PENGARUH IMBALAN INTRINSIK TERHADAP SIKAP PEGAWAI YANG DIMEDIASI OLEH PERSEPSI DUKUNGAN ORGANISASI

This study aims to examine the effect of Intrinsic Rewards on Employee Attitudes mediated by Perceptions of Organizational Support at the Social Service of Gayo Lues Regency. The sampling method in this research uses sensus sampling with a sample of 115 respondents. The results of this study indicate that the variables of intrinsic reward and perceived organizational support have a significant effect on employee attitudes. Furthermore, the perceived organizational support variable partially mediates the intrinsic rewards of employee attitudes.

Intrinsic Rewards for Creativity and Employee Creativity to the Mediation Role of Knowledge Sharing and Intrinsic Motivation

The purpose of this research is to examine the mediating role of knowledge sharing and intrinsic motivation on the relationship between intrinsic rewards for creativity and employee creativity and furthermore explore the mediating role of intrinsic motivation on the relationship between intrinsic rewards for creativity and knowledge sharing. A total of 400 matched data were collected from employees and their immediate supervisors of four public universities in Afghanistan. The results revealed that knowledge sharing and intrinsic motivation mediated the linkage between intrinsic rewards for creativity and employee creativity, which comprises idea generation. The results have shown that the relationship between intrinsic rewards for creativity and knowledge sharing is mediated by intrinsic task motivation. The current research contributes to the employee creativity literature by empirically examining the mediating role of knowledge sharing and intrinsic motivation in the relationship between intrinsic rewards for creativity and employee creativity in the one hand and the mediating role of intrinsic motivation in the relationship between intrinsic rewards for creativity and employee creativity in other.

Blood Donation Fear, Perceived Rewards, Self-Efficacy, and Intention to Return Among Whole Blood Donors in China: A Social Cognitive Perspective

With the increasing demand from aging population and seasonal blood shortage, recruiting and retaining blood donors has become an urgent issue for the blood collection centers in China. This study aims to understand intention to donate again from a social cognitive perspective among whole blood donors in China through investigating the association between the blood donation fear, perceived rewards, self-efficacy, and intention to return. A cross-sectional survey was conducted in six cities, which are geographically and socioeconomically distinct areas in Jiangsu, China. Respondents completed a self-administrated questionnaire interviewed by two well-trained medical students. A total of 191 blood donors were included in the current study. Descriptive analysis, correlation analysis, and a generalized linear regression model were used to explore the association between demographic characteristics, psychological factors, and intention to donate again. After controlling other covariates, donors with higher fear scores reported lower intention to return (p = 0.008). Association between self-efficacy and intention to return was statistically significant (p < 0.001), whereas the association between intrinsic rewards (p = 0.387), extrinsic rewards (p = 0.939), and intention to return were statistically insignificant. This study found that either intrinsic rewards or extrinsic rewards are not significantly associated with intention to donate again among whole blood donors in China, and fear is negatively associated with intention to donate again. Therefore, purposive strategies could be enacted beyond appeals to rewards and focus on the management of donors’ fear.

Anthropomorphism and the success of human tool-use

Humans anthropomorphise: as a result of our evolved ultrasociality we see the world through person-coloured glasses. In this review, I suggest that an interesting proportion of the extraordinary tool-using abilities shown by humans results from our mistakenly anthropomorphising and forming social relationships with objects and devices. I introduce the term machination to describe this error, sketch an outline of the evidence for it, tie it to intrinsic rewards for social interaction, and use it to help explain overimitation—itself posited as underpinning human technological complexity—by human children and adults. I also suggest pathways for testing the concept’s presence and limits. With its explicit focus on individual variation and cognitive overload, machination holds promise for understanding how we create and use combinatorial technology, for clarifying differences with non-human animal tool use, and for examining the human fascination with objects.

Intrinsic Rewards in Human Curiosity-Driven Exploration: An Empirical Study

Despite their apparent importance for the acquisition of full-fledged human intelligence, mechanisms of intrinsically motivated autonomous learning are poorly understood. How do humans identify useful sources of knowledge and decide which learning situations to approach in the absence of external rewards? While the recognition of this important problem has grown in psychological sciences over the recent years, an intriguing proposition for the possible mechanism comes from artificial intelligence, where efficient autonomous learning is achieved by programming agents to follow the heuristic of maximizing learning progress (LP) during exploration. In this study, we set out to examine the empirical evidence for this idea. Using computational modeling, we demonstrate that humans show signs of following LP while they freely explore and practice a set of multiple learning activities of varying difficulty, including an activity that is impossible to learn. Different approaches to operationalizing the notion of LP and their plausibility in light of empirical data are also discussed. We also show that models combining several types of intrinsic rewards fit better human exploration data than single component models considered so far in theoretical accounts.

The Effect of Rewards on Work Commitment of Nurses at Surgical and Medical Section (SMS) of National Hospital

Background: Nurses are an essential component of health workforce. Therefore rewarding nurses is important to provide better service to the clients. The main purpose was to describe the effect of rewards on the work commitment of nurses at the SMS of National hospital. Objectives: to identify intrinsic and extrinsic rewards cause to the level of work commitment of nurses at SMS of National hospital, to determine the level of work commitment of nurses at SMS of National hospital, to measure the effect of socio-demographic factors on work commitment of nurses at SMS of National hospital and to describe the effect of rewards on work commitment of nurses at SMS of National hospital. Methodology: Descriptive, hospital-based, cross-sectional study design was used. Simple random sampling used to select 384 nurses. Data was collected using a self-administered questionnaire. Results: The mean value for composite intrinsic rewards was 3.34 (SD = 0.57). There is a moderately positive Correlation (r = 0.327, p< 0.000) between intrinsic rewards and the work commitment. The mean value for composite extrinsic rewards was 2.54 (SD = 0.71) and it shows a very weak positive Correlation (r = 0.167, p< 0.002) between extrinsic rewards and work commitment. As Socio-demographic factors, gender (0.016**), age group (0.117*), position (0.114*), working experience at current work place (0.154*), and working section (0.014**) have association with the overall work commitment of nurses. Level of work commitment of nurses was moderate (Mean = 3.13, SD = 0.35). Conclusion: Moderate correlation means, when increases intrinsic rewards, nurses’ work commitment can be increased. Extrinsic rewards also cause to increase the commitment. Socio-demographic factors have an association with overall work commitment. These results help nurse managers to improve existing intrinsic rewards for nurses to enhance work commitment. Nurse Managers should suggest and plan a good reward system for nurses. Further research wants to conduct in government and private hospitals to find out ways to make nurses more committed. Moderate work commitment may be due to inadequate rewards or actually their dedication to the service without expecting rewards. Doi: 10.28991/SciMedJ-2021-0303-4 Full Text: PDF

Employee and Organisational Performance: Employees Perception of Intrinsic and Extrinsic Rewards System.

The study aimed to evaluate the perception of employees on both intrinsic and extrinsic reward system and whether reward system impact their performance and the organization performance at large. To achieve the objective, the study employed Structural Equation Modelling (PLS-SEM) approach to test six hypothesis. The study sampled 400 employee of Zenith Bank Plc using questionnaire send to the respondent emails. PLS-SEM result revealed that both extrinsic and intrinsic rewards have positive and significant impact on employee performance, although, extrinsic appear more potent than intrinsic rewards. It was further revealed that three of the four measure of employee performance; quality job, effective service delivery, customer rating has positive significant with organization performance while time management was unable to explain organization performance. We discovered also that gender does not play any significant role on employee performance, but age does. The study therefore concluded that rewards play an important role in both employee performance and organization performance.

Intention to write reviews: influence of personality traits, attitude and motivational factors

Purpose The growth in online shopping activities has made online reviews a useful information source for customers. At the same time, the number of shoppers sharing their experiences through reviews has also increased. Not enough research has been undertaken in the past to examine a comprehensive set of factors that influence review posting behaviour. Further, the influence of personality traits on such behaviour is mostly unexplored. The study aims to examine the impact of the system’s usefulness and ease of use, along with shoppers’ motivation for writing reviews, namely, rewards and associated costs. Design/methodology/approach Using the 3 M model of personality traits, this paper examined the impact of these personality traits on customers’ intent towards writing online reviews. A detailed review of the literature was undertaken to ascertain the pertinent factors, and the corresponding validated scales were obtained. The primary data was collected using an offline survey method, and 275 valid responses were recorded. The hypotheses were investigated through structural equation modelling on analysis of a moment structures 22.0. Findings The study observed the significant effects of both ease of use and usefulness, on shoppers’ attitude. This favourable attitude was further found to have a positive effect on shoppers’ intention to write reviews. Of the eight personality traits as predictors of shoppers’ intention to provide reviews, three (neuroticism, agreeableness and openness) were observed to be significant predictors. It was noted that intrinsic rewards influenced shoppers’ intention. Conversely, extrinsic rewards were found to be insignificant in influencing shoppers’ intention. Costs had a significant negative impact on the intention to write reviews. Practical implications The study presents theoretical and managerial implications. This paper suggests that for writing online reviews, the customers must perceive the review system to be simple, convenient and easy to use. It is pertinent for them to comprehend the usefulness of such reviews. Electronic retailers must highlight how the reviews are read and considered in making buying decisions. They must develop a system that enables the review writers to know the number of shoppers who have purchased the product after reading a particular review. E-retailers must strategize to highlight the intrinsic rewards available for shoppers to motivate them. Originality/value The present study examines the factors that motivate and influence shoppers to write online reviews. Using the conceptual framework of technology acceptance model, the self-determination theory and the 3 M framework of personality traits, the study investigates the factors that motivate shoppers to write reviews. The most significant aspect of the present study is the inclusion of eight personality traits for deciphering the relationship between personality traits and the intention to write reviews.

Employee Motivation in Vietnamese State-Owned Commercial Banks

Understanding the important of employee motivation in enhancing human resource quality as well as organization effectiveness, Vietnamese State-Owned commercial banks (SOCB) have applied different employee motivational policies. However, these policies haven’t been highly effective and effeciency cause of lacking understanding about factors affecting employee motivation. This study aims to identify and measure factors influencing employee motivation in Vietnamese SOCB applied expectancy theory and suggest recommendations to enhance their employee motivation. Data were collected from sending questionnaires to 4 biggest Vietnamese SOCBs. Cronbach’s alpha, Exploratory Factor Analysis (EFA), Linear regression were employed for analyzing and processing data. The results show that Expectation (E); Intrinsic rewards (INI); the employee anticipated satisfaction with intrinsic rewards (VI) have positive impact on employee motivation in SOCB. Based on the findings, some recommendations are proposed for SOCBs to improve employee motivations.