Level Of Employee Motivation Research Articles

CSR and Employee Engagement: How Social Responsibility Initiatives Affect Workforce Motivation

In recent years, Corporate Social Responsibility (CSR) has evolved from a peripheral concern to a central element of business strategy, particularly in developing economies like India. This shift underscores the growing importance of integrating social responsibility into corporate operations, not merely as an ethical obligation but as a strategic imperative that can influence employee behaviour and organizational performance. This research paper investigates the intricate relationship between CSR initiatives and employee engagement, with a focus on how these initiatives can enhance workforce motivation in the Indian context. Utilizing a multi-method approach that combines qualitative analysis, case studies, and a comprehensive literature review, this study explores the mechanisms through which CSR impacts employee engagement. It emphasizes the significance of aligning CSR efforts with the values and expectations of employees, thereby fostering a sense of belonging, pride, and purpose in their work. The findings reveal a positive correlation between well-implemented CSR initiatives and increased levels of employee motivation, job satisfaction, and organizational loyalty. Additionally, the research identifies specific types of CSR activities—such as environmental sustainability programs, community engagement, and ethical labour practices—that have proven particularly effective in enhancing employee morale. By presenting real-world examples from leading Indian companies, this paper offers actionable insights for organizations looking to leverage CSR as a tool for improving employee engagement and overall performance. Ultimately, this research aims to contribute to the ongoing discourse on the role of CSR in shaping employee experiences and organizational outcomes, providing a framework for companies to develop effective CSR strategies that not only benefit society but also cultivate a motivated and engaged workforce.

Impact of Human Resource Management Policies and Practices on Employee Motivation, Commitment and Performance

The primary goal of this study is to demonstrate how human resource management (HRM) policies and practices, which include employee job status, job security, internal promotion, and individualized rewards, have a substantial impact on employee motivation and commitment and their level of performance in the organization. Employees of commercial banks, insurance companies and financial companies at the managerial and assistant levels were included in this study. According to the study, there is a substantial and positive association between HRM policies and practices with that of employee motivation, and commitment. Similarly, a high level of employee motivation and commitment would contribute to the improvement of their level of performance in the institution as they accomplish the allocated duty based on their best efficiency, ability, and knowledge. It is the reason that management of the organization needs to focus on the improvement of employee job status, job security, internal promotion, and individualized rewards along with other variables of HRM policies and practices so that employees would feel motivated and committed to the accomplishment of assigned jobs. It is essential for the improvement of employee performance and also the overall performance of the organizations so that they can sustain and perform business activities in society for a long duration of time.

Perceived Staff Motivation on the Adoption of Total Quality Management Practices in Nigeria

This study explores the relationship between employee motivation and the effective adoption of Total Quality Management (TQM) within modern organizational contexts in Nigeria. TQM, renowned for its all-encompassing strategy for continual enhancement, is widely recognized for its positive impact on product and service quality, employee involvement, and overall organizational effectiveness. Despite these well-documented benefits, the pivotal role of motivation in cultivating a TQM culture represents a critical yet insufficiently examined dimension. This study adopts a quantitative method using a closed-ended self-administered questionnaire to investigate the connections between motivation and TQM. The research focuses on assessing the levels of employee motivation within organizations practising TQM principles. It examines the resulting impact on various TQM dimensions, such as employee involvement and service quality. The findings revealed that staff motivation through intrinsic motivation and extrinsic motivation significantly affects the involvement of employees and the service quality of the selected deposit money banks in the Ilorin metropolis. The findings of this research highlight the importance of motivation in influencing TQM practices. Organizations should be mindful of the balance between intrinsic and extrinsic motivators to foster a work environment that promotes long-term commitment and performance. Practically, the results can guide organizations in developing and implementing strategies to motivate staff in a way that supports the successful implementation of TQM practices. The findings contributed significantly to the existing body of knowledge by elucidating the critical role motivation plays in shaping TQM practices.

Çalışanların Yapay Zekâ Kaygısı ile Motivasyon Düzeyleri Arasındaki İlişki: Turizm Çalışanları Üzerine Bir Araştırma

Birçok alanda olduğu gibi teknoloji alanında yaşanan gelişmelere paralel olarak yapay zekâ uygulamalarının çalışma yaşamına da girmiş olması, çalışanlar üzerinde yapay zekâ kaygısı olarak ifade edilen kavramı kritik bir konu haline getirmiş durumdadır. Çalışmada turizm sektörü çalışanlarının yapay zekâ kaygı düzeylerinin belirlenmesi ve yapay zekâ kaygılarının onların içsel ve dışsal motivasyonları üzerine etkisinin belirlenmesi amaçlanmıştır. Kolayda örnekleme yöntemi ile ulaşılan turizm sektöründe çalışan 165 katılımcıdan anket aracılığıyla toplanan veriler üzerinde gerçekleştirilen analizler sonucunda; turizm sektörü çalışanlarının motivasyon düzeylerinin yüksek, yapay zeka kaygı düzeylerinin düşük olduğu, yapay zeka kaygıları ile dışsal motivasyonları arasında anlamlı bir ilişki olmadığı fakat içsel motivasyonla pozitif yönde anlamlı ve düşük düzeyde bir ilişki olduğu sonucuna ulaşılmıştır. araştırma değişkenlerini ele alan bir çalışmaya rastlanılamamış olması, araştırmanın özgün yönünü ve önemini ortaya koymaktadır

Pengaruh Disiplin Dan Motivasi Kerja Terhadap Kinerja Pegawai Di Puskesmas Burneh Kabupaten Bangkalan

This research was conducted at the Burneh Health Center Service Employees of Bangkalan Regency. Burneh Health Center is an element of government implementation in the health sector. The human resources contained in it must have good performance to achieve organizational goals. The existing problems are in the performance of employees who have decreased. Some employees also often violate the provisions of working hours that have been determined so that employee discipline and work motivation are getting lower. The low level of employee motivation can be indicated from the lack of leadership both to nurses and doctors as well as to patient families. This study aims to determine the effect of work discipline on employee performance at the Burneh Health Center, Bangkalan Regency, to determine the effect of work motivation on employee performance at the Burneh Health Center, Bagkalan Regency, and to determine the effect of work discipline and motivation on employee performance at the Burneh Health Center, Bangkalan Regency. The method used in this research is quantitative research. The population in this study was 55 employees, so this research is population research. The data collection methods used are through interviews, questionnaires and literature studies. The data analysis techniques used are Validity Test, Reliability Test, Normality Test, Multicollinearity Test, Heteroscedasticity Test, Multiple Linear Regression Analysis and Hypothesis Test. The results of this study indicate that, 1) Work Discipline has a positive and significant effect on Employee Performance with a tcount value of 5.771 ttable 1.67591 with a significant level of 0.000 0.05 with a β value of 1.576. 2) Work Motivation has a positive and significant effect on Employee Performance with a tcount value of 2.900 t table 1.67591 with a significant level of 0.006 0.05 with a β value of 0.863. 3) Discipline and Work Motivation have a positive and significant effect on Employee Performance with an Fcount value of 65,173 t table 3.13 with a significant level of 0.000 0.05.

A Study on the Impact of Douglas Mcgregor’s Theory X And Theory Y in Oil and Natural Gas Corporation (ONGC)

This study explores the application and implications of Douglas McGregor's Theory X and Theory Y within the context of the Oil and Natural Gas Corporation (ONGC), a prominent entity in India's energy sector. McGregor's theories present contrasting views on employee motivation and management, where Theory X perceives employees as inherently lazy and needing strict supervision, while Theory Y posits that employees are selfmotivated and thrive in an empowering environment. The research aims to assess the prevalence of Theory X and Theory Y characteristics among ONGC employees through a descriptive analysis using secondary data and a primary survey conducted via a Likert scale questionnaire. The study examines demographic factors such as age, gender, designation, income, and experience to understand how these variables influence motivational dynamics within the organization. By analyzing these perspectives, the study seeks to provide insights into employee motivation levels at ONGC and recommend strategies for enhancing organizational performance and employee engagement in the energy sector.

Effectiveness Of Coaching And Mentoring For Employee Career Development Within The Organization

Objective: This study aims to determine the effectiveness of coaching and mentoring for the career development of employees in organizations. Design/Methods/Approach: This study uses the research method used is the observation method, the library method, internet review and the analysis process is carried out using the literature review analysis method of previous journals. Findings: Employees must know specifically what to do and be able to face obstacles to achieve effective performance, this is where coaching, mentoring and career counseling activities are needed. Originality/Value: Coaching and Mentoring are important for improving employee performance and providing different benefits for the organization. Practical/Policy implication: The results of the study show that coaching and mentoring help improve employee performance and setting goals leads to higher performance through increasing effort and motivation levels of employees, one of which is through career counseling.

Analysis of Starbucks Organizational Culture on Employee Motivation, Based on Herzberg's Two-factor Theory

Starbucks is a global coffee chain originating from the United States and makes it one of the largest coffee chains in the world. The success of Starbucks is attributed to its excellent organizational culture and human resource management strategy. The positive and friendly employee policy of Starbucks has been regarded as an industry benchmark and a role model to learn from. This study examines the influence of Starbucks organizational culture on employee motivation from the perspective of two-factor theory. By analyzing the company's employee-friendly policies and supportive culture, this paper shows how Starbucks can achieve high levels of employee motivation and comprehensively analyzes the impact of organizational culture on employee motivation. This paper argues that Starbucks organizational culture is the key to attracting and retaining qualified talent and motivating employees in the highly competitive coffee industry.

Determining the motivation levels of employees in the forest products industry

This research assessed employee motivation levels within the forest products industry. A total of 1,175 individuals engaged in diverse roles across the sector were involved in the study. Data collection relied on the administration of questionnaires. The findings highlighted key motivational factors. Notably, “wages, social rights, and work environment” emerged as the primary contributors to mood and motivation. Similarly, the factors encompassing “wages, social rights, reward systems, and bonuses” ranked highest in terms of motivational tools. Job satisfaction was primarily influenced by “wages and the fulfillment of individual needs.” Furthermore, the study revealed that “education, talent, industriousness, and self-sacrifice” were predominant among influential factors. When it came to desired managerial qualities, “staffing and interpersonal skills” took precedence. Material rewards like “leave entitlements and wage increases” were the foremost considerations for recognizing achievement. During the company selection process, employees considered wage conditions, insurance, social opportunities, health and safety measures, job security, management approach, and growth prospects as vital factors, in descending order of importance.

The Influence of Transformational Leadership and Organizational Culture on the Performance of Employees of the Regional Public Company Service Unit (Perumda) Tirta Musi Palembang with Work Motivation as an Intervening Variable


 
 This study aims to determine the direct effect of transformational leadership and organizational culture on employee performance, the indirect effect of transformational leadership and organizational culture on employee performance through the work motivation of the Perumda Tirta Musi Palembang service unit. Respondents in this study were taken using a census. The total population for filling out the questionnaire is 305 respondents. The data analysis technique used is the Structural Equation Model (SEM). The results of this study indicate that transformational leadership has a direct positive effect on performance, organizational culture has a direct positive effect on performance, transformational leadership has a positive effect on work motivation, organizational culture has a
 
 
 
 
 positive effect on work motivation, work motivation has an effect on performance, transformational leadership has a positive effect on performance through motivation, organizational culture influences performance through motivation as an intervening variable. This proves that work motivation is a good intervening variable or intermediary variable for transformational leadership on performance, and organizational culture on performance. This means that transformational leadership affects the level of employee motivation so that it can affect employee performance so that it can improve performance.
 

Motivation as an Element of Managerial Decision Making in Manufacturing Companies: The Case of the Slovak Republic

On an international scale, it can be argued that the key currency of business entities is human resources. They are a dominant part of corporate assets. They are also decisive determinants of competitiveness if they work with adequate performance, which is influenced by motivation. Managers are aware of this and pay increased attention to the study of factors that increase the performance and motivation of employees. In Slovakia, the importance of human resources increased gradually after the transformation of the economy to market conditions; currently, the management of human resources corresponds to international standards. However, it is necessary to increase attention in the management of some areas that personnel managers have competence in. Motivation can be included among these. The submitted contribution deals with the motivation of employees, as the subject area is not sufficiently addressed in the conditions of the Slovak Republic. According to the analysis of motivational processes in selected manufacturing companies operating in Slovakia, changes are proposed in the motivational system to increase employee motivation. The aim is to reveal the important aspects of motivational policy. To achieve the research objective, a qualitative study of data collection was carried out using an unstructured questionnaire survey. A questionnaire was used to develop the hypotheses. After data collection, established hypotheses were tested using the chi-square test of independence. The data were analysed using descriptive and inferential statistics. According to the analysis, proposals for changes in the incentive system were developed. The recommendations are presented in the form of individual concrete proposals and measures in various areas within motivational processes, which, after implementation, have the potential to increase the level of employee motivation.

Psychological Empowerment, Its Effect On Employee Creativity Through Intrinsic Motivation

Empowerment is the main key to the motivation and productivity of an employee so that they can give maximum contribution to the company. Employee engagement and empowerment direct them to help each other both for themselves, between employees and for the company. The involvement and empowerment of employees are very effective in maintaining high levels of employee motivation. This study aims to determine the effect of psychological empowerment on employee creativity through intrinsic motivation. This study used a quantitative explanatory research approach. This study proposes several hypotheses with a total sample of 105 respondents. Data in this study were collected using a research instrument in the form of a questionnaire and analyzed using the PLS (Partial Least Square) analysis test. The results of this study indicate that psychological empowerment does not directly affect employee creativity. However, psychological empowerment significantly affects employee creativity through intrinsic motivation, and intrinsic motivation mediates the full/perfect mediation effect of psychological empowerment on employee creativity

THE ROLE OF EMPLOYEE MOTIVATION IN ENSURING EFFECTIVE MANAGEMENT OF A COMPANY IN A TURBULENT SOCIO-ECONOMIC ENVIRONMENT

This article discusses employee motivation as a key factor in ensuring successful business activity. It is proven that employee motivation is an important element of enterprise management and that by increasing its effectiveness, the profitability of the company increases. The opinions of scientists regarding their statements that only motivated personnel can ensure the completion of assigned tasks have been analyzed. At the same time, it is noted that the process of enterprise management through increasing the level of employee motivation should be systematic and take into account the evaluation of employee needs and the observance of values. The most effective motivation lies in the combination of several factors, such as well-paid work, the opportunity for career growth, interesting work, respect from management and colleagues, as well as the possibility of self-realization. Each of these factors is important for creating a motivational environment in the enterprise. The peculiarities of motivating employees under current conditions and why motivation occupies a key position in the company have also been considered. When an organization provides its enterprise with labor resources, uses them rationally, and maintains a high level of labor productivity, this contributes to the effective functioning of the company and ensures a high level of competitiveness. Personnel are the driving force behind any enterprise, so a lot of attention should be paid to such a resource, correctly establishing contacts and various mechanisms for stimulating work. This will be one of the key factors in the success of the company. As for our country – Ukraine, we have a powerful labor potential, but most companies do not use it correctly, which leads to high staff turnover, reducing the attractiveness of companies and, most importantly, their effectiveness and productivity. The opinions of various authors regarding motivation have been considered in this article. Therefore, this article discusses proper work motivation and foreign experience in this matter.

THE IMPORTANCE OF DEVELOPING THE PROFESSIONAL COMPETENCES OF THE STAFF OF SERVICE SECTOR ENTERPRISES

The article deals with the problems of advanced training and development of professional competencies of personnel of service enterprises. The key competencies that the personnel of the enterprise should have are analyzed. The directions of improving communicative competence as the main factor of a modern enterprise in the conditions of fierce competition are considered. The service organization process requires special competencies from the staff, the possession of which ensures in practice a well-coordinated and uninterrupted process of the full functioning of all services, and many of these competencies are invisible to the client, but only as long as the enterprise meets its expectations. The success of a modern enterprise depends on how well employees can meet customer needs. Therefore, first of all, it is necessary to determine the level of qualification and types of skills required for a particular position, and train employees to be competent. If the managers of the enterprise are fully competent to perform tasks, then their job satisfaction will increase. The study found that high employee job satisfaction in the workplace can improve the quality of customer service and eliminate such negative factors as long time spent on handling customer complaints, loss of reputation, and low level of employee motivation to work. Also, the article considers the importance of evaluating the effectiveness of training staff. To evaluate the effectiveness of professional development, it is suggested to evaluate not only economic indicators such as labor productivity, income, profit, but also to use evaluation of training programs by managers and employees themselves. Evaluation of the effectiveness of employee training is based on feedback information received from employees who have completed the training. When evaluating training, it is also necessary to evaluate the manager’s satisfaction with the subordinate employee who has completed the training. To achieve professional success, it is necessary to constantly develop. If the company’s personnel does not acquire new knowledge, its competitive advantage will gradually be lost. Continuous training of personnel indicates the achieved success in the field of human resources management and, as a result, increasing the level of their labor potential. Consequently, the development of professional competences of the company’s personnel has a great impact on the quality of customer service and the profitability of the company as a whole.

Total Quality Management (TQM) Influence on the Service Quality of Services Companies in China

This conceptual paper explores the influence of Total Quality Management (TQM) on service quality in Chinese service companies. The paper aims to investigate the specific TQM practices implemented by these companies and examine the impact of TQM on service quality. The paper begins by discussing the importance of TQM in the service industry and its potential benefits for Chinese service companies. It highlights the need for customer focus, employee empowerment, process standardization, performance measurement, and continuous improvement in achieving service quality excellence. Through an examination of existing literature and empirical studies, the paper finds that TQM practices positively impact service quality in Chinese service companies. TQM implementation leads to improved customer satisfaction, enhanced customer loyalty, and overall organizational performance. The adoption of customer feedback mechanisms enables companies to understand customer needs and tailor their services accordingly. Employee empowerment and involvement contribute to higher levels of employee motivation and commitment, resulting in improved service quality outcomes. Process standardization ensures consistency and efficiency in service delivery, while performance measurement systems enable companies to monitor and evaluate service quality against benchmarks. The paper concludes that TQM practices have a significant positive impact on service quality in Chinese service companies. It emphasizes the role of leadership commitment in fostering a culture of quality and sustaining the focus on service quality throughout the organization. The findings of this conceptual research highlight the importance of embracing TQM principles to enhance service quality and gain a competitive edge in the market.

Оцінка факторів успіху логістичних компаній у сучасному бізнес-середовищі

The aim of the article is to study the main factors influencing the success of logistics companies in the current economic environment. The authors analyze current trends in the logistics industry, consider the main strategies used by logistics companies to achieve success. The main success factors are illuminated, such as: efficient supply chain management, use of modern technologies and innovations, development of partnerships with customers and suppliers, as well as the ability to respond quickly to changes in the market environment. The authors discuss the problems faced by logistics companies in the current economic environment: increased competition, increased customer demands, volatile fuel prices and other factors that may adversely affect the activities of logistics companies. Despite these challenges, logistics companies have great potential for development and expansion of their operations. Among the prospects for development are the increased use of new technologies such as drones and autonomous vehicles, improved supply chain management, and the development of environmentally friendly solutions. The authors of the article also draw attention to the importance of human resource management, maintaining a high level of employee motivation, ensuring the quality of services, assessing and managing risks, managing costs, and improving the efficiency of business processes. It is substantiated that the development of the logistics industry will take place in the direction of strengthening the integration of technologies, increasing the quality of services and improving risk management. Recommendations for improving the work of logistics companies are proposed, and it is concluded that the success of logistics companies depends on an integrated approach to management, as well as flexibility and adaptability to changing market conditions. The results of the study can be useful both for managers of logistics companies and for those interested in developing in this area. The article is an important study that allows us to better understand current trends in the logistics industry, as well as to identify problems and prospects for its development.

The mediating role of Motivation to learn in the Training needs analysis and Training reaction relationship

Propose – Most of the training evaluations are based on trainees’ reaction but rare research has been done on training reaction as a training outcome. In addition, Insurance companies’ employees have also shared the similar anecdotes. Based on the evidence and phenomenology, the aim of this study is to examine the training reaction via. training needs analysis and motivation to learn.
 Design/ Methodology/ Approach - The philosophical perspective of this study are single reality (ontology) and positivist epistemology. Descriptive research design was used to know the current status and casual research design was used for examining the impact among exogenous, intervening and endogenous constructs. In this study, reliability, exploratory and confirmatory factor analysis were checked by using 203 questionnaires and confirmed for acceptable reliability, validity and model fit of the constructs. For robust analysis, structural equation modeling was employed and to validate the finding, PROCESS macro and Sobel test were employed and found the similar results.
 Finding - The study found positive relationship among training needs analysis and motivation to learn; motivation to learn and training reaction; and training needs analysis and training reaction. Moreover, the study confirmed that motivation to learn mediates the relationship between training needs analysis and training reaction which concludes that the positive training reaction and motivation to learn are the expected outcomes from well-designed training program.
 Practical Implication – Practicle implication for insurance companies have been presented in this study, thereby the insurance companies could increase the performance and the motivation level of employees.
 Original Value – This research paper validate the proposed training needs analysis, motivation to learn, and training reaction construct that provide the empirical evidence for building a strong theory.

ASSESSMENT OF IMPACT OF MACROECONOMIC INDICATORS ON EMPLOYEE MOTIVATION

In today's globalized economy, businesses operate in a constantly changing environment, where external factors such as economic policies, exchange rates, and trade agreements can have a significant impact on their operations. The way in which these macroeconomic indicators affect employee motivation is an important consideration for enterprises, as it can have a direct impact on their bottom line. A motivated workforce is crucial for businesses to achieve their goals and maintain their competitive edge. By understanding the impact of macroeconomic indicators on motivation, businesses can make informed decisions about their human resource strategies and tailor their approach to ensure maximum productivity and job satisfaction among employees. Purpose. The purpose of this article is to analyze macroeconomic indicators and rank them by their impact on the overall population motivation level, using a mathematical model based on data from the state statistical service for 2010 to 2022. Research methods. This study uses theoretical methods (deduction, analysis, generalization) and economic and mathematical modeling. Results. The regression model developed in this study can be used to forecast the initial motivation level of the country's population towards effective and motivated work at the beginning of the next period based on the macroeconomic situation. The results can be used to select the most optimal types of motivation depending on the overall situation in the country, which can help employers attract future employees. The practical significance of the obtained results lies in the gradation of the influence of the considered macroeconomic indicators on the overall level of motivation of the population. Top management and HR departments can use this information to analyze a set of macroeconomic indicators to estimate the current motivational potential of candidates more accurately, and create job descriptions that can increase the number of applicants. Conclusions. The developed economic-mathematical model includes only four indicators of influence on the overall motivation level of employees. The research can be expanded by introducing additional macroeconomic indicators to create a stable basis for choosing an optimal set of motivational components in the personnel management system of the enterprise. Keywords: macroeconomic indicators, staff motivation, unemployment rate, level of shadowing of the economy, average salary

The Effect of Some Managerial Motivators on Employee Motivation in Furniture Enterprises

The paper aims to determine the effects of some economic, psychological and sociological motivators on motivation levels of employees in furniture industry companies depending on some socio-demographic characteristics. In order to measure their motivation levels, a questionnaire was applied to 100 people working in enterprises that employ 10 or more people, which are thought to apply a motivation system in the Furniture Manufacturers Site in Ankara. The obtained data were processed using package programs for statistical analysis and the data were evaluated. According to the results: The type of production was not effective on employee motivation. While increasing occupational health and safety and giving more responsibility provided more motivation for male employees, the openness of career paths was more effective for female employees. The effect of both factors that "job assurance" and "independent work and performance feedback" effects on employee performance increased as the working time of employees in the current workplace increased.

Impact of Employee Motivation on Maintaining Firm Performance

Employees are considered as key assets in an organization to ensure the attainment of sustainable business performance and long-term growth. The role of employee motivation in maintaining prolonged firm productivity is critically evaluated in this study. Relevant secondary articles are gathered in this study as a secondary qualitative strategy and an explanatory research design is adopted in this paper. Based on the relevant articles different factors that contribute in maintaining an optimum level of employee motivation are assessed here. It is found that the development of a positive work environment by maintaining team cooperation and communication plays a significant role in encouraging the workforce. Along with that, suitable leadership inclusion is also required to enhance employee motivation. An optimized connection with the top management contributes to resolve conflicts and issues within the workforce. Employee involvement in decision-making, providing adequate rewards and remuneration along with maintaining transparency within the organizational performance results in enhancing employee morale. It also helps the associated workforce in efficiently performing complex jobs. The retention of a talented workforce is also maintained in Keywords : Communication, Communication, Decision-Making, Employee Engagement, Employee Motivation, Job Performance, Job Satisfaction, Leadership, Organizational Growth, Team Cooperation, Teamwork