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Incentive theory, or the "pull theory" of motivation, suggests that external rewards primarily drive behavior. Individuals are motivated to engage in activities when they anticipate a desirable outcome. This is why people often work hard for promotions or study intensively to achieve high grades. These incentives can be tangible, physical rewards such as money or promotions, or intangible, non-physical rewards like praise and social recognition.
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Motivation, work experience, and teacher performance: A comparative study.

Debika Layek1, Navin Kumar Koodamara2

  • 1Manipal Institute of Management, Manipal Academy of Higher Education (MAHE), MIT Campus, Manipal, District- Udupi, Karnataka 576104, India.

Acta Psychologica
|March 17, 2024
PubMed
Summary
This summary is machine-generated.

This study found that both intrinsic and extrinsic motivation positively impact teacher performance in West Bengal higher education. Work experience moderates intrinsic motivation

Keywords:
Employee motivationEmployee performanceExtrinsic motivationIntrinsic motivation

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Area of Science:

  • Human Resource Management
  • Educational Administration
  • Organizational Psychology

Background:

  • Employee motivation is crucial for performance.
  • Understanding motivation's impact in educational institutions is vital.
  • Work experience's moderating role requires further investigation.

Purpose of the Study:

  • To examine intrinsic and extrinsic motivation's effect on teacher performance.
  • To investigate the moderating role of work experience.
  • To compare teacher performance in private and government institutions.

Main Methods:

  • Quantitative study with 250 teachers in West Bengal, India.
  • Structured questionnaire for data collection.
  • Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis.

Main Results:

  • Both intrinsic and extrinsic motivation positively correlate with teacher performance.
  • Work experience moderates the intrinsic motivation-performance link in both sectors.
  • Work experience did not significantly moderate extrinsic motivation and performance in private institutions.

Conclusions:

  • Motivation and work experience are key drivers of teacher performance.
  • Tailored strategies are needed to leverage motivation and experience effectively.
  • Further research should explore other organizational developmental drivers and mitigate response bias.