Ade Parlaungan Nasution

Adventure tourism has received significant attention recently because it offers unique sensations. Managers of adventure tourism objects need to understand the determinants of satisfaction in adventure tourism. This study aims to examine the effect of intrinsic motivation and flow theory on extreme and non-extreme adventure tourists’ satisfaction in Indonesia. This study uses a quantitative approach. The sample includes 405 tourists engaged in adventure tourism activities (extreme adventure tourism activities – 200 respondents, and non-extreme adventure tourism activities – 205 respondents). Structural Equation Modeling-Partial Least Square (SEM-PLS) was used to analyze the data. The results show that autonomy and competence influence flow experience (p-value < 0.05). This applies to extreme adventure and non-extreme adventure tourism. Furthermore, flow experience has a positive effect on adventure tourist satisfaction. In the context of extreme adventure tourism, autonomy does not affect the satisfaction of extreme adventure tourists (path coefficients = 0.025 and p-value = 0.761). In the context of non-extreme adventure tourism, competence does not affect the satisfaction of non-extreme adventure tourists (path coefficients = –0.036 and p-value = 0.682). This study recommends that managers of non-extreme tourism spots add challenging aspects to tour packages because they are believed to increase tourist satisfaction.

Employees with organizational citizenship behavior are characterized by the attitude of people who show employees’ willingness to exceed the minimum targets set by the organization. Thus, employees will work voluntarily even outside their duties and responsibilities. This study aims to investigate the interactions between reward systems and organizational citizenship behavior, considering work satisfaction as a mediating factor. This paper employs a quantitative methodology. Thirty-eight agricultural extension employees from the Agricultural Office in Labuhanbatu Regency, Indonesia, served as the samples. SEM (SmartPLS) approach was utilized to analyze the data. The findings discovered that the reward system has a favorable and considerable impact on job satisfaction. The results also boosted that the increase in employee job satisfaction has a positive and significant effect on increasing organizational citizenship behavior. The relationship between the reward system and organizational citizenship behavior is positive but insignificant. Moreover, the study also demonstrates that job satisfaction significantly and favorably mediates the impact of the reward system on organizational citizenship behavior. Therefore, a reward policy must be implemented to satisfy employees because job satisfaction is crucial in increasing organizational citizenship behavior.