Abstract

Perceived Compensation Fairness, Job Design, and Employee Motivation: The Mediating Role of Working Environment

Highlights

  • Motivation is defined as “willingness to exert a high level of inspiration to reach organizational goals, conditioned by the effort’s ability to satisfy some individual need”

  • The results further show that perceived compensation fairness (B = 1.62, t = 6.48, p = .001, Table 2) and job design (B = .53, t = 10.60, p = .001, Table 3) have positive associations with working environment which supports our hypotheses H3a and H4a

  • Bootstrap confidence intervals (CIs) do not contain zero. These results provide evidence that the working environment is a significant mediator in the relationship between perceived compensation fairness and job motivation, and job design and job motivation

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Summary

Introduction

Motivation is defined as “willingness to exert a high level of inspiration to reach organizational goals, conditioned by the effort’s ability to satisfy some individual need”. Motivation is the characteristics which keeps the individuals attach to their job, and so their interests lead them to uniquesness and innovation. Almost all the HRM practices have a fundamental aim of acquiring a high level of work motivation that includes job involvement of individuals at work. Prior studies related to employee motivation recommend a further research on factors affecting individual motivation at both public and private organizations. Soud (2014) suggests that more research should be conducted on factors that influence individual performance and those factors which motivate employees for high performance. The current research invsitigates the influential factors contributing to employees motivation

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