Purpose

Intrinsic motivation affects job satisfaction and turnover intention. Still, previous motivational studies among real estate brokers (brokers) have primarily focused on extrinsic rewards, leaving intrinsic rewards/motivation practically unexplored. The purpose of this study is therefore to evaluate the role of both satisfaction with intrinsic rewards (SIR) and satisfaction with extrinsic rewards (SER) on job satisfaction and turnover intention among Swedish brokers.

Design/methodology/approach

This article is a replication, more precisely an empirical generalization and extension, of Mosquera et al.’s (2020) study conducted among brokers in Portugal. Using a sample of 910 Swedish brokers, the study analyzes a conceptual framework and tests hypotheses by using partial least squares (PLS).

Findings

Results indicate that SIR has a very strong impact on job satisfaction, which is not the case in the Portuguese sample. On the other hand, SER does not have an impact on job satisfaction, which is the case in the Portuguese sample. SIR does not have an impact on turnover intention in the Swedish sample, whereas SER does. Job satisfaction has twice the positive impact on turnover intention in the Swedish sample compared to the Portuguese. Furthermore, job satisfaction mediates the relationship between SIR/SER and turnover intention.

Research limitations/implications

Findings of this study extend the existing literature of satisfaction with extrinsic and in particular intrinsic rewards on job satisfaction and turnover intention in the context of the brokerage industry. The most interesting difference between the samples is that Swedish brokers display much higher levels of satisfaction with intrinsic rewards. On the other hand, Swedish brokers appear to be less driven by extrinsic rewards, which is not in line with prior studies within brokerage.

Practical implications

Both managers and students planning to become brokers should consider that SIR has a stronger impact on job satisfaction than SER. What are perceived as intrinsic rewards, however, is highly subjective, which is troublesome from a managerial perspective, even more so as SIR is much harder to influence than SER. Given that intrinsic motivation is primarily a consequence of needs fulfillment, screening of applicants for person-job fit ought to increase job satisfaction and reduce turnover given its focus on the congruence between job demands and worker’s needs, respectively, what a job provides and the worker’s needs.

Originality/value

This study contributes to the brokerage research field by indicating that being a broker differs substantially between countries and that intrinsic rewards matter for Swedish brokers.

中文翻译：

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肥猫还是善于交际的狼？瑞典房地产经纪人和内在回报——定量实证概括

目的

内在动机影响工作满意度和离职意向。尽管如此，以前对房地产经纪人（经纪人）的动机研究主要集中在外在奖励上，而实际上未探索内在奖励/动机。因此，本研究的目的是评估瑞典经纪人的内在奖励满意度 (SIR) 和外在奖励满意度 (SER) 对工作满意度和离职意向的作用。

设计/方法/途径

本文是对 Mosquera等人（2020 年）在葡萄牙经纪人中进行的研究的复制，更准确地说是经验性的概括和扩展。该研究使用 910 名瑞典经纪人作为样本，分析概念框架并使用偏最小二乘法 (PLS) 检验假设。

发现

结果表明，SIR 对工作满意度有非常大的影响，而葡萄牙样本的情况并非如此。另一方面，SER 对工作满意度没有影响，葡萄牙样本就是这种情况。SIR 对瑞典样本中的离职意向没有影响，而 SER 有影响。与葡萄牙样本相比，瑞典样本的工作满意度对离职意向的积极影响是后者的两倍。此外，工作满意度在 SIR/SER 与离职意向之间的关系中起中介作用。

研究局限性/影响

本研究的结果扩展了现有文献，即在经纪行业的背景下，对工作满意度和离职意向的外在特别是内在奖励的满意度。样本之间最有趣的区别是瑞典经纪人对内在奖励表现出更高的满意度。另一方面，瑞典经纪人似乎不太受外在奖励的驱动，这与之前的经纪研究不一致。

实际影响

计划成为经纪人的管理者和学生都应该考虑到 SIR 对工作满意度的影响比 SER 更大。然而，被视为内在奖励的东西是高度主观的，从管理的角度来看这很麻烦，更何况 SIR 比 SER 更难影响。鉴于内在动机主要是需求满足的结果，筛选求职者的个人工作匹配度应该会提高工作满意度并减少离职率，因为它侧重于工作需求和员工需求之间的一致性，分别是工作提供的内容和员工的需求需要。

原创性/价值

这项研究表明，作为经纪人在不同国家之间存在很大差异，并且内在回报对瑞典经纪人很重要，从而对经纪研究领域做出了贡献。