Work Motivation Factors Research Articles

THE ROLE OF LEADERSHIP, COMPENSATION, ORGANIZATION CULTURE AND MOTIVATION TO MAINTAIN WORKER’S PERFORMANCE AT PT INDO KAYA ENERGI

PT. X is one of the local oil and gas support company that has fabrication in Indonesia. As a new company, PT. X has a great opportunity to be one of great oil and gas supporting industry in Indonesia. Now PT. X has reached the Domestic Component Level up to 30% for goods. Human Resources Development (HRD) has an important role in the company develpment, especially to managing human resources so that they have high integrity and initiative to support company development. Therefore, its important for companies to know what they can do to improve employee performance in order to develop their business. Theoretically, the factors that can affect an employee's performance are efforts, competence and environment. This study focuses its analysis on two factors; the effort factor (leadership, compensation, and organizational culture), and the competency factor (motivation). The study involved 70 employees of PT. X to be a sample obtained randomly with cross-sectional study design. Based on the F Test, it is known that leadership, compensation, organizational culture and motivation have a significant effect on employee performance with determination coefficient (R2) of 0.613. This means that the factors of leadership, work motivation, compensation and work culture together can improve employee’s performance by 61.3%. While based on the partial regression test known that the compensation variable has the strongest role with the β coefficient 6.219. It means that compensations can improve employee’s performance six times better than no compensation.

Work Motivation and Job Satisfaction of Sport Management Faculty Members

Informed by self-determination theory, this study builds on previous research to examine the work motivation and job satisfaction levels of sport management faculty members, as well as any relationship between their job satisfaction levels and work motivations. A total of 193 sport management faculty responded to a survey consisting of the Job Satisfaction Survey and the Motivation at Work Scale. Results revealed that regarding job satisfaction, faculty members were more satisfied with work itself, supervision, and coworkers and were less satisfied with pay, operating procedures, and reward. While participating sport management faculty had the highest mean in intrinsic motivation, job satisfaction also was significantly positively correlated with identified regulation. Male faculty showed significantly greater overall job satisfaction than female faculty, but gender did not affect work motivation factors. Finally, results revealed no significant differences among tenured, tenure-track, and non-tenure-track faculty in motivation levels, but after controlling for motivation, job satisfaction levels of non-tenure-track faculty were significantly less than those of tenured and tenure-track faculty. Results of this study can assist higher education administrators (i.e., department chairs, deans, provosts) to better understand that this population is highly intrinsically motivated and identifies deeply with their work. Administrators should work diligently to preserve autonomy, a factor that appears to lead to greater levels of motivation and job satisfaction.

Turnover Intentions of Volunteer Resource Managers: The Roles of Work Motivations, Person–Organization Fit, and Emotional Labor

ABSTRACTVolunteer management careers and the influence of workplace factors on volunteer manager turnover intentions have received relatively little attention in the empirical research literature. This study uses original survey data collected from over 400 volunteer managers to examine relationships between turnover intention and work motivation factors, person–organization fit (P-O fit), and emotional labor. Work motivation factors includes perceptions of advancement opportunities, task significance, autonomy, and pay satisfaction. P-O fit reflects the degree of congruence between an individual’s values and goals, and the characteristics of their workplace. Emotional labor reflects the degree to which employees are engaged in the management of emotions to adhere to the emotional expectations of their jobs. Results emphasize a lack of advancement opportunities as the primary driver of turnover, and P-O fit as a main factor for retention. In addition, the ability to regulate emotions was found to result in reduced quit intentions.

The dark side of work values

The current study investigates dark-side personality traits correlates of the revised Work Values Questionnaire (WVQ) which has two main factors (Extrinsic and Intrinsic Motivation) and each having three sub-factors. Participants also completed the Coolidge Axis-II Inventory (SCATI: Coolidge 2001) which measures fourteen sub-clinical personality disorders (PDs), and they rated their IQ and EQ. Males and younger people rated Recognition positively and Security negatively as work motivational factors. Regressions indicated that the PDs were more associated with Intrinsic Motivators, particularly Recognition and Affiliation. When the PDs were clustered according to DSM-V (APA 2015) guidelines it appeared that Cluster A was negatively, and Cluster B positively, associated with Intrinsic Motivation at domain and facet level. Implications and limitations are considered.

Motivation and job satisfaction of healthcare professionals in urban and rural areas in the autonomous province of Vojvodina, Serbia

Introduction. ?otivation and job satisfaction of healthcare professionals represent the basis for providing quality health care. The aim of the study was to establish whether ther? is a difference in motivation and job satisfaction among healthcare professionals in urban and rural areas in Vojvodina, Serbia. Material and Methods. The study included 574 healthcare professionals in urban area, and 145 in rural setting, from three health centers. Data collection was performed by a self-administered questionnaire. Results. Urban healthcare professionals, compared to rural healthcare workers, were significantly more motivated by the factor of work motivation - achieving the goals of the health center. In comparison with rural healthcare professionals, urban healthcare workers are significantly more satisfied with personal qualities of their immediate supervisors, job security guaranteed by their institution, immediate support at work they received from managers, and professional supervision of their work. Conclusion. Compared to rural healthcare professionals, urban healthcare workers are more work motivated and job satisfied.

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.

Effect of work motivation with working discipline in nursing performance in special unit PKU Muhammadiyah Bantul yogyakarta

The research was conducted at X hospital which aims to determine the effect of work motivation, work discipline on the performance of nurses in the inpatient room. The data obtained has been analyzed using descriptive analysis and quantitative analysis. Quantitative analysis used multiple regression analysis to determine the effect of independent variables on the dependent variable, but before the test is carry out the validity and reliability has been tasted, sampling was using total sampling technique where the population is equal to the number of samples as many as 47 nurses. The results of the study revealed that work motivation factors had a significant effect on the performance of nurses in X hospital, while the discipline factors did not have a significant effect on the performance of nurses of X hospital while the influence of work motivation and work discipline on performance shows a positive number which means there is an influence on performance. The results of the study revealed that motivation factors had a significant effect on performance as (0.041) which means that h0 was rejected and h1 was accepted. While the results of work discipline on performance did not have a significant effect, value of the discipline as (0.750) where the value is bigger than the standard value of error (0.05) which means h0 was accepted and h1 was rejected. From the research, it was found that the human resources at X hospital were still lacking in terms of motivation and in terms of work discipline the quality of human resources had improved.

Gender aspects of work motivation among oncologists

Aim. Study of work motivation and job satisfaction factors among oncologists from a gender perspective. 
 Methods. The survey involved 102 physicians-oncologists of the Republic of Tatarstan - 47% men and 53% women. The study included the following methods: observation, questionnaire, interview. 
 Results. Among all corporate factors, the work content (the functions performed, complexity, diversity, responsibility) was highly evaluated by men - 8.26 points (on a 10-point scale), the style and methods of leadership in the unit - 7.24 points. The highest score (above 8 points) among female doctors was given to organizational culture, training, labor peer review by colleagues, the style and methods of leadership in the unit, as well as standards, rules, regulations, and their implementation. Job satisfaction indicators among male doctors were generally lower than among women in all 16 occupational characteristics. Among the leading motivators oncologists place work content, positive attitude towards their profession, mission and goals of the clinic. They oppose demotivators such as pay rate, moral motivation, career opportunities and provide an acceptable level of work motivation for doctors. Compensation in the form of an award came out on top among the forms of stimulation both in men and in women. Forms of non-cash stimulation are also quite popular with doctors and are approximately equal in men and women: advanced training in the leading domestic and foreign clinics, payment of sports occupations, days off. Women prefer additional vacation, a praise, acknowledgement from the executive management of the clinic. Men appreciate more position increase, awarding of honorary title and especially provision of larger freedom and powers at work. 
 Conclusion. Gender studies of motivation demonstrated the differences in the attitude towards work, in its most important characteristics, labor values among male and female oncologists.

Examination of Clusters for Better Understanding Commuter Cyclists’ Travel Behavior: Insights from a Longitudinal Panel Survey

This study examined commuter cyclists’ travel behavior, particularly in response to changes in weather conditions and situational factors. The motivators, deterrents, and preferences of commuter cycling were also examined. To reach greater understanding of commuter cyclists’ decision making, cyclists were clustered. Disaggregated travel data were collected from a longitudinal panel survey (sample size: 355) and analyzed to identify the influence of weather conditions and situational factors on commuters’ day-to-day cycling decisions. The baseline survey (a one-off survey) provided information about the work characteristics, travel characteristics, motivational factors, and sociodemographics of the participants. Generalized estimating equations were used to compare the responses between groups on the day-to-day influences of weather conditions and situational factors. Binary logistic regression was used to predict commuters’ cycling decisions (whether or not to cycle). Commuter cyclists’ average decision (over the longitudinal survey period) was modeled with work characteristics, travel characteristics, motivational factors, and sociodemographics as explanatory variables. The results indicate that parameter estimates vary significantly between groups. Part-time commuter cyclists and commuter cyclists who do not plan their travel behavior in advance were more affected by adverse weather conditions than were the comparison groups. Situational factors were larger deterrents for part-time commuter cyclists and cyclists who traveled longer distances to work. However, off-road paths encouraged long-distance commuters to cycle more often. The paper includes a discussion on how the implications of these results can influence government policies and strategies in an effort to increase commuter cycling.

The Influence of Work Environmental and Motivation Factors on Seniors’ Attitudes to an Extended Working Life or to Retire. A Cross Sectional Study with Employees 55 - 74 Years of Age

Aim: The aim of this study was to investigate difference between whether individuals think they can work, and want to work until 65 years or not. Methods: A cross/sectional study including survey of 1949 employees aged 55 - 74 years. Results: Working environments were the most significant differences between the groups associated to if the respondents think they can work beyond 65 years or not. Motivation factors were the most significant differences between the groups associated with if the respondents want to work beyond 65 years or not. Conclusions: A satisfying work environment is important to whether people think they can work or not. Nevertheless, whether people want to work is depending on whether the employees are satisfied with the factors that promote their motivation for work. If society wants more people to work until an upper age, it is important to improve both work environmental factors and motivation factors in their work situation.

Koncepcja systemu zarządzania absencją w przedsiębiorstwie

In many Polish enterprises managing absenteeism is dictated by legal regulations in this regard and managerial pragmatics boiling down mainly to the control of absences and disciplining employees. In recent years, the approach of firms to employees has been changing. Caring about their condition, commitment and satisfaction from work are not perceived as a duty any more, but as a chance. However, there is no universal methodology of absenteeism management integrating the holistic approach and interdisciplinary approach, combining various spheres and perspectives. The aim of the paper is to present a concept of the absenteeism management system in an enterprise, the usefulness of which is related to the system’s fulfilment of formalisation, diagnostic and motivational function aimed at the reduction of sickness absenteeism and the improvement of the enterprise performance. A thesis was adopted that the policy and operational activities undertaken within absenteeism management lead to the creation of common value for the firm and the employees. The common value creation focuses on the identification of relations between the economic and social development and the management of these relations. The presented concept of the system of managing sickness absenteeism includes five elements: goals and subject of the management, diagnosing causes and effects of absenteeism, preventive measures, the measurement of the effectiveness of the measures, as well as the analysis and assessment of the impact of these activities on the company performance, and the verification of the methods of absenteeism management process. The basic aspects of this process, namely the subjective, purposive and instrumental aspect are described, but special attention is paid to the use of modern methods of management and alternative models of managing people. To fulfil the goal defined in this way, the following research methods were used: an analysis of the research findings of predecessors and the findings of own empirical research into the conditions of the humanisation of work and the factors of work motivation. Due to the limited framework of the paper, only selected, more important research threads were tackled, particularly those which concern the relationship between a manager and a subordinated employee.

Draft of Management Model of Work Motivation in Hotels

Abstract The essential part of the hotel that wants to be successful are satisfied and loyal employees. The role of management is to lead employees to the success of the progressive achievement of the hotels goals. To achieve the general goal of the hotel that is to increase profits and maximize employee performance is not possible without systematic process of motivation. In view of the singularity of each employee is motivating difficult but desirable process. It is important to know and examine motivation factors, based on which we can establish suitable motivation tools. The most applied tools are motivation programs. It is not enough to design, but also to apply program so that its components act positively on employees and motivate them to achieve maximum performance. This paper deals with clarification of tools and factors of work motivation in hotels in Slovakia. The aim of this paper is to present a model that will serve hotel managers in cooperation with experts and employees draw up motivation programs to improve work motivation of employees in hotels.

The personal aspects of motivation in healthcare provision

The managements of healthcare companies work in a considerably turbulent environment. It has to react flexibly to the continuously changing macro-environment conditions. There are other important factors – mainly the relationship with every concerned group from the patients (customers), the insurance companies, suppliers, founders to the employees themselves. Health service faces mainly the workforce crisis at present, which is dominantly characteristic for the absence of nurses in majority of countries. Many specialists mention this fact as an acute problem and they appeal to solve this problem. That is the reason why the important and considerable task of hospitals´ management is not only to deal with their patients´ satisfaction, but also with the satisfaction of their employees. The work satisfaction factors are closely connected to the motivation and following of need for the adequate stimulation tools. The main aim is to stabilise the executive staff, its retention and further development in the achievement of desirable goals The main aim of the paper is to analyse the factor of work motivation for nurses regarding their work satisfaction and stabilization need in the present Slovak health service.

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.

An Empirical Study on the Level and Determinative Factors of Work Motivation in National Happiness Fund's Users

본 연구는 국민행복기금 이용자들의 근로의욕 수준 및 영향요인을 분석하였다. 이를 위해 대전, 세종, 충남·북 지역에서 거주하는 국민행복기금 이용자 288명을 조사대상자로 하였다. 본 연구에서 자료분석을 위하여 SPSS Statistics 20.0을 이용하였다. 주요 연구결과는 다음과 같다. 첫째, 조사대상자들의 근로의욕에 대해 5점 리커트 척도로 측정한 결과, 2.80으로 나타났다. 근로의욕은 거주 지역, 혼인상태의 변화, 건강상태, 채무 주원인, 사인간 채무 유무, 미납 세금 유무 등에 따라 통계적으로 집단별로 유의미한 차이가 있는 것으로 나타났다. 둘째, 근로의욕에 영향을 미치는 요인을 분석하기 위해 위계적 회귀분석을 실시한 결과, 조사대상자들의 가족관계만족도, 고용정책에 대한 신뢰, 사회적 인식에 대한 지각, 우울, 혼인상태의 변화, 신용에 대한 태도의 순서로 근로의욕에 크게 영향을 미치는 것으로 나타났다. 이러한 연구결과를 기초로 하여 국민행복기금 이용자의 근로의욕을 제고하기 위한 몇 가지 방안을 제시했으며, 실증분석 결과를 토대로 국민행복기금의 제도적 보완 및 효율적인 운영을 위한 기초자료를 처음으로 제시했다는 점에서 본 연구의 의의를 찾을 수 있다.

Job satisfaction of Malaysian registered nurses: a qualitative study.

Job satisfaction is an important factor in health care settings. Strong empirical evidence supports a causal relationship between job satisfaction, patient safety and quality of care. However, there have not been any studies exploring the job satisfaction of Malaysian nurses. The main purpose of this qualitative descriptive study was to explore the factors related to feelings of job satisfaction as well as job dissatisfaction experienced by registered nurses in Malaysia. A convenient sample of 46 Malaysian nurses recruited from a large hospital (number of beds = 895) participated in the study. A total of seven focus group discussions were conducted with nurses from surgical, medical and critical care wards. A semi-structured interview guide was used to facilitate the interviews, which were audio-recorded, transcribed verbatim and checked. The transcripts were used as data and were analysed using a thematic approach. The study identified three main themes that influenced job satisfaction: (1) nurses' personal values and beliefs; (2) work environment factors and (3) motivation factors. Concerning the nurses' personal values and beliefs, the ability to help people made the nurses felt honoured and happy, which indirectly contributed to job satisfaction. For work environment factors, team cohesion, benefit and reward, working conditions play an important role in the nurses' job satisfaction. Motivation factors, namely, professional development and clinical autonomy contributed to job satisfaction. It is important for nurse leaders to provide more rewards, comfortable work environments and to understand issues that affect nurses' job satisfaction. Our findings highlight the importance of factors that can improve nurses' job satisfaction. The study provides basic information for hospital administrators in planning effective and efficient policies to improve nursing job satisfaction in order to increase the quality of patient care and decrease nursing turnover.

Work Motivation Factors and Attitude towards Organizational Change

The purpose of the study was to highlight the importance of an in depth understanding of the work motivation and attitudes towards organizational change, and the factors that influence and drive such motivations and attitudes hoping to mitigate the negative and bolster the positive effects of organizational change on employees. The work motivation included drive, control, challenge, relationships, and rewards, while attitudes towards organizational change were focused on cynicism to change, fear of change and acceptance of change. Using the descriptive correlation method with descriptive statistics and Pearson r, it was established in the study that there is no significant relationship between the two variables. The study concludes that employees’ work motivation is not influenced or driven by their attitudes towards impending organizational change. The results suggest that the organization must institutionalize measures to sustain and upgrade level of work motivation.Keywords: Public administration, motivation, organizational change, descriptive-correlation,Davao City

The role of personality traits, work motivation and organizational safety climate in risky occupational performance of professional drivers

Purpose – The purpose of this paper is to combine individual (personality traits and profiles) and organizational (perceived safety climate and work motivation) factors and look for a model that explains safety performance in a sample of professional drivers. The authors hypothesize that the effect of personality on risky driving is moderated by perceived organizational safety climate and work motivation.Design/methodology/approach – The sample consisted of 166 professional drivers (males). The subjects completed the self‐reported questionnaire that consisted of the Big Five Inventory, Driver Behaviour Questionnaire, Work motivation and Safety Climate Questionnaires. Cross‐sectional methodology, analysis of variance, cluster analysis and structural equation modeling were used to predict the relationships between personality traits, organizational factors, and risky driving.Findings – The results revealed that personality profile is very important in occupational setting, predicting work motivation, percei...

What do People Want from their Jobs? The Big Five, core self‐evaluations and work motivation

If people are differentially motivated on the basis of individual differences, this implies important practical consequences with respect to staffing decisions and the selection of the right motivational techniques for managers. In two different samples (students facing graduation vs full‐time employees), the relationships between personality traits and the preference for job characteristics concerning either extrinsic (job environment) or intrinsic job features (work itself) were investigated. Two personality traits [openness to experience and core self‐evaluations (CSE)] were consistently found to be positively related to the preference concerning work characteristics, and CSE showed incremental validity with regard to intrinsic work motivation factors (e.g., experienced meaningfulness, autonomy). Furthermore, age was differentially linked to those job characteristics. The results are discussed with regards to the optimal Person–Job Fit and the practical utility of the personality constructs.

Job attitudes and mental health of nonpermanent employees

The number of nonpermanent employees has been sharply increasing recently. With such situations, this paper aims to clarify the job attitude of the nonpermanent employees, focusing on organizational commitment, mental health and work motivation in particular. A survey was conducted among employees of 17 social welfare corporations. It was revealed that nonpermanent employees have higher levels of affective and internalized factors of organizational commitment and work motivation than permanent employees, and the complete opposite was suggested for continuance commitment. The survey showed no significant results for other variables. In conclusion, it is suggested that management should think about the various practices like job enrichment in order to enhance positive factors of organizational commitment and work motivation of permanent employees.