Intrinsic and Extrinsic Motivation for University Staff Satisfaction: Confirmatory Composite Analysis and Confirmatory Factor Analysis

Main Article Content

Chanta Jhantasana

Abstract

The hierarchical construction model (HCM) may be used to minimize colinear formative indicators while increasing the statistical power of content-specific constructs. However, the present research discovered a strong correlation between intrinsic and extrinsic motivation and job satisfaction, indicating a lack of discriminating validity that limits the use of HCM. Thus, this research condensed data on job satisfaction for university staff by comparing a consistent partial least square (PLSc) model to a composite model without utilizing higher-order constructs. The sample consisted of 392 individuals working in a Thai university with a total of 1,042 staff. The results show that the composite model performs better than a consistent partial least square, generating bias. Intrinsic motivation is both a direct and indirect effect on job satisfaction. Extrinsic motivation is a complementary model mediator effect. The limitation of the study is an inherent relation between intrinsic and extrinsic motivation and indicators of job satisfaction, which can cause a common factor model bias. Further studies where the partial least square structural equation model (PLS-SEM) is compared early with the covariance-based structural equation model (CB-SEM) are needed, particularly studies using composite indicators. PLS-SEM can now be used to measure both confirmatory composite analysis and confirmatory factor analysis, while CB-SEM can only estimate confirmatory factor analysis. The method of condensing data may help eliminate discriminant validity issues.

Article Details

How to Cite
Jhantasana, C. . (2021). Intrinsic and Extrinsic Motivation for University Staff Satisfaction: Confirmatory Composite Analysis and Confirmatory Factor Analysis. Asia Social Issues, 15(2), 249810. https://doi.org/10.48048/asi.2022.249810
Section
Research Article

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