Organizational Motivation Research Articles

THE EFFECTS OF INTRINSIC ASPECTS OF WORK ON EMPLOYEE WELL-BEING

In recent years, increasing attention has been directed toward understanding the intrinsic aspects of work and their impact on employee well-being. This study aims to evaluate the influence of intrinsic work factors on employees' health, well-being, and job satisfaction. The research employs artificial neural network analysis, specifically a multilayer perceptron model, to establish relationships between intrinsic work factors (such as motivation, interest in the profession, and recognition) and employee outcomes, including health and well-being. The findings reveal that organizational motivation, interest in the profession, and recognition of effort are the most significant contributors to employee well-being, while other aspects, such as autonomy and task satisfaction, exert less influence. These results highlight the complexity of how intrinsic factors shape the overall work experience, suggesting a differentiated approach to human resource management. In conclusion, intrinsic work aspects positively impact employee well-being, but the influence varies across different factors, emphasizing the importance of fostering motivation, interest alignment, and recognition in the workplace.

Analysis of influencing factors on cognition of organizational innovation climate among clinical nurses in China.

Establishing a positive organizational innovation climate can enhance nurses' innovative performance and work quality. This study aims to explore the cognitive status and influencing factors of the organizational innovation climate among clinical nurses. The findings of this study will provide a scientific basis for developing innovative nursing talent teams and strengthening innovative management. This is a cross-sectional study. From July 2024 to September 2024, we conducted a paper questionnaire survey of 210 clinical nurses in 3 tertiary hospitals in China. Participants self-reported on general demographic questionnaires and organizational innovation climate scales. The collected data were analyzed using various statistical methods, including descriptive analysis, independent sample t-tests, one-way analysis of variance (ANOVA) tests, and multiple linear regression analysis. Multicollinearity was tested using the variance inflation factor and tolerance test. All analyses were performed using the SPSS software (version 26.0). P < .05 indicated that the difference was statistically significant. In this study, the score for organizational innovation climate among 210 clinical nurses was (73.70 ± 9.25). Organizational innovation incentive was the dimension having the highest score. Resource supply was the dimension having the lowest score. Multiple regression analysis showed that gender, highest education level, years of work experience, position, job satisfaction, and academic conference participation experience were the main factors influencing clinical nurses' cognition of the organizational innovation climate (P < .05). In this study, the cognitive level of nurses' organizational innovation climate was moderate level. To improve this level, nursing managers should develop targeted intervention measures for various influencing factors. It is recommended that nursing managers strategically integrate scientific research innovation training into their vocational training programs to stimulate nurses' innovation consciousness and improve the quality of clinical nursing services.

Study Skills in Graduate Students in An Lms-Supported Learning Environment

Objective: This study examines the efficacy of learning management system (LMS) support in enhancing graduate students; study skills, with a particular focus on the impact of Moodle utilization on academic performance. Theoretical Framework: In the field of education, information and communication technologies (ICT) have played a pivotal role in transforming teaching practices. Moodle has emerged as a prominent electronic learning platform, integrating learning resources into a digital environment. Previous studies have demonstrated that using LMS platforms like Moodle can improve certain study skills in students. Method: The research employed a quasi-experimental pretest-posttest design. Two groups of 47 students each were formed: an experimental group (using Moodle) and a control group (using traditional methods). The efficacy of the intervention was evaluated by measuring nine dimensions of study skills using a 60-item questionnaire administered before and after the intervention. Results and Discussion: The experimental group exhibited notable advancement in six of the nine assessed areas in the posttest, outperforming the control group in aspects such as motivation for learning, organization and planning, and resource utilization. However, no significant improvements were observed in essay writing and effective listening skills. Research Implications: Findings suggest that using Moodle can enhance various study skills; however, it is essential to adapt LMS platforms to meet the specific needs of students and educational contexts. Originality/Value: This study makes a significant contribution to the field of educational technology by demonstrating Moodles potential to enhance study skills in graduate students. It also highlights the need for further research on its implementation across different educational contexts in order to gain a deeper understanding and optimize learning management system (LMS) platforms.

Commentary: Bridging and Reducing the Gaps Between Research and Practice: Pathways to Outcomes and the Interactive Systems Framework for Dissemination and Implementation 2.0.

There are many ways proposed to achieve better societal outcomes (e.g., in health, education, and well-being) including: (1) bridging research and practice, (2) building the motivation and capacity of service delivery organizations (e.g., schools, hospitals, clinics, and community-based organizations) to innovate, and (c) providing service delivery systems with high-quality support via training and technical assistance. The Interactive Systems Framework for Dissemination and Implementation (ISF) was developed to describe how relevant systems, organizations, and processes can interact and work toward these goals. Stimulated by the 13 articles contained in the two special issues of Strengthening the Science and Practice of Implementation Support: Evaluating the Effectiveness of Training and Technical Assistance Centers, we describe several enhancements to the ISF including: how service delivery systems can operate better, how motivation and capacity can be built, and how training and technical assistance centers can provide more evidence-informed technical assistance and other promising innovations. ISF 2.0 incorporates these and other enhancements with the goal of achieving better outcomes. We conclude that the actions and accountability of funders and of organizations and systems to funders would accelerate progress in the systems to achieve outcomes-and result in improving the science and practice of implementation support.

Instructions and Incentives in Organizations

Instructions and Incentives in Organizations

Driving circular economy adoption through top management commitment and organisational motivation: a quantitative study on small- and medium-sized enterprises

Purpose This paper aims to influence top management commitment and organisational motivation on small- and medium-sized enterprises’ (SMEs) adoption of circular economy practices in the United Arab Emirates. Design/methodology/approach Data were collected from 438 middle- and higher-level managers, owners, directors and chief executive officers of SMEs through an online survey. The theoretical model was tested using structural equation modelling. Findings The results reveal positive relationships between top management commitment, organisational motivation and circular economy adoption. Furthermore, organisational motivation partially mediates the impact of top management commitment on adoption, highlighting the importance of both direct and indirect influences of leadership. Originality/value This study contributes to the emerging discourse on circular economy adoption in emerging markets by offering insights for policymakers, industry stakeholders and SMEs aiming for sustainable growth amidst resource constraints.

The UPFRONT project: tailored implementation and evaluation of a patient decision aid to support shared decision-making about management of symptomatic uterine fibroids

ObjectiveTo evaluate implementation of a patient decision aid for symptomatic uterine fibroid management to improve shared decision-making at five clinical settings across the United States.MethodsWe used a type 3 hybrid effectiveness-implementation stepped-wedge design and the Reach, Effectiveness, Adoption, Implementation, Maintenance (RE-AIM) planning and evaluation framework. We conducted clinician training, monthly reach tracking with feedback to site clinical leads, patient and clinician surveys, and visit audio-recordings. Implementation strategies included assessment of organizational readiness for shared decision-making, synchronous clinician training, audit and feedback of decision aid reach, and access to multiple decision aid formats. Outcomes and analyses included patient-level reach, clinician-level adoption, and associations of patient-reported decision aid exposure (as treated) and setting-level implementation (intention-to-treat) with patient-reported (collaboRATE measure) and observed (OPTION-5 measure) shared decision-making. We also designed and assessed setting-level plans for sustainability and other factors impacting sustained decision aid use.ResultsThe decision aid was adopted by 72 of the 74 eligible gynecologists (97%) and reached 2553 patients across five settings. CollaboRATE scores improved among patients who reported receiving the decision aid (as-treated analysis, 69% vs. 59%; OR 1.6, 95% CI 1.16–2.27). CollaboRATE scores remained consistent before and after setting-level decision aid implementation (intention-to-treat analysis, 64% vs. 63%; OR 0.86, 95% CI 0.61–1.22). Participants would prefer to receive a decision aid at multiple time points (91.9% before the visit, 90.7% during the visit, 86.5% after the visit). Shared decision-making experiences did not improve when comparing pre vs. post-implementation collaboRATE scores across included settings (intention-to-treat, 64% vs. 63%; OR 0.86, 95% CI 0.61–1.22).ConclusionWhen patients with symptomatic uterine fibroids are given decision aids, they report higher shared decision-making scores. However, the differences we observed between the as-treated and intention-to-treat results suggest that unaddressed implementation challenges continue to limit the extent to which patients receive decision aids and likely hinder their overall impact. Future efforts to implement decision aids should explore enhancing their integration into clinical workflows and standard operating procedures, supported by organizational incentives that prioritize shared decision-making.Trial registrationClinicalTrials.gov NCT03985449; registered 6 June 2019.

The interplay of organizational factors, incentive systems, and employee performance

This systematic review aims to explore the relationships between organizational factors, incentive systems, and employee performance in modern workplaces, addressing the need for a comprehensive understanding of these interconnected elements. A rigorous three-stage methodology was employed, including a comprehensive database search of international databases such as Google Scholar and Scopus, screening based on predefined inclusion/exclusion criteria, and quality assessment using the Mixed-methods Appraisal Tool. This was followed by qualitative synthesis and framework analysis to identify patterns and trends across the selected literature. The review reveals that well-designed incentive systems can significantly enhance the impact of positive organizational factors on employee performance, while emphasizing the importance of considering both intrinsic and extrinsic motivational factors. Several moderating variables, including organizational culture, leadership styles, and individual employee characteristics, were identified as influencing incentive system effectiveness. The study also highlights the need for organizations to adapt their incentive strategies to evolving work paradigms, such as remote work and the gig economy. These findings provide valuable insights for managers and policymakers seeking to optimize their organizations' performance management strategies, emphasizing the importance of aligning incentive structures with organizational goals and employee needs. The review suggests that a holistic approach, considering multiple interconnected factors, is crucial for sustaining organizational performance and employee productivity. Future research directions include cross-cultural studies and longitudinal approaches to further understand the dynamic interplay between incentives, organizational factors, and employee productivity in changing work environments.

Pediatric Practices’ Experiences with Massachusetts’ Medicaid Accountable Care Organizations

ObjectiveTo examine the experience of Medicaid Accountable Care Organizations (ACOs) that include pediatric practices, including their motivations and experiences working together. MethodsThis mixed methods study is set within the first two years of the Massachusetts Medicaid ACO Program, which created 17 Medicaid ACOs across the Commonwealth in 2018. It combines qualitative interviews from organizational leaders across three Medicaid ACOs with pediatric representation (N=28; purposive sample; 2018) with a 44-item primary care practice leader survey (N=225 after 64% response rate; statewide stratified random sample of primary care practices; 2019). Interviews gathered information about organizational motivations and experiences with becoming a Medicaid ACO; the survey asked five domains of questions describing the experience of pediatric- and adult-focused primary care practices in joining Medicaid ACOs (e.g., how much practices solved problems jointly with the ACO). We used ordinary least squares regression to describe differences in experiences across pediatric vs. non-pediatric practices. ResultsLeaders of Medicaid ACO with pediatric representation expressed a desire to voice pediatric concerns regarding state Medicaid payment policy and to integrate social services as part of routine medical care. Relative to the experience of adult-focused primary care practice leaders, pediatric-focused practices reported less collaboration within the Medicaid ACO (95% confidence interval 0.81 to 0.05; p = 0.03) and less change toward standardization of policies such as physician compensation (95% confidence interval 0.61 to 0.02; p = 0.04). ConclusionsInitial Medicaid ACO experiences can differ based on the degree to which organizations joining Medicaid ACO programs serve pediatric populations. Article SummaryEarly in Massachusetts’ implementation of Medicaid Accountable Care Organizations (ACO), pediatric-focused practices reported less collaboration and standardization within their Medicaid ACOs than adult-focused practices.

Effects of Recognition on Motivation of Volunteers in Non-Governmental Organizations in Tanzania: A Case of World Vision in Tanzania

This study investigates the impact of various recognition practices on volunteer motivation in non-governmental organizations (NGOs) in Tanzania, with a focus on World Vision Tanzania. The research addresses the challenge of maintaining volunteer engagement and retention in resource-constrained environments. This study used descriptive research design. Simple random sampling method was used to select 81 respondents. Quantitative data was collected by use of questionnaires. Data was analysed using multiple regression method by the aid of Statistical Package of Social Scientists Program (SPSS). The findings reveal that recognition significantly influences volunteer motivation. Recognition from superiors (Beta coefficient= 0.987, Sig. value = .000) and Member recognition being treated as an integral part of the organization (Beta coefficient= 0. 832, Sig. value = .000) emerged as the most potent motivators. Personal forms of recognition, such as verbal acknowledgment, were found to be more impactful than public or formal recognitions. Based on these results, the study recommends a multi-faceted approach to volunteer recognition, emphasizing personal acknowledgment, organizational inclusion, and strategic use of formal recognition methods. The research suggests that NGOs should prioritize training for supervisors on effective recognition practices, create an inclusive organizational culture, and regularly assess and adapt their recognition strategies to maintain long-term volunteer motivation and engagement.

How and Why Top Executives Influence Innovation: A Review of Mechanisms and a Research Agenda

Scholars have shown increasing interest in the relationship between top executives and firm innovation. However, no systematic effort has been made to integrate or synthesize the theoretical mechanisms in this literature. Without such an integrative framework, this field remains fragmented, offering limited guidance for future research. In this study, we integrate and synthesize findings from over 100 articles on the effects of top executives on innovation. Our review identifies four major categories of theoretical mechanisms (Motivations, Cognitions, Leadership Behaviors, and Influences), eleven sub-categories of mechanisms, and three prominent causal chains in the literature. Our review also examines how these mechanisms align with those in the broader innovation literature, highlighting numerous opportunities for future research. These include deeper integration within and across four categories of mechanisms in strategic leadership literature, drawing insights from strategic leadership research to better inform future research on organizational motivations for innovation, examining top executives’ economic motivations for innovation, and elucidating how strategic leaders shape absorptive and economic capacities to innovate.

Unveiling the Influence of High School Principals’ Leadership Behaviors on Organizational Motivation: Teachers’ Perspectives

The role of principal in a school context is multidimensional and complex. On one hand the principal manages the school matters as leader and on the other does an academic responsibility. There is a lack of studies to tell about the effect of leadership behaviour on teachers’ motivation to work in a high school context. This study examines the relationship between principals’ leadership behaviour and its relationship with teachers’ organizational motivation in a high school context. Data were collected from 220 teachers based on convenient sampling approach in district Swat, Khyber Pakhtunkhwa. Two scales such as leadership behaviour scale and organizational motivation scale were used as a tool of data collection. The collected data were analyzed using the spearman r correlation coefficient technique. Total five hypotheses were formulated to test the perceptions of teachers out of which only one was accepted and four were rejected. The results of the study revealed that there was strong negative correlation between dictatorial leadership behaviour and teachers’ organizational motivation. However, a strong positive correlation was found between supportive, participative and achievement oriented behaviour and teachers’ organizational motivation. The study concluded that teachers’ motivation reduces under a dictatorial leadership, whereas, teachers’ motivation increase under supportive, participative and achievement oriented leadership environment. It is suggested that the results of this study may be replicated or further studied in other context for better understanding.

The Influence of Organizational Culture, Incentives and Motivation on Employee Performance of PT. Niaga Sejahtera Plastik Indonesia in Purwosari, Pasuruan Regency

This study aims to analyze the influence of Organizational Culture, Incentives and Motivation on Employee Performance of PT. Niaga Sejahtera Plastik Indonesia in Purwosari, Pasuruan Regency. The total sample of the study was 100 people. The variables used are organizational culture, incentives and motivation as independent variables and employee performance as the dependent variable. Data collection was carried out using a questionnaire and then analyzed using multiple linear regression analysis methods. Hypothesis testing used is the simultaneous significance test (F-test) and partial significance test (T-test). The results of the F test of this study indicate that the variables of organizational culture ( ), incentives ( ), and motivation ( ) have a simultaneous effect on employee performance. While the T test shows that the variable of organizational culture ( ), does not have a partial effect on employee performance, while the variables of incentives ( ), and motivation ( ) have a partial effect on employee performance.

The Impact of Organizational Commitment, Incentive, and Risk Reporting through Social Media on Whistleblowing Intention

Purposes: This study explores the impact of organizational commitment, incentives, and risks associated with reporting through social media on whistleblowing intentions. Methods: A quantitative survey approach was adopted to collect data from accounting, finance, and tax employees in 40 profit-oriented companies. The garnered data were analyzed using multiple linear regression analysis through SPSS version 26. Findings: Research results indicate that organizational commitment has a positive and significant influence on whistleblowing intentions, while incentives have been observed to have no significant effect. The risk variable for reporting via social media does not show a negative influence that can reduce whistleblowing motivation. Whistleblowing intentions continue to occur because of the high loyalty of respondents, which overrides the provision of incentives and the risk of threats. This research contributes to organizations by providing guidance on creating whistleblowing policies that promote positive reporting to reveal fraud and collar crime. Novelty: The study focuses on the increasing number of fraud cases, particularly corruption, in Indonesia and the importance of whistleblowing on social media to expose organizational violations. Employee perceptions regarding combining financial and non-financial incentives, and whistleblowing risks in social media are rarely discussed so it is explained in this study.

Effects of Employee Motivation in Business Organisations

Effects of Employee Motivation in Business Organisations

Metabolic Monitoring for Children and Adolescents Prescribed Second-Generation Antipsychotics: A Qualitative Study with Child Psychiatrists.

Introduction: Professional guidelines recommend that providers routinely monitor children prescribed second-generation antipsychotics (SGA) to reduce the risk of adverse metabolic events associated with the medication. Despite this guidance, many studies show low rates of monitoring compliance. In this study, we interviewed child psychiatrists for their views of possible barriers to monitoring. Methods: Semi-structured qualitative interviews, developed according to the Regehr model of influences upon patient-provider decision making, were conducted with child and adolescent psychiatrists in current practice and recruited by convenience and snowball sampling. Interviews were conducted through internet video meetings and were recorded. Interview data were analyzed following Framework Analysis qualitative methods. Results: We recruited and completed interviews with 17 psychiatrists. Patient-level barriers included travel difficulties, limited family time for health care appointments, patient fear of blood draws, and more. Provider-level barriers included professional judgment versus guideline guidance, perceived family burden, assumption of low-risk, short-term SGA use, and more. Organizational level barriers included lack of organizational mandates or incentives, limited appointment time per patient, lack of care coordination, lack of co-located labs, personnel turnover, and more. Barriers at the social and cultural level include stigma and low health literacy. Conclusion: These practicing prescribers provided a wide range of possible barriers to metabolic monitoring in children and adolescents prescribed SGAs. The next step is to explore which may be present in certain settings, and to pilot quality improvement interventions. Addressing barriers can reduce risk of metabolic disorders arising from long-term use of SGAs in children and adolescents.

The impact of organizational incentives on the loyalty of studying abroad teachers in Hainan, China: The mediating role of organizational commitment

Competition in higher education is essentially a competition for talent, particularly manifested in the competition among high-level university teachers. Therefore, enhancing teachers' loyalty to their profession and universities, controlling talent turnover, and establishing a responsible and well-structured teaching staff are fundamental to the sustainable development of universities. This study, based on the motivation-hygiene theory, utilized convenience sampling to conduct a questionnaire survey on internationally studying teachers from 21 universities in Hainan Province, China. A total of 667 valid questionnaires were collected, and a structural equation model was employed to investigate the influence of organizational incentives in Hainan's universities on the loyalty of international teaching staff; as well as the mediating effect of organizational commitment of international teachers between organizational incentives and loyalty. The research results show that both organizational incentives and organizational commitment can positively predict teachers' loyalty, and organizational incentives can positively predict organizational commitment. Organizational commitment plays a partial mediating role between organizational incentives and teachers' loyalty. Based on this, this study suggests that university administrators should establish a reasonable incentive mechanism and cultivate the organizational commitment of overseas-study teachers, in order to comprehensively enhance the loyalty of overseas-study teachers and ensure the stability of the teaching staff.

Enriching the concept of employer branding: investigating its impact in the service sector

PurposeThe purpose of this paper is to extend the research on employer branding (EB) by identifying elements of EB according to the perceptions of employees working in the service sector and investigating the impact of EB on employer of choice and organizational performance.Design/methodology/approachAround544 respondents helped to test the model. The research considers development, growth opportunities, equality and justice as new elements of EB, along with organizational culture, salary, incentives and work–life balance.FindingsEB significantly influences employer of choice through organizational commitment and employer brand advocacy. Organizational performance is influenced by EB through job satisfaction and employee performance. Nevertheless, no significant relation was observed between EB and employer of choice through person–organization fit. The EB’s impact on employee performance through employee retention was not significant.Originality/valueThe study suggests reflecting on the importance of the role played by new elements of EB and on the existence of a direct relationship between employee performance and EB. Despite the widespread belief that EB primarily serves as a recruitment tactic to attract candidates, this paper shows that the positive impacts on company performance stem more from outcomes related to current employees than from prospective applicants.

TechMark: a framework for the development, engagement, and motivation of software teams in IT organizations based on gamification.

In today's fast-moving world of information technology (IT), software professionals are crucial for a company's success. However, they frequently experience low motivation as a result of competitive pressures, unclear incentives, and communication gaps. This underscores the critical need to handle these internal marketing challenges such as employee motivation, development, and engagement in IT organizations. Internal marketing practices aiming at attracting, engaging, and inspiring employees to use excellent services have become increasingly important. Internal marketing is attracting, engaging, and motivating employees as internal customers to utilize their quality services. Gamification has emerged as a significant trend over recent years. Despite the expanding use of gamification in the workplace, there is still a lack of focus on internal marketing tactics that incorporate gamification approaches. Thus, addressing the challenges related to employee motivation, development, and engagement is crucial. Therefore, as a principal contribution, this research presents a comprehensive framework designed to implement gamified solutions for software teams of IT organizations. This framework has been tailored to effectively address the challenges posed by internal marketing by optimizing motivation, development, and engagement. Moreover, the framework is applied to design and implement a gamified work portal (GWP) through a systematic process, including the design of low-fidelity and high-fidelity prototypes. Additionally, the GWP is validated through a quasi-experiment involving IT professionals from different IT organizations to authenticate the effectiveness of framework. Finally, the outclass results obtained by the gamification-based GWP highlight the effectiveness of the proposed gamification approach in enhancing development, motivation, and engagement while fostering ongoing knowledge of the employees.

Identifying Barriers and Implementation Strategies to Inform TBI Screening Adoption in Behavioral Healthcare Settings.

Identify barriers to the adoption of the Ohio State University Traumatic Brain Injury Identification Method (OSU TBI-ID) in behavioral healthcare organizations and match these barriers to implementation strategies to inform future implementation efforts. Twenty behavioral health providers. Qualitative study involving individual, semi-structured interviews regarding barriers to adopting the OSU TBI-ID. Data were thematically analyzed around constructs from the Consolidated Framework for Implementation Research (CFIR). Results were matched to strategies using the Expert Recommendations for Implementing Change (CFIR/ERIC) matching tool. Ten barriers were identified across 4 CFIR domains. Inner-Setting barriers were inadequate leadership engagement, priorities, resources, and organizational incentives. Individual-Characteristics barriers were insufficient knowledge about the connection between TBI and behavioral health and how to conduct the OSU TBI-ID with fidelity, low self-efficacy to conduct screening, and inadequate motivation and buy-in to conduct screening. Outer-Setting barriers were lack of state-level mandates and inadequate incentives to conduct screenings. The Process domain barrier was an insufficient engagement of key personnel. Strategy recommendations include: identify and prepare champions; alter incentive and allowance structures; inform local opinion leaders; build a coalition; access new funding; conduct local consensus discussions; involve executive boards; capture/share local knowledge; conduct educational meetings; assess for readiness and identify determinants; identify early adopters; fund and contract for the clinical innovation; create a learning collaborative; and conduct a local needs assessment. This is the first study to examine barriers to adopting the OSU TBI-ID in real-world practice settings. Our results suggest that multilevel implementation strategies addressing mechanisms of change are necessary at the provider, organizational, and systems levels to overcome the complex barriers affecting TBI screening adoption and implementation. Future research is needed to test these strategies and their mechanisms of action on the adoption, implementation, and sustainment of TBI screening, as well as their effect on client-level outcomes.