Influence Employee Motivation Research Articles

A STUDY ON THE EFFECTS OF EMPLOYEE WORK PERFORMANCE APPRAISAL SYSTEM AT THE NRA OF SIERRA LEONE

 The National Revenue Authority (NRA) of Sierra Leone has implemented employee work performance appraisals to enhance employee motivation and organizational performance. However, little research has been conducted to determine the effectiveness of these performance appraisals. Consequently, the purpose of this study was to establish the impact of fairness of manager’s recent appraisal, completeness of the appraisal and the extent of evaluation feedback of the appraisal system on employee motivation and the overall organizational performance. An online survey was conducted on a sample of 150 staffs at NRA. Structural Equation Modeling (SEM) technique was used in analyzing the statistical data. Findings from the research show evidence that although employees are concerned about the extent of evaluation feedback of the appraisal system; the proposed model is adequate for evaluating the possibility of EWPA system in influencing employee motivation and organizational performance. The study recommends that feedback should involve discussions of strengths and weaknesses of the employees and actionable. Further, rewards should be given to employees whenever feedback is positive.

THE RELATIONSHIP BETWEEN JOB MOTIVATION, COMMUNICATION AND WORK RELATIONSHIP AND, SALARY AND REMUNERATION ON ORGANIZATIONAL EFFECTIVENESS

Organizations want to achieve successful performance in the market and if possible, to have sustainable economic growth. However, in the current state of globalization and strong competition, technology is evolving rapidly, thus making the market an unsafe environment. Business organizations need to make full use of all available resources. It is already a common fact that the human resources or staff of an organization are a key asset to achieving success. Yet, what makes employees satisfied or motivated to achieve the planned objectives? In this research, we analyze several factors that influence employee motivation to improve their performance. Through empirical and theoretical analysis, the study will identify the relationship between employee motivation and organizational effectiveness and ultimately the improvement of organizational outcomes. The purpose of this study was to analyze the effect produced by employee motivation on organizational effectiveness. Employee motivation will involve criteria such as employee bonuses, good communication within the work premises, and satisfaction in their workplace.

Examination of Employee Motivation in Public Organizations

Motivation constitutes a central topic for business management, because of its critical impact on job performance. Therefore, understanding the dynamic mechanisms that organizations can use to promote and maintain employee motivation is of great interest for both scholars and practitioners. This study accordingly investigates how ethical and emotional forms of leadership might influence employee motivation and thus job performance. A survey-based study includes 607 employees working at public organizations, and the results of the structural equation modeling procedure indicate that both ethical and emotional leadership enhance employee motivation. In turn, employee motivation has a positive impact on job performance. The results also show that job performance exerts a negative effect on quitting intentions. Finally, interest in the private sector moderates the job performance–quitting intentions relationship. These findings provide theoretical contributions to extant literature, as well as important practical implications for managers.

FAKTOR-FAKTOR YANG MEMPENGARUHI MOTIVASI KERJA KARYAWAN KOPERASI PASAR KUMBASARI BADUNG

This study aims to determine the factors that influence employee motivation. The research was conducted at Kumbasari Badung Market Cooperative with a sample study of 122 people. The data analysis technique used is the analysis of the factors that are operated through Statistical Program Social Scence (SPSS) for windows 24.0. The results showed that there are two factors that influence employee motivation in the Kumbasari Badung Market Cooperatives, the Internal Motivation Factors and External Motivation Factors

Strategic Leadership, Commitment and Employee Motivation: what influences attitudes towards the workplace

This article presents an overview of recent research that has been conducted into how leadership, specifically inspirational leadership, affects employee motivation, and how strategic decision making can be improved by behavioural game theory. Further, studies on which HR measures drive employee commitment, as well as on personal differences and their impact on commitment and satisfaction are discussed. Twenty years after the landmark McKinsey study (Chambers et al., 1998), the “war for talent” still continues. How to increase employees’ commitment to the organisation is of central importance to the ongoing policy debate on the development and especially the retention of the workforce. In a time of rapidly changing economic environments, organisations cannot afford to be inefficient and let potential go untapped. Motivation can be defined as energy and direction that drives cognition or behaviour (Deci & Ryan, 1985; Ryan & Deci, 2000). Equally, individuals strive for satisfaction at work as well as personal fulfilment. This article compiles current research findings in the areas of management science and organisational psychology, illustrating how leadership style, strategic decision making, HR measures, and personal differences contribute to a committed and motivated workforce. The following abstract of this article discusses research on how leadership styles can influence employee motivation and commitment. Next, theoretical concepts of strategic decision making are discussed, specifically behavioural game theory as a practical model compared to traditional game theory. Examples of practical application illustrate how behavioural game theory can inform management decisions. Then, analyses of specific HR measures and their impact on employee commitment are presented. The final abstract presents an analysis of individual differences’, specifically intelligence’, relation to commitment and job satisfaction.

Ethical leadership, emotional leadership, and quitting intentions in public organizations

PurposeMotivation constitutes a central topic for business management, because of its critical impact on job performance. Therefore, understanding whether and how the style of leadership adopted by leaders in organizations promotes and maintains employee motivation is of great interest to both scholars and practitioners. Drawing on self-determination theory, this study investigates how ethical and emotional styles of leadership influence employee motivation and thus job performance.Design/methodology/approachAn empirical study was conducted in the public sector in Kuwait. About 607 employees participated in this study. Structural equation modeling techniques were used for testing the causal relationships between constructs.FindingsResults of our study indicate that both ethical and emotional leaderships enhance employee motivation. Furthermore, employee motivation has a positive impact on job performance. The results also show that job performance exerts a negative effect on quitting intentions. Finally, interest in the private sector moderates the job performance–quitting intentions relationship.Practical implicationsThese findings provide theoretical contributions to the extant literature, as well as important practical implications for managers.Originality/valueThis study demonstrates the role of both ethical and emotional leaderships in shaping employee behaviors. To the best of our knowledge, this research is among the few that provides initial evidence regarding quitting intentions as an outcome of the impact of ethical and emotional leaderships on employee motivation and individual performance in Kuwait.

Policy of modern construction-irrigator administration in Uzbekistan

This article summarizes the state policy pursued by Uzbekistan in the system of advanced training of irrigated personnel, its practical significance and its role in the development of the state One of the most important factors is the gradual introduction of the effects of the scientific and technological revolution in the production processes in the field of irrigation, the development of science and technology as a direct production force of new technologies, which is the reason for the mass formation of highly qualified personnel. During the multidimensional irrigation activity, the population used and improved the irrigation and hydraulic structures and hydrotechnical systems based on the conditions and diversity of water sources based on their remoteness and intensity, flow rate, and human and natural conditions. In particular, the structure, tasks and functions of 16 ministries, agencies and other organizations were reviewed, taking into account the modern requirements and priorities in the field of improving the system of state and public construction. 20 state and economic management bodies and other organizations were reorganized. Thus, it is important to determine the extent to which an engineer-irrigator training system can influence employee motivation, their professionalism and competence, as well as their commitment to the organization and the results of their activities, either directly or indirectly. It is advisable to pay attention to the following features of the system of training of irrigating personnel in Uzbekistan: Over the years, experts have begun to argue that the development of production is linked to a single nature, in particular environmental laws.

Application of the Service Reply System to Increase Work Productivity of Statistics Office Officers in Bantaeng Regency

This study aims to look at the forms of work motivation that are applied in increasing the productivity of employees of the Bantaeng Regency Statistics Office, and to determine the factors that influence employee motivation. This type of research is a case study with the reason that this study is specific to clearly describe the meaning or phenomenon that occurs. This study also uses the naturalistic paradigm approach (qualitative) to analyze and construct employees who are directed to obtain data based on empirical facts. Data analysis was carried out by data reduction focused on selecting, simplifying, abstracting and transforming crude data from field notes, followed by data presentation and conclusion drawing. The results of this study indicate that the reciprocal system looks at the three indicators, namely: 1) Providing work motivation to employees through the level of well-being, 2) promotion and 3) the completeness of office facilities and infrastructure can produce increasing levels of productivity, giving motivation through promotion have a positive impact because employees have the ability to create effectiveness and efficiency in work, office facilities and infrastructure have undergone spontaneous changes, namely from manual to computerized systems.

Work-related episodic memories can increase or decrease motivation and psychological health at work

ABSTRACTResearch on the psychological mechanisms underlying employee motivation and psychological health at work has been limited to general and chronic workplace factors, such as job strenuousness or management style. In two studies, we examine how unique and time-specific work life events encoded as episodic memories can influence employee motivation and psychological health at work as a function of how these events are recalled having been experienced in terms of need satisfaction. In Study 1, participants described a self-defining work-related memory and rated it for need satisfaction. They also completed scales of need satisfaction at work, self-determined motivation, and positive and negative indicators of psychological health (i.e. work satisfaction and burnout). In Study 2, participants completed the same tasks and scales, but they did it again two years later. Results revealed that need satisfaction in self-defining work-related memories was associated with self-determined motivation and indicators of psychological health at work, over and above demographics (age, sex, weekly hours worked, education) and general perceptions of need satisfaction at work. Moreover, it predicted increases in self-determined motivation and in work satisfaction and decreases in burnout over two years. The present findings underscore the importance of considering unique work life events encoded in memory.

Development of a Virtual Faculty Network Using Flipgrid

The new landscape of contingent employment in higher education has presented unique challenges for educational institutions preparing working professionals to assume roles as educators. Unlike their traditional counterparts, adjunct faculty possess disciplinary knowledge and expertise but lack formal, academic preparation for teaching (Anderson, 2009; Cangelosi, Crocker, & Sorrell, 2009; Girard, 2003; Spencer, 2013). Consequently, adjunct faculty require additional tools for on-going development and to feel connected to the organization (AACN, 2017; McDonald, 2010). Such faculty supports influence employee motivation and workplace engagement (Bauer, 2011; Meixner, Kruck, & Madden, 2010) and are positively correlated with job satisfaction and organizational commitment (Gappa, 2000; Lew, 2009). To address the complex needs of adjunct nursing and health professions faculty, the College of Nursing and Health Care Professions has implemented an approach to faculty development using Flipgrid, a video discussion platform. Most commonly used in K-12 education as a learning tool for students, the platform was “flipped” to engage adjunct faculty across health disciplines in a virtual faculty network. Twelve faculty participated in a beta test over the course of a semester to evaluate accessibility, functionality, and overall usefulness of the platform to influence faculty engagement. Results were consistent with the literature pertaining to faculty work engagement (Forbes, Hickey, & White 2010; McDonald, 2010; Raman, 2015). Faculty reported that the professional development activity promoted a sense of community among educators and encouraged collaboration. Ability to engage in meaningful dialog, outside of traditional meetings, was reported as a major theme influencing the sharing of best practices.

Development of a Virtual Faculty Network Using Flipgrid

The new landscape of contingent employment in higher education has presented unique challenges for educational institutions preparing working professionals to assume roles as educators. Unlike their traditional counterparts, adjunct faculty possess disciplinary knowledge and expertise but lack formal, academic preparation for teaching (Anderson, 2009; Cangelosi, Crocker, & Sorrell, 2009; Girard, 2003; Spencer, 2013). Consequently, adjunct faculty require additional tools for on-going development and to feel connected to the organization (AACN, 2017; McDonald, 2010). Such faculty supports influence employee motivation and workplace engagement (Bauer, 2011; Meixner, Kruck, & Madden, 2010) and are positively correlated with job satisfaction and organizational commitment (Gappa, 2000; Lew, 2009). To address the complex needs of adjunct nursing and health professions faculty, the College of Nursing and Health Care Professions has implemented an approach to faculty development using Flipgrid, a video discussion platform. Most commonly used in K-12 education as a learning tool for students, the platform was “flipped” to engage adjunct faculty across health disciplines in a virtual faculty network. Twelve faculty participated in a beta test over the course of a semester to evaluate accessibility, functionality, and overall usefulness of the platform to influence faculty engagement. Results were consistent with the literature pertaining to faculty work engagement (Forbes, Hickey, & White 2010; McDonald, 2010; Raman, 2015). Faculty reported that the professional development activity promoted a sense of community among educators and encouraged collaboration. Ability to engage in meaningful dialog, outside of traditional meetings, was reported as a major theme influencing the sharing of best practices.

ANALISIS PENGARUH ARUS KAS DAN LABA PADA RETURN SAHAM PADA PERUSAHAAN MANUFAKTUR

Penelitian ini bertujuan untuk menganalisis return saham yang akan diperoleh. Penelitian ini juga melibatkan variabel bebas yaitu arus kas operasi, arus kas investasi, arus kas pendanaan dan laba akuntansi. Sedangkan, return dihitung menggunakan geometric mean. Analisis data menggunakan analisis regresi berganda. Penelitian dilakukan terhadap 80 perusahaan yang memiliki kapitalisasi besar yang terdaftar di Bursa Efek Indonesia. Hasil penelitian ditemukan bahwa pengungkapan laba akuntansi memiliki pengaruh yang signifikan terhadap return saham. Hal ini berarti bahwa investor mempertimbangkan informasi laba akuntansi yang diungkapkan dalam laporan tahunannya untuk membuat keputusan. Sedangkan pada variabel bebas yang lainnya tidak terbukti secara signifikan berhubungan dengan return saham.

FAKTOR-FAKTOR YANG MEMPENGARUHI MOTIVASI KERJA KARYAWAN PADA PT. PP LONDON SUMATRA INDONESIA, TBK MEDAN

The purpose of this study to determine the most dominant factor influencing employee motivation at PT. PP London Sumatra Indonesia Tbk Medan. The study population was all employees of PT. PP London Sumatra Indonesia Tbk Medan, which amounts to 220 people. Samples were taken as many as 69 people with stratified random sampling method. Required data collected through questionnaires. The data analysis technique used is the factor analysis.
 
 From the discussion Figures KMO Measure of Sampling Adeguacy (MSA) of 0.895 is above 0.50, with a significance of 0.000, then the variable deserves to be analyzed further. Scree plot showed a graph, where the first factor to factor 2 (component source line number = 1 to 2), the direction of the line declined sharply. Then from number 2 to number 4, the direction of the line is decreased with the smaller slope. Factor of four to twenty already under the number of the Y axis (eigenvalues). This indicates that the four factors most flattering to summarize the twentieth factors influencing employee motivation at PT. PP London Sumatra Indonesia Tbk Medan.
 
 The dominant factors influencing employee motivation at PT. PP London Sumatra Indonesia Tbk Medan is an award for his achievements with 0.830 correlation value, the status of the correlation values 0.808, 0.806 correlation value incentives and personal maturity with a correlation value of 0.804. Of the four factors, the most dominant influence employee motivation is reward high performance

Extrinsic and Intrinsic Factors Influencing Employee Motivation: Lessons from AMREF Health Africa in Kenya

<p>The purpose of the study was to determine the factors that influence employee motivation in Kenyan Organizations. The study was guided by the following research questions: (i) what are the extrinsic factors that influence employee motivation in AMREF Health Africa in Kenya? (ii) what intrinsic factors influence employee motivation in AMREF Health Africa in Kenya? A descriptive research design was adopted. Stratified random sampling technique was used to draw a sample size of 96 respondents. The data collection instrument was a structured questionnaire developed by the researchers. A set of descriptive and correlation statistics were adopted for analysis. The study identified several intrinsic factors that influence employee motivation. These included employee achievements, recognition, work itself, responsibility and advancement, salary structure, the level to which the employees feel appreciated, and the employee perception of their jobs among other factors. The study further, established that the intrinsic factors that influence employee motivation include empowerment and autonomy, employees’ view of their work, organization trust, skill variety requirements among others. The study recommends that the organization should acknowledge and make use of a proper mix of extrinsic and intrinsic factors in their human resource management practices to ensure that employees are well motivated to perform their tasks.</p>

The Influence of Positive Reinforcement on Employee Motivation at the Nakuru County Government

Positive reinforcement is a motivational technique meant to elicit and to strengthen new behaviors by adding rewards and incentives instead of eliminating benefits. When used correctly, positive reinforcement can be very effective. This could go a long way to increase employee motivation and improve the public image of the organization. However, positive reinforcement has not yet been investigated as a employee motivator in the context of the nascent county governments in Kenya. As such the extent to which it is applied to influence employee motivation remains largely unknown. Therefore, this study sought to determine the influence of positive reinforcement on motivation of employees focusing on the Nakuru County Government. This study adopted the case study design targeting 80 Nakuru County Government management and staff members using simple random sampling. The questionnaires were used as instruments of data collection. Data was analyzed in using both descriptive and inferential statistical methods. The results revealed that positive reinforcement significantly (r = 0.404, p < 0.05) promoted employee motivation at the Nakuru County Government. The findings underscored the importance of positive reinforcement on employee motivation. Therefore, it is recommended that positive reinforcement of employees needs to be encouraged in organizations especially in the public sector in Kenya where demand for improved service delivery is rising as citizens become more aware of their rights and entitlements.

Factors influencing employee motivation among non-managerial staff in hotel sector, Sri Lanka

Motivation plays a significant role to attract, maintain and retain an effective workforce which helps to achieve the organization goals. The success of an organization highly depends on the available effective workforce. However, all employees do not have the same expected factors of motivation which is depend on the preferences of employees. So, management needs to choose right strategy and factors in order to motivate their effective staff. This study is focus to explore the significant factors which influence on employees’ motivation among the non-managerial staff in the hotel sector. There is high demand of hotel staff due to increasing number of tourist in Sri Lanka. This study has been conducted among 100 non-managerial employees who are working in 5 star hotels in Sri Lanka. The finding of the study revealed that workload, service charge, bonus, salary, flexible rule & regulation and relationship with colleague are top most significant factors of motivation among the non-managerial staff in the hotel. As per the findings, involvement in decision making and promotion are not statistically significant factors of motivation of non-managerial hotel staff.

Factors Influencing Employee Motivation in Indian University: A Case Study of Banaras Hindu University

This paper is an attempt to identify the role played by rewards (Payment, Promotion, etc.) in motivating employees. The study explores factors determining rewards and their level of contribution towards employee motivation along with the relationship between rewards and motivation and differences in the motivation of employees based on the demographic variables. Descriptive statistics is used in the study to provide information on demographic variables. The results are analyzed in terms of descriptive statistics followed by inferential statistics on the variables. The study revealed multiple factors affecting employee work motivation and performance which have got their own unique approach, significance and contribution towards motivation and performance that elevate and maximize organizational progress. A quantitative methodology was used for the study and questionnaire method was used as the measuring instrument. A total of 250 questionnaires were distributed to respondents and a total of 202 employees completed the questionnaire. The four independent variables of reward included, payment, promotion, recognition, benefits and the dependent variable was employee work motivation. The results indicate that there is a statistical significant relationship between all of the independent variables with dependent variable employee work motivation, all the independent variables have a positive influence on employee work motivation and results also showed that among four independent variables, promotions was most important and more influential variable.

Investigation and identification of Factors Affecting Reduction of the Motive of Keshavarzi Bank Employees in Tehran Province Branches

This study has been applied with the objective of analyzing the factors that may reduce the employees’ motivation in the sample population consisted of employees of Keshavarzi Bank branches in great Tehran. This research is an applied study with the descriptive correlative nature and has been implemented as a field study (survey) and using questionnaire. In this study, stratified random proportional sampling was used for choosing the employees of Keshavarzi Bank in Tehran. Population consists of all employees of Keshavarzi bank, employed in management branch and branches of great Tehran including 1040 persons. Out of them 233 employees were selected by sampling method and based on Cochrane formula. SPSS was used for analysis of data. Results obtained from individual effect of independent variables on dependent variable from the viewpoint of Keshavarzi Bank employees indicates that among organizational factors, psychological factors, knowledge, specialty and job skills, social inductions and organizational judgments, educational factors, managerial factors and organizational experiences have positive and significant association with employees’ demotivation. Summary of the collective effect of independent variables on dependent variable according to multivariate regression indicates that social inspirations and organizational judgments, psychological, managerial, organizational factors, knowledge, specialty and job skills have significant effect on employees’ demotivation. This study is probably the first to propose a reduction in staff motivation is to explore the causes. This study is somewhat different from previous works. Because, most studies have focused increase staff motivation. Some of the findings can be applied in a number of other financial institutions. Today, understanding the factors influencing employee motivation decreasing Is the new way to understand the reason for not reaching the organization's goals.

The effects of nonfinancial and financial measures on employee motivation to participate in target setting

Recent interest in nonfinancial performance measures has raised questions on how such measures influence employee reactions and behaviour. Surprisingly, the question of whether and how nonfinancial measures motivate employees to participate in target setting has remained largely unexplored. Employees can be motivated intrinsically or extrinsically to participate in target setting. Intrinsic motivation to participate in target setting initiates from within the employee and is perceived as an end in itself with the employee as the main beneficiary. In contrast, controlled extrinsic motivation to participate in target setting is controlled by the organization and is perceived as a means to an end with the organization as the main beneficiary. This study investigates the relative importance of nonfinancial measures vis-à-vis financial measures in engendering employee intrinsic and controlled extrinsic motivation to participate and how these two forms of motivation to participate in target setting translate into improved employee job performance. Based on a sample of 149 employees, the Partial Least Squares results indicate that both financial measures and nonfinancial measures are associated with employee intrinsic motivation to participate in target setting. However, only nonfinancial measures are associated with controlled extrinsic motivation to participate in target setting and because this form of motivation to participate is controlled by the organization as a means to achieve better performance, it is only this form of motivation which has a significant impact on employee job performance. These results provide important insights into the intricacies by which performance measures influence employee motivation to participate in target setting and job performance.

Pengaruh Gaya Kepemimpinan terhadap Motivasi dan Dampaknya terhadap Kinerja Sumber Daya Manusia

PT Bukit Asam (Persero) Tbk (PTBA) is a state-owned companies in the field of the largest coal mine in Indonesia. The purpose of this study was to determine how much influence the leadership style to employee motivation human resource Human Resources Division, how much influence employee motivation to employee performance Human Resources Division Human Resources Division and how much influence the style of Leadership Human Resources Division directly or indirectly against employees HR Human Resources Division office Tanjung Enim mining center unit PTBA. The method in this study is associative with the design of the study through the survey method by distributing questionnaires to the respondents by simple random sampling and data processed with SPSS 17.0 software. From the results of research studies can be explained that the leadership style that has a positive and significant impact on employee motivation high and low HR Division PTBA directly with the influence of (0.349) 2 = 12.18%, as well as motivation to have a positive and significant influence of high low level of employee performance PTBA Human Resources Division directly, further direct leadership style has positive and significant impact on employee performance PTBA Human Resources Division and influential leadership style indirectly through employee motivation to the Human Resources Division kenerja PTBA.