Influence Employee Motivation Research Articles

Analysis of Employee Motivations and Causes in the Workplace

Employee motivation refers to an employees drive to complete work-related tasks. Employee motivation is an essential factor that every employer needs to secure to encourage the completion of tasks in a dignified and effective manner. Intrinsic and extrinsic factors influence employee motivation. The paper shows that factors internal to the employee influence their reaction to their external workplace factors that can determine how motivated they are to deliver the mandates. The paper considers the two aspects of the attribution theory, situational and dispositional, which shows that a persons internal factors determine how they react to the external environment and respond to motivation. This paper also considers how deviant behavior explains the origins of human behavior to show how internal factors can affect how employees respond to motivation. Internal and external organizational factors can also affect the effectiveness of the companys motivation strategy. The theories help establish that any motivational intervention should consider an employees factors to ensure its success and positively impact the company and its operations.

Unveiling employee motivating factors during economic crisis periods: A structural approach

AbstractDespite the unfavourable labour market and work environment conditions that have emerged in the last decade, this study identifies the factors that positively influence employee motivation. The study was conducted in Greece's banking sector, which was at the epicentre of the economic crisis. A new research model is proposed exploring the relationships between employee motivating factors, employee performance and organizational effectiveness. This model is empirically tested using structural equation modelling on data from 328 bank employees. The results are controversial, showing that non‐financial incentives motivate Greek bank employees most, emphasizing their need to stay in their jobs. Highly motivated workers may boost corporate effectiveness by improving employee performance. Even though this study found that non‐financial incentives motivate employees most, management should not overlook financial and job‐related reward programmes. Managers must provide financial compensation, job security, and supportive leadership to reduce employee dissatisfaction and keep employees motivated. Managers should view recognition as an essential component of motivation because it contributes to the creation of an environment that is both productive and efficient for the organization. The conclusions drawn from studying Greece's 10‐year‐long economic crisis are significant because many other countries around the world are experiencing (or may experience) a similar crisis.

Impact of Motivational Factors on Productivity and Efficiency of Workers in a Motor Industry using Agile Manufacturing Techniques

The mechanism that starts, directs, and sustains goal-oriented behaviour is known as motivation. It is what motivates you to take action, whether it's drinking a drink of water to quench your thirst or reading a book to learn something new. The motor industry competes fiercely in a market where businesses are always looking for ways to perform better and gain an advantage. The ability of an organization to meet consumer requests, deliver goods on time, and retain profitability are all directly impacted by productivity and efficiency. Organizations can discover solutions to improve performance and achieve a competitive edge by understanding the impact of motivating factors on productivity and efficiency. Individual motivation is a key aspect in the success of an organization, so it is necessary to research the different factors that motivate employees and how they can be improved for the benefit of both the individual and the business. In this project, the elements that influence employee motivation are identified, and the relationship between organizational effectiveness and employee motivation is inferred by rationally analyzing each motivational factor. It is of utmost importance and significance to research how motivational variables affect productivity and efficiency in the automotive sector. The motor industry competes fiercely in a market where businesses are always looking for ways to perform better and gain an advantage. Organizations may develop ways to improve performance, raise employee engagement, and promote job satisfaction by studying the impact of motivating factors on productivity and efficiency.

Analysis of the Effect of Work Environment and Workload on Work Quality with Work Motivation as an Intervening Variable: Study on Employees of Bank Mandiri KCP Sungai Danau Indonesia

Work environment and workload are two important factors that can influence employee motivation and work quality. This research aims to analyze and determine the influence of the work environment and workload on work motivation, as well as the influence of work motivation and workload on the work quality of Bank Mandiri KCP Sungai Danau employees. This research uses quantitative methods with a questionnaire as a research instrument. The research sample was 69 employees of Bank Mandiri KCP Sungai Danau, who were selected using a saturated sampling technique. Data were analyzed using structure equation modeling (SEM) analysis techniques with the SmartPLS program. The research results show that the work environment has no significant effect on work motivation, Workload has a significant effect on work motivation, the work environment has a significant effect on work quality, Workload has a significant effect on work quality, Work motivation has no significant effect on work quality, Work environment through motivation work does not have a significant effect on work quality, workload through work motivation does not have a significant effect on work quality. In conclusion, the environment and workload are proven to have a positive influence on work quality, and workload has a positive influence on the work motivation of Bank Mandiri KCP Sungai Danau employees. Work motivation has not been proven to influence work quality.

Exploring work environment’s impacts on employee motivation and turnover intention in the garment industry in Wonogiri, Central Java

Indonesia is one of the largest garment-producing countries in the world. However, research shows garment companies in Indonesia have a high turnover rate and an above average turnover rate across industries. Therefore, this research explores the impact of the work environment on employee motivation and turnover intention in the Indonesian garment industry. This research is qualitative whereby the data was collected by conducting face-to-face in-depth interviews with sixteen participants from two garment companies, PT. ABC and PT. XYZ that are in Kabupaten Wonogiri, Central Java, Indonesia. The data analysis was carried out using thematic analysis, it was found that the physical and non-physical work environments are important aspects and have an impact on employee motivation and turnover intention in PT. ABC and PT. XYZ. Physical and non-physical work environments are included in Herzberg’s Hygiene Factors and when these factors are fulfilled, they can reduce job dissatisfaction. This increases employee motivation to complete work, feel comfortable at work, and have no turnover intention. In conclusion, maintaining good physical and non-physical work environments are crucial for both companies because they can influence employee motivation and turnover. Therefore, this research is related with the Sustainable Development Goals no 8 (decent work and economic growth), and no 9 (industry, innovation, and infrastructure).

ANALYSIS OF THE EFFECT OF COMPENSATION, WORK PERIOD ON EMPLOYEE MOTIVATION AT HR DIVISION PT TIMAH TBK

This abstract presents a significant study focusing on employee motivation and its impact on the HR Division of PT TIMAH Tbk. The emphasis on the importance of quality human resources as prime movers for company success is commendable. The research's quantitative data analysis using regression and hypothesis testing with SPSS ensures robust findings. Excited to see the presentation as it will shed light on how compensation factors and work period influence employee motivation, with the potential to positively impact the progress and productivity of the company. The study's practical implications, urging companies to consider compensation and work period when calculating employee rewards, will undoubtedly contribute to enhancing employee motivation and overall organizational performance. This research is a valuable addition to a conference program.

THE FACTOR INFLUENCING WORK STRESS: A SYSTEMATIC REVIEW

This paper examines the work stress related to role conflict, work environment, and organizational issues in influencing employee motivation, morale, and performance within the organizational setting. This paper also examines the impact of environmental unpredictability on staff stress levels within the organization. This paper is purely a library-based method. This paper systematically reviews and analyses the content of various literature and sources, including journal articles, books, government websites, and reports. The paper incorporates the critical components of Cooper's Stress Model (1988), including role conflict, work environment, and organizational issues. The findings indicate that employees who experience elevated stress levels face detrimental health consequences and negative work-related encounters within the organization. It may result in impaired cognitive functioning, temporary memory deficits, and, in severe cases, compromised information retrieval abilities and reduced task focus. This paper would contribute to the body of knowledge towards more in-depth research on job stress and work performance.

The nexus of employee motivation and leadership: A study of the government employees in Georgia

This research explores the interplay between employee motivation and leadership qualities within the Ministry of Economy and Sustainable Development and the Ministry of Finance of Georgia. A survey involving 821 government employees was conducted to identify the factors influencing employee motivation and the potential barriers associated with dissatisfaction with supervisors. The study uses statistical methods to identify critical factors shaping motivation, including principal component analysis and Spearman correlation coefficients. Key determinants include satisfaction with supervisors, external motivators, and performance evaluations. Employee engagement emerges as a significant driver, particularly for men and younger employees. The study also reveals variations in motivation related to gender and age, with women and senior employees displaying higher motivation levels. Furthermore, the research identifies dominant leadership qualities that impact employees' desire for managerial change, a primary motivational barrier. This study offers practical insights for enhancing employee motivation and optimizing leadership strategies, particularly within the Georgian Ministry of Economy and Sustainable Development and the Ministry of Finance.

Corporate Social Responsibility on Innovation and Creativity in the Workplace

Corporate Social Responsibility (CSR) has transformed from a philanthropic gesture to a fundamental component of company strategy in the modern economic environment. This paper seeks to explain how corporate social responsibility (CSR) practices influence employee motivation, engagement and overall organizational performance. Data used for the study were obtained through secondary sources, which included descriptive examinations of documents that contain crucial information about the topic under discourse. Through examination of various theoretical frameworks and empirical studies, the study discovered that CSR has positively influenced employee motivation and engagement, which has led to increased innovative behaviour. On the strength of the findings, the study recommends that organizations prioritise CSR practices to drive innovation and creativity.

The Impact of Cognitive and Behavioral Challenges on Employee Motivation and Competitive Dynamics: A Systematic Review

This systematic review examines the complex interplay between employee motivation and competitive dynamics within organizations. The study aims to identify cognitive and behavioral challenges affecting employee motivation, investigate the impact of workplace competitive dynamics, and propose strategies to enhance motivation and productivity. Based on the PRISMA Checklist, a systematic search was conducted between 2000 and 2023 across databases such as PubMed, PsycINFO, and Google Scholar. Upon initial screening, 11 studies were selected, which were evaluated for cognitive and behavioral factors influencing employee motivation within competitive organizational dynamics. The review identifies cognitive challenges, such as confirmation bias and attention-related cognitive errors, which have a significant impact on decision-making processes and motivation. A number of behavioral challenges affect job motivation, including ambiguity bias and a lack of attitudinal professionalism. Goal-setting, autonomy, and effective leadership are some of the strategies to improve motivation, as well as reducing biases and creating a conducive working environment. The review synthesizes the existing literature to provide a comprehensive understanding of the complex relationship between employee motivation and competitive dynamics. By identifying cognitive and behavioral challenges, providing insights into their interplay, and proposing practical strategies to improve organizational performance, it contributes to the improvement of organizations. By leveraging the identified challenges and strategies, organizations will be able to improve their decision-making processes and cultivate motivated employees. The findings revealed that a positive work environment and sustained employee engagement can be achieved by addressing biases, clarifying roles, fostering autonomy, and promoting effective leadership.

The Nurturing Success: Unleashing Employee Motivation through Leadership, Training, and Job Satisfaction

This study examines the influence of Leadership, Training, and Job Satisfaction on employee motivation within PDAM Kediri. The research sample consists of 40 permanent employees from the company's office. Data was collected through surveys and questionnaires, and analyzed using validity and reliability tests, multiple regression analysis, t-tests, and an F-test. The results of the regression analysis demonstrate that Leadership, Training, and Job Satisfaction have a significant positive impact on employee motivation. Individually, each factor was found to significantly influence employee motivation. The coefficient of determination (R2) indicates that these variables explain 66.9% of the variance in work motivation. The findings underscore the importance of effective leadership, well-designed training programs, and fostering job satisfaction in enhancing employee motivation. By focusing on these factors, organizations can create a motivating work environment and improve overall employee engagement and performance. This study contributes to the existing literature by providing insights specific to the context of a drinking water company. The findings offer practical implications for leaders and managers in PDAM Kediri, enabling them to enhance employee motivation and contribute to the company's success. Future research should consider additional variables and broaden the scope to gain a comprehensive understanding of employee motivation in this industry.

Studi Identifikasi Faktor-faktor yang Mempengaruhi Motivasi Kerja Karyawan Koperasi Unit Desa Beringin Jaya I

This study aims to describe the Study of the Factors Influencing Employee Motivation in Beringin Jaya I Village Cooperative Unit. The research method used is a method with a descriptive quantitative approach. The samples in this study were KUD Makmur Jaya employees in Beringin Jaya Village with a total sample of 51 people. Sampling using total sampling technique. The work motivation scale is compiled based on factors that influence work motivation according to Maslow (in Kristanti, 2019) factors that influence work motivation, namely: Physiological Needs, Need for a sense of security (Safety and Security Needs), Social needs or affiliation ( affiliation or acceptance Needs), Needs that reflect self-esteem (Esteem or Status Needs), Self-actualization needs (Self-Actualization), The highest factor that influences work motivation is the factor of the need for a sense of security giving the largest contribution, namely 81.70%., The smallest factor that is influencing work motivation is the need for self-actualization which is equal to 42.50%.

Gauging the Motivation Level of Health Personnel of a Tertiary Care Hospital in District Dehradun

Background- Healthcare providers serve as the backbone of the healthcare delivery system, and motivating them is crucial for its enhancement, which is often a challenging task. Understanding the motivational factors that keep employees engaged is a pressing concern for leaders and senior personnel. Aims & Objectives: This study aimed to assess the motivation levels of healthcare personnel working in a tertiary healthcare institution in Dehradun, Uttarakhand. It sought to explore the various factors influencing employee motivation in the healthcare sector. Methodology: A cross-sectional study involved 150 healthcare personnel, and data analysis was conducted using Statistical Package for Social Sciences (SPSS) software and Microsoft Excel. Frequency percentages and mean standard deviations were used for categorical and continuous data, respectively. The Chi-Square test and Fischer Exact test were employed to assess relationships between categorical variables. Results: Among the study groups, technicians displayed the highest motivation levels, while doctors exhibited lower motivational indices. Across doctors, nurses, and technicians, "rewards" ranked as the top motivating factor. Health personnel identified monetary support, incentives, promotion, resource improvement, appreciation, feedback, communication, job security, training, teamwork, and effective management as significant motivational factors. Conclusion: Satisfied healthcare workers not only inspire their colleagues but also foster a positive work environment, enhancing the overall functioning of the institution. Employee motivation directly impacts the performance of healthcare organizations. Recognizing non-financial motivators, such as appreciation, teamwork, professional growth, and training, alongside financial incentives, is essential to maintaining a motivated and efficient healthcare workforce.

UNLOCKING EMPLOYEE ENGAGEMENT: EXAMINING REWARD MANAGEMENT'S IMPACT ON MOTIVATION AND TURNOVER INTENTIONS

Employee engagement and retention are crucial factors for organizational success. This study explores the relationship between reward management, motivation, and turnover intentions in the workplace. By examining how reward systems influence employee motivation and subsequent turnover intentions, this research sheds light on strategies to enhance employee engagement. Through surveys and statistical analysis, data from a sample of employees reveal the mediating role of motivation in the relationship between reward management and turnover intentions. The findings suggest that effective reward management positively impacts motivation, consequently reducing turnover intentions. Insights from this study offer practical implications for organizations striving to enhance employee engagement and retention.

Leadership skills influence employee motivation: It is communication matter?

This study focuses on the leadership competencies associated with the communication aspect of motivating employees. Without motivation, employees do not use their skills, knowledge, or experience to improve their organizational performance. Therefore, having good leadership skills, such as communication skills, is critical for the employer to influence the employee's motivation to do the job. In addition, clear instruction can increase the motivation of employees, since they can do the job smoothly without errors. As a result, production increases, cost reductions due to lack of errors, and sales increase which leads to better performance.

Lecturers` leadership style influences voluntary: It is a democratic matter?

Leadership characteristics can influence employee motivation to do the task voluntarily. Task accomplished without delay that is beneficial to the organization based on costs savings and increase profit. The employee conforms to the leader who has similari chemistry. Hence, the lecturers will be happy to work with the department head when they like the leadership characteristic. They are willing to do the work voluntarily, particularly non-academic activities. The objective of this study is to examine the lecturers` leadership style influences their volunteers. The sample of this study consists of various departments of the Polytechnic of Tuanku Sultanah Bahiyah. The lecturer is made up of the Department of Commerce (JP), Civil (JKA), Electrical (JKE), Mechanical (JKM), Mathematics, Science and Computing, and General studies The findings show that the lecturers` leadership styles are democratic style rather than autocratic. The lecturers` are interested to involve in the decision-making process has led to voluntary. The lecturer takes full responsibility for the decision because they are part of that.

The Effect of Multiple Role Conflicts and Workload on Employee Performance through Work Motivation

Objectives – The purpose of this study was to analyze the effect of multiple role conflicts and workload on work motivation and employee performance and to analyze the effect of multiple role conflicts and workload on employee performance through work motivation. Design/Methodology/Approach – The research respondents were female employees (ASN and NON-ASN) at the Regional Secretariat Office of Mojokerto Regency, totaling 70 people. The research instrument was a questionnaire which was then analyzed with a path test Findings – The results of the study show that multiple role conflicts and workload have proven to influence employee motivation. Multiple role conflicts and workloads are proven to affect employee performance. Motivation is proven to influence employee performance. Multiple role conflict is not proven to indirectly affect employee performance through motivation and workload is proven to indirectly affect employee performance through motivation

The Influence of Work Environment and Culture on Employee Performance with Motivation as an Intervening Variable

This research aims to analyze the influence of work environment, work culture, and motivation on employee performance at PT. PNM Medan Tembung. The research method employed in this study is quantitative research, with data collected through questionnaires distributed to 50 employees of PT. PNM Medan Tembung. The data were then analyzed using Smart PLS 4.0 software. The results of the analysis indicate that work culture has a significant influence on employee performance, as well as employee motivation. However, no significant relationship was found between the work environment and employee performance. Additionally, employee motivation was found to mediate the relationship between work culture and employee performance. These findings emphasize the importance of creating a positive and supportive work culture and enhancing employee motivation to improve individual and organizational performance. A supportive work environment can also influence employee motivation, making it essential for companies to create a conducive and motivating work environment. In conclusion, this research provides insights into the significance of work culture and motivation in enhancing employee performance at PT. PNM Medan Tembung. The implications of this study highlight the importance of companies paying attention to and effectively managing these factors to enhance organizational productivity and efficiency. Furthermore, this research can serve as a reference for future studies in the same field

Work-Life Balance and Employee Satisfaction during COVID-19 Pandemic

The concept of work-life balance derives from the vision that professional life and personal life are two elements that balance each other synergistically in the development of an individual. Work-life balance can positively and negatively influence employees’ performance through employee satisfaction. Using the structural equation modeling (SEM) method (partial least squares), we empirically analyzed the work-life balance of a sample of 452 employees in Romania. The study highlights that work-life equilibrium or disequilibrium significantly affects professional and personal satisfaction, influencing employee motivation and turnover intention. Following the empirical study, we found that a state of balance between professional and personal life generates satisfaction, a higher degree of motivation, increased performance, and reduced employee turnover.

The Role of Motivation Theories in Powering Intrinsic Motivation Through Extrinsic Motivators to Induce a Creative and Innovative Workforce

Introduction: In the current scenario, employee motivation enticed the academics and corporate industries. Researchers in the past have attempted to illuminate the magnitudes of motivation with different models of motivation theory’s direct impact on employee motivation in the organization. However, quantitative validation of these models with shreds of evidence is important. Aim: The study attempts to focus on theoretical extracts to develop motivational strategies that would influence employee motivation power-up intrinsically and extrinsically processed towards extrinsic motivators that bring up creative and innovative working ways among employees. Methodology: This review study also bases its current findings on a theoretical idea that explains various elements of employee motivation that positively impact employee motivators intrinsically and extrinsically driven towards performance at work with creativity and innovation. The search engine extracts information from the electronic database to make the study more germane. The literature survey includes motivational theories and practices impacting power-up intrinsic motivation and extrinsically driven motivators published between 2001 and 2022. In order to study the related issues of employee motivation, a large amount of intellectual information is collected from literature from journals and books. Conclusion: This study concludes on built indicative of the above discussion and articulates, the employees’ motivational components with magnitudes drawn through elements such as monetary and nonmonetary incentives, promotion, and working conditions as motivators. This study infers built analytics of the above discussion and articulates, the motivation magnitudes of employees drawn through elements such as monetary and nonmonetary incentives, and working conditions as motivators. That would help them intrinsically and extrinsically motivated, extrinsic motivators power up intrinsic motivation driving extrinsically toward organizational achievement with creativity and innovation that would bring improved performance and positive transformation in the organization.