Moderating of Religiosity on Reward and Engagement: Empirical Study in Indonesia Public Service*

The study investigates the relationship and influence between religiosity, reward, and engagement in the public administration sector, both directly and causally via moderation. This study involved one hundred and twenty-three respondents in three local government organizations in Malang City, East Java Province, Indonesia, namely, the Malang City General Hospital, the Population and Civil Registry Office, and the Investment Office. The sampling method uses stratified random sampling from the total population of civil servants in Malang in the three institutions. The data analysis model of this study uses a quantitative approach with a unit of data analysis using the path analysis method. The analytical tools used are smart-PLS and SPSS. The results reveal that the direct combined effect of reward and religiosity has a positive and significant influence on the engagement. However, moderation between reward and commitment, which is bridged by religiosity, does not show positive and significant results. The non-positive relationship shown by testing moderation concludes that there is a separation of purpose between the portion of religiosity in the world of work, where religiosity in this study is only described as part of the concept of worship, and the relationship between the person and his God.

Introduction
Referring to Indonesian Law No. 5 of 2014 concerning State Civil Apparatus (ASN) stated that ASN is a profession for civil servants and government employees with employment agreements working for government agencies. Civil servants as state administrators must, of course, submit to and obey the laws and regulations that apply following the bureaucratic theory that was declared by Max Weber in 1905 (Serpa & Ferreira, 2019;Kocka, 2015). Obeying the legal principles for ASN is a necessity that is not negotiable. That is as part of the value to integrate ASN in its service to the nation and state, including increasing performance to provide the best service to Indonesian citizens. Improved performance and the performance of civil servants are based on a better assessment process. Using an independent assessment instrument is expected to enhance the performance of public servants. A reward and punishment system also applies, so that it can improve the quality of work, capacity, capability, and integrity.
It is in contrast to internal organizations in the private sector where flexibility in terms of performance appraisal and payroll exists. In the last few years, the effort to improve the performance and involvement of civil servants has become one of the government's hard work to maximize, given that the administrative role carried out by the civil servants is often watched by the public. Expectations regarding taxes from the public to finance state facilities and pay civil servants, on the one hand, cannot be underestimated. Accountability and transparency of civil servant work must have a positive impact on society, such as speed, accuracy, and friendliness as part of the public service sector.
To improve the performance of civil servants means adopting several elements of performance appraisal applied to the private sector, including reward. By definition, bonuses mean rewards for one's performance or additional financial or non-financial differences between one employee and another. From the perspective of management theory, the reward is a motivational aspect to provide additional enthusiasm for individuals or groups to get more leverage in carrying out their primary tasks in the organization and giving prizes not only to retain employees, but also to motivate employees to work better (Haerani et al., 2020;Khalid & Oaib, 2019;Indahingwati et al., 2019;Susanti et al., 2019). Giving rewards to employees can encourage employees to have more positive behaviors and attitudes at work, which can increase productivity and involvement in the organization (Akob, Arianty, & Putra, 2020;Suong, Thanh, & Dao, 2019;Arfah & Aditya, 2019).
In modern life, the motivation that is intrinsic or extrinsic is only an attempt to maximize one's job evaluation. Further in-depth personal measurements that include the personality and cleanliness of a person's heart that is intertwined within the scope of the level of one's own religiosity is a fundamental reason which also determines if the organization can develop in the future. Religiosity is a condition, understanding, and obedience of a person in believing in a religion that is manifested in the practice of values, rules, and obligations to encourage him to behave and act under the teachings of religion in daily life, including at work (Khalid et al., 2020;Ilter, Bayraktaroglu, & Ipek, 2017). Religiosity is also believed to be able to fortify someone to refrain from behaving in a deviant fashion (Mutiara Panggabean, 2002;Sihotang 2007;Hariandja, 2005;Hasibuan, 2007).
Salaries cannot be equated with rewards (Azasu, 2009;Hulkko-Nyman, Sarti, Hakonen, & Sweins, 2012). Payroll is simply the reason why someone wants to work, while the reward is an aspect of why individuals are increasingly eager to work, so that these two different views lead researchers to test the truth.
Objectively, this study aims to examine the components of research results by (e.g., Pangabean, 2002;Sihotang, 2007;Hariandja, 2005;Hasibuan, 2007). By including the salary component, promotions, and incentives in the reward variable, we can then measure the level of validity and reliability of these components in shaping the reward factor through direct and moderating relationships to employee work involvement. Other than that, the novelty in this study is to include religiosity as a moderating variable, which aims to test the causality of whether the level of personal religiosity can bridge the work involved in the public sector with the support of reward.

Literature Review and Hypothesis Development
A reward is a form of appreciation given from a supervisor/leader to a subordinate or to an individual or group within an organization that has achieved or exceeded a defined target. (Hulkko-Nyman et al., 2012;Arfah & Putra, 2019;Firman et al, 2020). Generally, rewards can be in the form of financial additions (Risher, 2014) or non-financial (Taufek, Zulkifle, & Sharif, 2016). Pangabean (2002( , Sihotang (2007, Hariandja (2005), and Hasibuan (2007) include salary, promotion, and incentive components as part of the reward element. The causality between reward and work-management has been widely studied (Azasu, 2009;Brown, 2014;Chawla, Dokadia, & Rai, 2017). Those authors argue that there is a strong relationship between the role of reward on engagement. Non-financial rewards can be measured, including flexible working-hours (Brown, 2014), annual performance appraisal and a large number of training provided by the organization to its employees (Azasu, 2009;Chawla et al., 2017).
From the perspective of human resource theory, efforts to improve performance are inseparable from the role of rewards, so it can be assumed that rewards fall into the category of extrinsic motivation (Bakar, Lee, & Hazarina Hashim, 2013). In connection with increasing employee engagement, Brown, (2014) confirms that, where the indicator of employee involvement means a significant increase in work, a decrease in the level of discipline, decreased employee intention to leave or move elsewhere, reflect rather the high level of involvement in the feeling of altruism between the employees of the organization, as well as the increasing attitude of consistency among the employee's employees towards the organization where they work (Brown, 2014). Of course, contextual rewards can have an impact on increasing additional levels of employee welfare and feelings of mutual trust between employees and forms rather than professionalism at work (Brown, 2014).
Employee job satisfaction is a collage that builds a bridge between the role of reward for work involvement (Brown, 2014) so that a statement can be made that engagement antecedents come from feeling satisfied at work. In career matters, an employee's preference for his career is if the job is considered to inspire him (Chawla et al., 2017), work is not always a tangible activity to find money to meet all the desires and needs of life, but further than that the role of the profession and one's career must also provide valuable inspiration in life (Hulkko-Nyman et al., 2012). However, opinions about causality are strictly demonstrated by several studies of reward and engagement that are reaching opposite conclusions, entitled Multigenerational Differences in Career Preferences, Reward Preferences, and Work Engagement, which analyzes in-depth career preferences, rewards, and participation in India. The results are found not to be significant (Chawla et al., 2017). Chawla, Dokadia, and Rai (2017) emphasized that reward is only a means of determining someone's motivation to work, but not the main reason why an employee wants to stay in the organization.
From the perspective of Career theory, Chawla, Dokadia, and Rai (2017) delve about the role of career preferences for employee work involvement, where the leaders have a broad scope in determining the satisfaction of an employee, including whether a leader can inspire or appreciate subordinates for their performance. The study by Chawla, Dokadia, & Rai, (2017) deals with non-financial reward aspects. The study provides a guide to measure employee involvement: 1) feeling proud of the company is an aspect that cannot be considered trivial, because a positive image will have a broader impact on the environment outside the organization to give a feeling of pride for employees who work there; 2) career suitability between employee interest and job description; and 3) fairness between input and output, i.e., the amount of salary and the level of work, which includes the level of difficulty and career path that must be fair and appropriate. The rational building described above led us to develop a hypothesis, namely: H1: Reward have a positive and significant relationship to engagement The second path in this study also involves causality between religiosity and engagement. Religiosity means the state, understanding, and measurement of one's obedience in believing in a religion that is manifested in the experience of values, rules, obligations to encourage someone to behave and act following the teachings of the religion they hold in everyday life. In an Islamic perspective, the measure of religiosity or obedience comes from how high the level of trust in the presence of God in the Muslim faith. (Allah SWT), how confident individuals are in the presence of God, and how it relates to fellow human beings (Dilmaghani & Dean, 2016). Added by Bakar et al., (2013) The indication of religiosity comes from two indicators, namely, outward (i.e., believing in the religion of Islam, observing the central worship at the mosque, zakat, fasting, and pilgrimage) and intrinsic (i.e., a high curiosity in learning the Koran and practicing the essence of al-Islam Quran in everyday life), generally, research on religiosity can be found from studies of Islamic studies. Some researchers like Dilmaghani and Dean (2016, Farouk, et al. (2018, Huda et al. (2019, Karami, Olfati, and Dubinsky (2014), Kashif, Zarkada, and Thurasamy (2017) and Khraim (2010) state that there is a significant positive relationship between the level of religiosity and employee involvement in work. Dilmaghani and Dean (2016) and (Farouk et al. (2018) emphasize, from the standpoint of the theory of consumer behavior, that the benchmarks of religiosity go hand in hand with how much the individual understands the teachings of religion (Islam). But, from the same point of view, namely, consumer behavior theory, Bakar, Lee, and Hazarina Hashim (2013) and (Ilter, Bayraktaroglu, and Ipek (2017) argue that the relationship between the level of religiosity and one's behavior is negatively related. This negative relationship is bridged by how healthy a person's level of maturity is. Bakar, et al. (2013) concludes that the bridge that connects the level of religiosity can have whole meaning and is inseparable from the influence of one's materialism. Not only from the standpoint of behavior theory for Muslims themselves, one study that examines the level of religiosity in Protestants by Dilmaghani and Dean (2016) found that the level of religiosity of protestant women workers on the supply of female labor in Canada is believed to have a strong influence on both the industrial and social environment.
Literally, in the Islamic spiritual concept, the term religiosity means the level of obedience/belief (tawakkul and monotheism) to God (Allah SWT), also the level of ma'rifat which means to believe in the heart, practice goodness by the teachings of Islam and stay away from all that is prohibited by God (Allah SWT) (Huda et al., 2019;Meiyani & Putra, 2019). It is believed that the elaboration between one's Islamic commitment will have a positive impact on one's daily life, on the environment (Bhuian, Sharma, Butt, & Ahmed, 2018), society (Kamalul et al., 2016;Holland, 2014) and social life (Onyemah, Rouziès, & Iacobucci, 2018) which is reflected through honest behavior (Kashif et al., 2017), responsibility (Mensah & Azila-Gbettor, 2018), respect for the rights of others (Papyrakis & Selvaretnam, 2011), fair (Abdollahi et al., 2018) and transparent (Karami, Olfati, & Dubinsky, 2014). The level of individual religiosity moderates the relationship between honesty to achieve a rewarding attitude and employee involvement (Bhuian et al., 2018;Abdollahi et al., 2018;Khalid et al., 2020). The level of religiosity will reflect the level of satisfaction and happiness in working and employee involvement (Onyemah et al., 2018). Therefore, the level of religiosity is believed to be an attitude that can hold the ego, so that it can achieve a rational and wise state of behavior (Lavrǐ & Flere, 2010;Lavrič & Flere, 2011;Razzaq et al., 2018;Wang et al., 2019). Therefore, some definitions, statements, and urgency rather than religiosity towards engagement both directly and moderation lead us in developing a hypothesis, namely: H2: There is a positive relationship between religiosity and engagement H3: There is a positive relationship between reward and engagement by making religiosity a moderating variable.

Samples Criteria
Conceptually, this study was designed with a quantitative approach, involving both direct and moderated relationships by analyzing the relationship between reward, religiosity, and engagement ( Figure 1). Furthermore, empirical relationship analysis in this study was tested on 198 respondents using a proportional stratified random sampling method. However, after going through the results of normality testing, it was found that only 123 eligible questionnaire results were declared normal and deserved further testing.
All respondents in this study are civil servants working in Government Agencies such as the Population and Civil Registry Office, the Investment Office, and the Regional Government Hospital, all from Malang City, East Java Province, Indonesia. 16% or 19 respondents were from the Office of Occupation and Civil Registration, Malang City Hospital; 56% or 69 respondents were from the Investment Office and 28% or 35 respondents were from the Office of Investment (Table 1).

Measurement and Research Design
Data collection in this study used a questionnaire that was distributed to all respondents. Overall, the survey consisted of forty-one questions divided into three main variables, namely, reward (independent variable), religiosity (moderating variable), and engagement (dependent variable). Specifically, the reward variable has four leading measurement indicators (incentives, salary, remuneration, and promotion); the four indicators consist of thirteen questions. The engagement variable has five leading measurement indicators (passion, dedication, appreciation, initiative, and commitment); the four indicators are summarized in fifteen questions. The variable of religiosity has five leading indicators (ideological, intellect, ritualization, experience, and consequences). The five indicators are summarized in sixteen questions. The comprehensive measurement of variables is illustrated in Appendix 1.  The measurement of the answers to each question was put into five alternative explanations ranging from "strongly disagree" to "strongly agree" with an answer scale ranging from 1 to 5 (Likert scale). The data analysis is carried out in two stages. The first stage is the analysis of descriptive quantitative data sourced from a census conducted on people who were made respondents. In this quantitative study, data processing is carried out through the stages of inspection (editing), the process of categorizing or classifying data (coding), and the process of disclosure (tabulating) and then analyzed using the linear regression approach. Some stages of testing the study include testing the validity and reliability (see Figure 1).
This study approach uses quantitative analysis methods, namely, PLS-SEM. We use the PLS approach considering the concept of this study is to test the results of the modification of several research models, so that the results of the development of the model can provide value descriptions and interpretations. Another reason for the use of PLS is that the normality test is not expected. The Kolmogorov-Smirnov approach. ( η>0.5) while the test normality test this study is 0.01 < 0.5. The scale of measurement of variables using the Likert scale (1= Strongly Disagree -5 = Strongly agree). Analysis of software use Smart-PLS 3.0. Criteria for measuring variables and constructs are based on conditions such as AVE value> 0.50 (Fornell & Larcker, 1981;Hair, Henseler, Dijkstra, & Sarstedt, 2014;Razak et al., 2020;Mansur, et al, 2019). Value of Composite Reliability (CR > 0.6) (Chin, 1998). Measurement of Cronbach's alpha value> 0.5, R-square, F-Square, and measurement of loading-factors as the main formers of the variable (Chin, 1998).

Statistical Results
Appendix 2 presents the results of the complete statistical analysis, where the descriptive statistics of the three variables indicate the average value of the distribution of questionnaires in the range of 3.9 (neutral tends to agree) -4.3 (concur in the direction of the most agree) to all statements on questionnaire sheet (See appendix 1). Apart from that, the data due diligence test showed that, out of thirteen items making up the reward variable, six items were removed from the analysis. That is because the deleted items were declared invalid in compiling the reward variable. Likewise, in the religiosity variable, which consists entirely of sixteen constituent items, five items are removed to compile the religiosity variable.
Then, the Cronbach's alpha value is (reward = 0.907; religiosity = 0.940; engagement = 0.958); it states that the value is in a very high level of relationship following the findings of Chin (1998), Fornell and Larcker (1981), and Hair, et al. (2014) who stated that the close relationship with a very high category is if the Cronbach's alpha value is in the range 0.80 -1.00. Likewise, with the value of composite reliability or reliability values also indicate high reliability (0.80 -1.00). The Average Variance Extracted (AVE) value is in the minimum range of > 0.60. Can be seen in table 2 AVE values (Reward = 0.642; Religiosity = 0.627; Engagement = 0.634).
Still related to statistical analysis, the normality test using the Kolmogorov-Smirnov (asymptotic) method shows a KS value of 2,739> 0.05, which states that this study is normal/ parametric and assumed that 123 respondents can represent the actual population. Furthermore, the R-Square value of 0.553 states that the variable reward, religiosity, affects engagement by 55.3%. However, the value of partial testing (F-test) is very minimal in the partial relationship between reward and engagement (0.093 or 0.93%) while the partial correlation between religiosity and engagement is (0.298 or 29.8%). So, it can be assumed that rewards cannot stand alone to be tested against engagement. The results of this analysis also provide information that the religiosity variable is a useful control variable to test the causality relationship between reward, religiosity, and engagement. Furthermore, the discriminant validity test between each variable shows the value of validity in the range of 0.70 -0.80, which is included in the high category.
The final step in the statistical analysis in this study is the interpretation of hypotheses, as illustrated in Table 2 and Figure 2. In this final stage of testing, through direct relationships such as religiosity with engagement, it shows that there is a positive and significant effect on the significance level <0.01. Likewise, with the link that explains the reward of engagement, which is also significant with a significance level <0.05. It is concluded that H1 and H2 hypotheses are accepted, but not H3 hypothesis. Because, through statistical testing, the religiosity variable cannot moderate between the reward and engagement variables (sig. 0.997> 0.05).

Discussion
The application of rewards for civil servants versus private employees in the company is an interesting topic to discuss. The number of reward items removed from testing (Table 2) indicates that rewards cannot be compared to the salary component. The payroll system for the public administration sector, in this case, has been regulated by the government and outlined in the law. In contrast, in the private sector, companies are flexible with regards to salary. The salary component can be a reward or an additional salary for the private sector based on how good an employee is in terms of quality performance. In contrast, for the civil servants in the public administration sector, performance does not immediately determine the level of salary. Incentive items in the reward variable component are included. The only thing that differentiates reward results from the performance of a public servant in the public administration sector is the remuneration. The middle range indicator on rewards that includes incentives and salary components as reward unit components have been raised by Mutiara Panggabean (2002), Sihotang (2007), Hariandja (2005), and Hasibuan (2007). It cannot be universalized to all aspects of the organization (public administration sector and private sector professional).
The promotional item component of the reward variable, for the private company sector, is a reflection and necessity as a form of positive appreciation of the organization's professional actions to all internal members of the organization that have performed well. Whereas in the public administration sector, especially for civil servants, the promotion is included in the reward variable items and components. This can be seen in how valid the promotional items in this study are, informing the reward variable (see Table 2). In an ideal level in the public administration sector, performance flexibility has been regulated by the government, so that it is absolute and binding for all civil servants, different from the role of the private sector where the rules regarding rewards are flexible because they are regulated by internal organizations. It can be concluded that the perception of like or dislike on the application of the reward system in the public administration sector for civil servants is challenging; finding an ideal measurement model is difficult.
Nevertheless, the role of reward is one of support to increase the involvement of internal members of the organization. The perspective of bureaucratic theory and management theory provides facts that are in line with some of the results of previous studies that state the relevant, positive and significant relationship between the role of reward and engagement. Reward certainly gives a comfortable and safe feeling for someone not to worry about fulfilling their needs and desires; more than that, the role of reward is also an incentive to work.
In line with the results of the analysis of this study, religiosity also shows a positive correlation with the level of employee involvement, especially for civil servants in the public administration sector. However, through a moderating relationship that involves reward and engagement that is bridged by religiosity, it shows the inversely proportional results or the absence of a positive and significant correlation. There is a different tendency in the direction of state civil servants who separate religious affairs (religiosity) with the relationships with their work. Religiosity is a reflection of matters of worship aimed directly at God, while things about work are personal matters with the organization where he works. The existence of religiosity values does not have a positive tendency when faced with aspects of their work through moderation. This means that the reward factor in evaluating the work involvement of a civil servant in the public administration sector is not related to his religious values. The belief that religion teaches goodness and truth in life is genuine and absolute, but making religion/religiosity as a fundamental reason to strengthen employee involvement that is driven by reward has no impact.
In many previous studies collected to compile intelligent buildings, this study states that religiosity bridges job satisfaction and gratitude for the size of a salary, and bridges a person's behavior (Dilmaghani & Dean, 2016;Farouk, Md Idris, & Saad, 2018;Huda et al., 2019) Findings show a conflicting statement in this study. However, some of the results of previous studies rejoin our research findings, which stated that moderation between religiosity factors that bridge the reward, behavior and work involvement and performance is not a positive and significant effect (Ilter, Bayraktaroglu, & Ipek, 2017;Bakar et al., 2013).

Conclusions
Salary and promotion elements as stated by Hasibuan (2007), Sihotang (2007), andMutiara Panggabean (2002) are separate elements of the reward component. So, it cannot be assumed that salaries and promotions are appreciation rather than reward. Then, separately, from the perspective of the bureaucratic theory developed by Max Weber in 1905, which defines bureaucracy as an efficient work procedure that treats every internal organ of the organization equally to realize organizational goals (Serpa & Ferreira, 2019). Also, the management theory is interrelated, wherein one of the concepts of management puts forward the element of reward as part of the motivation to trigger a performance more effectively following those targeted by the organization. However, in the following facts, no correlation creates a bridge between the role of religiosity towards rewards and the element of employee involvement giving new facts about the results of conflicting research. So, in the development of work practices, the separation between the interests of religiosity is a separate part of the job in a professional manner. Of course, in the sense that religiosity should incarnate and reflect a positive context in every aspect and condition of each person that has an impact on behavior and attitudes both daily and at work.


s2fieldsofstudy: Business Economics

text:
The Effect of Free Cash Flow (FCF) On Agency Cost and Financial Performance in Financial Sector Companies Registered in Indonesia Stock Exchange (BEI) 2015-2016

The company not only aims to seek profit, but also to maximize the prosperity of its shareholders by maximizing the value of the company. Within the company, there are three people who have different interests, namely, company owners, shareholders and managers. When the company generates free cash flow, there will be differences in the interests of the parties who make the work contract and create a conflict that will cause the company to pay costs, which is called agency cost. The result of this difference in interest can also affect the company's financial performance, because the company's finances are not going well. The purpose of this study was to determine the effect of free cash flow (FCF) on agency cost and financial performance in financial sector companies listed on the IDX in 2015-2016. The type of research used in the research is Explanatory Research, with a population of 83 companies listed on the Indonesian stock exchange in the financial sector in 2015-2016. The sampling technique used the purposive sampling method as many as 61 companies listed on the Stock Exchange in the financial sector 2015-2016. The analytical tool used in this study is a simple regression test. Based on the results of the analysis, it is found that free cash flow (FCF) has a positive and significant effect on agency cost in financial sector companies listed on the IDX 2015-2016 of 33.7% and free cash flow (FCF) has a positive and significant effect on performance. finance by 34.0%.

INTRODUCTION
The company not only has the objective of being profit-oriented, but is more about maximizing the prosperity of its shareholders by maximizing firm value. The company's goal in optimizing the company's value can be achieved by carrying out the functions of financial management. The welfare of the company can be seen from the company's performance (firm performance). The company's performance can be seen from the company's ability to generate profits in the use of resources. Profit can provide a positive signal about the prospects of the company in the future, because profit is a measurement of the company's performance. The measurement can be seen from the profit obtained from activities in utilizing resources in the form of company assets. Jensen and Meckling (1976) describe a company as a set of contracts between the owner of capital (principal) and the manager (agent). Each stakeholder has different interests, the owner has an interest in maximizing his wealth through dividend payments resulting from profitable investments. While management has an interest in the size and growth of the company, because the size and growth of the company will provide job security, promotion, and compensation for managers (Mardatilah, 2013). Managers are expected to manage the company in accordance with the main objective of the company, namely increasing company value through increasing the prosperity of the owners or shareholders (Bringham and Houston, 2006). The existence of a conflict of interest due to different goals between owners and managers like that will create a problem known as agency problem (agency conflict). Agency problems are based on human nature that prioritizes self-interest (Eisenhard 1989, in Jogiyanto, 2007. The potential that managers will manage the company more for their own interests and not for the interests of the owners creates an incentive for shareholders to create various governance tools designed to monitor managers and ensure that the company will be managed in the best interests of the owners. Costs arising from a potential conflict of interest are known as agency costs (Jensen and Meckling, 1976). As in an agency relationship that can lead to agency conflict, a work contract is required, where this regulates the proportion of rights and obligations of each party, in this case an emerges agency theory which has the function of designing appropriate work contracts to align the interests of both. both the principal and the agent are involved in resolving agency conflicts so as to minimize agency costs (Wang, 2010).
On the one hand, the shareholder (principal) expects the agent to maximize firm value so that free cash flow can be distributed as dividends received by shareholders. But on the other hand, the management (agent) wants free cash flow to be used for business expansion, especially if the company has investment opportunity a high. The free cash flow size of the owned by the company is the main attraction for each stakeholder to be used in their respective interests. High free cash flow indicates a company is able to pay debts to creditors, pay dividends to investors, and the company can grow its business. Managers have a tendency to take advantage of free cash flow as an instrument to develop a business so that the company grows, while owners want a high share of dividends from the amount of free cash flow. White et al. (2003: 68) argue that the greater the free cash flow available in the company, the healthier the company will be because it has cash available for growth, debt payments, and dividends.
Apart from affecting agency cost, free cash flow also affects the financial performance of a company. When a company has generated an excessive surplus (free cash flow) and management tends to misuse the existing free cash flow, which can lead to increased agency costs, inefficient allocation of resources, and wrong investments that result in decreased company performance. Brush et al (2000) found that sales growth is most beneficial for companies that lack cash flow, but not necessarily for companies with free cash flow sufficient. Chung et al (2006) also found that excessive FCF may have a negative impact on firm profitability and stock valuation and thus increase agency costs. The findings of Wang (2010) that free cash flow has a significant positive effect on ROA and ROE. Among the six variables, namely agency costs, total asset turnover, operating expense ratios, and administrative costs ratios are statistically significant to operating performance, while R&D costs and volatility are not statistically significant to operating performance. Thus, if free cash flow a higher will decrease the company's operating performance, the total asset turnover and operating cost ratio will give rise to agency costs.
Several previous studies have found empirical evidence for the hypothesis free cash flow on agency cost and financial performance. Chu (2011) found a positive relationship between free cash flow and agency cost. However, a different result was found by Wang (2010) who tested the effect of free cash flow on agency cost and financial performance in public companies listed on the Taiwan Stock Exchange. Wang (2010) uses several proxies for agency cost, namely asset turnover, operating ratio, administration ratio, research & development ratio, operating income volatility, and net income volatility. The results of his research found that free cash flow had a negative effect on agency cost as proxied by operating ratio, administration ratio, and research & development ratio. However, Wang (2010) found different results when using asset turnover as a proxy for agency cost. He found that free cash flow has an effect on reducing asset turnover, which indicates an increase in agency cost.
Piramita (2012) if a company has high free cash flow, the company tends to have a better performance than companies that have low free cash flow. According to Wang (2010), there is a significant positive relationship between free cash flow and financial performance. Wang (2010) uses return on assets (ROA) as a proxy for financial performance. ROA is a measure of a company's profitability, where the greater the ROA the greater the company's ability to generate profits for shareholders.
Several previous studies have also found an effect of free cash flow negative on financial performance. This can occur when large free cash flows are available but there are few profitable investment opportunities, which will allow management to abuse the free cash flow under the manager's authority to increase the size of the company through unnecessary investments or with a negative NPV. (overinvestment). Investing in a project with a negative NPV will not increase firm value because the company's profitability in the long run will be lower (Chung et al. 2005) and the sales growth performance will be lower in companies with free cash flow (Brush et al. 2000). Consistent results were also found by Richardson (2006) and Yuan and Jiang (2008) who found a positive relationship between free cash flow and overinvestment. However, in contrast to these findings, Wang (2010) found a significant positive relationship between free cash flow and financial performance and failed to support the hypothesis free cash flow from Jen-sen (1986). In his test, Wang (2010) uses return on assets (ROA) and return on equity (ROE) as proxies of financial performance. These results do not support the hypothesis free cash flow from Jensen (1986) and indicate that the presence of free cash flow in the company will increase investment opportunities that will generate more value for the company.
This study uses one of the profitability ratios, namely ROA as an indicator of financial performance, because this variable shows a better performance measurement in several previous studies. Return on Assets (ROA) as a proxy for financial performance. Return on Assets illustrates how much the ability of the assets owned by the company to generate profits.

Research Design
This type of research is Explanatory Research, which explains the relationship between the independent variable and the dependent variable through hypothesis testing. According to Sekaran (2006: 31) hypothesis testing is a type of research that explains some of the relationships and influences between variables, understands the differences between groups, and the independence between variables in a situation. In testing the research hypothesis, two separate research models were used. The first research model is used to examine the H1 hypothesis, namely that free cash flow has a positive effect on agency cost. Meanwhile, the second research model is used to examine the H2 hypothesis, namely free cash flow has a negative effect on financial performance. The research design can be seen in the following figure:

Population and Sample
The population is a collection of individuals. According Sekaran (2006, 121), population(population)refers to a whole group of people, events or things to researchers investigating. The population in this study were 83 companies listed on the Indonesian Stock Exchange in the financial sector. The (sample sample) is part of the population. Sekaran (2006,123) states that the sample consists of a number of members selected from the population. The sample used in this study are companies in the financial sector that have certain criteria. The sampling method used is purposive sampling, sampling namely is carried out based on the following criteria: Based on these criteria, the sample obtained is 61 companies.

Research
Instruments The research instrument is a tool used to obtain data. In this study, the authors used a questionnaire instrument in the form of an interview guide. In this case the writer uses general guidelines interview by making an outline and outline of the things that will be asked of the respondents in the interview process. The interview guide that is made contains questions that lead to the formulation of research problems.

Data Collection Techniques
Based on how to obtain data, this type of research data is secondary data. Data in the form of financial reports and company annual reports are obtained from website the Indonesia Stock Exchange(http://www.idx.co.id/). The data used in this research is data time series. Furthermore, in the data will be carried pemanelan golahan of data (pooled data) are combined Peng process data. It is said to be combined data because this data consists of several objects / sub-objects in several time periods.

The Effect of Free Cash Flow (FCF) on Asset Turnover (ACTO)
The results showed that the FCF variable (X) had a positive and significant effect on the ACTO variable (Y), where if the FCF value was greater than the ACTO value would be greater, and the results. The research also shows that the variable x is able to explain the variable y. The results show that the FCF has a positive influence on the ACTO, this indicates that there is an influence between corporate management that is implemented in company control so that it can increase ACTO, so that with a significant influence between FCF on ACTO, there is a relationship between holding shares and management. This influence can be shown by the data in the results of this study from the company (Asuransi Dayin Mitra Tbk) which shows that in 2015-2016 each has a higher free cash flow value followed by a higher asset turnover value.
The results of the influence are also in accordance with agency theory, where the results of the positive and significant influence between the FCF and the ACTO are in accordance with the principles of agency theory which states that there is a working relationship between the party who gives the authority (principle), namely the owner or shareholder and the party receiving the authority (agent) namely the manager, in the form of a cooperation contract (Elqorni, in Primasari, 2011).
The results of this study are supported by research conducted by Yasa and Dewi (2016) with proxies for selling and general administrative and asset turnover, Piramita (2012) with proxies for asset turnover and administration ratio, Aprillya (2017) with proxies for ACTO (asset turnover) and OPEXR. (operating expense ratio). which states that free cash flow has a positive effect on agency cost. Where the higher the free cash flow, the higher the agency cost. However, this research contradicts Basuki's (2016) study where free cash flow has a significant and negative effect on agency cost which is proxied by asset turnover, agency cost which is proxied by asset has a significant and negative effect on firm value and free cash flow. has a significant and positive effect on firm value through agency cost.

The Effect of Free Cash Flow (FCF) on Return on Assets (ROA)
The results showed that the variable FCF (X) is positive and significant, meaning that there is a positive effect of FCF on ROA, and the results also show that the variable x is able to explain the variable y. Based on the results of this study, the influence is in accordance with agency theory where there is a relationship between investors and management, with the influence of the company's FCF obtained by the company management can still control and do not take advantage of the benefits of the FCF so that it does not experience a decline in company performance. According to Arifin (2006: 7-8) agency theory is based on a contractual relationship between members in a company, where the principal and the agent are the main actors. The principal is the party who gives power or authority to the agent to act on behalf of the principal, while the agent is the party who is mandated by the principal to run the company. Thus, a good work contract between the principal and the agent is a work contract that explains what the manager must do in managing the invested funds and the profit-sharing mechanism in the form of profits, returns and risks that have been agreed by both parties. This influence can be shown by the data in this study from the company (Bank Woori Saudara Indonesia) which shows that in 2015-2016 each has a higher free cash flow value, and is followed by a higher return on assets value.
The results of this study are supported by research conducted by Piramita, 2012 which states that free cash flow has a positive effect on financial performance using proxies of return on assets (ROA) and return on equity (ROE). Where the higher the free cash flow, the higher the impact on financial performance. Brush et al (2000) found that sales growth was most beneficial for companies with a lack of cash flow, but not necessarily for companies with free cash flow sufficient. Chung et al (2005) also found that excessive FCF may have a negative impact on firm profitability and stock valuation and thus increase agency costs. The findings of Wang (2010) that free cash flow has a significant positive effect on ROA and ROE.
This contradicts the theory put forward by Freud et al. (2006) stated that there was a negative relationship between free cash flow and operating performance. Brush et al. (2007) also stated that an increase in free cash flow will reduce the sales growth performance, which is proxied by ROA. So, in this case the manager is able to manage free cash flow well. So that it does not cause harm to the company.

CONCLUSIONS
Based on the results and discussion obtained in this study are as follows: 1. Free cash flow (FCF) has a positive and significant effect on agency cost in financial sector companies listed on the IDX 2015-2016. This means that if a company in the financial sector has free cash flow a large, then the agency cost (asset turnover) of the company will also increase. 2. Free cash flow (FCF) has a positive and significant effect on financial performance in financial sector companies listed on the IDX 2015-2016. This means that if a company in the financial sector has free cash flow a large, then its financial performance (return on assets) will increase.
The suggestions for further research are: 1. The next researcher can use more than 1 variable which can affect the y variable. 2. Perform tests using proxies for agency costs differentsuch as income volatility, operating income volatility, and research and development expense ratio.


extfieldsofstudy: Psychology Medicine

text:
Relationship between protégés’ self‐concordance and life purpose: The moderating role of mentor feedback environment

Abstract Aim To deepen our research on how to develop a more positive life purpose, this study investigates the role of protégés’ self‐concordance and mentor feedback environment in shaping protégés’ life purpose. Method This study was a cross‐sectional study using a sample of nurses. 700 valid questionnaires were collected. Jamovi and Process Macro were used for analysis. Results The positive association between self‐concordance and protégés’ life purpose is stronger when mentor feedback environment is high than when mentor feedback environment is low. Conclusion Protégés’ life purpose can be enhanced by self‐concordance, especially for protégés who work in supportive mentor feedback environment. Implications for nursing management It is important to build a supportive mentor feedback environment. Further, protégés should promote the transformation of extrinsic motivation to intrinsic motivation.

Therefore, research is needed to fill a gap and explore the effect of mentor feedback environment on the purpose of life.

| Self-concordance and life purpose
Previous studies have found that intrinsic motivation plays an active role in the formation of college students' life purpose (Shin et al., 2018). Individuals with strong intrinsic motivation are willing to focus on tasks (Latham & Pinder, 2005). Similarly, the development of life purpose, especially self-confidence in life purpose, is affected by the degree of interest and enjoyment of the task itself (Damon et al., 2003).
For college students majoring in nursing, the college emphasizes achievements in learning and practice equally. All students must participate in practice to complete elective and compulsory courses, complete credits or earn additional credits for employment (Salili, Chiu, & Hong, 2001). Once the topic is related to work, external motivations such as salary and grades become salient. According to SDT, self-concordance refers to the degree of integration of the goals set by individuals with their internal interests and values. This can reflect the role of intrinsic and extrinsic motivations, thus illustrating that goal self-concordance integrates intrinsic and extrinsic motivations (Ryan & Deci, 2000). Theoretically, intrinsic and extrinsic motivation conflicts can impair the sense of life purpose (Bono & Judge, 2003). Although the relative autonomy of extrinsic motivation is low, it will also promote the development of life purpose to a certain extent. Therefore, individuals who tend to experience greater subjective mixed emotions when conflicting motivations occur can deal with the negative consequences and rewarding features simultaneously, achieving a more purposeful life. Based on the above discussion, we offer the following assumption: Hypothesis 1: Self-concordance will relate positively to life purpose.

| Mentor feedback environment and life purpose
Prior literature has shown that feedback is associated with life purpose. Feedback can provide clear information to help one explore the meaning deeply and how their job influences the future of others and themselves. In turn, this sense stimulates a direction for life purpose. Shin et al. (2018) have found that informative feedback predicted confidence in purpose positively. Research has found that informative feedback can enhance the belief in their ability (Ryan & Deci, 2000).
A supportive feedback environment provides usable and high-quality feedback that serves as a useful resource for protégés to respond to expectations (Avey, Luthans, & Jensen, 2009). The informative feedback provided by the mentor successfully regulates the learning process by increasing protégés' confidence in their abilities (Beek, Zuiker, & Zwart, 2019). These positive feelings can encourage protégés to be more active in activities, thus providing a way for good reflection on life purpose (Bundick, 2011;Bundick & Tirri, 2014;Eyler, 2002;Damon et al., 2003). The mentor feedback environment, as support for psychological resources, can promote the improvement of life purpose. In view of the above research, we offer the following hypothesis: Hypothesis 2: Mentor feedback environment will relate positively to life purpose.

| The moderating role of mentor feedback environment between goal self-concordance and life purpose
Supportive social contexts can enhance the positive effect of selfconcordance. In the previous study, it has found that the supportive feedback environment had the function of information guidance, which can enhance the individual's recognition of the goal, improve the level of self-concordance and make the individual pay more effort in the process of achieving the goal (Gong & Li, 2019). In this paper, supportive mentor feedback environment will improve protégés' confidence in their ability, which enhances the protégés' motivation to pursue excellence, clarifies their true targets to achieve their goals with self-concordance and point out the direction for protégés' life purpose. At the same time, protégés will also seek feedback; they take the initiative to ask the mentor for feedback, and this initiative will be conducive to protégés on life purpose.
Extrinsic motivation may lessen the sense of enjoyment of a job primarily done for the reward (Ryan & Deci, 2000), but in some supportive contexts, extrinsic motivation can come to be felt by the person as motivated by responsibility. Because the mentor feedback environment can increase protégés' responsibility for themselves and others, it can enhance the positive effect of self-concordance impact on life purpose (Berrios, Totterdell, & Kellett, 2017).
However, even if the protégés' goals are consistent with their own interests and values such that they have self-concordance, if the protégés do not receive useful feedback, protégés will not feel supported and will lack reflection on life purpose (Dawson et al., 2019).
When a person has a high level of self-concordance, the person does not enjoy the task, but thinks the task is important and thus does it willingly (Bono & Judge, 2003). Thus, different supportive levels of feedback environment may affect the relationship between self-concordance and life purpose. In view of the above research, we offer the following hypothesis: Hypothesis 3: Mentor feedback environment moderates the relationship between self-concordance and life purpose; that relationship is stronger when mentor feedback environment is high than when mentor feedback environment is low. We describe our research model in Figure 1.

| Study design
This study was a cross-sectional study using a sample of 792 nurses who had an internship in China. All participants came from cities in Shandong and Hebei Province.

| Sample
The participants of this study were student nurses from China who were in nursing practice. Of the 700 nurses completing a valid survey, 83.28% (N = 583) were female and 16.72% (N = 117) were male.
Their average age was 21.46 (SD 1.13), and all were over 19 years old, the age of majority in Mainland China. Concerning education, 94.85% (N = 664) will hold a bachelor's degree and below within 1 year (such as graduate from 2 or 3 years of college and technical secondary school).

| Instruments
All items use a 5-point Likert-type scale from 1 (none at all)-5 (a great deal) for measurement.

| Self-concordance
We measured self-concordance by using Sheldon and Elliot's scale (1998). Cronbach's α for the measure of self-concordance was .87. We used the standard of good fit to determine whether the variable had good structural validity (Hu & Bentler, 1999): χ 2 /df is <3, root mean square error of approximation (RMSEA) is <.05, Tucker-Lewis index (TLI) and comparative fit index (CFI) are over .90. The fit indices of this scale were χ 2 /df = 2.87, RMSEA = .04, CFI = .91, TLI = .90. Hence, this is an appropriate survey to measure self-concordance.

| Mentor feedback environment
We measured mentor feedback environment with a scale established by Gong and Li (2019). This scale has been tested in China and has good reliability and validity. This instrument has 21 items in total with items like "My mentor gives me useful feedback about my job performance." Cronbach's α for this scale was .88. The fit indices were χ 2 /df = 2.37, RMSEA = .03, CFI = .93, TLI = .91.

| Life purpose
The purpose subscale of Psychological Well-Being by Ryff (2014) was used to test life purpose. The scale includes nine items measuring participants' future orientation, such as "Some people have no purpose in their lives, but I am not"; "I do not know exactly why I want to work hard in life." Cronbach's α for this scale was .94.

| Controls
We controlled for socio-demographic differences, including gender, age and education. We tested age as a discrete variable and gender and education as age groups.

Self -concordance
Mentor feedback environment Life purpose

| Data collection
With the agreement of the participants and the director of nursing of the hospital, all the questionnaires were completed during the work hours. The student nurses were measured by layer cluster sampling.
The questionnaires were sent to nurses at four hospitals. These nurses first read and signed a consent form indicating that their participation was voluntary and guaranteeing the anonymity of their responses. All participants were given a description of the purpose of this study. After signing and returning the consent form, each nurse was presented with the survey instrument. Using convenience sampling, 792 questionnaires were distributed, and 700 valid questionnaires were returned (an effective response rate of 88.38%).

| Ethical considerations
This study was conducted with the approval of the ethics committee of Liaocheng University (2017_7_14).

| RE SULTS
Among social-demographic variables, because we test age as a discrete variable and the cases of "other" education level were too few, we conducted t tests or analysis of variance for the life purpose based on gender and education. Female nurse (3.99 ± 0.94) had a higher life purpose than male nurse (3.28 SD 0.87) (t = 5.04, p < .01).
The nurse who holds a bachelor's degree and below within 1 year (such as graduate from 2 or 3 years of college and technical secondary school) (3.63 SD 0.76) had a higher life purpose than others (3.03 SD 0.78) (t = 3.84, p < .01).
From the data in Table 1, the mean scores for self-concordance, mentor feedback environment and life purpose were 2.61 (SD 0.65), 3.03 (SD 0.74) and 3.37 (SD 0.96), respectively. The association between self-concordance and life purpose is positive and significant (r = .58, p < .01). Positive associations were found between mentor feedback environment and life purpose (r = .42, p < .01). The association between self-concordance and mentor feedback environment is also positive and significant (r = .41 p < .01). Table 2 shows that self-concordance associated with life purpose (β = 0.41, t = 6.85, p < .01), supporting H1. Mentor feedback environment also associated with life purpose positively (β = 0.14, t = 2.17, p < .05), supporting H2.
The interaction term for self-concordance and mentor feedback environment was significant (β = 0.18, t = 3.11, p < .01). Figure 2 illustrates the form of the interaction. Table 3 shows that the conditional direct effect of self-concordance was stronger and significant at a high level of mentor feedback environment (conditional effect = 0.60, SE = .08, t = 7.79, p < .01, 95% confidence interval of 0.45−0.76) and at a moderate level of mentor feedback environment (conditional indirect effect = 0.41, SE = .06, t = 6.58, p < .01, 95% confidence interval of 0.29−0.52), but was positive and not significant at a low level of mentor feedback environment (conditional indirect effect = 0.21, SE = .10, t = 2.18, ns, 95% confidence interval of − 0.12 to 0.33). Hence, H3 was supported.

| D ISCUSS I ON
Prior research has mainly focused on the positive effect of intrinsic motivation on life purpose while failing to explore the effect of motivation when both intrinsic and extrinsic motivations exist simultaneously. We examined how self-concordance, which refers to the extent of internalization of extrinsic motivation, was associated with life purpose and the boundary condition of this relationship.
The study found that self-concordance associated with life purpose positively and when mentor feedback environment is high that the relationship is stronger than when mentor feedback environment is low.
The results support the positive association between self-concordance and life purpose. When protégés set goals that are consistent with their interests and values, they will be a higher intrinsic motivation to participate and glad to spend their energy on the tasks. At the same time, when protégés take part in activities to earn credits and complete courses, they are stimulated by extrinsic motivation and demonstrate a pursuit of goals. Although the positive function of extrinsic motivation is relatively low compared with intrinsic motivation, extrinsic motivation will play an important role in the reflection of protégés' life purpose when it is integrated with intrinsic motivation (Bono & Judge, 2003). Kashdan and McKnight (2009) (Dawson et al., 2019). Feedback environment is a broad concept of feedback, and feedback from mentors provides clear and descriptive information to help protégés understand their problems more deeply so that protégés receive useful feedback. In the unsupportive feedback environment, protégés do not receive useful feedback and lack initiative in feedback-seeking, thus fail to discover their life purpose (Gong & Li, 2019). Compared with supervisors and co-workers, the role of the mentor is special. Mentor feedback has the advantages of both supervisor feedback and co-worker feedback, that is, experience and accessibility. The mentor can better serve as a role model and provide feedback that is conducive to professional development and creative performance. In the mentor feedback environment, we should pay more attention to setting up role models for innovation. Mentors' expectations and goal setting for creative tasks can encourage protégés to connect ideas from different parts and find unique solutions to problems in unknown areas (Gong & Li, 2019). In the process of instructing the protégés, mentors should not only give the protégés time to think and explore, but also must be patient with the process of trial and error (Beek et al., 2019). Thus, the protégés who work in a supportive mentor

| CON CLUS ION
Self-Determination Theory offers a new perspective on life purpose.
This change of perspective highlights how self-concordance is a potential path to life purpose. Based on our findings, when nurses work in a supportive mentor feedback environment established, nurses' life purpose can be clarified and enhanced through perceived selfconcordance level improving.

ACK N OWLED G EM ENTS
The authors gratefully acknowledge all the participants.

CO N FLI C T O F I NTE R E S T
No conflict of interest has been declared by the author(s).

AUTH O R CO NTR I B UTI O N S
ZG and VL: Conception and design, or acquisition of data, or analysis and interpretation of data. WH and NZ: Manuscript drafting or revising it critically for important intellectual content. ZG, VL and WH: Final approval of the version to be published. Each author should have participated sufficiently in the work to take public responsibility for appropriate portions of the content. ZG and NZ: Accountable for all aspects of the work in ensuring that questions related to the accuracy or integrity of any part of the work are appropriately investigated and resolved.

E TH I C A L A PPROVA L
This study was conducted with the approval of the ethics committee of Liaocheng University (2017_7_14).


Tourist of The North Portugal Region and Local Accommodation: Influences and Motivations

Local Accommodation is increasingly an option for those who travel and seek new concepts or follow trends. The present research aims to understand what the main influence and motivation factors are when the tourist of the north Portugal chooses local accommodation in Portugal and abroad. After a literature review, an online survey was conducted during May and July 2019, with all Portuguese living in the north of Portugal who had travelled at least once over the past 5 years. A random sample of 239 participants was collected and data was treated through SPSS software. The gathered information allowed developing an exploratory descriptive analysis, an inferential analysis and a factor analysis. The results seem to indicate that there is a significant relationship between the national tourist’s adhesions to touristic accommodation in Portugal and abroad. The adhesion to local accommodation in Portugal is not associated with the reasons for the trip/travel, and the adhesion to local accommodation abroad is mostly motivated by leisure. The location (Portugal/abroad) is not relevant to the perception of the national tourist about the touristic accommodation.

Introduction
Tourism is a social, cultural and economic phenomenon which involves the movement of people to countries or places outside their usual environment for personal or business/professional purposes (Sharpley, 2014;UNWTO, 2018). When studying tourism, motivation and experience of tourists, expectations and adjustments on the destination community and related stakeholders must be considered. People's lives comprise foreign and domestic tourism (Chang & Katrichis, 2016) and when they are travelling, they want to find innovative tourism products, designed with quality (Kisi, 2019), satisfying their needs and expectations, and increasing their intentions of return and loyalty as well (Mwinuka, 2017). Tourism is a strategic sector, considered as the most important economic factor of the social and economic development in the world (Weaver & Lawton, 2010), with an unavoidable and transversal impact on several sectors, creating jobs and wealth (UNTWO, 2020). Representing over than 10% of the global GDP, it is the second-fastest growing industry in attracting Foreign Direct Investments, and it is the second-largest job creator, supporting 292 million jobs by the end of 2016 (International Finance Corporation, 2017). Digital platforms in the travel and tourism industry are increasingly used, both by travelers and by businesses engaged in the industry (Lopez-Cordova, 2020), and the applied technology is achieving results that exceed people's expectations, allowing big connections, exchange of information and achievement of results in real time (International Tourism Highlights, 2019Edition, 2019. In Portugal, the tourism sector is the largest export economic activity in the country, being responsible, in 2019, for 52.3% of the exports of services and for 19.7% of the total exports, with tourism revenues registering a contribution of 8.7% in the Portuguese GDP (Turismo de Portugal, 2020). The Northern Region of Portugal (NUTS 2) accounts for 23% of the country's total surface area and approximately 35% of the national resident population. This region contains 18.4% of the Local Accommodation units of Portugal, clearly highlighting the district of Porto, with 69.4% of the units in this region (INE, 2018). The promotion of tourism in the North as a whole is based on the following strategic products: i) business tourism; ii) city breaks; iii) gastronomy and wine; iv) health tourism; v) heritage; vi) nature tourism; vii) religious tourism and vii) touring and cultural landscape (Oliveira, 2014). New patterns and new profiles of tourists appear, requiring research in order to analyze whether the evolution of tourism and the new forms of accommodation accompany the needs of the Portuguese tourist. The present study aims to understand the perception of the national tourist in relation to the local accommodation in Portugal and abroad, and also to understand what motivates and influences them, when choosing accommodation while travelling.

Tourism
In 2019, Travel & Tourism's direct, indirect and induced impact accounted for: US$8.9 trillion contribution to the world's GDP, 10.3% of the global GDP, 330 million jobs, 1 in 10 jobs around the world, US$1.7 trillion visitors' exports (6.8% of the total exports, 28.3% of the global services exports) and US$948 billion capital investment (4.3% of the total investment). 2019 was another year of strong growth for the global Travel & Tourism sector, reinforcing its role as a driver of economic growth and job creation (WTTC, 2020). The concept has evolved over the past few decades, and nowadays it is considered as a decisive link in accelerating the pace of the global socioeconomic development (Joseph, 2013). It has different meanings for different people (Pruthi, 2004) and may be seen as the total sum of phenomena and dealings activated from trips and stays of non-residents, insofar as they do ____________________________________________________________________________ ______________ Teresa Dieguez and Fernanda A. Ferreira (2020), IBIMA Business Review DOI: 10.5171/2020.989975 not lead to permanent residence and are not linked to any earning activity (Robison, 1976). When analysing tourism, a more holistic approach is crucial and should include all the key characteristics of it, namely transport, stay and activities at destination, as well as movement of people demand's and supply's determinants (Leslie, 2000). Tourism is influenced by the destination itself, and destination encompasses the regions, countries, cities and other areas that attract tourists. Nevertheless, tourism has great impacts on the touristic destinations, namely sociocultural, economic and environmental impacts (Chetthamrongchai, 2017).

Collaborative Economy
The concept of a collaborative economy is broadly studied in the literature and it has several interpretations, often appearing as a sharing economy or a collaborative consumption (Botsman & Rogers, 2010). Collaborative economy is an economic system of decentralised networks and marketplaces that unlocks the value of underused assets by matching needs and haves, in ways that bypass traditional middlemen (Botsman, 2015). Collaborative consumption is a system in which consumers enjoy a certain good without actually owning it (Lamberton & Rose, 2012). The collaborative economic system has three broad characteristics and is linked with the access to products or services without the need to own the underlying assets, the reallocation of goods and the exchange of intangible assets (Botsman & Roger, 2010). It is built on individual or community knowledge networks versus centralized institutions (Botsman & Rogers, 2010) and can be defined in four dimensions: i) collaborative production, ii) collaborative consumption, iii) collaborative financing and iv) collaborative education. In essence, collaborative economy is based on transactions that happen between businessto-business (B2B), business-to-consumer (B2C) and peer-to-peer (P2P), where the contact between the service provider and the final consumer is established through a digital and online medium (Botsman & Rogers, 2010). The collaborative economy uses the internet to match people who want to share assets and services (Petropoulos, 2017), and some examples of the collaborative economy platforms are 9flats, Airbnb, Roomorama and Stayz, among others (Mahadevan, 2018). In recent years, the local accommodation market has been growing sharply, and this new economic concept presents the Airbnb platform as a leader in the local accommodation market (Mahadevan, 2018) with more than 2 million properties spreading across the world (Airbnb, 2015). Although there is no consensus, researchers like Zervas et al. (2017) defend that the existence of platforms such as Airbnb that provide low-cost accommodation, encourage tourism and the consequent increase in the number of travellers, as well as opportunities for new jobs.
On the other hand, some other researchers argue that the impact is low or null (Haywood, Wilson, Hennis & Alvarado, 2016;Wroten, 2017).

Consumer Psychology
Consumer psychology deals with the way individuals or groups are involved in consumer activities and the effect it has on them personally. For this reason, it is quite difficult to understand consumer psychology without having an understanding of the ways individuals process information and make decisions (Vainikka, 2015). Extensive research of consumer psychology highlighted the underlying aspects of individuals that make up consumer engagement. Consumer psychology is the scientific study of the behaviour of consumers (Mullen & Johnson, 1990, p. 1). Foxall (1990) and Foxall & Goldsmith (1994) emphasize the significance of the cognitive consumer as a basis for this scientific understanding of consumer behaviour that "consumer choice is portrayed as an ego-involving sequence of cognitive and affective changes which precede and predetermine the purchase/no purchase outcome" (Foxall, 1990, p. 9). The practice of tourism is entirely related to the act of meeting new people, sharing customs and cultures that can often result in conflicts between tourists, and also between tourists and inhabitants of the visited places (Šimková, 2014). it is crucial to understand the factors that influence consumer behaviour when choosing a product or service, subdividing them into 6 different steps according to their acquisition: i) the recognition of the need, ii) the search for information, iii) the alternative assessment, iv) the acquisition, v) the post-acquisition assessment and vi) the divestment (Blythe, 2005). These steps have the presence of cultural, social, personal and psychological factors that determine the choice of a product/service over another (Kotler, 2000;Kotler & Amstrong, 2011). In the light of the above, it seems possible to argue that the competitiveness of a destination depends largely on the experience that the tourist had in that same destination (Pavlovic, 2016).

Motivations and Influences When Choosing Accommodation
For tackling the hotel establishments scarcity in times of great affluence and events in cities, new types of accommodation inserted in a collaborative economy have emerged (Bardhi & Eckhardt, 2012;Botsman & Rogers, 2010), becoming major competitors of hotel establishments and the services they provide (Freitag & Haywood, 2015). Consumers may have lots of reasons for doing that, but the main reason seems to be the one linked with monetary benefits (Bellotti et al., 2015;Botsman & Rogers, 2010;Möhlmann, 2015;Sacks, 2011). Other factors can be added like good quality services, amenities and location (Tussyadiah & Zach, 2015), reduction of environmental impacts and relationship with communities (Botsman & Rogers, 2010;Gansky, 2012), social needs (Botsman & Rogers, 2010;Möhlmann, 2015) and sustainability and authenticity (Hamari, Sjöklint & Ukkonen, 2016). In fact, authenticity and the sharing of new cultures are something that is in high demand (Lewis & Bridger, 2000) and local accommodations such as hostels and "Airbnb" highlight those concepts. The behaviours of tourists are changing. When a tourist stays in a private and local housing, he tends to stay more nights, spend more money and travel more frequently (Tussyadiah & Pesonen, 2015). Larger hotel establishments need to adapt their services to this new reality (Byers, Proserpio & Zervas, 2013) and these new accommodations are seen as places where tourists have the opportunity to make new friends, creating connections that can stay for life (Botsman & Rogers, 2010), socially interact with the host of the accommodation and have an opportunity to explore places that are outside the conventional routes (Guttentag, 2015). Local accommodations also allow being in contact with historical landmarks which is an important mechanism to experience the authenticity of the heritage (Chhabra, Healy & Sills, 2003).

Research Questions, Hypotheses and Methodology
The main objective of this research is to understand what the main influence and motivation factors are when the tourist of the north Portugal chooses local accommodation in Portugal and abroad. The secondary objectives are focused on: i) describing the motivations of the national tourist in the North region when travelling in Portugal and abroad, considering chosen accommodation type, ii) relating possible influences, iii) finding differences and relationships in the search for local accommodation and touristic accommodation in Portugal and abroad. Therefore, the defined Research Hypotheses (RH) are as follows: • RH1 -The adhesion of national tourists to local accommodation abroad is related to the adhesion to local accommodation in Portugal.
• RH2 -The adhesion of the national tourist to touristic accommodation abroad is related to the adhesion to touristic accommodation in Portugal.
• RH3 -The adhesion to local accommodation in Portugal is related to the motivations of the trip.
• RH4 -The adhesion to local accommodation abroad is related to the motivations of the trip.
The research used a quantitative methodology and applied a questionnaire survey designed within the scope of the studied literature review. The survey questions were all closed-ended and the survey included dichotomous, multiplechoice and rank order questions, as well as Likert-type scales in a five-point scale of agreement (from 1-Strongly disagree to 5-Strongly agree) and of frequency (from 1 -Never to 5 -Always). Between May and July 2019, a random sample was collected from national tourists, over 18 years old, inhabiting Porto and north of Portugal, who had travelled at least once in the last 5 years in Portugal or abroad. The questionnaire was conducted through the Limesurvey and distributed to a list of more than 5,000 personal e-mails. It was also publicised through different social media as Linkedin and Facebook. A total of 239 of the collected questionnaires were considered valid, representing a sampling error of 6,3%, assuming a 95% accuracy level.
The questionnaire was divided into three sections, namely: i) information about the respondents: supporting the relation between the components of the individual profile and local accommodation; ii) characterization of the respondents: according to what motivated them to travel in Portugal and where, a question based on 14 items was applied, aiming to identify the greatest motivations for travelling in Portugal in the last 5 years, iii) understanding what type of accommodation respondents looked for the most in Portugal in the last 5 years, with a question about the how often they stayed in local accommodation in Portugal in the last 5 years and another question about how often they stayed in touristic accommodation in Portugal in the last 5 years. All questions from section two and three are repeated in sections four and five, but specifically for respondents when travelling abroad. The collected data was treated through the SPSS software. The exploratory descriptive statistical analysis allows to study the observed characteristics, as well as to analyse the main influences on the choice of accommodation, in Portugal and abroad, and the motivations while travelling.
To analyse the validity of the hypotheses of the research, an inferential analysis was chosen and different tests were used to confirm or refute the hypotheses of investigation. The chi-squared independence test allowed to understand whether or not there is a significant relationship between two or more categorical variables, and the non-parametric Mann-Whitney U test allowed to compare the differences between two independent groups. The considered level of significance throughout the analysis was 5%. To uncover the underlying structure of a set of variables, the research applied a factorial analysis, a multivariate statistical method, with the purpose of identifying the key factors that determine the motivations for tourists to travel in Portugal and abroad.
To check the reliability of the questionnaire, the internal consistency was analysed using Cronbach's Alpha coefficient.

Figure 1: Gender of respondents
Source: Own elaboration   represented in Figure 5. The values indicate that 113 of 233 respondents (48.5%) did not stay in local accommodation in Portugal, and 110 of 212 (51.9%) have not stayed in local accommodation abroad. 120 of the respondents (51.5%) stayed in local accommodation in Portugal, and 102 (48.1%) in local accommodation abroad. The data indicate that the percentage of individuals who did not stay in local accommodation in Portugal is close to the percentage of individuals who did not stay in local accommodation abroad, with the same trend for those who have already stayed in local accommodation in Portugal and abroad. This means that a higher percentage value of the sample under study chose to stay in local accommodation in Portugal, in contrast to when travelling abroad

Source: Own elaboration
Comparing the frequency of accommodation between touristic accommodation and local accommodation in Portugal, there were significant differences in their adherence. In fact, in Portugal, only 47 (20.2%) of the respondents did not stay in touristic accommodation, while 48.5% did not stay in local accommodation. Figure 6 shows the comparison between those who have stayed and those who have not stayed in local accommodation and touristic accommodation in Portugal.

Source: Own elaboration
Concerning those who have stayed and those who have not stayed in local accommodation and in touristic accommodation abroad, only 24.1% of the respondents didn´t stay in touristic accommodation, while 51.9% didn´t stay in local accommodation.
Regarding the factors that the national tourist from the North most valued when staying in local accommodation in Portugal, the price stood out with 43.4%, followed by hospitality (23.4%) and then location (6.6%). Those are the same most valued factors when travelling abroad, as the price also stood out with (44.3%) and location (31.7%), followed by facilities and support conditions, with 28.6%. The study seems to point out that the most valued factors by the national tourist in the northern zone are very similar when looking for local accommodation in Portugal and abroad. An attractive price and a favourable location of the accommodation at the destination place largely influence the adhesion to the local accommodation. In fact, price was chosen as the main factor that influences the national tourist from the North to stay in local accommodation in Portugal and abroad. This is supported by other studies, evidenced in the bibliographic reviewby Hamari, Sjöklint & Ukkonen  Gansky (2012) and Hamari, Sjöklint & Ukkonen (2016). It seems to demonstrate the existence of some conservatism as well as the weight of cultural values in the Portuguese society (Kotler, 2000), making it impossible for individuals to live the experience in an authentic way.
Concerning the motivations for the national tourist in the northern zone to travel in Portugal and abroad, the study shows that in a general way, they feel motivated to travel, presenting an average of 3.60 for Portugal and 3.39 for abroad, on a scale from 1-5. Table 1 shows the obtained percentages for each of the variables by levels of satisfaction, for Portugal (P) and for other countries (O), as well as the average degree of satisfaction and the standard deviation.

Analysis of Research Hypotheses
The previous presented hypotheses of the research were obtained through nonparametric tests. Responses for joining local accommodation and joining touristic accommodation were grouped into two groups: No (1-never; 2-rarely) and Yes (3-sometimes, 4-often and 5-always). The results of the chi-squared independent test (Table 2) suggest that there is a significant relationship between the national tourist's adhesion to local accommodation abroad with the adhesion to local accommodation in Portugal (p < 0.001) (RH1). The results of the chi-squared independent test allow to concluded (RH2) that there is a significant relationship between the national tourist's adhesion to touristic accommodation in Portugal with the national adhesion to touristic accommodation abroad (p < 0.001), as shown in Table 3.     Table 6. Cronbach's alpha is 0.798, indicating good internal consistency reliability. Concerning RH4, the only validated factor is "Leisure" and may, in fact, interfere in the choice of a local accommodation abroad or not, as seen in Table 7. The remaining motivating factors for travelling abroad are significantly different between the people who joined and those who did not join the local accommodation abroad.

Conclusion
The study seems to point out that the adhesion of tourists from the north of Portugal to local accommodation in Portugal is related to the adhesion to local accommodation abroad, with the existence of a relationship between the demand for local accommodation in Portugal and abroad. It was found that 63% of the respondents who stayed in local accommodation in Portugal also stayed in local accommodation abroad, and 69.4% who were not staying in local accommodation in Portugal also did not stay in local accommodation abroad ( Table 2). The national tourist's perception of local accommodation does not change depending on the location (Portugal/abroad).
The adhesion of tourists from the north of Portugal to touristic accommodation in Portugal is related to the adhesion to touristic accommodation abroad and there is a relationship between the demand for touristic accommodation in Portugal and abroad. In fact, 81.4% of the respondents who stayed in touristic accommodation in Portugal also stayed in touristic accommodation abroad and 48.7% who were not lodged in touristic accommodation in Portugal also did not stay in touristic accommodation abroad. This reinforces the argument that the perception of the national tourist about touristic accommodation does not change depending on the location (Portugal/abroad).
The adhesion to local accommodation in Portugal is not related to the reasons for the trip/travel. This means that none of the four travel motivation groups appear to interfere with the demand for local accommodation. Regarding the adhesion to local accommodation abroad, only Leisure appears to be a relevant motivation group. The other remaining motivation groups were not validated.
As a final conclusion, this study adds knowledge about local accommodation, a new type of accommodations that is nowadays rising. It was possible to portray the sample through an exploratory descriptive analyses and statistical tests, demonstrating the behaviours, motivations and influences of the national tourist in the northern part of Portugal when adhering to local accommodation in Portugal and abroad. The study aims to support local accommodation owners and managers who need strategic information to attract and build loyalty with national tourists.