Models for implementing changes in motivational factors

A key limiting factor in the scale up and sustainability of HIV care and treatment programmes is the global shortage of trained health care workers. This paper discusses why it is important to move beyond conceptualising health care workers simply as 'inputs' in the delivery of HIV treatment and care, and to also consider their roles as partners and agents in the process of health care. It suggests a framework for thinking about their roles and responses in HIV care, considers the current evidence base, and concludes by identifying key areas for future research on health care workers' responses in HIV treatment and care in low and middle income settings.

The article examines the influence of the martial law in Ukraine on the level of motivation of students of higher education institutions to engage in various types of physical activity. The authors draw attention to the peculiarities of monitoring and determining the factors affecting the change in student motivation in the conditions of a military conflict.
 Changes in motivational factors in changing socio-political conditions and finding practical approaches to maintaining the physical health of the student community during the war period are considered. The study identifies various aspects of motivation and identifies key factors that determine student activity in this context. A variety of methods, including questionnaires and factor analysis, were used to identify key trends and challenges.
 The results of the study indicate the importance of developing programs and initiatives to support the physical activity of students under martial law. The authors discuss practical perspectives and challenges in the implementation of such programs, as well as draw conclusions for supporting the health and well-being of student youth in today's conditions.
 This scientific article not only analyzes the level of students' motivation for physical activity, but also draws attention to the importance of understanding the context of martial law as a key influencing factor. The research methodology is multifaceted: from the objective evaluation of various types of physical activity to the study of psychosocial and cultural factors that shape motivation under conditions of stress.

This study focused on the motivational factors, job performance, and organizational goals of 88 employees of public and private Technical and Vocational Institutions (TVIs) in the province of Nueva Vizcaya. In particular, it determined the relationships between and among motivational factors, job performance, and organizational goals, as well as the differences in the respondents’ perceptions of the same variables between the public and private TVIs. This research utilized quantitative descriptive-correlational method using a 3-part questionnaire. Data collected were treated using mean to determine the perception level of the respondents on motivational factors, job performance, and organizational goals; Pearson-r to establish the relationship between and among the independent and dependent variables; and t-test to identify the differences of motivational factors, job performance, and organizational goals between the public and private TVIs. The results of the study proved that job security is considered highly motivating for public TVIs with a mean of 3.37 with qualitative description of high, while training and development for private TVIs with a mean of 3.66 with qualitative description of very high. In terms of job performance, employees from both TVIs possess a positive attitude towards their jobs with an overall mean of 3.50 with qualitative description as very high. Meanwhile, public TVIs highly attained their organizational goals in providing employment assistance to their graduates with a mean of 3.40 with a high qualitative description, while private TVIs complied with the requirements of instruction and effective instructional strategies with a mean of 3.73 described as very high. Furthermore, the respondents’ motivational factors are significantly correlated with their job performance, this indicated by the computed r-value of 0.55 and a p-value of 0.000. this could mean that as the motivation level up, job performance correspondingly goes up. Likewise, there is a positive significant relationship between and among the motivational factors, job performance and organizational goals, this indicate by the computed r-value of 0.700 and a p-value of 0.000 and r-value of 0.560 and a p-value of 0.000 respectively, this implies that when motivation if high, it follows that organizational goals are achieved. On the negative side, if motivation is low, the level to which organizational goals are attained would also below. On the significant differences of motivational factors, job performance and organizational goals between the public and private TVIs this indicated a p-value of 0.047 which is positively significant, computed p-value of 0.381 which not significant and computed p-value of 0.004 which is positively significant respectively. The results of this study can be an input to the management of both public and private TVIs. Lastly, more related study is recommended using additional variables.

Purpose – In this work, a reflexive experiential learning process is collected, which relates concepts the strategic management and learning the game of chess in a flipped classroom and blending learning process for the 2017/18 and 2018/19 courses. Research methodology – The method followed has been the initial approach of the learning curves and the time series of the analysis of learning patterns in the game of chess. Also, for the study of the relationship between the game of chess and its analogy with strategic management, we used a questionnaire, and we apply cluster and network analysis. Findings – The main results reveal the existence of different learning patterns (linear, quadratic, random walk), associated with the various skills of the students. Likewise, different learning groups have been identified concerning the times and learning levels by activities. The underlying idea is the motivation that the game of chess exerts on students to foster greater understanding. Research limitations – The limitations are related to the size of the classroom and the different initial levels of chess knowledge, which have been a real challenge to carry out this work. Finally, the combination of activities, between chess and strategic management knowledge is complicated to handle, requiring large doses of planning. These limitations are perhaps challenging to solve, although possible help could be associated with more teachers being involved in the process. Practical implications – The simultaneous learning of chess with the consequent increase of cognitive skills and Strategic Management concepts could intensify the motivation of the student and generate a virtuous circle that drives both areas. Originality/Value – This new experience in Spain contributes to filling a perhaps significant gap in the literature. In parallel, the practice of chess in the classroom has corroborated a level of commitment and motivation of students in the knowledge of the concepts of strategic management. The results achieved could suggest the incorporation of chess practice as a motivating factor in management subjects.

Purpose of the article – The objective of this paper is to review and summarize the existing literature regarding the flow experience, its psychological drivers, and consequences in the context of e-learning, as well as to provide concrete suggestions for creating an optimal online learning experience. Research methodology – A systematic review was conducted, and the literature was analysed through thematic analysis. The search was carried out in three electronic databases (PsycINFO, PubMed, and Scopus), and 17 articles were selected after applying inclusion criteria. Common tags in at least two articles were identified as themes. The main findings are synthesized in the discussion. Findings – The findings indicate that flow is associated with a range of positive cognitive, emotional and motivational factors. Platforms that help students achieve flow are interactive, provide feedback, contain entertaining yet professional content, and consider the difficulty level. Teachers should promote interaction with and between students and tailor the level of support to individual students. Practical implications – This study aims to provide concrete suggestions for improving online learning platforms and teaching, contributing to e-students’ satisfaction, performance, and continuance intentions. Originality/Value – The value of this systematic review lies in its contribution to optimizing virtual classrooms and improving methods currently employed to enhance student engagement and learning outcomes.

Purpose– The purpose of this paper is to examine the effect of organizational justice on work engagement and the mediating effect of employees’ self-leadership on this relationship within the Korean organizational context.Design/methodology/approach– Cross-sectional, self-report data on organizational justice, work engagement, and self-leadership were obtained from 237 employees in Korea. Structural equation modeling was mainly used for data analyses.Findings– The results revealed the direct significant effect of organizational justice on both self-leadership and work engagement. Also, self-leadership was found to have a significant effect on work engagement as well as a partial mediating effect on the relationship between organizational justice and employees’ work engagement.Research limitations/implications– The social relations and personal behavioral components were conjointly analyzed to measure organizational justice. Harman’s single factor test and unmeasured latent variable tests were performed to minimize the chance of the common method variance (CMV) issue, additional suggestion was provided to prevent CMV issue for future research.Practical implications– These results could be used for designing an organizational system and structure based on the interactive relations between social structure and behaviors to improve organizational performance.Originality/value– The research, which has conceptualized the interactions between social relations and individual behaviors to measure the organizational justice level, is rare.

Background:Motivation basically pushes the employees to perform better in their jobs. It enhances the performance by creating an urge to do well by aligning their personal goals with the organisational goals. Purpose: This paper tries to analyse the effect of motivation on the individual productivity level of the employees. The main objective of this paper is to identify the motivational factors having impact on the employees’ performance. Research Methodology:Since, research was in its preliminary stage so exploratory research design has been used in this study. Secondary data have been collected for this study and sources like journals, books, articles were referred. Findings:In this study, few variables have been found out pertaining to employee’s motivation in the Private Higher Education Institutions of West Bengal. It was also seen that these motivational factors were found to be impacting the individual productivity level of the employees. In this study, in order to maintain uniformity, only the motivational factors affecting the productivity of the teaching staff were taken into consideration as the motivational factors for the teaching staff as well as the non-teaching staff is largely different. Managerial Implications:Motivation is an essential component which is required amongst all the levels of employees in the organisation.By motivating employees, the management would be able to keep up the performance standards of their employeesand will also help in enhancing the overall productivity of the employees as well as the organisation.

Abstract: Purpose: This study seeks to determine the influence of job satisfaction and work engagement on PT Golden Sari Lampung employees' performance. In principle, every company always expects its employees to work optimally to increase profits and help accelerate the achievement of other organizational goals. Someone with a high work engagement will tend to show the best performance because they enjoy their work. Employees who have an attachment to their work will certainly show enthusiasm and dedication and fully concentrate on work so that employees can show their best performance in doing their job. Research methodology: This study's data collection method used a Likert scale questionnaire. The sample used in this study was 150 respondents. The data analysis tool used is multiple linear regression analysis, t-test, and f-test. Results: This study's results indicate that job satisfaction positively affects performance, and work engagement positively affects performance. Limitations: The factors that affect employee performance used in this study are only the variables of job satisfaction and work engagement. At the same time, many other variables can be factors that affect the performance of employees of a company. Contribution: The company should be open to every aspiration conveyed by employees and provide opportunities for them to express opinions in decision-making. It is done so that employees feel more influence over what happens to the company. In addition, the management of PT Golden Sari Lampung should foster a sense of kinship and emotion toward the company so that employees feel comfortable and full of concentration in every job. Keywords: 1. Job Satisfaction 2. Work Engagement 3. Performance

Objective: Clinician burnout in healthcare is extensive and of growing concern. In mental health and rehabilitation settings, research on interventions to improve burnout and work engagement is limited and rarely addresses organizational drivers of burnout. This study sought to elaborate on the organizational influence of burnout and work engagement in mental health. Methods: We randomly selected 40 mental health clinicians and managers who were participating in a burnout intervention and conducted semi-structured interviews to understand their views of organizational conditions impacting burnout and work engagement. Data were analyzed using a thematic analytical approach. Results: Analyses yielded three major themes where organizational contexts might reduce burnout and increase work engagement: (a) a work culture that prioritizes person-centered care over productivity and other performance metrics, (b) robust management skills and practices to overcome bureaucracy, and (c) opportunities for employee professional development and self-care. Participants also referenced three levels of the organizational context that they believed influenced burnout and work engagement: front-line supervisors and program managers, organizational executive leadership, and the larger health system. Conclusions and Implications for Practice: Findings point to several possible targets of intervention at various organizational levels that could guide the field toward more effective ways to reduce burnout and improve work engagement. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Purpose. Establishing correlations between analytical and laboratory research in underground coal gasification with a focus on hydrogen production. Methodology. Analysis of experience in conducting analytical and laboratory research in the field of underground coal gasification in situ. Analysis of the application specifics of the Darcy-Weisbach equation to establish optimal conditions for supplying steam-air mixture to the combustion face considering the relationship between the volumetric flow of the specified mixture through the controlled pipeline and its cross-sectional area. Results. The proposed algorithm for conducting research on underground coal gasification processes focuses on hydrogen production. Analytical formulas are provided to determine optimal parameters for supplying the blowing mixture to the combustion front via the controlled pipeline. An author's technological scheme of a laboratory setup for studying gasification processes and the peculiarities of researching it are presented. A diagram illustrating the relationship between blowing system parameters, which vary depending on the hydrogen raw material requirements, the energy capabilities of the system itself, and the parameters of the controlled pipeline, is provided. Originality: Scientifically grounded development of a methodology for conducting analytical and laboratory research on coal gasification process to determine parameters for supplying the blowing mixture through the controlled pipeline with a focus on hydrogen production. Practical implications: Practical implications: Conducting research according to the developed research methodology of underground coal gasification technology allows for a systematic and structured approach to assessing all aspects of the gasification process. The use of a clear research methodology helps to avoid subjectivity and simplifies the process of data collection and analysis. The research methodology ensures high reliability and accuracy of the obtained data, which is critical for making informed decisions. Effective use of the research methodology minimizes resource usage, such as time, costs, and equipment, by avoiding unnecessary duplications and unjustified expenses. Practical implications: Practical implications: Conducting research according to the developed research methodology of underground coal gasification technology allows for a systematic and structured approach to assessing all aspects of the gasification process. The use of a clear research methodology helps to avoid subjectivity and simplifies the process of data collection and analysis. The research methodology ensures high reliability and accuracy of the obtained data, which is critical for making informed decisions. Effective use of the research methodology minimizes resource usage, such as time, costs, and equipment, by avoiding unnecessary duplications and unjustified expenses. Keywords: underground coal gasification, hydrogen, methodology, analytical research, Darcy-Weisbach equation, laboratory research.

Purpose– To date, work engagement has been the domain of academics whilst organisation engagement has been the focus of practice. The purpose of this paper is to address the growing divide by exploring the construct clarity and discriminant validity of work and organisation engagement simultaneously, providing insight into how these constructs relate empirically, as well as investigating the nomological network of each.Design/methodology/approach– Empirical data were collected through online surveys from 298 employees in two multinational companies. Respondents were primarily managerial and professional employees. The survey included measures of work and organisation engagement, as well as work outcomes and organisation performance.Findings– The findings indicate that work and organisation engagement are distinct constructs, and have differential relationships with important employee outcomes (commitment, organisational citizenship behaviour, initiative, active learning, job satisfaction), and organisational performance.Practical implications– The findings provide opportunities for practitioners to explore the potentially unique ways in which different types of engagement may add value to jobs and organisations.Originality/value– The study takes important steps in bridging the academic/practitioner divide: the paper clearly demonstrates how the two concepts of work and organisation engagement relate to and complement each other as useful constructs for research and practice.

Purpose: Most organizations seek for innovative solutions to address tabulate changes and competition. However, each organization is required for rapid and effective processes of assimilating technological innovation into its operational activities. Consistent with previous studies, the aim of this study was to understand whether an organization characterized as CAS (Complex Adaptive System) could positively affect the process of assimilating technological innovation through supporting the development of knowledge workers. Such workers deal mostly with changes. Hence, they possess the ability to combine personal benefits with organizational goals, they are sensible to changes in the environment, they understand the integration of information required for such a process, and they need the ability to socialize among themselves.
 Design/methodology/approach: A sample of 300 employees in organizations of different sectors responded to an online questionnaire, which examined their attitude towards technological innovation in correlation with the level of organization's CAS characteristics. Pearson and regression analyses were used to examine the relationships between the functioning of the workers as CAS fractals[1] and their attitudes toward the process of assimilation of technological innovation.
 Findings: Workers who function as “fractals”, namely as knowledge-worker in organizations having the characteristics of CAS, were able to combine personal benefits with organizational goals. They had sensitivity to changes in the environment, integration of the information required for the process and the ability to socialize among themselves. These abilities of knowledge workers have significantly influenced the development of positive attitudes towards the process of assimilation of technological innovation, a better understanding of the technology and the advantages they gain from it, which make them ready to be involved in the process.
 Practical implications: The practical contribution of this study is the ability to best portray the characteristics of an optimal work environment in an organization that wishes to undergo assimilation processes, technological innovation, management and dissemination of relevant knowledge for the organization's use. Such an organization is required to provide its employees with a degree of operational autonomy enabling them to interweave personal interests and organizational goals, and to be involved and to influence the processes of assimilating technological innovation in the organization. The organization should also maintain a high level of updating, transparency, and transfer of knowledge from outside into the organization. In addition, investment in information systems for the information integration provides the employees with the possibility of social networking during their work.

A number of studies have provided evidence buoying intrinsic rewards as human resource interventions for enhancing performance at individual, functional, and organisational levels. While this evidence abounds mostly in the high-income economies, the direct and indirect pathways through which intrinsic rewards such as recognition practices generate employee’s performance lacked empirical and theoretical investigation in the low-income economies. Using survey data from 106 respondents pursuing MBA and PhD programmes at Kenyatta University, this study investigated the relationship between recognition practices, work engagement, and employees’ performance in Kenyan context. The hypotheses of this study were anchored on Social Exchange Theory, and both descriptive and explanatory research designs were employed. Data were obtained from the respondents through self-administered questionnaires and the study instruments were adapted items. The study’s instruments were subjected to Principal Component Analysis to determine the validity and reliability of the research instruments, and thereafter the direct hypothesised relationship was determined through linear regression method. The findings from the analysis revealed positive and significant effect of recognition practices on employee performance in Kenyan context. Furthermore, this study used PROCESS macro and found partial mediating effect of work engagement on the relationship between recognition practices and employees’ performance. The study offers both theoretical and practical implications which revolve round the need to enhance positive attitudinal outcome (work engagement) that will occasion desired performance at various organisational levels via the design and implementation of employee recognition practices in Kenyan context.

Across nationwide rollout of COVID-19 vaccination, people in Belgium differed widely in their vaccination intention. In the present study, we examined (a) how people's vaccination intentions changed during the vaccination rollout and (b) whether changes in motivation (i.e., autonomous, controlled, and distrust-based (a)motivation) predicted changes in vaccination intention, thereby taking into account people's vaccination intention at baseline. Using 4 subsamples of participants who were vaccinated at different time points (ntotal = 10,799) between December 2020 and June 2021; we used latent change modeling and latent growth curve modeling to examine the associations among initial levels and changes in vaccination motivation and vaccination intention. Across subsamples, changes in vaccination intention were found to be qualified by changes in motivation. An increase in autonomous motivation was related to a positive shift in vaccination intention, while an increase in both controlled motivation and distrust-based amotivation was related to a negative shift in vaccination intention. Moreover, autonomous motivation predicted especially an increase in vaccination intention among those initially low in vaccination intention, whereas an increase in either controlled motivation or distrust-based amotivation especially predicted a decrease in vaccination intention among those initially high in vaccination intention. Findings suggest that a growing sense of ownership and a reduction in distrust is critical for individuals to develop a stronger intention to get vaccinated, particularly when people had initially low vaccination intentions. We discuss conceptual, methodological, and practical implications. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Purpose The purpose of the present study is twofold. First, the authors examine the potential mediating role of promotion focus in terms of the relationship between transformational leadership and work engagement. Second, the authors set out to examine whether the indirect effect of transformational leadership and follower work engagement through promotion focus is stronger when followers' public service motivations are higher versus lower. Design/methodology/approach The present study examines the association between transformational leadership behavior and employees' work engagement. Data included measures of transformational leadership behavior and promotion focus as well as public service motivation and work engagement. Utilizing a field sample of 316 employees, the study tested the proposed relationships with robust data analytic techniques. Results were consistent with the hypothesized theoretical framework, in that promotion focus mediated the relationship between transformational leadership behavior and work engagement stronger when public service motivation was high and weaker when public service motivation was low. Based on the findings, the study concludes that the connection between transformational leadership behavior and work engagements partially mediated by promotion focus and this mediated connection is stronger when employees' public service motivation is high and weak when employees' public service motivation is low—thereby yielding a pattern of moderated mediation. Findings The study findings suggest five main conclusions. First, consistent with previous studies (Aryee et al. , 2012; Bui et al. , 2017; Hetland et al. , 2018; Li et al. , 2021; Ng, 2017; Tims et al ., 2011; Zhu et al ., 2009), the study found a positive relationship between transformational leadership and employees' work engagement. Second, along the same lines of previous research (Brockner and Higgins, 2001; Hetland et al. , 2018; Johnson et al. , 2017; Kark et al. , 2018; Tung, 2016), this study found a positive association between transformational leadership and employees' promotion focus. Third, as hypnotized, the study found a positive association between employees' promotion focus and their work engagement. Fourth, as hypothesized using regulatory focus theory, promotion focus positively mediates the relationship between transformational leadership and employees' work engagement. This result elucidates the underlying mechanism that enables leadership to influence employees' work engagement, particularly, through the self-regulatory promotion focus. The result demonstrates that leadership relates to and affects basic motivations of the promotion systems, which have been known as a basic human need for development and growth. The study demonstrates that leaders may be able to promote followers' motivations by provoking a promotion focus frame and this motivational frame further shapes followers' outcomes in terms of employees' work engagement. Hence, this finding support previous research claiming that promotion focus acts as a mediating mechanism in the relationship between transformational leadership and various outcomes(e.g. Johnson et al. , 2017; Kark et al. , 2018). However, this study adds significantly to existing research by being the first study to empirically test and pay attention to the promotion focus frame as the underlying psychological mechanism through which transformational leaders motivate followers to higher levels of work engagement. Finally, consistent with the study hypothesis, public service motivation has a moderating effect on the promotion focus-work engagement association. In addition, as the study hypothesized, public service motivation has a moderating effect on the mediating relationships between transformational leadership and employees' work engagement through promotion focus in public sector organizations. It appears that the relationship between transformational leadership and followers' work engagement through promotion focus is enhanced by the role of employees' PSM. In other words, the employees' public service motivation increases employee engagement further for employees with high situational promotion focus than for employees with a low situational promotion focus, which could be explained by the fact that more public service motivation is more meaningful to followers with promotion focus motivational framework to be more engaged. That is, public servants who are predisposed to respond to motives grounded primarily or exclusively in public institutions and organizations are more engaged at work due to their self-regulatory promotion focus spirit. This result is in congruence with findings that indicate that PSM is an important driver of organizational performance and has a positive impact on organizational behavior (Ritz et al. , 2016). This finding does provide support to Bakker's (2015) proposition that PSM may strengthen the positive relationship between personal resources (e.g. optimism and self-efficacy) and work engagement because public servants with high levels of enduring PSM find their work important and meaningful. Therefore, they are likely to invest their resources in public service work, be engaged in their work and perform well. Research limitations/implications First, it examines the extent to which transformational leadership contributes to employee work engagement. That is, the current study adds to the literature by using promotion focus attributes to probe the underlying mechanism through which transformational leaders enhance employee engagement in the workplace (Kark and van Dijk, 2019). Second, by combining insights obtained from the literature on the self-regulatory theory (Higgins, 1997) and the PSM theory (Perry and Wise, 1990), this study adds to work engagement literature by showing the importance of PSM as an institutional factor in work engagement. Lastly, the study expands the transformational leadership literature by using a moderated mediating model that recognizes PSM as a situational variable in the mediating relationship between transformational leadership and employee engagement. Practical implications The results have several implications for practice. Findings reveal that transformational leaders can enhance follower work engagement by inducing their promotion focus orientation. Managers can, therefore, display more transformational behaviors, such as providing a compelling vision, communicating high expectations, promoting new ideas and giving personal attention to each employee in the workplace. In addition, managers may develop a promotion-focus orientation among their followers by appealing more to their ideals and aspirations than to their duties and responsibilities (Brockner and Higgins, 2001). Organizations, on the other hand, could offer leadership training and development programs designed to enhance transformational leadership Behaviors. As for employees' PSM, public organizations have to be more creative in attracting, selecting and retaining employees with high levels of public service motives (Kim, 2021). Public organizations can also train their employees on public service values and enhance their incentives structures to align their motivational predispositions with the organization mission and values. Originality/value The present study adds to the existing theory in two ways. First, despite significant progress in exploring the process and boundary conditions for transformational leadership with beneficial work behaviors, the study findings paid attention to the underlying psychological mechanism, precisely the self-regulatory promotion focus frame through which transformational leaders motivate followers to higher levels of work engagement. A second theoretical contribution of the present study is that it adds to the long line of research supporting a more concerted effort to understand both the moderating and mediating mechanisms that link transformational leadership to follower outcomes. By using the moderated mediating model, this study shows that transformational leaders can induce a promotion focus within followers who have developed a public service motivation profile to be more willing to engage in their organizations. The current study also has several practical implications that can be drawn from the study findings. First, organizations should become more sensitive to their employees' (promotional and preventive) self-regulatory foci. Managers should be trained to be strategically oriented toward people's growth and development. Second, by serving as role models, managers can shape their subordinates' regulatory foci. The more managers' actions suggest that they are focused on promotion, the more likely it is that their subordinates will follow suit. Third, managers may emphasize the use of positive feedback, such as praise, by giving it when employees succeed and withholding it when they fail. This feedback style is more likely to elicit a promotion focus, especially if the praise for success focuses on what the employee was able to accomplish (e.g. “You aided