This study investigated the hypothesis that purposeful activity is an intrinsic motivator. Affecting exertion during the performance of purposeful and nonpurposeful activity was studied in 30 elementary school students. The subjects acted as their own controls in the performance of other exercise. The three experimental exercises were jumping rope, defined as a nonpurposeful activity, and jumping rope with reinforcement, defined as purposeful activity I, and jumping rope with double reinforcement (food), defined as purposeful activity II. Duration and cessation of exercise were entirely controlled by the subject. The number of jumps were measured immediately after cessation of exercise and duration of exercise in seconds by observer. The results were as follows : 1. There was a significant difference in the required time of performance between purposeful and nonpurposeful jumping (p< .05). 2. There was a significant difference in the number of jumps between nonpurposeful and nonpurposeful jumping after reinforcement. (p< .05). Implications for practice and further research are discussed.

요인분석의 결과 가야산 국립공원 방문의 돋기는 행위참여, 종교/과학적 탐구욕, 경관감상 및 사회적 동기의 4가지 차원으로 구분할 수 있었다. 이러한 4가지 방문 요인을 가지고 인지과밀도 및 시설/서어비스 성취도 평가 등의 변수들과 함께 만족모델을 제시하였는데 그 결과 만족도에 가장 크게 기여하는 변수는 대피소 및 휴식시설에 대한 평가이었다. 본 조사에서는 만족모델에 사용된 각 변수들의 모델내부에서의 역활이 논의되었고. 미래의 연구 방향의 제안도 언급되었다.

목적: 스포츠 건강 심리학 관점에서 건강에 영향을 미치는 심리적 요인과 건강 행동을 증진하는 방법을 탐구하기 위한 연구가 필요하다. 이 연구는 당뇨병 질환으로 인한 건강 관리와 유지를 위해 규칙적인 운동 참여가 필수적 인 당뇨병 환자들의 동기 유형을 파악하고, 동기 유형과 불안과의 관계를 규명했다. 방법: 당뇨병으로 진단받은 255명의 환자를 대상으로 동기 유형과 불안을 측정하고, 이들 변인 간의 관계를 분석했다. 부가적으로 불안 수준 과 성별에 따라 동기 유형의 차이를 확인했다. 결과: 연구결과, 확인규제는 불안에 부적 영향을 미쳤으며, 외적규 제는 불안에 정적 영향을 미쳤다. 차이검증에서도 통합규제와 확인규제가 높은 당뇨병 환자들은 불안 수준이 낮 은 것으로 밝혀졌으며, 외적규제가 높은 당뇨병 환자들은 불안 수준이 높은 것으로 나타났다. 이는 운동의 중요 성을 인식하는 동기를 갖고 규칙적인 운동에 참여할 때 불안이 낮아진다는 것을 의미한다. 반면에 외적 보상, 죄 책감이나 처벌을 피하려는 동기를 갖고 운동에 참여할 때는 불안이 높아진다는 것을 보여준다. 결론: 이러한 연 구결과는 당뇨병 환자들이 불안 수준을 낮추기 위해서는 개인이 지닌 동기 유형이 중요한 역할을 한다는 것을 보여준다. 특히, 통합규제와 확인규제를 지니고 운동에 참여하는 것이 중요하다는 것을 보여준다. 즉, 자신이 원 하고 운동의 중요성을 인식하고 자발적으로 운동에 참여하는 것이 심리적 건강에 이롭다는 것을 시사한다. 반대 로 가족이나 의사의 지시나 질책으로 운동에 참여하는 것은 심리적 건강에 해롭게 할 수 있다는 것을 예측할 수 있다. 결론적으로 이 연구는 당뇨병 환자들의 운동 상담 및 운동 프로그램을 구성하는 데 있어서 환자들의 동기 특성을 반영하고, 이를 계획하는데 유용한 기초 자료가 될 것이다.

본 연구는 자기 조절적 요약(self-regulatory summarizing) 교육과 연습이 초급 수준의 L2 성인 학습 자들의 동기신념(motivation beliefs) 및 쓰기 수행 (writing performance)에 어떠한 영향을 주는지를 연구하였다. 자기 조절 학습 (self-regulation learning), 학습 동기(motivation), 및 쓰기 수행의 상호 연관성에 관한 이론적 배경을 바탕으로 본 연구의 의미를 살펴보았다. 먼저, 학습자들의 동기신념의 변화를 살펴보기 위해 사전과 사후 MSLQ 설문지의 응답 결과를 분석한 결과, 참가한 학습자들의 동기신념이 전체적으로 보다 긍정적으로 변화하였음을 보여주고 있었다. 특히 내적성취목표성향 (intrinsic goal orientation)과 과업가치(Task value)에 대한 신념이 가장 의미 있게 변화하였고, 뒤를 이어, 학습조절신념(control of learning belief)과 학습과 수행에 대한 자기 효능감(self-efficacy for learning and performance)이 보다 긍정적으로 변화하였으며, 외적성취목표성향(extrinsic goal orientation)이 가장 작은 변화를 보인 한편, 시험불안(test anxiety)의 정도가 의미 있게 감소하였음을 보여주었다. 또한, 자기 조절적 요약 연습 이후 쓰기 수행에 있어서는, 문장, T-unit, 및 절의 평균 길이가 가장 의미 있게 변화하였음을 보여주고 있으며 이러한 문장들은 보다 많은 중문 및 복문을 포함하고 있음을 나타내었다. 이러한 결과들은 초급 수준의 L2 학습자들이 교수자의 안내, 도움 및 피드백과 함께 자기조절학습을 촉진하는 네 가지 단계인 목표설정(goal setting), 자기 모니터링 (self-monitoring), 일반화(generalization), 그리고 자기강화(self-reinforcement)를 인지하고 기억함과 동시에 체계적이고 명시적인 요약 연습을 함으로써 얻어진 결과로 보여 진다. 이는 자기조절학습 (self-regulated learning)은 학습 동기요소를 독려하여 긍정적 자기 효능감 및 내적 목표성향을 높여 주게 되어 결국 학습자의 인지적 활동 및 수행에 긍정적으로 작용하게 됨을 증명하는 결과로 보여 진다.

Project manager plays a very important role in the success of any project. The primary duty of the project manager is to combine the outcomes or results of the various processes and activities of project management into a systematic project management strategy or plan for the project. In the construction industry, a lack of motivation is an urgent problem for many project managers in construction and engineering projects. Lack of motivation affects the quality and productivity of jobs, reducing profits and growth for companies, businesses, contractors or organizations that rely on human resources. The reasons for this lack of motivation are diverse ranging from salary to culture to life and working environment, among others. Through surveys and data analysis using Cronbach’s Alpha reliability and EFA (Exploratory Factor Analysis), our research scaled the factors affecting work motivation of project managers in the construction industry in Vietnam. The research results identified six major groups of relevant factors including (i) salary and benefits, (ii) work environment, (iii) promotion opportunities, (iv) organizational culture, (v) interest in the job, and (vi) relationship with the organization. From there, this paper contributed useful information as well as measures for businesses, companies, contractors or organizations in the construction industry.

Work motivation is critical for ensuring sustainability of any business firm. Motivated personnel essentially helps an organization achieve its organizational goal and objective. Hence, it has become an essential duty for business managers and management committees to identify the motivating factors that would strongly affect their employees. The purpose of the current research is to identify which are the factors that motivate service employees most at their workplace in Bangladesh. The study has used survey questionnaires to collect data from service employees. Convenience sampling is used for data collection. A total of 240 questionnaires were distributed and 183 completed questionnaires were returned (response rate: 77%). The study used purposeful motivating factors, which are ranked (from 1 to 10) by the service employees according to the significance of the factors. Mean value is applied to determine the most crucial motivating factor, where the factor with lowest mean value is considered as the highest significant motivating factor. Results reveal that job certainty, career growth and advancement opportunity, and quality working environment have been the most crucial and influential motivating factors for the service employees. The study adequately underlines the necessity of motivational factors and provides some guidelines to keep employees motivated.

This study aims to examine the influence of Islamic leadership and Islamic work culture on employee performance through work motivation and job satisfaction. This study was conducted at Universitas Islam Negeri (UIN) Walisongo Semarang, Indonesia, because so far, there is still very limited research on the relationships between Islamic leadership, work culture, and work motivation in educational personnel performance. The educational personnel performance is expected to increase at UIN Walisongo Semarang with continuous efforts to improve to survive and develop as much as possible. The population of this study was all educational personnel at UIN Walisongo Semarang, Indonesia. Of 186 people, only 127 people were involved in this study. The research method used was a survey method using primary data collected through questionnaires. This study’s analysis technique employed multiple linear regression. The results uncovered that, out of the eight hypotheses proposed, six hypotheses were accepted. Islamic leadership and Islamic work culture were found to have no direct effect on employee performance. Besides, work motivation and job satisfaction became essential factors mediating Islamic leadership and Islamic work culture on employee performance. Spiritual values in leadership inspire employees to build the organization’s vision and create job satisfaction, which in turn impacted employees’ performance.

This study presents an exploratory investigation of SMEs in Vietnam to understand the impact of personal-level factors on middle managers’ work motivation and the moderating role of work environment. A survey of 450 middle managers (MMs) in 150 Hanoi’s SMEs was conducted. The findings of this research showed a significant positive impact of Achievement (ACHV), Recognition (RECOG), and Responsibility (RESP) on work motivation of MMs under the investigation. Furthermore, the result indicated that the work environment affects the relationship between personal-level factors and work motivation of participants. Consequently, both work environment improvement and strategies related to personal-level factors need to be taken into consideration. Especially, Recognition and transparency in Responsibility are appreciated in organizations with a low level of work environment satisfaction. However, there were no indications that Participation (PAR) and Communication (CMM) have a considerable impact on work motivation of respondents, being neither low level nor high level of work environment satisfaction. Based on the findings, recommendations are suggested for Vietnam’s SMEs to improve work motivation of MMs, by (i) developing standards with emphasis on their achievement, (ii) paying attention to organizational culture focusing on the responsibility of this managerial level, and (iii) building an adequate incentive system, especially non-financial incentives.