The relationship between intrinsic motivation of cultural tourism commentators with self-efficacy, organizational commitment and customer orientation

2021 ◽  
Vol 33 (8) ◽  
pp. 179-195
Author(s):  
Yong-Deok Huh
Keyword(s):  
Organizational Commitment ◽  
Intrinsic Motivation ◽  
Self Efficacy ◽  
Customer Orientation ◽  
Cultural Tourism ◽  
The Relationship

Self-efficacy: A key mediator between transformational leadership and volunteers’ performance?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Transformational Leadership ◽  
Intrinsic Motivation ◽  
Self Efficacy ◽  
Personal Development ◽  
Voluntary Sector ◽  
Service Organizations ◽  
Voluntary Service ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this study is to examine the relationship between transformational leadership and volunteers' performance and the role of self-efficacy as a mediator in this relationship. Design/methodology/approach This is a study based on responses to a questionnaire completed by a sample of volunteers in a voluntary sector organization in Hong Kong. This was an application of intrinsic motivation theory. Findings 1. Transformational leadership is positively associated with volunteers' performance, both in-role and extra-role. 2. The positive relationships between transformational leadership and volunteers' performance, both in-role and extra-role, are mediated by self-efficacy. Research limitations/implications This research has originality in that it studies these relationships in a voluntary sector organization. It uses questionnaire responses for data and hence there is no direct observation or measurement of volunteer performance. Practical implications Voluntary service organizations need to focus on issues of intrinsic motivation and personal development for volunteers. Originality/value This study has originality in enhancing the understanding of mechanisms mediating the relationship between transformational leadership and volunteers' performance.

Motivation in Physical Activity Contexts: The Relationship of Perceived Motivational Climate to Intrinsic Motivation and Self-Efficacy

1998 ◽  
Vol 20 (3) ◽  
pp. 264-280 ◽  
Author(s):  
Maria Kavussanu ◽  
Glyn C. Roberts
Keyword(s):  
Intrinsic Motivation ◽  
Goal Orientation ◽  
Self Efficacy ◽  
Motivational Climate ◽  
Future Research ◽  
Ability Perceptions ◽  
Perceived Motivational Climate ◽  
Mastery Motivational Climate ◽  
Relationship Of ◽  
The Relationship

This study examined the relationship between perceived motivational climate and intrinsic motivation and self-efficacy and determined the role of goal orientation and perceived motivational climate in predicting intrinsic motivation and self-efficacy. College students (N= 285) enrolled in beginning tennis classes completed a battery of questionnaires assessing perceived motivational climate, goal orientation, intrinsic motivation, self-efficacy, and perceived ability. Perceptions of mastery climate were positively associated with enjoyment, effort, perceived competence, and self-efficacy and were inversely related to tension. In males, dispositional goal orientation and perceived motivational climate emerged as equally important predictors of intrinsic motivation, while mastery motivational climate was the only significant predictor of self-efficacy. In females, performance motivational climate was the strongest predictor of intrinsic motivation and self-efficacy. Perceived normative ability accounted for a substantial amount of unique variance in intrinsic motivation and self-efficacy in both males and females. The motivational implications of the findings are discussed, and directions for future research are provided.

scholarly journals IMPACT OF EMOTIONAL LABOR ON ORGANIZATIONAL COMMITMENT WITH MEDIATORY ROLE OF SELF-EFFICACY AMONG CALL CENTRE EMPLOYEES IN PAKISTAN

2014 ◽  
Vol 02 (01) ◽  
pp. 15-22
Author(s):  
Qudsia Jabeen ◽  
Keyword(s):  
Organizational Commitment ◽  
Emotional Labor ◽  
Self Efficacy ◽  
Call Centers ◽  
Call Centre ◽  
Efficacy Data ◽  
Negatively Associated ◽  
The Impact ◽  
The Relationship

The purpose of this paper was to examine the impact of emotional labor on organizational commitment with mediatory role of self-efficacy. Data were collected from 120 employees working in different Call Centers across Pakistan using a questionnaire. Results indicate that emotional labor is negatively associated with organizational commitment even though the relationship is insignificant. While mediatory role of self-efficacy is established, implications are also discussed.

scholarly journals Hubungan psychological capital dengan komitmen organisasi pada aparatur sipil negara

Cognicia ◽  
2021 ◽  
Vol 9 (2) ◽  
pp. 121-129
Author(s):  
Gustina Anggraini
Keyword(s):  
Organizational Commitment ◽  
Hypothesis Testing ◽  
Self Efficacy ◽  
Quantitative Research ◽  
Positive Relationship ◽  
Psychological Capital ◽  
Psychological State ◽  
One Year ◽  
The Relationship ◽  
Developmental Condition

Organizational commitment is the willingness of members to have a relationship with the organization. High organizational commitment will lead to high on aspects like performance, discipline and achievement. A positive psychological state must be possessed because it can affect organizational commitment. Psychological capital is a developmental condition of a person’s positive psychological state and the emergence of self-efficacy, hope, resilience, and optimism so that it is related to organizational commitment. The purpose of the study was to determine the relationship between psychological capital and organizational commitment in ASN samples. Quantitative research in design and the data gathered from 125 ASN participants with at least one year of working experience in an organization or agency. Data were collected using psychological capital (PCQ) and organizational commitment scale (OCQ). Hypothesis testing was carried out with Pearson’s product moment correlation using SPSS. The results showed that there was a positive relationship between psychological capital and organizational commitment in state civil apparatus (r=0.87, p=0.000). It means the higher the psychological capital, the higher the organizational commitment.   Keywords: Organizational commitment, psychological capital, state civil apparatus

A mediating and moderating role on employee performance appraisal

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Adie Irwan Kusumah ◽  
Haryadi ◽  
Adi Indrayanto ◽  
Iwan Setiawan
Keyword(s):  
Transformational Leadership ◽  
Intrinsic Motivation ◽  
Self Efficacy ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role

Purpose This study aims to determine the relationship between transformational leadership, self-efficacy, gender, intrinsic motivation and employee performance in mediating and moderating roles. Design/methodology/approach Respondents in this study were 531 hotel employees (human resources development staff, financial, relationship) in Yogyakarta who were led by women. Structural equation modeling was used to test the hypotheses using AMOS 22.0. Findings The results show that transformational leadership has a positive and significant effect on employee performance, self-efficacy acts as a mediating variable on the relationship between transformational leadership and employee performance. The results also indicate that gender acts as a moderating variable by strengthening the relationship between transformational leadership and employee performance and intrinsic motivation acts as a moderating variable by strengthening the relationship between self-efficacy and employee performance. Research limitations/implications This study has two limitations. First, the research results cannot conclude the company in general because the sampling of this study is limited to the hotel business which is led by women only. Future research is needed to explore more deeply to compare the performance of employees in companies led by women and those led by men. Second, this study uses only one independent variable. Future research needs to be done to explore the effect of other variables on company performance, such as work culture, work environment and job satisfaction. Practical implications The main managerial contribution of this study is directed to companies that are interested in developing employee performance. First, self-efficacy is able to mediate transformational leadership in achieving employee performance. Besides this research offers a clear strategy for companies to stimulate their employees to strengthen leadership individually so as to improve the quality of their work. Thus, companies can carry out leadership training that is focused on being able to recognize employees who have low self-efficacy. If this is done, the company can reduce expenses that are not small but can make a significant contribution. Originality/value To the best of the authors’ knowledge, this study is the first to examine the mediating and moderating role of transformational leadership, employee performance, self-efficacy, gender and intrinsic motivation, especially in a hotel business led by women in Yogyakarta, Indonesia.

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