Abstract
The purpose of this study is to evaluate the link between motivational variables, work performance, and employee engagement, as well as the influence of motivational factors on job performance via the use of employee engagement as a mediator in the Sultanate of Oman's government sector. The research used a quantitative technique and examined six hypotheses using 111 representative government workers from the Ministry of Education. This is pilot research. This research used quota sampling and analyzed data using the Statistical Package for the Social Sciences (SPSS) and path analysis approaches. The study's results suggest that these elements are associated positively, that motivational factors are associated positively with employee engagement and work performance, and that employee engagement functions as a partial mediator in the link between motivational factors and job performance. This report is crucial for public sector executives and regulators interested in improving job performance in Oman. This is one of the few research that examines employee engagement's mediating role in the relationship between motivational characteristics and work performance. This is one of the first studies of its sort for the public sector in Oman. In future studies, other motivating elements might be studied and assessed in the private sector.
Highlights
The purpose of this study is to evaluate the link between motivational variables, work performance, and employee engagement, as well as the influence of motivational factors on job performance via the use of employee engagement as a mediator in the Sultanate of Oman's government sector
Defined job success as "the actions or behaviors that contribute to the achievement of the organization's objectives" and IJSSHR, Volume 04 Issue 11 November 2021 www.ijsshr.in employee success as "the consolidated financial or nonfinancial contribution made by employees to the achievement of the organization's goals both internally and externally." Borman and Motowidlo (1993) defined job performance as having three important components: (a) it must be defined in terms of behavior rather than outcomes, (b) it must be confined to activities relevant to the institution's aims, and (c) it must be a multidimensional notion
The results indicate that job performance is positively influenced by motivating variables (= -0.138, SE = 0.122, p = 0.00) that work together to maintain hypothesis 3 (H3), and that job performance is positively influenced by employee engagement ( = 0.734, SE = 0.072, p = 0.00) in the Sultanate of Oman's government sector
Summary
The purpose of this study is to evaluate the link between motivational variables, work performance, and employee engagement, as well as the influence of motivational factors on job performance via the use of employee engagement as a mediator in the Sultanate of Oman's government sector. This is one of the few research that examines employee engagement's mediating role in the relationship between motivational characteristics and work performance. This is one of the first studies of its sort for the public sector in Oman. Dajani (2015) observed that job efficiency was influenced by elements such as leadership, organizational justice, pay and benefits, work practices and procedures, and preparedness Numerous ideas, such as Herzberg's two-factor hypothesis, Vroom's expectation theory, and Maslow's want theory, address human desires (Ghaffari et al, 2017)
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Free) 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a call
