From Extrinsic and Intrinsic Motivation to Innovative Work Behavior: A Two-Factor and Self-Determination Perspective

Alifah Widya Rachmawati; Eni Purnasari

doi:10.58765/ijemr.v4i2.450

Authors

Alifah Widya Rachmawati Universitas Mercu Buana Yogyakarta
Eni Purnasari University of Technology Yogyakarta

DOI:

https://doi.org/10.58765/ijemr.v4i2.450

Keywords:

Extrinsic motivation, Intrinsic motivation, Innovative work behavior, Self-determination theory, Two-factor theory, PLS-SEM

Abstract

Purpose – Drawing on self-determination theory (SDT) and Herzberg's two-factor theory, this study examines how extrinsic motivation, which arises from the conditions surrounding work, and intrinsic motivation, which arises from the work itself, are jointly associated with employees' innovative work behavior (IWB), and whether one form is more strongly associated with IWB than the other. It responds to the tendency of earlier research to study a single motivational form, which leaves the combined and relative contributions of the two forms unclear.

Design/methodology/approach – A cross-sectional census survey was conducted in 2026 among all 144 employees of a private-sector population, which gave a response rate of 100%. Using structural equation modeling (PLS-SEM) in SmartPLS 4, using 5,000 bootstrap resamples.

Originality – The study estimates extrinsic and intrinsic motivation, specified through the two-factor and self-determination perspectives, simultaneously in a single parsimonious PLS-SEM model, and complements the usual path coefficients with effect sizes and a formal comparison of the two paths. Using a fully enumerated private-sector population, it offers context-specific evidence on how motivation arising from the work context and motivation arising from the work itself stand relative to each other in explaining IWB.

Findings and Discussion – The measurement model showed adequate reliability and validity (outer loadings .678–.834, composite reliability .821–.881, AVE .535–.636, HTMT ≤ .469). Extrinsic motivation (β = .340, p < .001) and intrinsic motivation (β = .239, p < .001) were both positively associated with IWB and together explained 21.8% of its variance (R² = .218). The effect size of extrinsic motivation was small to medium (f² = 0.136) and that of intrinsic motivation was small (f² = 0.067), but the difference between the two path coefficients was not statistically reliable.

Practical implications – Managers who want to stimulate innovation should treat the context and the content of work as complementary levers rather than substitutes: keep the workplace comfortable, allow time to rest and support collaboration among colleagues, and provide recognition, ability-matched training and learning opportunities that make the work itself satisfying. Because motivation accounts for roughly one-fifth of the variance in IWB, these levers should be combined with climate, leadership and capability-building measures.

Downloads

Download data is not yet available.

References

Aldossary, S. M., & Aldhmour, F. M. (2026). Women's empowerment and innovations in work behaviour: Based on the kaleidoscope model. International Journal of Business Innovation and Research, 39(9), 21–49. https://doi.org/10.1504/IJBIR.2026.10077861

Alshahrani, M. A., Yaqub, M. Z., Ali, M., El Hakimi, I., & Salam, M. A. (2026). Could entrepreneurial leadership promote employees' IWB? The roles of intrinsic motivation, creative self-efficacy and firms' innovation climate. International Journal of Innovation Science, 18(5). https://doi.org/10.1108/IJIS-08-2024-0211

Amabile, T. M. (1993). Motivational synergy: Toward new conceptualizations of intrinsic and extrinsic motivation in the workplace. Human Resource Management Review, 3(3), 185–201. https://doi.org/10.1016/1053-4822(93)90012-S

Brandt, J., & Schmoll, R. (2026). Does working from home kill innovation? Examining the relationship between working from home and innovative work behaviour. Creativity and Innovation Management, 35(1), 3–16. https://doi.org/10.1111/caim.70015

Campodonico, S., & Guevara, R. (2026). From innovation self-efficacy to innovative work behavior: A job crafting perspective. Evidence-Based HRM: A Global Forum for Empirical Scholarship. Advance online publication. https://doi.org/10.1108/EBHRM-02-2026-0077

Cohen, J. (1988). Statistical power analysis for the behavioral sciences (2nd ed.). Lawrence Erlbaum Associates.

Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. Plenum Press. https://doi.org/10.1007/978-1-4899-2271-7

De Jong, J., & Den Hartog, D. (2010). Measuring innovative work behaviour. Creativity and Innovation Management, 19(1), 23–36. https://doi.org/10.1111/j.1467-8691.2009.00547.x

Deng, M., Ding, G., & Chen, X. (2026). Techno-stressors, work–family conflict and task performance: Exploring the dual moderating effects of family and intrinsic motivation. Industrial Management & Data Systems, 126(10), 3021–3043. https://doi.org/10.1108/IMDS-12-2024-1281

Duong, C. D. (2026). How institutional and educational support inspire sustainability-oriented entrepreneurship: Exploring the (in)congruent intrinsic–extrinsic motivation mechanisms from a self-determination theory perspective. Journal of Enterprising Communities: People and Places in the Global Economy. Advance online publication. https://doi.org/10.1108/JEC-05-2025-0149

Fominiene, V. B., Jasinskas, E., Simanavicius, A., Usas, A., & Rutkevicius, A. (2026). Financing innovation in human-centric organizations: Perceived organizational financial support, organizational climate, and innovative work behavior in the Industry 5.0 service economy. Journal of Risk and Financial Management, 19(9), Article 738. https://doi.org/10.3390/jrfm19090738

Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.1177/002224378101800104

Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331–362. https://doi.org/10.1002/job.322

Gupta, P., Lim, W. M., Singh, N., & Galgotia, D. (2026). Nature tourism: Intrinsic and extrinsic motivations, travel and life satisfaction, and willingness to revisit. Tourism Recreation Research, 51(3), 999–1024. https://doi.org/10.1080/02508281.2025.2585807

Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). Sage.

Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203

Hamid, Z., Dar, N., & Kundi, Y. M. (2026). From knowledge to innovation: Examining how and when leader knowledge sharing behavior fosters employees' work innovation. Management Decision, 64(3), 779–796. https://doi.org/10.1108/MD-08-2023-1371

Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115–135. https://doi.org/10.1007/s11747-014-0403-8

Henseler, J., & Schuberth, F. (2025). Should PLS become factor-based or should CB-SEM become composite-based? Both. European Journal of Information Systems, 34(3), 551–563. https://doi.org/10.1080/0960085X.2024.2357123

Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work (2nd ed.). John Wiley & Sons.

Hoevel, C. (2026). Intrinsic and extrinsic motivation in academic management: An alternative personalist approach. Journal of Human Values, 32, 67–79. https://doi.org/10.1177/09716858251384170

Janssen, O. (2000). Job demands, perceptions of effort-reward fairness and innovative work behaviour. Journal of Occupational and Organizational Psychology, 73(3), 287–302. https://doi.org/10.1348/096317900167038

Kistyanto, A., Omar, S. S., Nihaya, I. U., Irawati, W., Adinata, R. E., & Pratama, T. Y. (2026). Harnessing human capital for digital innovation: A management perspective on Generation Z employees' work behaviour. Quality – Access to Success, 27(214), 187–199. https://doi.org/10.47750/QAS/27.214.20

Kock, N. (2015). Common method bias in PLS-SEM: A full collinearity assessment approach. International Journal of e-Collaboration, 11(4), 1–10. https://doi.org/10.4018/ijec.2015100101

Kriswijayanto, E. K., Sudiarditha, I. K. R., Buchdadi, A. D., & Susita, D. (2026). The influence of leadership style on innovation work behavior through competence and trust as mediation at PT Kereta Api Indonesia. Quality – Access to Success, 27(210), 443–453. https://doi.org/10.47750/qas/27.210.48

Lailla, N., Yohana, C., & Handaru, A. W. (2025). The influence of innovation work behavior on employees life insurance. Quality – Access to Success, 26(207), 202–211. https://doi.org/10.47750/QAS/26.207.22

Li, Y., Chen, Y., & Wang, C. (2026). The organizational innovation climate on affecting individuals' innovative work behavior: The roles of knowledge sharing and creative self-efficacy. E&M Economics and Management, 29(2), 61–75. https://doi.org/10.15240/tul/001/2026-5-001

Liehr, J., & Hauff, S. (2025). Promoting employees' innovative work behavior through innovation-specific leader behavior: An AMO-approach. Journal of Management & Organization, 31, 215–232. https://doi.org/10.1017/jmo.2024.57

Malik, J., & Kaur, J. (2026). Emotional intelligence, spiritual intelligence and intrinsic motivation as predictors of leadership effectiveness: The mediating role of organisational citizenship behaviour in Indian higher education institutions. International Journal of Educational Management, 40(5), 944–976. https://doi.org/10.1108/IJEM-02-2026-0272

Mantegh, H., Hasanzadeh, M., Zandian, F., & Sharif, A. (2026). The effect of intrinsic and extrinsic motivation on knowledge sharing with the mediating role of organizational trust. International Journal of Information Science and Management, 24(1), 227–248. https://doi.org/10.22034/ijism.2026.2030488.1500

Moliner-Tena, M. A., Algueró-Boronat, M., & Rodríguez-Artola, R. M. (2026). Solo and shared tourist experience: The competition between intrinsic and extrinsic motivations. Journal of Business Research, 202, Article 115790. https://doi.org/10.1016/j.jbusres.2025.115790

Mollah, M. A., Chowdhury, M. S., & Shin, J. (2026). Relationship between leader–member exchange and organisational innovation: Role of intrinsic work motivation and technological turbulence. South Asian Journal of Human Resources Management, 13(2), 311–333. https://doi.org/10.1177/23220937241299171

Muchowe, R. M., & Rajlal, A. (2026). The moderating role of generational cohort on the effects of extrinsic and intrinsic motivation on the performance of non-academic staff in open distance learning institutions in Zimbabwe. Cogent Business & Management, 13(1), Article 2620851. https://doi.org/10.1080/23311975.2026.2620851

Nguyen, H. D., & Vu, T. B. (2026). Organizational culture and innovative work behavior: The roles of job satisfaction and innovation challenge stressors. Organizations and Markets in Emerging Economies, 17(1), 193–213. https://doi.org/10.15388/omee.2026.17.9

Oh, S., & Sabharwal, M. (2026). Fostering innovation at work: The synergy of transformational leadership, job autonomy, and innovative organizational culture for driving innovative work behavior. Public Personnel Management, 55(2), 254–284. https://doi.org/10.1177/00910260251380410

Olafsen, A. H., Marescaux, B. P. C., & Kujanpää, M. (2025). Crafting for autonomy, competence, and relatedness: A self-determination theory model of need crafting at work. Applied Psychology, 74(1), Article e12570. https://doi.org/10.1111/apps.12570

Olórtegui-Alcalde, L. M., & Cordova-Buiza, F. (2026). Analyzing the effect of ICT engagement on academic performance: A PLS-SEM approach mediated by intrinsic motivation. Contemporary Educational Technology, 18(3). https://doi.org/10.30935/cedtech/18690

Ong, H. T., Busto, L. M. D. C., Mandigma, L. B., Raquel, R. A. Q., & Soriano, C. M. Y. S. (2026). Your gig, your way: The influence of intrinsic and extrinsic motivations on job satisfaction among gig workers engaged in digital labor platforms in the Philippines. Review of Integrative Business and Economics Research, 15(2), 538–551.

Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903. https://doi.org/10.1037/0021-9010.88.5.879

Qerimi, A., Trunk, A., Shabani, G., Shabani, B., & Qerimi, F. (2026). Extrinsic and intrinsic rewards as strategic drivers of employee performance: The mediating role of motivation. Human Systems Management. Advance online publication. https://doi.org/10.1177/01672533261465234

Ringle, C. M., Wende, S., & Becker, J.-M. (2024). SmartPLS 4 [Computer software]. SmartPLS. https://www.smartpls.com

Roni, S. M., Djajadikerta, H., & Ahmad, M. A. N. (2015). PLS-SEM approach to second-order factor of deviant behaviour: Constructing perceived behavioural control. Procedia Economics and Finance, 28, 249–253. https://doi.org/10.1016/S2212-5671(15)01107-7

Ryan, R. M., & Deci, E. L. (2000a). Intrinsic and extrinsic motivations: Classic definitions and new directions. Contemporary Educational Psychology, 25(1), 54–67. https://doi.org/10.1006/ceps.1999.1020

Ryan, R. M., & Deci, E. L. (2000b). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68–78. https://doi.org/10.1037/0003-066X.55.1.68

Sammarra, A., Profili, S., Innocenti, L., Merlo, L., & Peccei, R. (2026). Strengthening work engagement and continuance commitment among chronically ill employees: The role of human resource development practices and intrinsic motivation. International Journal of Manpower, 47(5), 676–693. https://doi.org/10.1108/IJM-06-2025-0433

Santiago-Torner, C. (2026). Ethical leadership and creative personality: Competitive advantages through intrinsic motivation and creative self-efficacy. Revista de Métodos Cuantitativos para la Economía y la Empresa, 41, 1–29. https://doi.org/10.46661/rev.metodoscuant.econ.empresa.12557

Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580–607. https://doi.org/10.2307/256701

Segarra-Ciprés, M., Escrig-Tena, A. B., & Roca-Puig, V. (2026). The double-edged sword of the effects of innovative work behaviour on job performance and employee well-being: The moderating role of innovation climate. Creativity and Innovation Management, 35(3), 791–808. https://doi.org/10.1111/caim.70060

Shamaileh, N. A., Mohammad, S. I., Aityassine, F. L. Y., Aladwan, S. I., & Vasudevan, A. (2026). Fostering employees' innovative work behavior intentions: The roles of agile human resource management systems, innovation-supportive climate, and creative self-efficacy. International Review of Management and Marketing, 16(4), 484–493. https://doi.org/10.32479/irmm.23836

Singh, S., Lee, S., & You, S. (2026). Strengthening place attachment through smart travel applications: An integrative model of technology engagement and extrinsic motivation. Journal of Smart Tourism, 6(2), 161–177. https://doi.org/10.1177/27652157261425107

Tutul, R., Buchem, I., Jakob, A., & Pinkwart, N. (2026). Evaluating intrinsic motivation in robot-supported quiz-based learning: A comparative study of verbal-only and multimodal feedback with sound input. Acta Informatica Pragensia, 15(1), 109–125. https://doi.org/10.18267/j.aip.292

Urbonavicius, S., Radaviciene, I., Graiciunaite, M., & Hollebeek, L. D. (2026). Product sharing for reuse engagement as an intrinsic motivation to continue participation in sharing economy. EuroMed Journal of Business, 21(5), 132–147. https://doi.org/10.1108/EMJB-11-2025-0440

Wang, Z., Jiang, F., & Zhang, R. (2026). The challenge of putting high-performance work systems into effect: How team leaders' cost-reduction attribution and extrinsic motivation impede HPWS effectiveness. Asia Pacific Journal of Human Resources, 64(1). https://doi.org/10.1111/1744-7941.70057

Yuqui Ketil, M. J., Vega Chica, M. L., & Bustos Intriago, R. A. (2026). Knowledge transfer between universities and businesses: The role of intrinsic motivation and functional value. Revista Venezolana de Gerencia, 31(116). https://doi.org/10.52080/rvgluz.31.116.17

Zhao, Y., Zhou, P. P., & Chen, Z. (2026). AI's hidden price: AI tools reduce donor engagement through extrinsic motivation inferences. Journal of Business Ethics, 208(1), 123–140. https://doi.org/10.1007/s10551-026-06247-2

Zografou, I., Pahos, N., & Galanaki, E. (2026). Linking innovation-oriented employer branding to employee innovative work behaviour: The mediating roles of open communication and job crafting opportunities. International Journal of Manpower, 47(10), 257–273. https://doi.org/10.1108/IJM-03-2026-0315