Employee Motivation Research Articles

Influence of Organisational Behaviour, Organisational Development, Organisational Culture and Leadership Style and Its Impact on Motivation in Public Organisation

One of the objectives of this research is to examine the relationship between organizational behavior and employee motivation, to highlight the relationship between organizational culture and employee motivation, to elaborate on the relationship between leadership style and employee’s motivation, and to investigate the relationship between organizational development and employee motivation. This research also works to investigate the role of leader in the organization. As we know, leaders are the people who are responsible for selecting a path for the whole organization. The researcher collect 113 samples from leaders in Public organization in India. The questionnaire was prepared by using Google Docs application. The survey questionnaires were distributed to more than 200 participants; 113 responses were received from participants. The researcher use descriptive statistics and Multiple regression analysis to test the hypothesis. This study is an attempt to explore the factors that affect and help motivate employees working in any organization, as it is necessary to strengthen these institutions by establishing the principles of Leadership Style, Organizational Culture and Work Environment, Organizational Behavior and Organizational Development.Leadership style

The Impact of E-HRM Tools on Employee Engagement

The examination of the impact of digital innovations on employee motivation and engagement is crucial given the rapid technological advancements. This study focused on digital HRM practices, such as digital interaction platforms. The results indicated that respondents generally had positive to neutral views on these practices, with big data analytics receiving the highest rating for its potential to enhance organizational performance and employee engagement. The study revealed a moderately strong positive correlation between the use of digital platforms and big data analytics, suggesting a holistic approach to digital transformation in HRM. However, a weak correlation between digital innovations and engagement suggests that the direct impact of digital tools on employee engagement is limited by other factors. Larger companies tend to implement advanced digital HRM practices more due to their greater resources. The study’s limitations include a restricted sample from the Central and Eastern European region and reliance on self-assessed data. Future studies should include more diverse regions and long-term studies, combining quantitative data with qualitative insights. Digital innovations in HRM offer promises for process improvement and data-driven decision-making, but their impact on employee engagement is complex and requires an integrated approach of technological and managerial practices.

The Role of Employee Engagement, Empowerment and Culture in Effective Performance Management

Performance management systems (PMS) are an essential tool in shaping employee behaviour in organizations. PMSs are also an important part of today's organizations and provide a framework for improving employee performance, productivity and leadership. Previous studies have not examined how PMSs influence employee behaviour, i.e. what are the mediating and moderating roles in this relationship. This article reviews and synthesizes current scientific knowledge on the influence of performance management systems on employee behaviour and examines the role of mediating and moderating mechanisms in this relationship. A systematic review of 83 research articles published in English up to 2022 was conducted. The review investigated various mechanisms through which PMS influences employee behaviour (specifically employee commitment, motivation and satisfaction). Promising trends and research trajectories were identified through content analysis with a mediating and moderating role. The PMS influences employee behaviour primarily through three constructs - clearly set goals, properly set rewards, and effective feedback delivery. A consistent (effective) PMS subsequently contributes to employee engagement and empowerment, which mediate the relationship. Organizational culture is a moderator because it can deepen the relationship between PMS and employee behaviour. The performance-oriented organizational culture in a company helps to create an effective PMS that positively influences employee behaviour. From a theoretical perspective, this paper synthesizes the results of each research, assesses the knowledge base in our selected research area, and clarifies potential avenues for future research and trends. This research contributes valuable insights for organizations seeking to improve their PMS for sustained employee success and satisfaction, as the literature search described the impact of PMS on employee behaviour through the identification and examination of individual mediating and moderating roles. Managers who pay attention to employee engagement and empowerment can then set up activities to have a good and necessary impact on employee commitment, motivation and satisfaction.

Adaptive Digital Leadership Approaches for Self-engagement to Overcome Digital Transformation Gaps

Digital transformation, forced by a rapidly changing environment and the increasing speed of technological advancements, enables various valuable opportunities in the business context, like increased efficiency, lower costs, and thus enhanced competitiveness, and manifold, complex challenges, like fast-changing customer expectations, increasing job demands, new value creation structures, and disruptive competition from outside the traditional industry boundaries. This often leads to business process reengineering and urges the strategic realignment of management and leadership styles based on competitive positions and corporate goals. In digital transformation, value impedance defines resistances encountered when integrating new digital technologies and processes into existing systems and workflows. Similarly, digital transformation gaps such as the business model gap are discrepancies preventing organizations from fully exploiting benefits and overcoming the challenges of digital transformation. The connection of digital transformation gaps and value impedance is recommended to avoid conflicts when facing digital transformation. However, as many organizations face difficulties with that alignment, this paper introduces the topic of digital transformation gaps, specifically the business model gap, and discusses its bridging with digital leadership aspects regarding self-engagement. Self-engagement enhances employee motivation, innovative work behaviors, performance, and a positive attitude toward change. This research thus answers the following research question: what digital leadership factors contribute to the development of self-engagement of employees in organizations to bridge the business model gap in digital transformation? This qualitative research is based on the Design Science Research method and elaborates four matrices with four strategic options each to enhance the self-engagement of employees, based on validated questionnaire items from the existing literature, and iteratively evaluated and further developed through semi-structured interviews with domain experts. Consequently, these four matrices build the basis for bridges to overcome the business model gap in digital transformation. Further research is suggested, on the one hand, to validate the proposed strategic options quantitatively and, on the other hand, to extend the approach with more strategic options also for other focus areas.

Unleashing Lecturer Performance in Malaysian Higher Education through Green Organizational Culture: The Mediating Role of Work Motivation

This study examines the influence of green organizational culture on work motivation and its subsequent effect on lecturer performance within the context of sustainable development education in higher education institutions. Using a sample of 308 lecturers from Malaysian universities, data were collected through a Google Forms questionnaire and analyzed using Smart PLS. The results indicate a significant positive relationship between green organizational culture and work motivation, which in turn, significantly enhances lecturer performance. This study provides both theoretical and practical implications by contributing to the growing body of knowledge on sustainable organizational practices and their role in fostering employee motivation and productivity. Future research should expand the scope to different geographical contexts and employ longitudinal studies to gain a deeper understanding of these dynamics over time. Overall, the findings underscore the importance of integrating sustainability into organizational culture to promote a motivated and high-performing academic workforce.

SOCIAL AND PSYCHOLOGICAL ASPECTS OF FORMING AN EFFECTIVE INNOVATIVE TEAM

This article highlights issues related to the social and psychological foundations of the formation of a team capable of working effectively and responding to modern challenges of the market environment. It was determined that such bases are the individual motives of the members of the labor team, namely their personal beliefs regarding the expediency of performing professional tasks. It is established that they are formed at the early stages of the socialization of the individual under the influence of education, upbringing, norms of social morality and are corrected during his subsequent working life. It has been found that motives can be more stable than incentives, which can cause an undesirable final result of the enterprise's activity. With this in mind, the task of institutional management should be the creation of an effective motivational system aimed at strengthening the role of incentives in the structure of employee motivation for professional development, professional development, creativity, creativity and initiative. The article provides recommendations on directions for adjusting the national management system in order to create an effective innovative team. In particular, to improve the work of the team and the final efficiency of the enterprise, it is recommended to create an effective system of labor incentives through the introduction of elements of foreign management models. The proposed elements make it possible to create an effective model of personnel motivation management, as they are aimed at strengthening the personal motives of employees to protect their own professional interests and dignity, use the opportunity for self-development and self-realization, involvement in the process of enterprise management and decision-making, evaluation of one's own labor contribution and recognition of the obtained results, adjustment constructive business relations in the team. It was determined that these innovations should become the basis for further improvement of the motivation of employees in the domestic management system, since each branch and field of activity has its own characteristics, taking into account the possibility of their further adjustment.

THRIVE

Learning is a core competency for learning designers, but formal training and development often still presents a challenge—especially for novice learning designers. This paper reports on the initial stages of a design-based research project to conceptualise a purpose-led portfolio-based training program, based on cognitive apprenticeship principles, that cultivates in novice learning designers the knowledge, skills, mindsets, and values necessary to be effective in their current roles and future careers. The evidence-based, research-informed THRIVE framework is described, alongside how it shapes specific elements of the planned portfolio. The conceptualisation of the portfolio and supporting training program focuses on ‘purpose’ as a response to changing employee needs and motivations in the modern workplace, while also preparing learning designers to thrive in their work. This has implications for how we design and deliver professional learning for learning designers, as well as deepening our understanding of employee motivation and engagement in the field.

Mapping Research Trends in Emotional Intelligence and Employee Motivation: An Islamic Perspective – A Bibliometric Analysis

Mapping Research Trends in Emotional Intelligence and Employee Motivation: An Islamic Perspective – A Bibliometric Analysis

Influence of leadership, work environment, organisational commitment with job satisfaction as an intervening variable on the work motivation of employees of the regional financial and asset management agency in Karimun District

influence of leadership, work environment, organisational commitment with job satisfaction as an intervening variable on the work motivation of employees of the regional financial and asset management agency in Karimun District

The Influence of Organizational Culture and Welfare on The Work Effectiveness of USK Employees

An organization is a forum in which there are activities of people working together to achieve a certain goal that has been determined together. This study aims to examine the influence of organizational culture and welfare on the work effectiveness of USK employees. The research method used is a survey using a questionnaire distributed to employees at the USK administrative headquarters. The collected data was analyzed using descriptive statistical and regression methods. The results of the study show that there is a positive relationship between strong organizational culture and employee welfare and employee work effectiveness. The influence of organizational culture on the work effectiveness of USK employees is 70.48%, which shows that organizational culture has a significant influence on the work effectiveness of employees at USK. While the influence of welfare is 66.76%, this shows a fairly good level of approval for the effectiveness of employee work. The combination of a strong organizational culture and employee well-being creates greater synergy in increasing work effectiveness. The influence of a strong and positive organizational culture significantly increases the effectiveness of employee work and the influence of employee welfare includes aspects such as fair compensation, a safe work environment, and contributes to increasing employee motivation and productivity. The implications of these findings show the importance of paying attention to organizational culture that allows employee participation and well-being in improving overall organizational performance.

Words that Matter: The Power of Effective Communication in Saudi Media and Hr Management

Objective: Effective corporate communications are the foundation on which the goodwill., cooperation and employee motivation are built. The dynamic and complex nature of working environment has interconnected communication and human resources management in a way that would require researchers to further investigate. This study examines the impact of effective communications on human resources management in Saudi Arabia’s Ithra Communications and Partnership Division and Aramco Media Production Division, Saudi Arabia. Theoretical Framework: Considering the knowledge gap, this study utilizes the social network theory of communication. the This study is an extension of an original study conducted at Edo State Broadcasting Services, in Nigeria-Benin City. (Okolie and Ayewumi, 2020). Method: This study was conducted through an online survey for 95 employees working for both media divisions at Ithra and Saudi Aramco at Dhahran City. Results and Discussion: The results reveal that overall, there is a significant relationship between human resource management and effective communication. The study so showed that communication exerts a positive and statistically significant impact on human resource management in the media divisions at Ithra and Saudi Aramco at Dhahran City. Implications of the Research: On the basis of these findings, the study recommends that organizations can attain success through the synergy of communication and human resources management. Originality/Value: The study while a replication study is novel in that it explores the relationships between human resource management and effective communication from a contextual perspective and increases the generalizability of existing research

Mapping scientific research on employee motivation

This article provides a detailed analysis of publications on employee motivation over the last ten years based on data provided by Scopus. The study examines the distribution of publications by author, identifying prominent researchers and significant international collaborations. It also explores the main areas of research in employee motivation, analyzing dominant fields such as organizational psychology and human resource management. At the same time, the article assesses the contribution of different countries and highlights the most prolific regions. Particular attention is paid to funding sources, highlighting significant sponsors such as government institutions and international research agencies. The results show a trend towards increased institutional funding and greater collaboration between researchers. This analysis provides an overview of developments and trends in employee motivation research, offering valuable insights for future work.

A Study on Employees Motivation and It's Impact on Job Satisfaction in Tiruvalla Medical Mission Hospital

The project entitled “A Study On Employees Motivation And Its Impact On Job Satisfaction In Tiruvalla Medical Mission Hospital focus on the employees motivation and its impact on job satisfaction in the hospital. Motivation is an important factor which encourages employees to give their best performance and help in reaching enterprise goals. The study aims to identify the factors which will motivate the employees in the organization and observe the employee commitment towards the organizational excellence. HRM is a comprehensive approach to managing employees and an organization's culture and environment. It focuses on the recruitment, management, and general direction of the people who work in an organization. Human resources (HR) is the division of a business that is charged with finding, screening, recruiting, and training job applicants, as well as administering employee-benefit programs.

Unmasking the interplay between gaslighting and job embeddedness: The critical roles of coworker support and work motivation

Abstract Until now the research has mainly examined visible abusive supervision, like aggression and violence, but it’s unclear how subtle forms, such as gaslighting, impact victims. Gaslighting, an emotionally and psychologically manipulative form of abuse, is an increasingly prevalent phenomenon in contemporary times. Based on the conservation of resources theory, we examined how supervisory gaslighting affects job embeddedness directly and indirectly through work motivation. We also explored how coworker support moderates the gaslighting-work motivation link. Structural equation modeling was used to assess the two-wave time-lagged data from 337 Chinese hotel employees. The results show the negative direct and indirect effects of gaslighting, and coworker support moderates the negative link between gaslighting and work motivation. Hotel organizations should exercise caution when hiring supervisors to prevent gaslighting, which can undermine employee motivation and job embeddedness. This study also recommends raising awareness among employees to speak out against supervisors’ gaslighting behavior.

Analisis Pengaruh Stres Kerja, Beban Kerja, dan Lingkungan Kerja terhadap Motivasi Kerja dan Kinerja Karyawan di UMKM XYZ

UMKM XYZ is a small-scale business that specializes in the production of krupuk. UMKM XYZ faces various challenges, including issues related to the work environment, workload, work stress, and their impact on employee motivation and performance. Thus, this study seeks to gain insights into the factors that impact the motivation and performance of employees at UMKM XYZ. By actively supporting the growth of the MSME sector in the production of krupuk. Researchers are studying the factors that impact the motivation and performance of employees at UMKM XYZ. The Partial Least Squares (PLS) method is a data analysis method that can be highly relevant depending on the characteristics of the data and the purpose of the study. The Partial Least Squares (PLS) method can be quite useful in determining the variables that have the greatest impact on explaining variability in the data. The findings of the analysis research indicated that the work environment had a notable impact on employee motivation in UMKM XYZ. The initial sample value of 0.479 indicates a significant correlation between work environment variables and work motivation. Furthermore, the T-Statistics value is 2.540 with p Values of 0.011, indicating a noteworthy finding. It is worth noting that work stress has a positive and significant influence on employee performance. The initial sample value of 0.389 indicates a significant correlation between work stress variables and employee performance. In addition, the T-Statistics value is 2.943 with p Values of 0.003.

Factors Affecting Employees Motivation: An Exploratory study of employees at The General Administration of Education in Jeddah

This research aims to systematically explore the intrinsic and extrinsic factors influencing employee motivation in the General Administration of Education in Jeddah. Through qualitative methods, the study seeks to identify and understand the impact of career development, leadership styles, organizational culture, work-life balance policies, and external economic factors on motivation(Al Doghan & Albar, 2015).Furthermore, the research aims to investigate and identify the key factors, both intrinsic and extrinsic, that significantly influence employee motivation within the General Administration of Education in Jeddah ,proposing strategies for improvement in educational administration. The significance lies in bridging the gap between academic knowledge and practical applications, ultimately enhancing the quality of education and administrative efficiency in the region. The study employs an exploratory study with a mono-method design utilizing semi-structured interviews for data collection. Thematic analysis is employed to extract insights from the gathered qualitative data(Delve,Ho,2023).The research sample comprises 15 employees from the general administration of education in Jeddah, including administrative assistants to department heads. The participants consist of 8 males and 7 females, with varying ages ranging from 30 to 55 years old. Years of experience range from 7 to 33 years, with a mix of job titles including administrative roles and managerial positions.The study concluded that job satisfaction and opportunities for personal growth play a crucial role in enhancing employee motivation and productivity. It also showed that a positive work culture and transformational leadership contribute to increasing motivation levels. Additionally, the research emphasized the importance of achieving a balance between work and personal life, and the need to understand and address economic factors to maintain high levels of motivation and commitment.

Employees’ Motivation in the North Macedonian Energy Sector

Objective: This paper investigates the factors that enhance employee motivation within North Macedonia's three largest energy companies (ESM, MEPSO, and EVN Macedonia) and examines how these factors vary in relevance according to employee age.Method: A qualitative approach was employed, involving the creation and distribution of a questionnaire to employees across these companies.Results: The findings indicate that both intrinsic and extrinsic factors contribute positively to employee motivation, though their influence varies among the companies. Additionally, the significance and perceived value of these motivational factors are shown to differ according to employees' age groups.Originality: This is the first study to evaluate employee motivation specifically within the Macedonian energy sector.

The Influence of Motivation on Work Effectiveness in the Tolinggula Subdistrict Office, North Gorontalo Regency

Motivation has two basic forms, namely artificial (extrinsic) and intrinsic (intrinsic). Organizations need both in order to improve employee performance. (extrinsic or intrinsic), extrinsic refers to the actions that the organization will take to motivate employees, while intrinsic refers to the forces or causes within the organization that push employees towards certain goals. Because every employee who works certainly has motivation which is the reason why they join the organization of their choice. Based on the results of the researcher's initial observations, work effectiveness at the Tolinggula Subdistrict Office, North Gorontalo Regency is not yet optimal. This can be seen where there are still many public services that cannot be completed on time, simply because the employees serving the public are not there or arrive late to go to the office. Another problem that appears is the slowness of employees in working due to lack of communication. Some employees lack responsibility for their duties and work. If you look at the behavior of employees, it is very clear that employees arrive on time for attendance or roll call in the morning, but after roll call and roll call are finished they do not immediately enter the room and start work, but choose to be quiet and talk to their colleagues and then enter the work room for an hour. after they did attendance and morning assembly. If you assess employees' efforts in carrying out their duties, some employees often delegate their tasks or work to other employees. When appointed by the leadership to carry out work, both inside and outside the office, there are employees who nominate other employees to carry out the task. It was found that the services provided by employees at the Tolinggula Subdistrict Office still showed signs that employee discipline in their work had not been carried out well, this had an impact on employee work results which still showed signs of ineffectiveness in terms of both work quality and time issues. The problem phenomenon above is caused by a lack of motivation for employees. Work effectiveness and employee motivation are closely related; With the support of the right motivation, every employee will try to increase their productivity and have high work morale.

The Impact of Human Resource Management (HRM) on Its Performance of the Organization in Mumbai and Navi Mumbai Region

This paper investigates the impact of human resource management (HRM) practices on organizational performance, in Mumbai and Navi Mumbai area focusing on the. HRM practices, such as recruitment, training, performance appraisal, and employee motivation, play a critical role in enhancing both individual and organizational outcomes. By examining how these practices are implemented and their influence on performance metrics like productivity, employee satisfaction, and financial outcomes, this research seeks to highlight the strategic value of HRM in modern organizations.

Efektivitas Gaya Kepemimpinan dalam Menciptakan Lingkungan Kerja

This study aims to analyze the leadership style implemented at CV Golden Mart Gunungsitoli, examine employee perceptions of this style, and identify the barriers in its application. A qualitative descriptive method was employed, involving key informants with firsthand experience regarding the company’s leadership approach. Findings indicate that leadership at CV Golden Mart tends to be centralized and control-oriented, leading to a generally negative perception among employees. Employees feel inadequately involved in decision-making processes, which negatively affects their motivation and productivity. It is recommended that company leaders adopt a more inclusive leadership approach by engaging employees in decision-making. Implementing participative leadership principles is expected to enhance employee engagement, motivation, and job satisfaction.