Practical application of motivation theories for engaging and retaining medical staff.

Methods. The study was conducted on the basis of the use of methods of analysis and synthesis, which were used to identify the components of energy security of enterprises; factor analysis – when establishing internal and external factors of the formation of motivation of leaders in the implementation of the energy saving strategy of their enterprises; comparison – when highlighting the specifics of classical theories of motivation. Results. The article examines the role of leadership motivation in achieving energy security of enterprises. Classical concepts of motivation are considered, in particular: Maslow's hierarchy of needs, Herzberg's two-factor theory, Vroom's expectancy theory, Deci and Ryan's selfdetermination theory, and Adams' equity theory. Their comparison was made and specific features were established. The internal and external factors that stimulate leaders to make decisions aimed at achieving organizational goals based on the implementation of a process approach are singled out. Personal ambitions and aspirations of the leader, as well as social and organizational conditions that determine his behavior, are identified as the main factors. The importance of transformational leadership in ensuring the energy security of enterprises is emphasized. It is determined that it stimulates creativity and innovation, which are key factors for increasing energy efficiency and stability of energy systems. Novelty. It has been proven that leadership in the field of energy security of the enterprise includes the ability of the manager to effectively manage the company's energy resources, ensuring the stability and efficiency of their use. This involves the development and implementation of energy strategies, risk management, the implementation of innovations and constant training and development of personnel. It has been established that the motivation of leaders is an important component of the successful implementation of energy security strategies. Practical value. This study will be useful for enterprises seeking to improve the efficiency of their resource management in order to ensure energy security.

Emotional salary is an essential concept in human resources management that goes beyond traditional financial compensation, focusing on meeting employees' emotional and psychological needs in the workplace. Its importance is enhancing employee satisfaction, retention, and engagement, which influences organizational performance. Over the years, various theories have indirectly substantiated the relevance of emotional salary. These include Maslow's hierarchy of needs, Herzberg's Two-Factor Theory, and Vroom's Expectancy Theory, among others. These theories have provided a conceptual framework for understanding how emotional dimensions, such as recognition and personal development, can impact employee motivation and satisfaction. This article provides a literature review on emotional salary and its relationship with the work environment. The methodology used for this review was based on the collection and analysis of previous studies and research on the subject. Several key dimensions of emotional salary were identified, including development opportunities, work-life balance, psychological well-being, the work environment, and organizational culture. The results highlight that, despite its growing recognition, the literature on emotional salary still needs to be expanded compared to more traditional organizational variables. Additionally, the need for further research into emotional salary and the formulation of more accurate and accessible measurement methods is emphasized. Emotional salary is an emerging trend expected to rapidly expand the academic literature in human resources and organizational management.

Abstract: This study aims to explore the relationship between employee benefits and job satisfaction in the sales industry and analyze how improving employee benefit programs can affect employee job satisfaction. Through literature review and in-depth interviews with employees of sales companies of different sizes, this paper analyzed various types of employee benefits and their potential impact on employee satisfaction. The study utilized psychological and social theoretical models, such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, to construct an analytical framework. The research findings indicate that certain key elements in employee benefit programs, such as health insurance, training and development opportunities, and work-life balance policies, have a significant effect on improving sales personnel's job satisfaction. Furthermore, through a case study of Starbucks Corporation, this paper further verified that implementing comprehensive and competitive employee welfare strategies in a sales environment can significantly enhance employee loyalty and reduce turnover rates. The study provides specific management recommendations for enterprises in the sales industry, emphasizing the importance of establishing or improving employee benefit plans to enhance employee satisfaction and business performance.

Purpose: This study examines the simultaneous influence of incentives and work discipline on employee performance at PT BFI Finance Jayapura Branch. The hypothesis is that increasing incentives and work discipline will enhance employee performance. Research Design and Methodology: The research design uses a quantitative survey method. Data was collected through questionnaires distributed to 40 PT BFI Finance Jayapura Branch employees. Variables studied include incentives, work discipline, and employee performance. Data analysis was conducted using multiple linear regression to test the simultaneous effects of the independent variables on the dependent variable. Findings and Discussion: The findings indicate that incentives and work discipline significantly influence employee performance. The analysis shows that simultaneous incentives and work discipline increases contribute to improved employee performance. This study supports motivation theories such as Vroom's Expectancy Theory and Herzberg's Two-Factor Theory, emphasizing the importance of incentives and discipline in enhancing performance. Implications: The implications suggest that PT BFI Finance management should develop comprehensive incentive programs and effective work discipline strategies to boost employee performance. The study also recommends further research to explore the long-term effects of incentives and work discipline, considering additional variables such as leadership and organizational culture.

Work motivation plays a key role in improving the performance of public organizations, especially in the context of administrative reform in Vietnam. This article focuses on analyzing the role of exogenous motivational factors on the work motivation of public servants and public employees, based on two fundamental theories: Herzberg's two-factor theory and Vroom's expectancy theory. Based on the synthesis of international theories, combined with practical reflections from research in Ben Cat city, Binh Duong province, the article identifies four main groups of exogenous factors that affect work motivation, including: salary and bonus, benefits, working environment, and training and promotion opportunities. The analysis results show that the working environment is the factor with the most profound impact, followed by salary and promotion, while benefits play a stable supporting role. From there, the article proposes some policy implications to design a comprehensive public service motivation system, suitable for the administrative context of Vietnam, contributing to improving the efficiency and service quality of the state apparatus.

Objectives: To find out how hygiene factors like salary, working conditions, and organizational policies, and motivator factors such as recognition, achievement, and growth opportunities affect job satisfaction among lab professionals, using Herzberg's Two-Factor Theory. To check how well the basic needs of lab professionals like physiological, safety, social, esteem, and self-actualization needs are being fulfilled at their workplace, based on Maslow's Hierarchy of Needs, and how these needs are linked to their overall job satisfaction. Methodology: Study Setting: The study was carried out among lab professionals working at Al Nafees Medical College (ANMC) and partnered hospitals in Islamabad. Study Design: A cross-sectional study was conducted using a questionnaire that included both open-ended and closed-ended questions. This helped collect both detailed and statistical data from participants. Sampling Technique: Random sampling was used to select lab professionals from different hospitals in Islamabad. Sample Size: A total of 328 medical laboratory professionals took part in the study. Study Duration: The data collection took 6 months, starting from 26th June 2024 to 23rd December 2024. Data Analysis: Data were analyzed using SPSS version 27. Descriptive statistics like frequencies and percentages were used to summarize the responses. Results: The findings showed that job satisfaction among lab professionals in Islamabad was moderate. Out of 328 participants, 126 (38.4%) were satisfied with their salary, while 78 (23.7%) were not. In comparison, 150 (45.7%) were satisfied with their responsibilities, and 151 (46%) felt satisfied with their achievements. However, 112 (34%) were not satisfied with their job security. Regarding basic needs, 128 (39.4%) of participants said their physiological needs were met, while 149 (45.4%) felt their social needs were fulfilled. On the other hand, 126 (38.4%) were dissatisfied with their safety needs. These results highlight important areas that need improvement to increase job satisfaction and help healthcare institutions retain qualified laboratory staff. Conclusion: The study concluded that job satisfaction among medical laboratory professionals is influenced by both hygiene factors and the fulfillment of needs described in Maslow’s theory. The results showed that while many professionals are satisfied with growth and recognition, concerns remain around salary and job security. Addressing both types of factors is important to improve job satisfaction and create a better working environment for lab professionals.

This research was conducted to see the picture of employee satisfaction in terms of Herzberg's two-factor theory in PT. WorleyParson Indonesia Jakarta. Based on the initial survey conducted by researchers, it was found that the job satisfaction experienced by employees working. From the above researchers are interested to see how the picture of employee satisfaction in terms of the theory of two factors. In this study the researchers used Herzberg's theory of job satisfaction, Locke, Robbins and others. While the theory of two factors used is the theory advanced by Frederick Herzberg (1959). Job satisfaction questionnaire prepared by Sulastri (2010) based on two-factor theory of Herzberg (1959). The statistical method used in this research is quantitative research methods with the calculation of descriptive statistics. Variables taken from job satisfaction questionnaire developed by Sulastri (2010) based on Herzberg's two-factor theory and interviews. Items are 40 item questionnaire. In this study of employees who are willing to fill the job satisfaction questionnaire totaled 133 people of the total sample of 200 employees were interviewed and of six employees. From the results of this study found that employees generally have a tendency to job satisfaction by factors present in the theory of two factors: motivation factors and hygiene factors. In connection with it could be concluded that there is a tendency of employees were satisfied with their jobs. Keywords: human resources, employee job satisfaction. Herzberg's two-factor theory

This study explores the relationship between Humanistic Buddhism and organizational behavior, focusing on the teachings of Master Hsing Yun. Humanistic Buddhism is characterized by six key principles: humanity, life, altruism, joy, timeliness, and universal salvation. Master Hsing Yun emphasizes that management is not about commands or authority, but about understanding, respect, tolerance, equality, and exchanging positions. He believes that the secret to effective management lies in managing one's own mind first, adhering to principles of time, space, digital statistics, and moral conduct. It is compared that Buddhist teachings with motivational theories such as Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and McClelland's Achievement Motivation Theory. This study also explores various leadership theories, including Fiedler's Contingency Theory, Ethical Leadership, Situational Leadership Theory, Servant Leadership, and Mindful Leadership.

In a competitive global economy, organizations must understand and foster employee motivation to retain talent, enhance efficiency, and drive innovation. Motivation is identified as a dynamic internal force influenced by both intrinsic and extrinsic factors. The objective of the review paper is to analyse key theoretical motivation studies, effective motivation strategies, and provide recommendations to help organizations improve employee motivation. Drawing from prominent theories such as Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and Reinforcement Theory, the paper examines motivation strategies developed from theories. Despite extensive research on motivation theories, practical applications for improving employee motivation in diverse workplace settings remain a challenge. The motivation strategies emphasize aligning organizational goals with employees' intrinsic and extrinsic motivators, ensuring role clarity, and offering meaningful incentives. A balanced approach combining autonomy and growth with recognition and rewards, supported by clear communication and fair practices, is crucial. This adaptability helps organizations address diverse workforce needs, enhancing satisfaction, retention, and sustainable growth. Additionally, the paper identifies areas for further research, particularly in balancing intrinsic and extrinsic motivators, and provides actionable recommendations for managers to foster a more engaged and motivated workforce. While no universal solution exists, integrating intrinsic and extrinsic motivators is vital for long-term success.

: This paper reviews major theories of human needs and proposes a cognitive life span model, which may be applicable to Navy quality of life programs and policies. Five major needs theories are reviewed. Maslow's Hierarchy of Needs, Alderfer's ERG Theory, Murray's Manifest Needs Theory, McClelland and Atkinson's Need for Achievement Theory, and Herzberg's Two-factor Theory. It is concluded that no single theory of human needs can adequately account for the full range of human motivations and behaviors. Furthermore, needs theories are only one class of theories of motivation. A cognitive life span model of needs is proposed and its applicability to Navy settings described. The cognitive life span model proposes that needs are abstract categories or schemas by which people organize their perceptions related to physiological and psychological states. The life span developmental perspective suggests that needs also change in importance throughout the life span. Given the lock-step nature of career progression in the Navy, the model may prove useful in applications to Navy settings.

ABSTARCT Work culture refers to the shared values, attitudes, and behaviours that affect employees' daily experiences inside a business. It effects not just how tasks are completed, but also how people see their positions and relationships at work. In today's competitive and dynamic business climate, a healthy work culture has emerged as a critical driver of employee engagement—an important ingredient in attaining organizational performance and long-term success. This article investigates the link between work culture and employee engagement, focusing on how variables like leadership style, communication, recognition, diversity, and work-life balance help to create an inspiring and supportive workplace. The research, guided by theories such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, investigates how culture influences employees' emotional attachment to their jobs. It also highlights barriers to building an engaging culture and recommends strategic measures for firms looking to improve employee engagement, satisfaction, and overall performance. Keywords: Work culture, engagement, performance, recognition, work life balance

This article reports the results of a survey that analyzed the job satisfaction of 361 library access services practitioners. Library access services staff were surveyed and asked to rate job satisfaction based on Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory. Results show that access services staff have opportunities for satisfaction based on higher-level needs. Personal fulfillment, job opportunities, and relationships with coworkers rated as the top three most important factors. There are also contributing factors that affect job satisfaction based on lower-level needs, such as salary. Age, education level, and administrative responsibilities also play a role in job satisfaction of access services staff. The survey results demonstrated that most employees are satisfied, while improvements are needed in certain areas to provide employees with a more fulfilling work environment.

This qualitative research study aims to explore the intersection of human resource management (HRM) practices with psychological dynamics and strategic approaches. The research methodology involves a systematic literature review to analyze existing literature on HRM, psychological theories, and strategic HRM practices. Through comprehensive literature search and selection, relevant sources were identified from academic databases, scholarly journals, and books. Data extraction and analysis were conducted using thematic analysis techniques to identify key themes, concepts, and findings related to psychological dynamics and strategic HRM. The findings reveal the critical role of psychological theories, such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, in understanding employee motivations and behaviors. Additionally, strategic HRM approaches, including Guest's model and High-Performance Work Systems (HPWS), were identified as effective frameworks for aligning HRM practices with organizational goals. The integration of technology, such as artificial intelligence and predictive analytics, emerged as a key trend in enhancing HRM efficiency and effectiveness. Overall, this research highlights the importance of addressing employees' psychological needs and leveraging strategic HRM practices to foster organizational success and employee well-being

This study examined the impact of out-of-field teaching and teachers' self-efficacy on job satisfaction among public secondary school teachers in Iligan City, Philippines. Utilizing a descriptive-correlational research design, the study surveyed 108 Junior and Senior High School teachers from three selected public secondary schools. The research aimed to determine how teaching subjects beyond one's specialization influenced teachers' perceived competence and overall job satisfaction. Findings revealed that while teachers demonstrated high levels of classroom management and lesson planning capabilities, they expressed lower confidence in content mastery and assessment strategies related to out-of-field subjects. Most respondents occupied entry-level positions and held Bachelor's degrees, with limited professional advancement and specialization. Despite these challenges, participants reported generally high job satisfaction, attributed mainly to supportive colleagues and autonomy in instruction. Spearman's rho correlation analysis revealed significant positive relationships between job satisfaction and variables such as subject matter mastery, classroom management, student assessment, and self-efficacy dimensions, including self-confidence, teaching performance, and resource management. Linear regression further identified self-confidence and resource management as the strongest predictors of job satisfaction. Grounded in Maslow's Hierarchy of Needs, Bandura's Self-Efficacy Theory, and Herzberg's Two-Factor Theory, this study emphasized the need for institutional support, targeted professional development, and strategic policy interventions to empower teachers in out-of-field roles. The findings served as a foundation for crafting a responsive action plan that aimed at enhancing teacher efficacy, boosting morale, and ensuring quality education in public secondary schools.

This article presents a transformative framework for motivating healthcare workers through the deliberate design of therapeutic spaces that transcend traditional hierarchical structures. Drawing upon the author's extensive body of work exploring the intersection of spirituality, healing environments, and clinical practice, this paper articulates a vision for healthcare settings that honor all workers equally through spatial, procedural, and relational dimensions. The framework integrates elements from Maslow's Hierarchy of Needs [1], Herzberg's Two-Factor Theory, and Thomas' Intrinsic Motivation Model with theological concepts of divine presence and sacred encounter. By reconceptualizing healthcare workspaces as sacred environments characterized by mutual recognition, authentic presence, and shared purpose, administrators can foster intrinsic motivation that sustains caregivers through the emotional and spiritual challenges inherent in healing work. Case studies demonstrate how physical environments can be reconfigured to dismantle hierarchical barriers, create spaces for collaborative meaning-making, and support the emotional and spiritual wellbeing of all healthcare workers. This approach addresses the current crisis of burnout, moral distress, and disengagement by reclaiming the profound meaning at the heart of healthcare practice and creating environments where all participants—regardless of role or status— can experience themselves as valued co-creators in the sacred work of healing.