ABSTRACT:

This research is to examine the role of income on the relationship betweenintrinsic motivationdang nhap w88 job satisfaction by analyzing 284 young dang nhap w88 middle-career employees in Ho Chi Minh City, Vietnam. This research finds out that the intrinsic motivation, specifically perceived opportunities for growth at work, has stronger positive impacts on thejob satisfactionof employees who have high income level than those that have low income level. This researchs findings suggest that  different motivational schemes should be applied to different group of employees depending on their income levels.

Keywords:intrinsic motivation, growth, income, job satisfaction.

1. Introduction dang nhap w88 background

Job satisfaction at work is a vital determinant of humans well-being dang nhap w88 organizations productivity (Mohammad, Quoquab Habib dang nhap w88 Alias, 2011). Therefore, substantial research effort has put on determining predictors of job satisfaction. Among those determinants, motivation holds the most research appeal (Mafini dang nhap w88 Dlodo, 2014; Sohail et al.2014; Jehanzeb, Rasheed dang nhap w88 Rasheed 2012). While, research found contradictory results of the impact of extrinsic motivations factors on job satisfaction (Abdulla, Djebarni dang nhap w88 Mellahi, 2011; Chu dang nhap w88 Kuo, 2015; Lundberg, Gudmundson dang nhap w88 Andersson, 2009), intrinsic motivation was consistently found to have positive relationship with job satisfaction. However, little research has discussed the mechanism of the relationship, specifically, the moderating role of income on intrinsic motivation dang nhap w88 job satisfaction (Nyame-Mireku, 2012; Abdulla, Djebarni dang nhap w88 Mellahi, 2011). This research will respond to the call of Furnham, Forde dang nhap w88 Ferrari (1999) by examining the moderating role of income on the relationship between intrinsic motivation dang nhap w88 job satisfaction.

2. Theoretical framework dang nhap w88 model

2.1. Job satisfaction

Job satisfaction is defined as an effective response to the job (Spector,1997), meaning the extent to which employees like or dislike their job (Chuang, Yin dang nhap w88 Dellmann Jenkins, 2009; Smith, Gregory dang nhap w88 Cannon, 1996). It is argued that job satisfaction highlights an emotional state, positive or negative, arising from the evaluation of job experiences (Mafini & Dlodlo, 2014; Saleem, Mahmood dang nhap w88 Mahmood, 2010).

2.2. Intrinsic motivation

Intrinsic motivation is established on the initial research by Deci dang nhap w88 Ryan (Deci dang nhap w88 Ryan 2010; 2000a;) in which intrinsic motivation is defined as the inherent tendency to seek novelty dang nhap w88 challenges. When individuals are intrinsically motivated, they perceive themselves as competent dang nhap w88 self-determined, which results in their inclination to explore novelty dang nhap w88 challenges. Researchers largely agree that intrinsic motivation as the doing of an activity for inherent satisfaction rather than for separable consequences (Kuvass et al.,2017; Saleem, Mahmood dang nhap w88 Mahmood (2010) dang nhap w88 Deci dang nhap w88 Ryan (2000b). These factors pertain to the job itself dang nhap w88 are not contingent on incentives (Alshmemri, Shahwan-Akl dang nhap w88 Maude, 2017). Herzberg, Mausner dang nhap w88 Snyderman (1959) identified six intrinsic motivation factors including achievement, recognition, work itself, responsibility, advancement dang nhap w88 growth.

Achievement is the feeling of accomplishment as a result of finding a solution to a problem. (Beygatt, 2018; Thomas, 2015). Recognition includes appreciation dang nhap w88 praise from the managers, coworkers dang nhap w88 subordinates (Rani, Heang dang nhap w88 Rahman, 2018). The work itself is attached to characteristics of the jobs or tasks that employees perform (Beygatt, 2018). Danish dang nhap w88 Usman (2010), however, assigned more weight to the affective aspect of jobs dang nhap w88 defined the work itself as the employees expressed liking or disliking of their jobs. Responsibility is defined as the ability to execute tasks dang nhap w88 make decisions independently (Fareed & Jan, 2016; Ruthankoon & Ogunlana, 2003). Sanjeev dang nhap w88 Surya (2016) associated responsibility with the freedom to create dang nhap w88 execute business plans. Advancement is the opportunities for promotion or increase in job status (Beygatt, 2018; Rani, Heang & Rahman, 2018; Hyun & Oh, 2011). In details, the opportunities for promotion may include the chances to move within or outside the company on the basis of experience dang nhap w88 proficiency. Growth was less consistently defined in literature. Some researchers posited that the definition of growth should include opportunities for advancement dang nhap w88 growth within the organization (Rani, Heang dang nhap w88 Rahman, 2018; Fareed & Jan, 2016). However, this definition strongly correlates with that of advancement. In this research, growth is defined as the opportunities to grow dang nhap w88 learn new skills on the job (Beygatt, 2018; Fareed & Jan, 2016).

2.3. Intrinsic motivation dang nhap w88 job satisfaction

Extant literature on the relationship between overall intrinsic motivation dang nhap w88 job satisfaction has been providing almost consistent results. Ghazi, Shahzada dang nhap w88 Khan (2013) sampled teachers in universities in Khyber PakhtunKhwa, Pakistan dang nhap w88 found a statistically significant positive relationship between intrinsic motivations in general dang nhap w88 job satisfaction. Ahmed dang nhap w88 colleagues (2010) also examined this relationship on 312 administrative staffs at a university dang nhap w88 produced the same result. Similarly, Breaugh, Ritz dang nhap w88 Alfes (2018) studied the effect of intrinsic motivation on job satisfaction dang nhap w88 such effect was found to be statistically significant positive. Notably, literature on relationships between intrinsic motivations dimensions dang nhap w88 job satisfaction varies for three dimensions: recognition, responsibility, dang nhap w88 growth. Therefore, this research aims to re-examine the relationship of the three components dang nhap w88 job satisfaction for better understanding mechanism of the effects of intrinsic motivations on job satisfaction.

Literature on the relationship between recognition dang nhap w88 job satisfaction is mixed. Many researchers found that recognition had a statistically significant positive effect on job satisfaction (Nyame-Mireku, 2012; Tan & Waheed, 2011; Hyun & Oh, 2011). For example, Lundberg, Gudmundson dang nhap w88 Andersson (2009), examining the satisfaction among 263 seasonal workers at ski resorts, found that there was a statistically significant positive association between recognition dang nhap w88 job satisfaction. Similar results were found in the pharmaceutical industry with the sample of 450 pharmaceutical sales dang nhap w88 marketing (Sanjeev & Surya, 2016).

However, there still exists controversy effect of recognition on job satisfaction. Beygatt (2018) examined the relationship between recognition dang nhap w88 job satisfaction among employees in companies that use Employee Stock Ownership Plan (ESOP) dang nhap w88 found no statistically significant effect thereof. Fareed dang nhap w88 Jan (2016) sampled 418 bank officers in Khyber Pakhtunkhwaand dang nhap w88 found no significant association between recognition dang nhap w88 job satisfaction. Such contradiction necessitates the re-examination of the impact of recognition on job satisfaction in this research.

Relationship between responsibility dang nhap w88 job satisfaction is also far from consistent. On the one hand, responsibility at work was believed to have a statistically significant positive effect on job satisfaction (Andersson, 2017; Danish & Usman, 2010). On the other hand, some researchers posited that responsibility had no effect on job satisfaction. Hur (2018) examined job satisfaction among 790 public managers dang nhap w88 found that there was no statistically significant relationship between responsibility dang nhap w88 job satisfaction. Fareed dang nhap w88 Jan (2016) sampled bank officers in Khyber Pakhtunkhwaand dang nhap w88 found no statistically significant association between responsibility dang nhap w88 job satisfaction. Hyun dang nhap w88 Oh (2011) surveyed the soldiers dang nhap w88 officers serving in the Korean Army foodservice operation. The result demonstrated that while reponsibility had statistically significant positive effect on job satisfaction of logistics officers, such effect was insignificant with respects to food service soldiers. In view of the mixed literature on the effect of responsibility on job satisfaction, this research is designed to understand the mechanism insight the relationship.

The relationship between growth dang nhap w88 job satisfaction is more sophisticated. Some researchers agreed that growth had a statistically significant positive effect on job satisfaction (Beygatt, 2018). Chu dang nhap w88 Kuo (2015) examined the predictors of job satisfaction among teachers in elementary schools in Taiwan dang nhap w88 found that growth had a statistically significant positive impact on job satisfaction. There are also other researches demonstrated that there was no statistically significant relationship between the two. (Hur, 2018; Fareed & Jan, 2016).

The contradictory findings about relationships between three dimensions of intrinsic motivations namely recognition, responsibility dang nhap w88 growth dang nhap w88 job satisfaction relatively have drawn attention of this research. This research argued that the contradictory findings in literature might be explained by examining the effect of moderating variables.

2.4. The moderating effect of income on the relationship between intrinsic motivation factors dang nhap w88 job satisfaction

Literature gives few insights into the moderating effect of income on the relationship between intrinsic motivation factors dang nhap w88 job satisfaction. This research argued that, for high income employees, intrinsic motivation, namely recognition, responsibility, dang nhap w88 growth would have stronger impaction job satisfaction. In contrast, for low-income employees, these factors have less influence on job satisfaction.

3. Theoretical model

3.1. Research framework

Hypotheses:

H1: Recognition has a significant positive effect on job satisfaction.

H2: Responsibility has a significant positive effect on job satisfaction.

H3: Growth has a significant positive effect on job satisfaction.

H4: The effect of recognition on job satisfaction is significant stronger for high-income group than low-income group.

H5 The effect of responsibility on job satisfaction is significant stronger for high-income group than low-income group.

H6: The effect of growth on job satisfaction is significant stronger for high-income group than low-income group.

Figure 1: Research framework

Research framework

3.2. Methodology

3.2.1. Measurements

To measure job satisfaction, this research employed the 3-item scale initiated by Cammann dang nhap w88 colleagues (1983), which is a part of Michigan Organizational Assessment Questionnaire (MOAQ-JSS). Three items of the scale are as follows: All in all, I am satisfied with my job; In general, I don't like my job (reverse-scored); In general, I like working here.

The scale for “Recognition” has three items including “I receive adequate recognition for doing my job well; My manager always thanks me for a job well done; I receive adequate recognition for doing my job well” adapted from Rani, Heang, Rahman (2018). The scale for “Responsibility” spans five items, adapted from Weiss, Dawis dang nhap w88 England (1967), including “I have the chance to make decisions on my own; I have the freedom to use my own judgement; I have the chance to be responsible for planning my work; I have the chance to make decisions on my own; I have the chance to be responsible for the work of others I have the freedom to use my own judgement”. The scale for “Growth” cover five items, adapted from Abdulla, Djebarni dang nhap w88 Mellahi (2011), including “The company provides me with adequate resources dang nhap w88 chances to develop myself professionally (e.g. workshops, courses dang nhap w88 conferences); The company provides me with enough work-related training; My company practises job rotation (that is, the rotation of workers between different tasks to acquire skills; I am given the chance to try out some of my own ideas; Regarding opportunities for professional development, I feel that I am treated fairly compared with colleagues in my organisation who have similar qualifications dang nhap w88 who have served a similar number of years”.

The Cronbach’s alpha values of all measurement satisfied the internal consistency that is greater than 0,7 (Job satisfaction (0,756); Recognition (0,725); Responsibility (0,799); dang nhap w88 Growth (0,785).

Income is measured in four groups: Less than 20 million VND, from 20 million to under 30 million VND; from 30 million to under 45 million VND, dang nhap w88 from 45 million upward.

3.2.2. Data collection

The questionnaire is self-administered online through Google Forms. The population comprises employees working in private sector in Ho Chi Minh City. The sample consists of employees currently working in various industries. The employed sampling technique is quota sampling. The sample size is 284 N that satisfies N 5k, with k being the number of observed variables (Bollen, 1989) dang nhap w88 N 50 + 8m, with m being the number of independent variables.

4. Findings

4.1. Exploratory Factor Analysis (EFA)

The EFA dang nhap w88 Kaiser-Meyer-Oklin were conducted before testing hypotheses. The two tests confirmed that the observed variables are correlated dang nhap w88 the dataset is a good fit for analysis dang nhap w88 exploratory factor analysis is found items are loaded surrounding expected latent variables.

4.2. Correlation analysis

Pearson product-moment correlation coefficients are obtained for job satisfaction dang nhap w88 three independent variables. Results of correlation analysis are presented in Table 1.

Table 1. Pearson correlation coefficients between variables

Pearsdang nhap w88 correlatidang nhap w88 coefficients between variables

Source: Author (2020)

The independent variables are moderately correlated with the dependent variable. All of the correlation coefficients are statistically significant at 1% level with P-value of 0,000. It can be inferred that there exists a relationship between each of the three factors dang nhap w88 job satisfaction dang nhap w88 regression analysis can be performed to determine the effect of each factor on job satisfaction.

4.3. Regression analysis

4.3.1. Intrinsic motivation dang nhap w88 job satisfaction

Table 2. Results of regression of job satisfaction on intrinsic factors

Results dang nhap w88 regression dang nhap w88 job satisfaction on intrinsic factors

Sourcer: Author (2020)

Overall, all intrinsic factors are statically dang nhap w88 economically significant positive correlate with job satisfaction (Recognition dang nhap w88 growth at 1% with tREC = 4,472, pREC = 0,000; tGRO = 5,028, pGRO = 0,000; Responsibility is significant at 5% with tRES = 2,296, pRES = 0,023). In terms of economic significance, recognition has the strongest impact on job satisfaction with unstandardized coefficient of 0,278. Growth also has a nearly as strong impact on job satisfaction with the regression coefficient of 0,271. Responsibility has the weakest effect on job satisfaction among three factors, with the regression coefficient of 0,142. Therefore, Hypothesis H1, H2, H3 are confirmed.

4.3.2. Testing moderating effect of income on the relationship between intrinsic motivation dang nhap w88 job satisfaction

Table 3. Result of the moderating effect of income on the relationship between intrinsic motivation factors dang nhap w88 job satisfaction

Result of the moderating effect of income on the relationship between intrinsic motivation factors dang nhap w88 job satisfaction

Sourcer: Author (2020)

The Kruskal - Wallis test was conducted to examine the difference in job satisfaction across income levels. The result shows that Chi-square is equal to 8,379 dang nhap w88 there is statistically significant difference at 1% level in the level of job satisfaction between high-income (above 20 million VND) dang nhap w88 low-income (less than 20 million VND) employees. However, the Kruskal - Wallis test only helps to determine if there exists a difference in the level of job satisfaction between two or more groups but does not explicitly assert which category has higher job satisfaction than the other.

Result shows that the two interaction terms involving recognition dang nhap w88 responsibility are not statistically significant at 1% or 5% level while the interaction term between growth dang nhap w88 income is statistically significant at 5% level with t = 2,397 dang nhap w88 p = 0,017. It means that income does not moderate the relationships between recognition, responsibility dang nhap w88 job satisfaction whereas income moderates the relationship between growth dang nhap w88 job satisfaction. Specifically, the effect of growth on job satisfaction is stronger for high-income employees than low-income employees given the unstandardized coefficient being positive at 0,257. Therefore, Hypotheses H4 dang nhap w88 H5 are rejected while hypothesis H6 is confirmed.

4.4. Discussion

It is explained from the result that when people have reached a certain level of income, it is likely that they will care more about intrinsic factors dang nhap w88 in this case, growth opportunity at work. The need for income is at the security level, dang nhap w88 the need for growth is at the self-actualization level of the Maslows hierarchy of needs (Maslow, 1958). When a lower level need is satisfied, people will move to more advanced needs. Specifically, young dang nhap w88 middle career employees who are grouped into high income scheme (of 20 million VND dang nhap w88 above), these employees might prioritize to receive opportunities to develop professionally such as training dang nhap w88 job rotation rather than those with income below 20 million VND.

This research does not support the moderating effects of income on the two relationships between recognition dang nhap w88 job satisfaction dang nhap w88 between responsibility dang nhap w88 job satisfaction. Even though, it is argued that high income employees often represent more experienced dang nhap w88 knowledgeable, senior staff who are expected to enjoy high recognition dang nhap w88 more freedom at work. The non-significant found in the moderating effects of income on recognition dang nhap w88 responsibility might be explained as the same scheme of income levels used for every industry, position are not appropriate. It is because a perceived high income in this industry might be regarded as relatively low in another industry. Further research might re-examine these relationships in a context of one industry or sector only.

This research extends knowledge about the effect of moderating variable, namely income, on the relationship between intrinsic motivation dang nhap w88 job satisfaction. In general, there are positive significant relationship between intrinsic motivations variables dang nhap w88 job satisfaction, however, flexible adjustment in intrinsic variables would lead to different level of outcome, job satisfaction while buffering factor such as income is added.

For practical implication, these findings benefit managers to manage their human resource more efficiently. Specifically, for senior level staff with relatively high income, growth opportunities at work means greater to their job satisfaction dang nhap w88 less turnover as consequence. In contrast, for junior staff level, other variables rather than growing might work better in improving their satisfaction at work.

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TÓM TẮT:

Nghiên cứu này nhằm xem xét vai trò của thu nhập đối với mối quan hệ giữađộng lực nội tạivà sự hài lòng trong công việc, thông qua việc phân tích dữ liệu từ 284 nhân viên trẻ, đã có kinh nghiệm làm việc tại TP. Hồ Chí Minh. Nghiên cứu cho thấy động lực nội tại, đặc biệt là các cơ hội phát triển trong công việc có tác động tích cực đếnsự hài lòng trong công việc. Bên cạnh đó, nhân tố này có tác động lớn hơn ở nhóm nhân viên có mức thu nhập cao, so với nhóm nhân viên có thu nhập thấp. Các kết quả nghiên cứu cho thấy, nên áp dụng các chương trình tạo động lực khác nhau cho các nhóm nhân viên khác nhau dựa trên mức thu nhập của họ.

Từ khoá:động lực nội tại, tăng trưởng, thu nhập, sự hài lòng trong công việc.

[Tạp chí Công Thương - Các kết quả nghiên cứu khoa học và ứng dụng công nghệ, Số 15, tháng 6 năm 2021]