The purpose of this study is to examine the effects of intrinsic motivation on job satisfaction and organizational commitment within university administrative organizations. This study concentrated on finding a meaningful solution to strengthen university competitiveness in the era of endless competition of higher education. In order to testify the effects, the researcher reviewed previous empirical studies and theoretical linkages among intrinsic motivation, job satisfaction, and organizational commitment.
On the basis of previous literature, the hypotheses were established. Also, all empirical data were collected by using a set of questionnaires which focus on university administrative staff members within Busan metropolitan city.
This study conducted a exploratory factor analysis for the validity test and confirmed internal consistency reliability. The hypotheses were examined by using IBM SPSS software package(ver. 22.0) programs such as multiple regression, multivariate analysis of variance.
The following is a summary of the empirical analysis of the research hypotheses. First, intrinsic motivation has a significant positive effect on the job satisfaction. Second, in case of "Advancement" and "Job duty" of intrinsic motivation has a significant positive effect on organizational commitment. This result implies that advancement is a meaningful indication not only getting a higher position in the organization, but also gaining official recognition on job performance from organization and other staff members. Also, "job duty" should be assigned to staff members in the consideration of many ways to enjoy their work itself. Third, the findings also indicate that job satisfaction of university staff members has a significant positive effect on organizational commitment.
Lastly, university administration is getting segmentalized and specialized all aspects of field in the organization. The university should take account of job specification to motivate staff members in positive way.
In a scarcely previous literatures, this study is a meaningful small steps to analyze the effects of intrinsic motivation on the university administrative staff. Nonetheless, the conducted analysis cannot be generalized all university administrative organizations in Korea.
In future, the researcher will conduct longitudinal study to design optimized university administrative organizations in the consideration of all aspects of correlation between intrinsic motivation and extrinsic motivation.