
Intrinsic And Extrinsic Motivation ◽  
New Directions ◽  
History Of ◽  
Contemporary Work ◽  
Contrasting View

This chapter explores the role of motivation in contemporary work. Beginning with an overview of motivation in the recent history of working, the role of the Hawthorne effect and contributions on flow provide a contrasting view of both extrinsic and intrinsic motivation. The narrative excerpts from the participants of the Boston College Working Project identified the role of creating and accomplishing, intrinsic and extrinsic motivation, personal attributes related to motivation, relationships and motivation, and the role of competition in motivation. The chapter concludes with a review of promising new directions in motivation, including self-determination and organizational justice, culminating in a discussion of how work-based policies need to support and nurture our natural striving to accomplish and do well at work.

The effects of intrinsic and extrinsic motivation on students learning effectiveness. Exploring the moderating role of gender

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Maria Cristina Zaccone ◽  
Matteo Pedrini
Keyword(s):  
Intrinsic Motivation ◽  
Extrinsic Motivation ◽  
Learning Effectiveness ◽  
Data Set ◽  
Content Type ◽  
Negative Effect ◽  
Motivation And Learning ◽  
The Relationship ◽  
Moderating Role

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.

The effect of employees’ personality on customer focus in the hotel industry: the role of work motivation – Personality, customer focus and motivation in the hotel industry

2021 ◽  
Vol 26 (2) ◽  
pp. 243-274
Author(s):  
Sanja Kovačić ◽  
Milena Nedeljković Knežević ◽  
Tamara Jovanović
Keyword(s):  
Intrinsic Motivation ◽  
Extrinsic Motivation ◽  
Work Motivation ◽  
Hotel Industry ◽  
Mediating Effect ◽  
Customer Focus ◽  
Hotel Employees ◽  
Novi Sad ◽  
The Relationship

The paper examines the relationship between personality traits, customer focus and work motivation based on the sample of 203 hotel employees in Novi Sad (Serbia). The results show the existence of the mediating effect of Intrinsic motivation on the effect of Extraversion on Customer focus, as well as on the effect of Neuroticism on Customer focus. The study also indicates that Extrinsic motivation and Identified and Introjected regulation have a moderating effect on the effect of Agreeableness on Customer focus. The findings of the paper will assist managers to shape an employee profile that will be customer-oriented.

scholarly journals "I'll Just Do My Time": The Role of Motivation in the Rejection of the DWI Court Model

2015 ◽  
Author(s):  
Deborah Eckberg ◽  
David Jones
Keyword(s):  
Extrinsic Motivation ◽  
Qualitative Interviews ◽  
Drop Out ◽  
Success Rates ◽  
Driving While Intoxicated ◽  
Intrinsic And Extrinsic Motivation ◽  
The Relationship

In the last decade, driving while intoxicated (DWI) courts based on the therapeutic court model have proliferated. Although the typical DWI court program allows offenders with multiple DWI offenses to avoid jail time and get their drivers’ licenses back sooner, not all offenders who are offered the opportunity to participate in DWI court choose to take advantage of it. Others try but drop out of the program early on. We conducted qualitative interviews with twelve people who were offered the opportunity to participate in an urban DWI court in a Midwestern county between 2007 and 2010, but who either chose not to participate or who tried but did not succeed in the program. The authors point to the relationship between intrinsic and extrinsic motivation in order to explain the findings and ultimately inform practitioner methods for engaging potential DWI court clients and enhancing success rates.

scholarly journals The Relation of Balinese EFL Learners’ Prior Learning Experience and Present Proficiency

2020 ◽  
Vol 14 (1) ◽  
pp. 31-41
Author(s):  
Putu Ayu Asty Senja Pratiwi
Keyword(s):  
Intrinsic Motivation ◽  
Extrinsic Motivation ◽  
Learning Experience ◽  
Prior Learning ◽  
Efl Learners ◽  
Intrinsic And Extrinsic Motivation ◽  
Depth Interview ◽  
Learning Development ◽  
Shed Light

The research tried to shed light on the relation of prior learning experience and motivation in shaping the learners’ proficiency. It investigated the importance of prior learning experience and the role of motivation in learning development. This needed to investigate further to find out how positive and negative prior learning experience with intrinsic and extrinsic motivation determined the way the students, value their phase of learning, and the relation with their present proficiency. From the empirical study of the Balinese EFL learners, there were threetypes of learners based on the prior learning experience and the role of intrinsic and extrinsic motivation. The first type consisted of the learners who had positive prior learning experience, had high intrinsic motivation, and gained high proficiency in their present study; the second type was those who had low intrinsic motivation but changed into high intrinsic motivation due to the extrinsic motivation; the third type was the learners who had negative prior learning experience, low intrinsic motivation, and resulted in low proficiency. In total, 15 students ranging from 19–23 years old (4 males and 11 females) voluntarily participated in the test and interview. Through the in-depth interview, it is found that the positive prior learning experience and high intrinsic motivation motivate the students and lead them to higher proficiency. However, demotivation and a low level of proficiency can occur from the negative prior learning experience and low intrinsic motivation.

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