Level Of Job Motivation Research Articles

Correlation Between Psychiatric Nurses' Anger and Job Motivation

The purpose of this study was to determine the correlation between the level of anger and the job motivation of nurses working in a psychiatric ward. The research included 378 nurses who worked full time in inpatient psychiatric wards in 10 hospitals located in Turkey. A descriptive characteristics questionnaire, the Trait Anger-Anger Expression Scale, and a job motivation questionnaire were used as data collection tools. Psychiatric ward nurses who do not suppress their anger, who can control their anger when necessary, and who can decisively and appropriately verbalize difficult feelings such as anger and their desires have a higher level of job motivation.

Motivating the employee in the independent retail sector

This paper examines the motivations and levels of satisfaction experienced by employees in the independent retail sector. Drawing upon Locke's Theory of the Motivational Sequence, the paper reports the results of 121 qualitative interviews with staff. The structure of the retail labour markets is first examined. The paper then considers levels of job motivation and satisfaction. Both extrinsic and intrinsic factors are considered. The day-to-day interaction with customers, the level of responsibility held and working with fellow colleagues are all seen as positive aspects of the job. Alternatively, rude customers and unappreciative employers were held to be amongst the most negative factors. The paper concludes with a discussion of these results.

Mentoring Relationships for Women in Retailing: Prevalence, Perceived Importance, and Characteristics

This paper describes a study on the prevalence, perceived importance, and characteristics of mentoring relationships for women employed in middle and upper level retail positions in the southwestern region of the United States. Survey questionnaires were mailed to 466 female executives employed by specialty, department, or discount store retailers; 205 (44%) were returned and usable. Results of this study indicated that mentored mid-level executives reported more promotions over a five-year period than nonmentored executives and that upper level executives were more likely to be mentored than mid-level executives. Upper level women experiencing mentoring relationships reported higher levels of job motivation than did their nonmentored counterparts. Study results also revealed that upper level executives were more likely to have been mentored by someone of the male gender than were the mid-level participants and were more likely to have been mentored by an older individual. The similarity in the relationship characteristics for middle and upper level executives suggests that upper level executives who had been mentored were serving this function for other females in the organization. The findings indicate that mentoring relationships can be an important force in the career development of women in retailing.