Job Motivation Factors Research Articles

A Study of Employee Motivation in Organization

Motivation as a meaningful construct is a desire to satisfy a certain want and is a central pillar at the workplace. Thus, motivating employees adequately is a challenge as it has what it takes to defines employee satisfaction at the work place. In this study, we examine the relationship between job motivation factors and performance among teachers of basic schools in Ghana. The study employs a quantitative approach on a sample of 254 teachers from a population of 678 in the Efate Municipality of Ghana, of which 159 questionnaires were duly answered and returned (representing 62.6% return rate). Using multiple regression and ANOVA, the study finds compensation package, job design and environment and performance management system as significant factors in determining teacher’s motivation in the municipality

Assessing employees’ job motivation using BWM method and fuzzy goal programming: a case study of a petrochemical company

PurposeRecognizing the factors affecting employees’ job motivation is one of the necessities that can improve people’s performance and increase their effectiveness. This study aims to determine the factors affecting job motivation and to examine effective strategies to increase motivation through identifying internal and external factors.Design/methodology/approachIn this descriptive study, the statistical population was the employees of the largest petrochemical company in Iran. The questionnaire was randomly distributed to the organization’s employees and managers based on Herzberg’s motivation-hygiene theory. To analyze the obtained data, first, the best and the worst factors were identified using SPSS software and then were ranked using best–worst method (BWM).FindingsThe results demonstrated that the highest rank among the motivational factors of employees is related to working environment conditions and the lowest rank is related to career advancement and development indicator. In the second stage, the best strategies for motivational factors were determined using the fuzzy goal programming method. The findings showed that 12 out of the 17 proposed solutions have the highest motivation among employees, the implementation of which can increase employee productivity in the petrochemical company under study.Originality/valueFurther to the best of the authors’ knowledge, job motivation factors in the petrochemical industry have never been examined and ranked by using the BWM method so far. Also, the goal programming approach has never been applied to determine strategies for increasing job motivation and ultimately productivity.

Employee motivation and job performance: a study of basic school teachers in Ghana

Motivation as a meaningful construct is a desire to satisfy a certain want and is a central pillar at the workplace. Thus, motivating employees adequately is a challenge as it has what it takes to define employee satisfaction at the workplace. In this study, we examine the relationship between job motivation factors and performance among teachers of basic schools in Ghana. The study employs a quantitative approach on a sample of 254 teachers from a population of 678 in the Effutu Municipality of Ghana, of which 159 questionnaires were duly answered and returned (representing 62.6% return rate). Using multiple regression and ANOVA, the study finds compensation package, job design and environment and performance management system as significant factors in determining teacher’s motivation in the municipality. Thus, these motivation factors were significant predictors on performance when regressed at a decomposed and aggregated levels. These findings support the self-determination theory, more specifically on the explanations advanced under the controlled and autonomous motivation factors. Significant differences were also observed in teachers’ performance among one of the age cohorts. The study urges the municipal directorate of education to make more room for young teacher trainees and interns who are at the formative stage of their careers to be engaged to augment the experienced staff strength. More should be done to make the profession attain some level of autonomy in the discharge of duty to breed the next genre of innovative educators in the municipality.

Motivation factors affecting the job attitude of medical doctors and the organizational performance of public hospitals in Warsaw, Poland

BackgroundThis paper examines the relationship between selected motivation factors that affect the attitude to work among medical doctors at public hospitals and the organizational performance of hospitals.MethodsThis study was based on World Health Organization questionnaires designed to estimate motivation factors according to Herzberg’s motivation theory and to measure the level of organizational performance of hospitals by using the McKinsey model. A survey was conducted among physicians (n = 249) with either surgical (operative) or nonsurgical (conservative) specialty in 22 departments/units of general public hospitals in Warsaw, Poland.The relationship between the chosen job motivation factors and organizational effectiveness was determined using Spearman’s rank correlation. Furthermore, 95% confidence intervals were calculated. The independent samples t-test was used to confirm statistically significant differences between the independent groups. Normality of the data was tested by the Kolmogorov–Smirnov test.ResultsThe survey revealed that motivation factors related to “quality and style of supervision” have the highest effect on the organizational performance of hospitals (Spearman’s rank correlation coefficient = 0.490; p < 0.001), whereas “performance feedback” has the lowest effect on organizational performance according to the surveyed healthcare professionals (54% of physicians).ConclusionThe principles of Individual Performance Review should be incorporated into strategies designed to improve the organizational performance of hospitals (with NHS serving as a potential role model) in order to establish specific rules on how to share performance feedback with individual physicians. The present study contributes to literature on human resource management in the healthcare sector and highlights the importance of nonfinancial aspects in improving the organizational performance of hospitals.

Status and ranking of factors affecting job motivation from the viewpoint of librarians of special libraries of Ahvaz city, Iran

The aim of this study was to investigate the status and ranking of job motivational factors using Herzberg Two-factor Theory. This is a descriptive-analytical survey, and researcher-made questionnaire was used for data collection with reliability of 0.92 based on Cronbach Alpha. The statistical population included librarians of 7 special libraries of Ahvaz city, Iran, out of which 53 responded to the questionnaire. Data analysis was done using SPSS and descriptive and statistical statistics. The results indicate that according to librarians' viewpoint, from hygiene or extrinsic factors of job motivation, three components of qualified supervisor, proper management of affairs and desirable working condition, and from intrinsic or subjective factors, three components of success, assignment of responsibilities, and sense of achievement are in the first to third ranks, respectively. On the other hand, appreciation and salary components are in the lowest ranks among other factors. Therefore, it can be concluded that the status of hygiene (extrinsic) factors and motivational (intrinsic) factors is satisfactory in the studied population. However, it is required to plan for improving the current condition and compensating weaknesses.

Prioritization of effective factors on job motivation of employees using DEMATEL–AHP method in Payame-Noor University of Khuzestan province

This study aims to prioritize the effective factors on job motivation of employees using DEMATEL–AHP method in Payame-Noor University of Khuzestan province. The study population is all administrative sector employees of Payam-e Noor University in Khuzestan province as 464. The sample size is 169 using Cochran’s formula and random sampling method. The data collection measure is AHP, DEMATEL questionnaire. The validity was verified using the experts’ panel and Cronbach’s alpha was 0.8. The present study is applied, descriptive-analytic. In the present paper, at first the most effective factors on job motivation (salary, spiritual and organizational motivators) are identified and then a combinational methodology based on AHP models and internal feedbacks of DEMATEL is proposed to prioritize these factors. Finally, the combination of these two views is considered as an important index of relative importance of job motivation factors. According to the results of proposed methodology, “job promotion”, “job security” and “job characteristics” were the most effective factors on job motivation. Also, “organizational factors” were in the first priority of significance to enhance job motivation among employees.

What Kind of Employee Wants to Use Corporate E-Learning

Despite the plethora of previous studies on the various uses of e-learning, there is a dearth of research on employees' action to use corporate e-learning (ACE1). The present study attempts to address this lack in literature by investigating whether individual factors such as self-esteem and need for cognition, and job factors such as job hygiene factors (JHF) and job motivation factors (JMF) applied from Herzberg's Motivation-Hygiene Theory affect learners' ACE. This study tests the difference between high action and low action learners. Findings indicate that high action learners have higher individual factors and JMF than lower action learners. The difference in JHF between high action learners and low action learners is not significant. From a practical perspective, the authors' findings provide corporate e-learning providers with a heightened perspective into the possible actions of its employees regarding their use of corporate e-learning programs and platforms, which could offer organizations with important insights into human capital investment.

Identifying Job Motivation Factors of Restaurant Servers

An exploratory qualitative research study was carried out among chain and independent restaurant workers to identify employee job motivation factors for remaining in jobs in the restaurant industry. Interviews with servers of both independent and chain restaurants were conducted in a metropolitan city located in the southeastern region of the United States. The results of these interviews indicate that motivation is influenced by both financial and non-financial incentives. Although compensation and monetary awards appear to be the most important factors (over 50% of sample) for both independent and chain restaurant employees in choosing to work in and remain in the industry, other important motivation factors were also discovered such as relationships with co-workers, flexible working hours, atmosphere of restaurant, etc. The information garnered from this study provides an entry point in the quest to better understand job motivation factors from the restaurant employee's viewpoint. It offers some insight in to the reasons why employees choose to work in the industry and what factors encourage long-term commitment.

Leader-Member Exchange And Team-Member Exchange: The Roles Of Moderators In New Employees’ Socialization

Studies of new employees’ socialization have largely concentrated on met and unmet expectations and their associated socialization outcomes. Academic researchers have suggested that interaction of the nature of leader-member exchange (LMX) and team-member exchange (TMX) between newcomers and their social and organizational contexts during the assimilation process should be examined. However, few studies have focused on the moderating factors that are expected to link the relationship between unmet expectations and socialization outcomes. The objective of the study is to explore the underlying job motivation factors and to determine the hypothesized moderating effects of TMX and LMX on the socialization outcomes. A sample of 417 new employees in hotels, travel agencies, and airlines in Hong Kong responded to a self-administered questionnaire. The results show that TMX produced a moderating effect on organizational commitment and LMX on turnover intentions. Implications for developing good interrelationships between coworkers are discussed.

Assessment of job motivational factors by Malawian Health Inspectors

Assessment of job motivational factors by Malawian Health Inspectors