Differences In Work Motivation Research Articles

Effect of Employee Motivation on Work Performance - With Special Reference to Leading Firms in Chennai

Motivation is a set of processes that moves a person towards a goal. It signifies the level, direction and persistence of effort expanded in work. Since motivation influences productivity, supervisors need to understand what motivates employees to perform effectively and efficiently. Factors that affect work motivation are individual characteristics, job characteristics and Organizational practices. Individual differences are the personal needs, values, attitudes, interests and abilities that people bring to their job. This study analyses the effect of employee motivation on the work performance. The factors which cause individual differences in work motivation are categorized and considered in the questionnaire. The major findings of the study revealed that self interest in work, need for achievement, appreciation by boss, working condition have medium level influence in the employee motivation and monetary compensation and superior subordinate relationship highly influence the employee motivation.

Effect of Work Motivation on Job Performance among Healthcare Providers in Eradah and Mental Health Complex in Jeddah Region, Saudi Arabia

Aims: This study aimed to assess work motivation levels among healthcare providers in the Eradah Complex and evaluate healthcare providers’ job performance, considering various dimensions.
 Study Design: A cross sectional study design.
 Place and Duration of Study: The target population for this research comprises healthcare providers working within the Eradah Complex in Jeddah, Saudi Arabia, including a diverse range of professionals, such as doctors, nurses, administrative staff, and other healthcare personnel, who collectively contribute to providing healthcare services within the complex, between June 2023 and September 2023.
 Methodology: A cross-sectional design with comprising healthcare providers working in Eradah Complex in Jeddah, with diverse range of professionals, such as doctors, nurses, and administrative staff, Data for this study were collected through the administration of a structured questionnaire and then the data for this study was collected from healthcare providers working within the Eradah Complex in Jeddah, Saudi Arabia. Data from the structured questionnaires had been distributed within two-week timeframe for the participants to complete the questionnaires. Data reliability and statistical analyses using appropriate tests was done using SPSS version 25.0 program.
 Results: This study involved 212 participants from different age groups with a mean age of 37.6±1.3 years old, and predominant male gender (75%), educational level, and professional status with majority (29.7%) of nurses participated in this study, that there was a significant difference in Work Motivation according to Profession (F= 2.68, P-value = 0.011), but there was no significant difference in the other demographic characteristics (age, gender, marital status, education level, and experience year, and there was a significant difference in Job Performance according to age (F= 3.655, P-value = 0.028).
 Conclusion: It was observed that there was a significant effect of work motivation on job performance, so the work motivational process may enhance the job performance among healthcare workers in some of Jeddah hospitals.

PERBEDAAN MOTIVASI KERJA BERDASARKAN SHIFT KERJA KARYAWAN PT. SAKTI PANGAN PERKASA

This research aims to know the significance of differences in work motivation based on employee work shift of PT. Sakti Pangan Perkasa. Type of this research is comparative-research. The variables in this research are work motivation and employee work shift. Population in this research are 63 employees. The sampling technique uses total sampling, so the research sample is employee of PT. Sakti Pangan Perkasa as much 63 as employees. Data collection techniques in each instrument using a Likert scale. The analysis technique used One Way ANOVA technique and using the help of IBM Statistics SPSS 20. The result of the analysis show that the Fhitung is 5.890 and the signicance value of F is 0,005. Based on these results it can be concluded that there are differences in work motivation based on employee work shift of PT. Sakti Pangan Perkasa Karanganyar. The suggestion that the author proposes to the next researcher is to conduct further research by adding variables

Improving Employee Work Motivation at PT.X through Stress Management Training: An Experimental Study on the Production Team

This study aimed to determine the impact of stress management training on the work motivation of production employees at PT. X. The hypothesis of the study posited that the work motivation of employees would be higher after receiving stress management training compared to before the training. The study involved 11 production employees who exhibited low to moderate work motivation and experienced high to moderate job stress. The data collection technique employed in this study was the work motivation scale. The research design utilized a one-group pre-test post-test design, and the data were analyzed using the Wilcoxon signed-rank test, a non-parametric statistical analysis. The results of the Wilcoxon test revealed a significance value of 0.003 < 0.050, indicating that the research hypothesis was supported. Therefore, a significant difference in work motivation was observed between the pre-training and post-training phases among the employees

Motivasi Kerja Pada Guru di Sekolah Ditinjau Dari Gender

This study aims to describe the differences in teacher work motivation in terms of gender in North Sumatra. This research is a comparative study on educators in Sumatra. The sample in this study amounted to 98 teachers (male = 30.6%; female = 69.4%), the teachers who became the research sample were aged 25-58 years with a length of service as educators 1-5 years = 42.8%; 6-10 Years = 8.2%; 11-15 Years = 15.3%; 16-20 Years = 17.3%; > 20 years = 16.3. Sampling using incidental sampling technique (non-probability sampling). Data were collected through two questionnaires, including the work motivation instrument developed from the Vroom (1964) theory which consisted of 12 items. The analytical technique used was the Independent Sample t-Test with the help of JASP Version 0.14.1.0. The results show that there are differences in the work motivation of male and female teachers as evidenced by the difference in the mean (1.966), male teachers have higher work motivation than female teachers. However, there is no significant difference in the work motivation of male and female teachers as evidenced by the p-value> 0.05, namely sig = 0.061.

ANALISIS PERBEDAAN MOTIVASI KERJA DAN KINERJA GURU PADA GURU YANG BERSERTIFIKAT DAN TIDAK BERSERTIFIKAT DI SMA NEGERI 1 DAN 2 NUBATUKAN KABUPATEN LEMBATA

The objectives of this study were to examine and analyze whether there were differences in work motivation and teacher performance between certified and uncertified teachers in SMA Negeri 1 and 2 Nubatukan, Lembata District. The research was conducted in January 2021. This study is a comparative research. The research population were teachers of SMA Negeri 1 and SMA Negeri 2 Nubatukan, Lembata District. The number of sample was 82 teachers. The research sampling technique was saturated sampling technique. The data collection technique was a questionnaire. The data analysis technique was Man Whitney test. The results of data analysis showed that: (1) there were differences of work motivation between certified and non-certified teachers in SMA Negeri 1 and 2 Nubatukan, Lembata District and (2) there were differences of teacher performance between certified and non-certified teachers in SMA Negeri 1 and 2 Nubatukan, Lembata District.Keywords: work motivation, teacher performance, certified teachers, non-certified teachers

ANALISIS PERBANDINGAN MOTIVASI KERJA DAN KEPUASAN KERJA BERDASARKAN GENDER PADA PUSKESMAS UTAN KABUPATEN SUMBAWA

This study aims to analyze differences in work motivation and job satisfaction based on gender in the Utan Health Center in Sumbawa Regency. The subjects in this study were all employees of the Utan Health Center in Sumbawa Regency. This study used a sample of 60 employees, consisting of 15 male employees and 45 female employees. The sampling technique in this study uses Disproportionate stratified random sampling and to test the hypothesis MANOVA analysis tools are used with a significance level of 5%. The results of the data analysis show that there is a significant difference in the work motivation of male employees and female employees at Puskesmas Utan, Kabupaten Sumbawa, where the significance value is 0.002 <0.05. Meanwhile, the results of the job satisfaction variable showed that there was no significant difference between male employees and female employees at the Puskesmas, Kabupaten Sumbawa, where the significance value was 0.138> 0.05.Keywords:Analysis Differences in Work Motivation and Job Satisfaction Based on Gender

ANALISA KOMPARASI PRODUKTIVITAS KERJA ANTARA PEMBATIK HARIAN DAN PEMBATIK LEPAS ( STUDI KASUS DI KAMPOENG BATIK LAWEYAN SURAKARTA)

The objective to be achieved through this research is to find out the differences in productivity of daily batik workers and loose batik workers. In addition, it is also to find out whether there are differences in work motivation, work experience between daily batik and loose batik in Kampoeng Batik Laweyan Surakarta. The method used is a comparative descriptive method. The population in this study amounted to 665 batik and the sample used amounted to 100 people, where the sampling technique uses purposive sampling and convenience sampling techniques. The data used are secondary data and primary data with data collection techniques of observation, questionnaires, interviews. documentation and study of literature. Data analysis techniques in this study used the Independent T-test. Based on the results of research and discussion shows there are significant differences in work productivity between daily batik and loose batik, there are differences in work motivation and work experience of daily batik and loose batik.
 
 Keywords: Work Productivity, Work Motivation and Work Experience

“We aren't your reincarnation!” workplace motivation across X, Y and Z generations

PurposeThe primary purpose of this research is to examine generational differences in valuing the sources of employees' overall motivation in the workplace across Generation X, Generation Y and Generation Z with a view of assisting managers in making employment decisions and maintaining multigenerational staff.Design/methodology/approachThe respondents in the study live and work in Canada and provided answers to self-administered online surveys between the fourth quarter of 2017 and the end of January 2020. To assess subjects' work motivation, the study employed Gagné et al.'s (2014) multidimensional work motivation scale (MWMS) alongside a three-item measure of employees' overall motivation (designed for this study). The authors assessed measures of validity and reliability and tested the hypothesis about generational differences in work motivation using structural equation modelling (SEM).FindingsThe six motivators regress differently to employees' overall motivation. Generation Z is more sensitive to amotivation than Generation X and Generation Y. Extrinsic regulation-material is a valid source of overall work motivation for Generation Z only. Only Generation X values extrinsic regulation-social as a source of employees' overall motivation. So is introjected regulation by Generation Y. Unlike Generation Z, both Generation X and Generation Y employees value identified regulation as a source of overall work motivation. Finally, intrinsic motivation contributes more to Generation Z employees' overall work motivation than it does for Generation X and Generation Y.Research limitations/implicationsFurther work needs to be done to establish whether variations in valuing the sources of motivation may also be spawned by age or status of the respective groups. Future investigations can expand the authors’ focal theme to include additional organisational outcomes, alternative geographical settings and/or include country's economic development as an additional variable. Moreover, further research can address the implications of national culture on shaping generational differences in employee's motivation as well as aiding companies to redesign work tasks considering today's uncertainty as well as increasingly competitive, global environment (e.g. the rise of artificial intelligence).Practical implicationsIt is vital to offer motivators that are valued by each of the three generations, i.e. X, Y and Z, before being able to attract the best candidates of each generation. Organisations should not only create an inclusive and understanding multigenerational working environment but also be able to communicate strong branding via new communication channels successfully (e.g. social media networks), which Generation Yers and Generation Zers utilise better than any other generation in employment. Finally, the authors suggest that service organisations with diverse generational composition should adopt new measures of workplace agility to survive interminable disruptions (e.g. the coronavirus disease 2019 [COVID-19] pandemic).Originality/valueThis is the first study of its kind to examine generational differences between Generation X, Generation Y and Generation Z in valuing workplace motivation from a western cultural perspective.

Radna motivacija i zadovoljstvo poslom zdravstvenih radnika u Vojvodini, Srbija

Introduction/Objective: Employees' job satisfaction represents an integral element of the quality of work in health care institutions and stems from adequate motivation of employees for work. The aim of the study was to examine whether there is a difference in work motivation and job satisfaction among health care professionals in Vojvodina, Serbia. Methods: The study was conducted on a sample of 719 health care professionals, employed in three health centers. A self-administered questionnaire was used for data collection. Student t-test, Spearmen's rank correlation coefficient, ROC analysis and binary logistic regression analysis were used in statistical data analysis. Results: Health professionals were significantly more motivated than satisfied with the following factors of work motivation: achievement of health institution goals, recognition of good performance, good interpersonal relationships, possibilities of promotion and advancement, personal qualities of an immediate manager, monthly income, working conditions, cooperative work atmosphere, secure job, managerial support, availability of up-to-date work equipment, and rewards for exceptional work. Health professionals were significantly less motivated by the factor of work motivation - expert supervision of their work, compared to the degree of its fulfilment/satisfaction provided by their healthcare institutions. Conclusion: Healthcare professionals are more motivated to work than satisfied with the work they do. In order to improve the quality of work in healthcare institution and the provided health care, as well as to increase the satisfaction among the users of health services, it is necessary that management of health care facilities continuously conducts studies on work motivation and job satisfaction.

Gender Differences in Work Motivation of Public Basic Education in Metro Vigan and Caoayan, Philippines and Job Satisfaction

The study wanted to determine the differences in work motivation and job satisfaction of male and female teachers and to determine the relationship between work motivation and job satisfaction. To carry out such purpose, related literatures and studies were reviewed to support the theory of the study and proper methodology was followed. The study used descriptive correlational method of research design and aided by fact finding inquiry. The population of the study were 263 teachers. of basic public schools of Metro Vigan and Caoayan. Questionnaires were used to gather the data and to treat the data statistically, mean, t-test and Pearson r were used. Mean was to measure the level of motivation and job satisfaction and t-test was used to measure the difference and Pearson r was used to determine the correlation. The study found that work motivation and job satisfaction of basic public schools in Metro Vigan and Caoayan is very high and there was no correlation between work motivation of both gender and job satisfaction. It also found that there was no difference between job satisfaction of male and female teachers and as whole, there was no difference between work motivation of both genders but taking it singly, there was a difference between work motivation of both genders in terms of integrated regulation.

Work motivation and job satisfaction of doctors and nurses in Vojvodina, Serbia

Introduction/Objective. Work motivation and job satisfaction are key issues for organizations nowadays. The aim of this study was to examine whether there is a difference in work motivation and job satisfaction among doctors and nurses in Vojvodina, Serbia. Methods. The study included a sample of 230 doctors and 489 nurses, employed in three health centers. Data collection was performed using a self-administered questionnaire. Results. The doctors, compared to the nurses, were significantly more motivated by the work motivation factors: accomplishing goals of the health center, good work relationships, positive work environment, possibilities for improvement, and independence at work. Compared to nurses, doctors were significantly more satisfied with the level of independence at work. Conclusion. In comparison to nurses, the doctors are more motivated and satisfied with their job.

Work motivation among occupational therapy graduates in Malaysia

Objective/BackgroundOccupational therapy that focuses on servicing clients demands motivated workers for quality service delivery. The objectives of this study were: (a) to determine the level of work motivation among occupational therapy graduates in Malaysia and (b) to determine if there is a difference in work motivation among these graduates based on work sector, job position, length of work experience, and gender.MethodsThis cross-sectional study recruited occupational therapy bachelor's degree graduates using an online survey. The Work Extrinsic and Intrinsic Motivation Scale (WEIMS) was used to measure level of work motivation.ResultsResponses from 82 (60.3%) graduates (male: 26.8%; female: 73.2%) were analysed. Sixty-two (75.6%) graduates worked locally and 20 (24.4%) worked in foreign countries. The average Work Self-Determination Index (W-SDI) score for WEIMS is +11.38 with 78 (95.1%) of graduates demonstrated a self-determined motivational profile and 4 (4.9%) demonstrated a nonself-determined profile. Graduates in the private sector (13.10 ± 6.47) show significantly higher W-SDI score compared to those in the public sector (9.40 ± 6.06), p = 0.01. W-SDI scores appeared higher among clinician (11.67 ± 6.40), case manager (13.33), and others (14.90 ± 8.23); and those with work experience of 5–6 years (13.11 ± 6.90) and less than one year (12.65 ± 7.12). Male (10.29 ± 6.86) and female (11.79 ± 6.39) graduates shared equally high score. There is no significant difference in W-SDI score based on job position, length of work experience, and gender.ConclusionOccupational therapy graduates have high work motivation as evident by their self-determined profile. Only work sector imposes difference in work motivation among these graduates. Copyright © 2017, Hong Kong Occupational Therapy Association. Published by Elsevier (Singapore) Pte Ltd. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/).

Difference between Leaders and Subordinates of Lower Level Employees in Police on Work Motivation

This study aims at accessing the difference in Work Motivation of leaders and subordinates at lower level of police personnel. 30 leaders and 210 subordinates were selected from the lower level of police organization. The 1:7 ratio was followed to select the sample. The Work Motivation scale developed by K.G. Aggarwal (1988) was used. Mean, SD and t-test was used to analyse the data. Lower level leaders were significantly higher on work motivation than their subordinates. Leaders were higher than their subordinates on organizational orientation, work group relations, psychological work incentives, material incentives and job situations. Social locations or socially important positions (leaders) play an important role for greater work motivation both lower and higher order needs fulfillment.

Work motivation and job satisfaction of health workers in urban and rural areas.

Motivated and job satisfied health professionals represent a basis of success of modern health institutions. The aim of this study was to investigate whether there was a difference in work motivation and job satisfaction between health workers in urban and rural areas in the region of Central Serbia. The study included 396 health professionals from urban setting, and 436 from a rural area, employed in four randomly selected health facilities. An anonymous questionnaire was used for data gathering. Statistical analysis was performed using χ2, Student t-test, Spearman's correlation coefficient, and logistic regression analysis. Urban health professionals were significantly more motivated and job satisfied than respondents from rural area. In relation to work motivation factors and job satisfaction of health professionals in urban and rural areas, there were no significant differences in working conditions and current equipment, and in terms of job satisfaction there were no significant differences in relation to income either. In order to increase the level of work motivation and job satisfaction of health workers in rural areas, apart from better income, they should get more assistance and support from their supervisors, and awards for good job performance; interpersonal relationships, promotion and advancement opportunities, managerial performance and cooperation at work should be improved; employment security should be provided, as well as more independence at work, with professional supervision of health workers.

INVESTIGATION OF EMPLOYEES MOTIVATION AND EMPLOYEES IN MANUFACTURING COMPANY IN SURABAYA

Employee engagement has become a popular topic in Indonesia in the past decade. Based on surveys conducted by several survey institutes in 2012 and 2014, employee engagement has been revealed in Indonesia and shows surprising results over the period. The results of the survey were obtained from answers of various employees from various companies, which led to the possibility of differences in work motivation of each employee. So, this research appears by linking employee work motivation with employee engagement. This study aims to examine the relationship of work motivation with employee attachment to a large manufacturing company in Surabaya. The sample is taken from the total number of employees on a certain unit who is a permanent employee of the company. Measurement using questionnaires with Likert scale. Validity and reliability tests show good results. In addition, there are Test F, Test t and regression analysis. The result of the research shows that there is a correlation between work motivation and employee attachment in general, although in some variables show different result.

The relationship of trait to state motivation: The role of self‐competency beliefs

Even when people with schizophrenia describe themselves as generally motivated and eager to engage in activities, they may not actually be motivated in the present moment. In order to better understand the relationship between trait and state motivation, we aimed to assess trait motivation and state intrinsic motivation, and investigate their relations to each other and to criterion-related variables including cognition, negative symptoms, and beliefs about one's own competency—also known as perceived competency (PC). Further, we investigated whether PC mediates the relationships between state intrinsic motivation (IM) and trait motivation dimensions. Forty individuals with schizophrenia or schizoaffective disorders were administered two self-report measures of motivation, the Motivational Trait Questionnaire (Kanfer, R., Ackerman, P., 2000. Individual differences in work motivation: further explorations of a trait framework. Appl. Psychol. 49 (3), 470–482) and the Intrinsic Motivation Inventory for Schizophrenia Research (Choi, J., Medalia, A., 2010. Intrinsic motivation and learning in a schizophrenia spectrum sample. Schizophr. Res. 118, 12–19), as well as measures of PC, cognition and symptoms. The results showed that in people with schizophrenia, trait approach motivation, but not trait avoidance motivation, is positively correlated with state intrinsic motivation and PC. There was evidence that PC partially mediates the relationship between trait approach motivation and state intrinsic motivation to do the task. These results support the role of therapies that directly address self‐competency beliefs and set the groundwork for future investigations on the impact of such treatments on motivation.

Managerial Creativity and Work Motivation of Secondary School Tribal Teachers In Relation To Their Occupational Self Efficacy

The purpose of the study was to find out the difference in managerial creativity and work motivation of secondary school tribal teachers in relation to their occupational self efficacy. The study was descriptive in nature and conducted over a sample of 60 secondary school tribal teachers in Kulgam, Shopian and Anantnag districts of Jammu and Kashmir State. Both male and female tribal teachers were selected as a sample with equal distribution of 30 males and 30 females by using purposive sampling technique. For collection of data, the investigator has used Managerial Creativity scale, Work Motivation Questionnaire and Occupational Self Efficacy scale. For the purpose of analysis and interpretation data, the investigator has also used t-test and corelation. The results of the study were: (a). There exists no significant difference in managerial creativity of secondary school male and female tribal teachers, (b). There exists no significant difference in work motivation of secondary school male and female tribal teachers, (c). There exists no significant difference in occupational self efficacy of secondary school male and female tribal teachers, (d). There exists positive relationship between managerial creativity and occupational self efficacy of secondary school tribal teachers, (e). There exists no significant relationship between work motivation and occupational self efficacy of secondary school male tribal teachers, (f). There exists positive relationship between work motivation and occupational self efficacy of secondary school female tribal teachers.

Age‐related differences in work motivation

This paper examines age‐related differences in work motivation in two samples of 9,388 and 2,512 individuals who completed a comprehensive motivation questionnaire for selection or development purposes. In the first sample, age differences were examined by controlling for gender and investigating whether relationships between age and motivation were non‐linear. Statistically significant relationships between motivation and age were found for most motivation scales, explaining up to 12% of the variance in specific scales. The second sample was used to confirm these results and to determine whether differences on these motivation scales could be explained by additional demographic variables, which were not available in the first sample. When controlling for demographic variables, such as gender, managerial experience, and university education, the pattern of results was similar in the second data set although effects were smaller. Results generally support propositions from the literature, which suggest a shift in people's motives rather than a general decline in motivation with age: older employees were less motivated by extrinsically but more by intrinsically rewarding job features.

Back to Work after Incapacity Benefit: Differences between Ethnic Minority and Native Dutch Workers

Abstract Contemporary pleas for an activating welfare state and social security system emphasize that getting benefit claimants back to work is more important than providing income compensation for social risks connected with unemployment or illness. The Dutch system of incapacity benefits, however, is far removed from this normative ideal of a proactive social security system. Resumption of work after a spell of incapacity benefit is the exception rather than the rule. This article examines possible ethnic differences in resumption of work following incapacity benefit. We use a unique register data file from Statistics Netherlands that contains information about all incapacity benefit claimants in the Netherlands in 1999. In the analysis we follow these benefit claimants for three years and examine what their labour market position was in 2002. We find that resumption of work after incapacity benefit is even more the exception for migrant workers with a Turkish or Moroccan ethnic background. Contrary to our assumption, this difference from native Dutch workers cannot be explained by unfavourable personal characteristics of Turkish or Moroccan benefit claimants – their personal characteristics (gender, age, low educational level) appear to be rather favourable for resumption of work. In the current literature, these differences in outcomes between ethnic groups are often attributed to certain ‘ethnic‐specific’ or cultural factors. This article argues that we should be careful of explaining different outcomes between ethnic groups by (alleged) cultural phenomena. There are other explanations possible such as differences in work motivation, lack of ‘transition facilities’ in companies and differential treatment by employers or social security officials.