How Much Does Extrinsic Motivation or Intrinsic Motivation Affect Job Engagement or Turnover Intention? A Comparison Study in China
1
School of Economics and Management, Nanjing University of Aeronautics and Astronautics, Nanjing 210016, China
2
School of Business, Yeungnam University, Gyeongbuk 38541, Korea
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Author to whom correspondence should be addressed.
Sustainability 2020, 12(9), 3630; https://doi.org/10.3390/su12093630
Received: 8 April 2020 / Revised: 17 April 2020 / Accepted: 24 April 2020 / Published: 1 May 2020
(This article belongs to the Section Economic and Business Aspects of Sustainability)
In recent years, the employee turnover rate for China’s youth labor market has been increasing, thus sparking many social issues. By incorporating social cognitive career theory, cognitive evaluation theory and a job demands-resources model, this study aims to compare levels of employee job engagement and examine the roles of motivation in enhancing job engagement and lowering turnover intention. Further, we try to reveal the moderating effects of feedback and self-efficacy in these processes. The research was divided into two stages. In December 2017, the survey was distributed to new employees in China with a total of 409 samples. A second survey was then distributed to the same respondents one year later. The data collection for stage 2 was completed in February 2019 with a sample size of 245. The empirical results showed that only self-efficacy moderated intrinsic motivation for job engagement. Both feedback and self-efficacy negatively moderated the influence of extrinsic motivation and positively moderated the influence of intrinsic motivation on turnover intention. The findings suggest that the key to improve employee engagement relies on maintaining their intrinsic motivation. In conclusion, implications for retaining talented young employees and suggestions for future research are discussed.
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Keywords:
extrinsic; intrinsic motivation; job engagement; turnover intention
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MDPI and ACS Style
Miao, S.; Rhee, J.; Jun, I. How Much Does Extrinsic Motivation or Intrinsic Motivation Affect Job Engagement or Turnover Intention? A Comparison Study in China. Sustainability 2020, 12, 3630. https://doi.org/10.3390/su12093630
AMA Style
Miao S, Rhee J, Jun I. How Much Does Extrinsic Motivation or Intrinsic Motivation Affect Job Engagement or Turnover Intention? A Comparison Study in China. Sustainability. 2020; 12(9):3630. https://doi.org/10.3390/su12093630
Chicago/Turabian StyleMiao, Siyuan, Jaehoon Rhee, and In Jun. 2020. "How Much Does Extrinsic Motivation or Intrinsic Motivation Affect Job Engagement or Turnover Intention? A Comparison Study in China" Sustainability 12, no. 9: 3630. https://doi.org/10.3390/su12093630
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