Moderating Role of Extrinsic and Intrinsic Motivations in the Relationship between Community Leadership and Social Capital in Rural Malaysia

Rami, Ahmad Aizuddin Md; Zaremohzzabieh, Zeinab; Aziz, Faiq; Ismail, Ismi Arif; Abdullah, Haslinda

doi:10.3390/su142416375

Cited by 5 publications

(4 citation statements)

References 81 publications

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“…Extrinsic rewards are material benefits acquired via performance at work, such as compensation and promotions (Badubi, 2017). As a result, a successful extrinsic compensation system is required to improve staff performance and efficiency (Rami et al, 2022).…”

Section: Concept Of Motivationmentioning

confidence: 99%

Employees’ Motivation as A Determinant of Work Attitude and Performance in Elizade University

Idowu,

Olu-Ogunleye

2024

JBTP

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Employees’ motivation as a determinant of work attitude and performance of employees of Elizade University, Ilara-Mokin, Ondo State, Nigeria was examined in this study. Regardless of rank, age, job, gender, or educational background, employers have defined employee motivation as instruments and strategies used to affect the work attitude and performance of employees at various levels of the organisation. Purposive sampling technique was adopted in selecting Elizade University, Ilara-Mokin in Ondo state out of the 111 private universities in Nigeria. Self-structured questionnaire named Employees Motivation, Work Attitude and Performance (EMWAAPQ) was used for primary data collection. The collected data underwent analysis, focusing on the descriptive examination of demographic information. To test the two hypotheses formulated for this study, Pearson correlation and linear regression analyses were conducted. The scrutiny of all hypotheses adhered to a significance level of 0.05 alpha. The study revealed a positive correlation between employees’ motivation and employee attitudes within the institution (r=0.205**, n=181, p<0.05). Furthermore, this study established that both intrinsic and extrinsic motivation significantly influence employee performance (R2=0.136=13.6% of the variance). The implication is that organizations should prioritize employee well-being, with a particular emphasis on fostering motivation among staff. Therefore, to sustain and enhance productivity, the study recommends the implementation of comprehensive compensation packages, encompassing both monetary and non-monetary benefits.

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Section: Concept Of Motivationmentioning

confidence: 99%

Employees’ Motivation as A Determinant of Work Attitude and Performance in Elizade University

Idowu,

Olu-Ogunleye

2024

JBTP

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“…In this section, theories that underpin the concept of academic engagement are explored, offering a profound understanding of its dimensions and determinants. In this theoretical review, we can relate the self-determination theory that explores human motivation and psychological needs that influence behavior and participation in activities, including academic domain (Md-Rami et al, 2022). Decy and Ryan on 80s decade, asserted that this theory has become a fundamental pillar for understanding the relationship between motivation and academic engagement.…”

Section: Literature Reviewmentioning

confidence: 99%

Academic Engagement: A Bibliometric Analysis in Scientific Production

Flores,

Ramos,

Mendoza

et al. 2023

J. Professional Business Review

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Purpose: To conduct a bibliometric analysis of the existing literature on academic engagement in order to quantify academic output, identify influential authors and journals, and assess the temporal evolution of research, providing a comprehensive bibliometric perspective with guidance for future studies in the academic field. Theoretical framework: Through a systematic search in academic databases, relevant studies about student commitment and motivation in educational contexts were identified. Design/methodology/approach: The methodology has a descriptive and exploratory approach, 816 articles were reviewed. By analyzing bibliometric indicators, it was revealed a constant growth in research in this field over the last decades, proving a growing interest in understanding and enhancing student participation in their learning process. Findings: The study identified an evolution on research themes, going from individual factors such as motivation to broader contextual issues, such as the impact of technology on the engagement and educational quality. The influence of key authors and institutions in shaping the field was highlighted, as well as a multidisciplinary approach encompassing psychology, education, medicine, and educational technology. Research, Practical & Social implications: This bibliometric study offers a panoramic and updated vision of academic engagement research. Originality/value: Its findings offer a solid foundation to future investigations and enrich the comprehension of how student participation and motivation contributes to a more meaningful learning and the improvement of educational systems.

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“… Jamali et al (2022) illustrated a positive impact of laissez-faire leadership on faculty performance in academic institutions. Md Rami et al (2022) found that laissez-faire leadership is beneficial to social capital.…”

Section: Introductionmentioning

confidence: 99%

The dark and bright side of laissez-faire leadership: Does subordinates’ goal orientation make a difference?

2023

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Laissez-faire leadership is universally considered to be the most ineffective leadership style. However, a few recent studies revealed that laissez-faire leadership may have modest or even significant positive influence on subordinates’ work outcomes. To explain the inconsistent findings of laissez-faire leadership studies, the current study draws on stress theory and achievement goal theory to examine the boundary conditions and mechanisms underlying the impact of laissez-faire leadership on subordinates, cognitive appraisal and subsequent performance. Results from an experience sampling study of 68 supervisor-subordinate dyads that completed daily surveys over 10 consecutive work days indicated that: (1) when subordinates’ learning goal orientation is high, the relationship between laissez-faire leadership and hindrance appraisal will be positive; the indirect relationship between laissez-faire leadership and subordinates’ performance via subordinates’ hindrance appraisal will be negative; and (2) when subordinates’ performance-prove or performance-avoid goal orientation is high, the relationship between laissez-faire leadership and challenge appraisal will be positive; the indirect relationship between laissez-faire leadership and subordinates’ performance via subordinates’ challenge appraisal will be positive. This study found the double-edged sword effect of laissez-faire leadership at within-person level, which helps integrate inconsistent views in previous studies and explore the impact of laissez-faire leadership from a more nuanced and balanced perspective.

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Moderating Role of Extrinsic and Intrinsic Motivations in the Relationship between Community Leadership and Social Capital in Rural Malaysia

Cited by 5 publications

References 81 publications

Employees’ Motivation as A Determinant of Work Attitude and Performance in Elizade University

Employees’ Motivation as A Determinant of Work Attitude and Performance in Elizade University

Academic Engagement: A Bibliometric Analysis in Scientific Production

The dark and bright side of laissez-faire leadership: Does subordinates’ goal orientation make a difference?

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