Suchergebnisse

BACKGROUND AND OBJECTIVES: Resident participation in waste management is essential to overcome waste problems effectively. In many developing countries, the local government has been struggling to encourage resident involvement in the waste management process, but the participation rate is still low. Thus, it requires a system that can encourage residents to participate effectively and sustainably. Therefore, this study aimed to determine what determinant factors, either extrinsic or intrinsic, significantly improve resident participation by changing behaviour toward waste management. METHODS: This study tried to get insights from previous studies about key determinant factors affecting resident behaviour toward waste management to improve participation, significantly using a literature review method. FINDINGS: Educational setting for residents is crucial to improve waste management participation by cultivating key intrinsic factors with support from extrinsic factors that lead to changing behaviour. This study identified eight types of key contents shared in the educational setting to ensure its improvement. Key intrinsic factors should be cultivated, including six kinds of knowledge and five emotional domain factors. The six critical types of knowledge include technical experience, waste management performance knowledge, perception of benefits, environmental awareness, understanding of individual and social responsibility, and understanding the social norms and regulations. The five intrinsic factors in the emotional domain include environmental efficacy, motivation, personal moral norms, PBC, and Attitude toward waste management. All the critical determinant factors, including intrinsic and extrinsic factors, should support each other to improve residents' behaviour, leading to sustainable participation. CONCLUSION: Relevance of educational content to the residents is crucial to ensure educational intervention effectiveness. With full support from the antecedent factors, waste management behaviour can be ...

ABSTRACTUnilateral enterprise resource planning (ERP) curriculum improvements from the instructor's perspective are likely to generate only limited success. Understanding student motivations and beliefs with ERP systems is the missing link to effective ERP education. Relatively little attention in the ERP literature has been given to student learning associated with ERP experience, and almost none to factors influencing current and expected student beliefs and behaviors relative to ERP. The complexity of ERP systems demands that beliefs and behaviors be considered when planning ERP curricula. In the present study, the Theory of Planned Behavior was extended to examine students' intentions to explore additional aspects of ERP after their class exercises. When considering all students, attitude and subjective norm had positive and significant effects on intentions to continue ERP learning. Subjective norm also affected attitude, and availability of support materials had a positive effect on subjective norm. Distinctive patterns are found for the construct relationships between student groups who valued ERP education (the engaged) and those who placed little or no value on ERP education (the undecided). Results from competing model analyses indicate that support materials influenced the engaged and undecided groups differently. Strategies for ERP curriculum design are provided.

Academic literature identifies job satisfaction as an important determinant of effective organisational performance, though the contemporary attention of theorists and practitioners for job satisfaction of individuals working in Lithuanian civil service is still fragmented. The article discusses the concept of job satisfaction, examines the significance of various motivational factors for civil servants' job satisfaction and analyses the determinants of job satisfaction in the Civil Service Department of Lithuania. The empirical analysis is based on the results of quantitative research conducted in 2017. The research results revealed that job satisfaction of individuals working in the above mentioned institution is more determined by intrinsic rather than extrinsic motivational factors. Higher levels of job satisfaction are associated with sense of achievement arising from work, interesting, exciting job content and adequate promotional opportunities. The research finding also proposed the challenging trend indicating the negative correlation between job satisfaction and possibilities for to grow personal skills. This paradox is possibly explained by Simon's bounded rationality theory, as well as by methodological specificity, and eventually opens wide platform for further research in public sector. DOI: http://dx.doi.org/10.5755/j01.ppaa.16.3.19337

Intrinsic motivation is a subject that receives sporadic, low key coverage in human resources (HR) management. Interest tends to peak periodically when a well-publicized, non-HR professional criticizes the use of extrinsic rewards and suggests intrinsic rewards as a more effective alternative. Periodic surveys on employee engagement levels mention the importance of specific intrinsic factors but lack a full discussion of the general topic. Otherwise, little is said in the current HR literature about using intrinsic rewards. The fallout is that many HR professionals may not realize how important intrinsic rewards are to employees, how satisfied they are with what they have and what, if any, actions should be taken as a result.

Freshwater mussels are declining globally, and effective conservation requires prioritizing research and actions to identify and mitigate threats impacting mussel species. Conservation priorities vary widely, ranging from preventing imminent extinction to maintaining abundant populations. Here, we develop a portfolio of priority research topics for freshwater mussel conservation assessment. To address these topics, we group research priorities into two categories: intrinsic or extrinsic factors. Intrinsic factors are indicators of organismal or population status, while extrinsic factors encompass environmental variables and threats. An understanding of intrinsic factors is useful in monitoring, and of extrinsic factors are important to understand ongoing and potential impacts on conservation status. This dual approach can guide conservation status assessments prior to the establishment of priority species and implementation of conservation management actions. ; NF-R was supported by a post-doctoral fellowship (Xunta de Galicia Plan I2C 2017-2020, 09.40.561B.444.0) from the government of the autonomous community of Galicia. BY was supported by the Ministry of Science and Higher Education (no. 0409-2016-0022). DLS was supported by the G. E. Hutchinson Chair at the Cary Institute of Ecosystem Studies. AO was supported by the Russian Foundation for Basic Research (no. 17-44-290016). SV was funded by European Investment Funds by FEDER/COMPETE/POCI- Operacional Competitiveness and Internacionalization Programme, under Project POCI-01-0145-FEDER-006958 and National Funds by FCT-Portuguese Foundation for Science and Technology, under the project UID/AGR/04033/2013. NF-R is very grateful to the University of Oklahoma Biological Survey for providing space to work in the U.S. and especially to Vaughn Lab members. Authors are very grateful to Akimasa Hattori, Allan K. Smith, Andrew Roberts, Daniel Graf, David Stagliano, David T. Zanatta, Dirk Van Damme, Ekaterina Konopleva, Emilie Blevins, Ethan Nedeau, Frankie Thielen, ...

This study extends previous work that has shown that perceived threats to the security of employees' jobs can have deleterious effects on their health. The study examined (a) whether intrinsic work characteristics are better predictors of perceived job security than extrinsic work characteristics and (b) whether job security contributes to the prediction of employee health independent of intrinsic and extrinsic characteristics of their jobs. Participants in the study were 104 employees from the central personnel office of a large state agency. Job security was found to be related to both intri nsic and extrinsic work factors, although more closely related to intrinsic factors. Perceptions of job security contributed unique (and significant) variance to the prediction of employee health, suggesting that job security is central to the physical and psychological well-being of employees. Implications for understanding the impact of job security on workers' lives are discussed.

Contemporary nonprofit management research generally assumes that nonprofit managers are intrinsically motivated and has disproportionally emphasized the importance of intrinsic motivation. This is misleading as individuals can be simultaneously propelled by both extrinsic and intrinsic factors. By testing variables from the NASP-III data set and employing self-determination theory (SDT), the author obtained the following findings. First, nonprofit managers' motivational styles fall into five different categories as suggested in SDT. Second, their external motivation (e.g., a desire for pay and security), a type of extrinsic motivation, is not necessarily weaker than their intrinsic motivation. Finally, the five categories vary in their relationships with their job satisfaction, job involvement, and pride working for the current organization. The author urges scholars to pay more attention to nonprofit managers' multidimensional motivational styles.