Improve Employee Motivation Research Articles

TOOLS FOR EFFECTIVE CAREER DEVELOPMENT MANAGEMENT

In today’s environment, managing employees’ career development is becoming a key factor for the success and sustainable development of organizations, especially small and medium-sized enterprises (SMEs). The purpose of this article is to investigate current approaches to career management in SMEs and provide practical recommendations based on theoretical research and empirical evidence. The novelty of the study lies in the integrated approach to analyzing career management practices using both quantitative and qualitative methods. This allows for a deeper understanding of the impact of career development on employee motivation and retention in a resource-constrained and highly competitive environment. The research methodology includes reviewing existing literature and analyzing case studies from different industries to identify best practices and success stories. The use of mixed research methods, such as surveys and in-depth interviews, provides a more comprehensive view of current practices and their impact on employees. The results of the study show that career development management is critical to improve employee motivation and retention, which is particularly relevant for SMEs. Pay attention to aspects such as training and development, performance appraisal systems, reward systems and their impact on employee motivation. Training and development help to improve employees’ skills and adaptability to changes in the market, while appraisal systems such as 360-degree feedback and regular evaluations help to identify achievements and areas for improvement, forming individual development plans. A fair and competitive compensation system motivates employees and promotes employee retention. The author’s personal contribution is the design and implementation of an integrated research methodology that combines quantitative and qualitative methods, which provided comprehensive data and offered practical recommendations for SMEs. The article also discusses the factors that influence employee retention and the creation of a positive corporate culture, which contributes to their long-term professional growth and enhances companies’ competitiveness in the market. In an environment of rapid change and globalization, SMEs must pay special attention to human capital development to maintain competitiveness and achieve sustainable growth. The article provides recommendations for the implementation of effective career management programs and examples of successful practices from different sectors.

Strategies to Improve Employee Motivation and Performance Through the Employee Engagement Program

Employee motivation and performance are two important factors that determine the success of a company. Motivated and high-performing employees will produce high productivity and help the company achieve its goals. However, in reality, not all employees are always motivated and high performing. The aim of this research is to analyze the influence of employee engagement programs on employee motivation and performance. This research uses quantitative research methods. The approach used is a case study. Data collection techniques in this research are literature study and questionnaires. The data that has been collected is then analyzed using the SPSS program. The results of the research show that the employee management program has a positive and significant effect on the motivation and performance of employees at Company X. The employee engagement program is an effective strategy for increasing the motivation and performance of employees at Company Work.

Strategi Pengembangan MSDM Untuk Meningkatkan Kinerja Dan Motivasi Karyawan

Human resource management is one of the most important factors in the success of an organization. Proper strategic planning in HR management can help increase employee motivation and productivity. The purpose of this study is to understand the strategies used by Human Resource Management to improve employee motivation and performance efficiency. The research findings show that strategies such as training and development programs, leadership style, and transparency have a significant impact on employee motivation and performance. This can be interpreted that a holistic approach in HRM development is essential to increase employee motivation and productivity.

Analysis of The Performance Appraisal & Bonus Payments at Real Ispat

The goal of the research project "Analysis of The Performance Appraisal & Bonus Payments at Real Ispat" is to examine the complex workings of performance assessment systems and how they affect worker satisfaction, productivity, and motivation. Acknowledging the pivotal function that incentive payments and performance reviews play in molding organizational results, this study attempts to offer a thorough examination of these mechanisms in the context of Real Ispat, a prominent participant in the steel production industry. This study's primary goal is to examine how performance reviews affect workers' motivation and output. Performance reviews are meant to provide workers input on how they perform at work, point out their areas of strength and weakness, and establish goals for the future. This study investigates the relationship between these evaluations and workers' incentive to improve performance and total output. Through gathering information from workers at different levels, the study seeks to measure how much performance reviews impact employee engagement and productivity, which in turn boosts the effectiveness and production of the company. Finding out how employees feel about and are satisfied with the performance evaluation process is the second goal. The success of the system depends heavily on how fair, transparent, and successful the assessment process is by the workforce. This survey looks at how Real Ispat employees feel about the assessment process, whether they think it's fair and impartial, and if they're happy with how often these appraisals are done. Since these impressions have a direct influence on employee morale, engagement, and retention, it is important to understand them. Evaluating the efficacy of Real Ispat's present performance evaluation system is the third goal. This entails determining whether the system of appraisals successfully identifies top performers and appropriately represents the work performance of employees. The study also looks at the impact that appraisals have on career development and how they help define reasonable and attainable performance goals. It also looks for areas where the assessment system needs to be improved in order to better fit with employee expectations and company goals. The study uses a mixed-method approach, integrating quantitative and qualitative data-gathering approaches, to accomplish these goals. Likert scale surveys are used to collect quantifiable information about worker productivity, satisfaction, motivation, and views. To obtain qualitative insights into employees' experiences and ideas for improvement, focus groups, and in-depth interviews are held. It is anticipated that the study's conclusions will give Real Ispat's management insightful information that will help them improve their processes for incentive payments and performance reviews. The organization may improve employee motivation, contentment, and productivity by implementing focused interventions after determining the present strengths and weaknesses of these systems. This study also adds to the larger body of knowledge on performance reviews by presenting best practices that other companies may use and providing actual data from the manufacturing industry. Finally, the "Analysis of The Performance Appraisal & Bonus Payments at Real Ispat" hopes to establish a standard for other businesses looking to optimize their performance assessment procedures in addition to improving Real Ispat's internal operations. This research aims to promote a more driven, productive, and contented workforce—which will eventually drive corporate success and growth—through thorough analysis and practical recommendations. Submit Research Paper Submit Research Paper Publication Procedure Publication Ethics Call for Papers Publication Topics Guidelines Disclamiar Copyright Infragmentation FAQ Terms and Conditions Digital Object Identifier Editorial Board Health Care+ Download Manuscript Template Copyright Form Sample Certificates

Employee Performance Factor Analysis at KSPPS BMT NUS

This study aims to examine the employee performance at KSPPS BMT NU Sejahtera Semarang. The research method used was quantitative, with a population of 52 employees of KSPPS BMT NU Sejahtera Semarang. The sampling technique employed was saturation sampling. Data were collected through questionnaires and analyzed using multiple linear regression analysis. The results of the study indicate that Islamic organizational culture, compensation, and motivation have a significant positive influence on employee performance. Islamic organizational culture, compensation, and motivation collectively influence employee performance at KSPPS BMT NU Sejahtera Semarang with a regression coefficient of 68.1%, while the remaining percentage is influenced by other variables beyond the scope of this study. Based on the findings, several suggestions are provided for KSPPS BMT NU Sejahtera Semarang. It is important to enhance the implementation of Islamic values, provide appropriate compensation, and improve employee motivation. For future researchers, further studies can be conducted to identify other factors beyond the variables examined in this study that may influence employee performance. Comparative research with similar organizations or within the same sector can also be conducted to gain a more comprehensive understanding of the factors contributing to employee performance

The Role of Motivation and Job Satisfaction in Enhancing Employee Performance: Systematic Review

This paper seeks to explore the significance of motivation, job satisfaction, and employee performance, with a focus on addressing diverse facets of this issue. The primary challenge at hand pertains to organizations, and institutions, striving to enhance both the productivity and dedication of their workforce. To attain these goals, a multifaceted approach (quantitative and qualitative) was employed, involving comprehensive surveys and interviews conducted among employees in factories, health and educational institutions and companies. The research results demonstrated a robust and positive correlation between motivation and job satisfaction, consistently demonstrating improved performance among highly motivated and contented employees. Key factors influencing this dynamic include equitable compensation, opportunities for skill development, and supportive work environments. Furthermore, it becomes apparent that an all-encompassing approach, which integrates intrinsic and extrinsic motivators, proves more effective in fostering employee engagement. This study underscores the importance of acknowledging the multifaceted nature of employee performance enhancement, offering valuable insights to organizations seeking to cultivate a work environment conducive to maximizing their workforce's potential. The implications of this study are how crucial it is to identify and support job satisfaction and motivational elements in the workplace as major determinants influencing employee performance. Employers stand to gain a great deal by putting tactics into practice that are designed to improve employee motivation, job satisfaction, and work environment. the necessity of customized approaches to accommodate individual differences in motivational demands and work satisfaction preferences as well.

The Influence Of Perceived Organizational Support And Organizational Citizenship Behavior (OCB) On Job Satisfaction With Motivation As An Intervening Variable At The It Rabbani Sutera Foundation

Therefore, organizational management needs to pay special attention to the development of OCB as a strategy to enhance Motivation and ultimately increase Job Satisfaction at the Rabbani Sutera IT Foundation. Rabbani SDIT and SMPIT Alam School is an Integrated Islamic school that combines Islamic values (Character) with intellectual abilities, building students' character through exemplary behavior by teachers and the environment, making nature the primary medium in achieving learning objectives. The aim of this research is to determine and analyze the Influence of Perceived Organizational Support and Organizational Citizenship Behavior (OCB) on Job Satisfaction with Motivation as an Intervening Variable. The research method used is quantitative research, with a sample size of 39 respondents. This study uses SEM analysis using SmartPLS 3 and data collection techniques through questionnaire distribution using Likert scales. Based on the results of the study exploring the influence of Perceived Organizational Support, Organizational Citizenship Behavior (OCB), and Motivation on Job Satisfaction at the Rabbani Sutera IT Foundation. The most dominant result of the study indicates that Organizational Citizenship Behavior (OCB) has a significant influence on Motivation, suggesting that enhancing OCB can be a relevant strategy to improve employee motivation in the organizational environment. Additionally, Motivation has a positive and significant influence on Job Satisfaction. The implication is that efforts to enhance Motivation in the organizational environment can improve employee Job Satisfaction

Effect of Using Sianawai Konasara Application on Motivation and Performance for Employees Education and Cultural Office, North Konawe District

The purpose of this study is to explore and analyze the effect of using Sianawai Konasara application on employee motivation and performance at the Office of Education and Culture of North Konawe Regency, as well as to assess the role of motivation as a mediator in the relationship between application use and employee performance. This study involved a total population of 132 state civil apparatus working at the Education and Culture Office of North Konawe Regency, with a random sample of 57 respondents. The data collection method was carried out through questionnaires and data analysis using Partial Least Square (PLS) version 4.0. The results showed that the use of the Sianawai Konasara application had a positive and significant effect on employee motivation and employee performance. Furthermore, employee motivation is proven to significantly influence employee performance and acts as a positive mediator in the relationship between the use of Sianawai Konasara application and employee performance. These findings provide valuable insights for the development of human resource management strategies in the public sector, particularly in the application of information technology to improve employee motivation and performance.

APPLICATION OF PATIENT SAFETY INCIDENT REPORTING SYSTEM IN HOSPITALS: LITERATURE REVIEW

Patient Safety Incident Reporting for improvement of the service system and prevention of recurring patient safety incidents is a very important part and affects the quality of service, so it is necessary to evaluate the implementation of the ICP reporting system at the hospital. Objective: To ascertain the elements that impact hospital patient safety event reporting. Method: This article was written utilizing a literature review methodology. Data was gathered from database sources, and 20 articles between 2018 and 2023 were examined for PICOT analysis using the keywords patient safety incident, reporting, and health service. Results: There are three elements that affect the reporting of patient safety incidents that take place in hospitals: government, organizational, and human factors. It can be observed from features of nurse skills and patient safety culture in addition to environmental influences (individuals, organizations, and government). Cultural barriers (avoidance of conflict and fear of being blamed and penalized) and practical barriers (lack of expertise, so officers do not know how to report occurrences, lack of feedback, and lack of socialization connected to reporting incidents). Discussion: As a result of the existing literature review, no one has discussed the existence of organizational/hospital and government targets in efforts to achieve the target percentage (%) of PSI reporting. In order to improve employee motivation and involvement in reporting patient safety incidents and, ultimately, raise the standard of care provided to hospital patients, more research is required regarding the implementation of patient safety incident reporting in hospitals. Conclusion: The reporting of patient safety incidents in hospitals is influenced by three factors: personal, organizational, and governmental. Lack of feedback has been recognized as one of the weaknesses in incident reporting.

The Influence of Motivational Dynamics and Work Discipline on Superior Performance: Case Study at PT Pegadaian Ciputat Branch

This research aims to investigate the influence of motivation on employee performance, the impact of work discipline on employee performance, and the combined influence of motivation and work discipline on employee performance at PT Penggadaian Branch Ciputat. The research employs a quantitative approach with observation, questionnaires, and documentation as the outlined methods for the thesis. The study involved 40 employees at PT Penggadaian Branch Ciputat. The findings reveal that there is a positive and significant influence of motivation on employee performance, there is a positive and significant impact of work discipline on employee performance, there is a positive and significant combined influence of motivation and work discipline on employee performance. The conclusion has important implications for HR management in the company. Management can focus on improving employee motivation and discipline to support overall performance improvement. However, this research has limitations, especially in terms of generalizing the results, as it was conducted only at PT. Pegadaian Branch Ciputat and involved a sample of 40 employees. Therefore, further research can be expanded to other branches and involve more respondents to obtain a more comprehensive overview.

LOCALIZATION OF HUMAN RESOURCES MANAGEMENT IN MULTINATIONAL COMPANIES

This article discusses the importance and implementation strategies of human resource localization management in multinational corporations. The localization of human resources is to adapt to the local environment and cultural differences, and to improve employee motivation and loyalty. The implementation of localization management needs to pay attention to the needs of the local market, establish a localization team, formulate recruitment and training plans, and pay attention to labor relationship management. Multinational companies should realize the key role of localization management in successfully entering the local market, and constantly optimize their strategies to adapt to the changing global environment.

An Integrative Framework of Job Performance Within Cooperative Organisation in Tanggerang Indonesia

In the era of globalization, following several Covid-19 outbreaks, the industry is phasing out its mat recall from this plague. For this study, the author sent a questionnaire to a maximum of 206 participants to be analyzed using SEM-PLS methodologies (processing procedures). Based on the outcomes of the information gathered, excellent habits improve employee motivation, performance, and job happiness. Results from testing indicate that if the parts that have already been discussed have significant repercussions to advance the industry, management should make it mandatory for employees to stick four parts of the employee's name on a stick so that the industry can advance through good. This research has limitations because of its narrow focus on the variables of cultural organization, motivation at work, performance at work, and employee happiness. In light of this, it is hoped that future studies would concentrate on a broader range of section variables, rather than focusing just on the already-explained portions. It is anticipated that you will organize or provide proposals for your future research project.

Production and Internal Logistics Flow Improvements through the Application of Total Flow Management

Background: Nowadays, as a result of globalization, markets are more competitive, and customers are more demanding. To respond to these challenges, organizations must develop mechanisms for continuous improvement in order to eliminate waste and increase the efficiency and effectiveness of processes. Thus, the present study carried out at an industrial unit responsible for the customization of cork stoppers for wines had as its main objectives to identify and eliminate or at least reduce waste; improve production and internal logistics flows; balance workloads; improve productivity; reduce lead time; motivate employees and promote the spirit of continuous improvement. Methods: The action-research methodology was used, whereby several cycles of data recovery and analysis, identification and implementation of opportunities for improvement, assessment and standardization were carried out. Therefore, the Total Flow Management (TFM) model was implemented, and several methods and tools were used, such as Value Stream Mapping (VSM), work measurement and 5S’s. Results: Several wastes and overloads were identified, and some actions were implemented, such as workload balancing, layout changes, implementation of visual management and supermarkets. That said, it was possible to reduce lead time by 4 days, improve productivity from 26.63 ML (a thousand cork stoppers)/h to 35.75 ML/h, and promote flexibility. In addition, employees were motivated, and a culture of continuous improvement was fostered. Conclusions: This project demonstrated that it is possible to implement improvement actions, with good results, without high investments, as well as motivating employees and taking advantage of their best capabilities. Additionally, it was demonstrated that the use of TFM can be very useful in continuous improvement, with evident improvements in production and internal logistics flows. So, this project demonstrated the practical implementation of TFM regarding basic reliability, production and internal logistics flow, and the simultaneous use of several methods and tools to implement continuous improvement. Thus, significant improvements were possible on the factory floor, as well as improving employee motivation their personal development and encouraging the focus on continuous improvement. Therefore, it responds to the gap identified in the literature.

Current Risk Situation Training in Industry, and Games as a Strategy for Playful, Engaging and Motivating Training

Workplace safety is a constant concern in the industry, especially in activities with a high risk of accidents, such as the operation of heavy machinery, material handling, and work with electricity. Risk situation training is a fundamental tool for accident prevention and promoting a safety culture in the workplace. However, these training practices are often seen as boring, tiresome, and ineffective, leading to low employee motivation and engagement. This article presents a survey conducted with training managers to understand training taught via traditional methods, and a rapid review performed to examine the literature on the benefits of using games with a purpose to support risk situation training and make them more playful, engaging and motivating. The survey results point out problems such as low engagement levels in training that applied traditional methods. The rapid review studies support the benefits of games with a purpose in risk situation training, where researchers indicate that strategies such as immediate feedback, participatory approaches, and scenario-based training can increase the effectiveness of risk situation training, improve employee motivation and engagement, and promote a more effective safety culture in the workplace. As a contribution, this article presents insights that can support the trainers in the adoption of learning strategies that may help to achieve training sessions more playful, engaging and motivating. In addition, this work serves to provide relevant information in the discussion on using games with a purpose for risk situation training in the industry.

The Impact of Effective Leadership on Employee Motivation and Job Satisfaction in Kenya

Purpose: The study was to investigate the impact of effective leadership on employee motivation and job satisfaction in Kenya.
 Methodology: The study adopted a desktop methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low-cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library.
 Results: The literature review indicates that effective leadership, specifically transformational leadership, positively impacts employee motivation and job satisfaction in Kenya's public and private sectors. Perceived organizational support, self-efficacy, and effective communication also contribute to employee well-being. However, there are methodological gaps in existing research, emphasizing the need for more rigorous research design and methodology. Further research is needed to investigate the impact of effective leadership on employee motivation and job satisfaction in Kenya and to develop evidence-based policies and interventions aimed at improving employee well-being and organizational performance.
 Unique Contribution to Theory, Practice and Policy: This study emphasizes the impact of effective leadership, specifically transformational leadership practices, perceived organizational support, self-efficacy, and communication, on employee well-being and organizational performance in Kenya. The study identifies methodological gaps in the literature and suggests the need for more rigorous research designs. These findings can inform evidence-based policies and interventions to improve employee motivation and job satisfaction in Kenya. Organizations should adopt transformational leadership practices and provide a supportive work environment, while policy makers should prioritize the development of effective leadership training programs and policies that promote employee well-being and organizational performance. This study provides a theoretical framework and practical insights for future research and policy development.

Assessment of Rewards That Motivate Employees in Organisations: The Case of Cape Coast Technical University

Purpose: The purpose of this study is to investigate the rewards that motivate employees in organisations in universities, and to identify the most effective types of rewards that can improve employee motivation and organisational success.
 Methodology: This study utilizes a mixed-method approach, incorporating both qualitative and quantitative data collection methods. The target population for the study consisted of senior members, senior staff and junior staff of the University with a sample size of 196. A stratified random sampling method was used in selecting staff from the three categories. The qualitative data will be collected through in-depth interviews with employees from various positions in universities, while the quantitative data will be collected through a survey. The data was analysed descriptively using mean scores to identify the factors that influence the effectiveness of rewards in motivating employees.
 Research Limitation: This study is limited by its sample size, which may not fully capture the diverse range of employees in universities. Additionally, the study's findings may be limited by the specific context in which the study is conducted.
 Findings: An association between reward and productivity in the workplace was found in the study. Yet, the data also revealed that Cape Coast Technical University does not have a well-defined strategy for reward systems. As a result, workers felt that the institution did not treat them fairly.
 Practical Implications: The study's findings are expected to have significant practical implications for universities, as they can use the insights gained from this study to develop more effective reward systems that can motivate their employees.
 Social Implications: The social implications of this research are essential, as motivated employees are more likely to engage with students and provide better educational experiences, which can benefit society as a whole. By improving employee motivation and job satisfaction, universities can provide a better learning environment for their students and contribute to social welfare.
 Originality/Value/ Novelty: The novelty of this study lies in its focus on rewards that motivate employees in organisations in the higher education sector. While previous studies have explored employee motivation in various sectors, this study's specific focus on universities adds to the existing body of knowledge.

Stock market response to the statement on the purpose of a corporation: A vindication of stakeholder theory

AbstractResearch Question/IssueOn August 19, 2019, the Business Roundtable (2019) released a statement signed by 181 chief executive officers (CEOs) of well‐known US corporations, in which they pledged “a fundamental commitment” to “deliver value to all” stakeholders. This study examines the stock market reaction to this new statement on the purpose of a corporation.Research Findings/InsightsBased on a sample of 163 publicly listed companies that signed the pledge, the results show that investors react positively to a firm's pledge in the days surrounding the statement release. The consensus among stock market investors was robust, characterized by the low volatility in the share price post‐announcement date. The decision by these companies, though intended to maximize the wealth of all stakeholders, rather than shareholders alone, carries an opportunity cost. Specifically, a post‐announcement decline in share buybacks by pledge firms relative to control firms is observed, though investors embracing stakeholder theory appear undeterred by the reduction in distributions.Theoretical/Academic ImplicationsThis study provides empirical support that, in the evolving business environment, companies must emphasize issues that concern customers, employees, non‐governmental organizations (NGOs), and the government. Failure to prioritize these issues may engender public backlash, especially in the age of social media. However, the attention to stakeholders is compatible with the focus on shareholder performance. Performance suffers when customers leave, workers feel dissatisfied, NGOs call for boycotts, and governments levy fines. Corporations seeking to increase shareholder wealth will need to fully embrace stakeholder concerns.Practitioner/Policy ImplicationsThis study shows that adopting a stakeholder perspective unlocked value that would not have been achieved had the focus remained on shareholder primacy. The excess values may derive from greater customer loyalty, improved employee motivation, better supplier relations, supportive financiers, maximizing revenue, minimizing costs, and/or yielding higher profits. Shareholders anticipate greater long‐term value from companies emphasizing employees, communities, supply chain, financiers, and shareholders.

The psychological conditions for employee engagement in organizational change: Test of a change engagement model.

In the contemporary world of work, organizational change is a constant. For change to be successful, employees need to be positive about implementing organizational change. Change engagement reflects the extent to which employees are enthusiastic about change, and willing to actively involve themselves in promoting and supporting ongoing organizational change. Drawing from Kahn's engagement theory, the research aimed to assess the influence of change-related meaningful work, psychological safety, and self-efficacy as psychological preconditions for change engagement. The study also aimed to test the indirect associations of the change-related psychological preconditions with proactive work behavior through change engagement. Survey data from a Prolific sample (N = 297) were analyzed using confirmatory factor analysis and structural equations modeling. In support of the validity of the model, the results showed that change-related self-efficacy, psychological safety, and meaningfulness had significant direct effects on change engagement, explaining 88% of the variance. The change-related psychological conditions also had significant indirect effects on proactive work behavior through change engagement. The findings therefore suggest that employees who exhibit higher levels of change-related self-efficacy, psychological safety, and work meaningfulness are more likely to support and promote organizational change, and to proactively engage in innovative work behavior. In practical terms, organizations that create the psychological conditions for change could significantly improve employee motivation to change and to innovate, which in turn would increase the likelihood of successful organizational change, and improved organizational competitiveness. Study limitations and directions for future research are discussed.

BUDAYA ORGANISASI TERHADAP MOTIVASI KERJA KARYAWAN PT X

Effective human resource management is a key focus for many organizations looking to gain a competitive edge. Previous studies have shown that employee performance has an impact on organizational culture, compensation, and employee motivation. This study aims to explore the influence of organizational culture on employee motivation. This is a quantitative study. The research questionnaire uses a Likert scale checklist. The population of this study is all employees of PT X, totaling 450 people. The results of the study show that organizational culture has a positive and significant effect on employee motivation. The implications of this study are that companies need to pay attention to their organizational culture in order to improve employee motivation.

Impact of Wages and Social Compliance on Employee Job Satisfaction in the Readymade Garments Industry of Bangladesh: The Mediating Role of Employee Motivation

Despite rapid expansion, the ready-made garments (RMG) sector in Bangladesh is struggling to keep its workers satisfied. The purpose of this research is to examine the intermediary function of employee motivation in the relationship between wages and social compliance and job satisfaction in Bangladesh’s RMG sector. This study’s overarching goal is to examine the mediating function of employee motivation in the connection between wages, social compliance, employee motivation, and employee job satisfaction in the RMG sector of Bangladesh. This study uses a quantitative methodology, collecting data from 475 workers in the Bangladeshi garments sector, and analyzes it with partial least squares structural equation modeling (PLS-SEM). A self-administered questionnaire was used to collect data, and SmartPLS 4.0 was used for statistical analysis. The results show that wages and social compliance have a beneficial influence on worker drive and contentment. In addition, in the RMG sector of Bangladesh, the connection between pay, societal conformity, and job satisfaction is mediated by employees’ levels of motivation. The study suggests that RMG factories should focus on providing fair wages and ensuring social compliance to improve employee motivation and job satisfaction. Additionally, it is recommended that management should encourage employee motivation through training and development programs, recognition, and rewards to enhance job satisfaction.