How Intrinsic Motivation and Innovative Work Behavior Affect Job Performance

Nasir, Nasir; Halimatussakdiah, Halimatussakdiah; Suryani, Irma; Zuhra, Syarifah Evi; Armia, Saed; Mahdani, Mahdani

doi:10.2991/agc-18.2019.91

Cited by 21 publications

(34 citation statements)

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“…In the current study, task characteristics are a significant contributor/factor that affects the hedonic motivation of an individual related to ICTs. The results of these studies are aligned with former studies [31,32,106]. In addition, Task Technology-Fit (TFT) is an individual perception about a new/emerging technology that acts as an immense contributor/encouragement for an individual to continue using ICTs in their routine job/business operations [37,[107][108][109].…”

Section: Discussionsupporting

confidence: 72%

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Extending the Role of Technology Continuance Theory and Task Technology Fit with Pre-Technology Adoption and Post-Technology Adoption Behaviors

Naz¹,

Akbar²,

Poulová³

et al. 2021

Preprint

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The development in information technology has played an influential role in transforming the restaurant industry services. Therefore, this research’s main agenda is to investigate factors that motivate employees to adopt and continue using information technology services by integrating two famous information system (IS) theories, namely, task technology fit (TTF) and technology continuance theory (TCT). The extant integrative perspective model details the cause-effect relationship between technology adoption and continuance intention. The positivist paradigm forms the basis of this research design, and the approach followed is quantitative research. Using the stratified random sampling technique, the empirical data was collected from 417 restaurant industry employees in the US (United States) on a five-point Likert scale. The PLS-SEM technique was utilized to analyze data while using Smart PLS 3 because of its suitability and wider application currently in the hospitality sector. Results suggest that the recently developed integrated technology continuance research model has considerable influence on predicting pre- and post-adoption behavior with continuance intention for technology usage within the restaurant industry. All hypotheses were found significant except one for the direct association of hedonic motivation and continuance intention of technology adoption. Moreover, the results revealed that factors like perceived security & information privacy and assisting conditions were the most important factors in determining the usage of information technology with continuance intention. Unlike previous research studies that focus majorly only on issues before adoption of informational technology usage, the current focus on investigating continuance intention toward information technology usage by focusing on factors that can also boost post-adoption behavior and pre-adoption usage information technology.

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Section: Discussionsupporting

confidence: 72%

“…According to the job characteristics model, designed by Hackman [30], the task assumes a major role in employee motivation which inevitably is responsible for workplace satisfaction [31]. When employees feel stuck in a repetitive and mundane job, their motivation to outperform subsides.…”

Section: Task Characteristics and Hedonic Motivation (Hm)mentioning

confidence: 99%

Extending the Role of Technology Continuance Theory and Task Technology Fit with Pre-Technology Adoption and Post-Technology Adoption Behaviors

Naz¹,

Akbar²,

Poulová³

et al. 2021

Preprint

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show abstract

“…Creative selfefficacy (Helmy & Pratama, 2018) dan (Sunardi et al, 2019). Motivasi (Monoyasa et al, 2017) dan (Nasir et al, 2019). Kepemimpinan transformatif, knowledge sharing (Suhana et al, 2019), dan iklim organisasi (Izzati, 2018).…”

Section: Hasil Dan Pembahasanunclassified

“…Berdasarkan hasil penelitian diketahui dua variabel dipengaruhi oleh perilaku kerja inovatif dalam lembaga pendidikan. Dua variabel itu adalah kinerja (Hutagalung et al, 2020); (Karim, 2019); (Nasir et al, 2019); (Tibahary & Muliana, 2018) dan OCB (Riani et al, 2017). Secara umum terlihat bahwa perikaku kerja inovatif berpengaruh positif dan signifikan terhadap kinerja.…”

Section: Variabel Yang Dipengaruhi Perilaku Kerja Inovatifunclassified

Perilaku kerja inovatif bagi guru dan tenaga kependidikan

Hardianto

Wang

Zulkifli

2021

JPPI

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Guru dan tenaga kependidikan perlu memiliki perilaku kerja inovatif agar tujuan pendidikan dapat dicapai secara optimal. Apalagi saat pandemi covid-19 ini, sangat diperlukan guru dan tenaga kependidikan yang memiliki inovasi dalam bekerja. Kajian perilaku kerja inovatif di Indonesia lebih dominan di teliti pada organisasi yang menghasilkan produk atau perusahaan. Tujuan penelitian ini adalah untuk menganalisis variabel-variabel apa saja yang mempengaruhi dan dipengaruhi oleh variabel perilaku kerja inovatif dalam lembaga pendidikan serta bertujuan untuk mengetahui bentuk inovasi yang dilakukan guru dan tenaga kependidikan dalam melaksanakan kegiatan belajar mengajar. Metode penelitian ini menggunakan kajian kepustakaan. Artikel yang dikaji dalam penelitian ini adalah artikel yang dipublikasikan dari tahun 2017. Pencarian dilakukan dengan google scholar menggunakan kata kunci perilaku kerja inovatif dan innovative work behavior. Hasil pencarian ditemukan 27 artikel pada jurnal atau prosiding nasional dan internasional. Berdasarkan hasil penelitian ditemukan enam belas variabel yang mempengaruhi perilaku kerja inovatif guru atau tenaga kependidikan. Enam variabel menjadi variabel intervening untuk melihat perilaku kerja inovatif. Variabel perilaku kerja inovatif mempengaruhi dua variabel, yaitu kinerja dan Organizational Citizenship Behavior (OCB). Perilaku kerja inovatif juga menjadi variabel intervening dari variabel hard skill, soft skill, organisasi pembelajar dan motivasi yang mempengaruhi kinerja. Selain juga ditemukan perilaku inovasi guru dalam melaksanakan pembelajaran.

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“…The study of Lian and Gao (2016), Schoen (2015), Collins, Hanges, and Locke (2004) also concluded that achievement motivation has a significant influence on innovative work behavior. Intrinsic motivation, which includes achievement motivation, has also been shown to have a significant influence on innovative behavior (Nasir et al, 2019;Fischer, Malycha, & Schafmann, 2019).…”

Section: Hypothesis Testingmentioning

confidence: 99%

The Mediating Effect of Achievement Motivation on the Relationship Between Organizational Culture and Innovative Behavior in Public Sector

Marzuki¹,

Tunas²,

Mukhtadi³

2019

IJAR

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In a dynamic environment, the public sector continues to face pressure to provide the best service and innovation is the key factor to answer the demands of society. This study aims to investigated the mediating effect on the relationship between achievement motivation and innovative behavior. This research was conducted at a government institution namely the Educational Service Unit of Education Department in Bekasi City. The study involved sample of 118 officers taken through simple random sampling. This study revealed that organizational culture and achievement motivation have a positive direct effect on innovative behavior and organizational culture also have a positive direct effect on achievement motivation. Other finding show that achievement motivation mediate the influence of organizational culture on innovative behavior. Based on these results, the organizational culture and achievement motivation in the Educational Service Unit of Education Department in Bekasi City need to be improved in order to improve employees' innovative behavior.

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How Intrinsic Motivation and Innovative Work Behavior Affect Job Performance

Cited by 21 publications

References 0 publications

Extending the Role of Technology Continuance Theory and Task Technology Fit with Pre-Technology Adoption and Post-Technology Adoption Behaviors

Extending the Role of Technology Continuance Theory and Task Technology Fit with Pre-Technology Adoption and Post-Technology Adoption Behaviors

Perilaku kerja inovatif bagi guru dan tenaga kependidikan

The Mediating Effect of Achievement Motivation on the Relationship Between Organizational Culture and Innovative Behavior in Public Sector

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