Organizational Motivation Research Articles

Cracking the code: A research study on neuro-linguistic programming (NLP) and its impact on organizational success

Neuro-Linguistic Programming (NLP) is a valuable technique for enhancing communication skills, motivation, and mentality in organizations. It helps individuals build rapport, understand others' perspectives, and convey messages with clarity and impact. NLP can help individuals achieve personal goals that go beyond monetary and performance targets, boost employee morale, loyalty, effort, and profitability. The study uses a secondary research method, which involves using existing data and research reports. The data required for conducting the study is available online, such as websites, articles, and reports mainly helps individuals in achieving organizational goals by improving communication, motivation, and mentality. It helps individuals set clear, well-defined objectives aligned with their values and aspirations, and develops appealing objectives that drive action and attention. Techniques like anchoring, reframing negative thoughts, and using positive language patterns can help individuals maintain a good view, overcoming challenges, and remaining motivated while working towards organizational goals. Communicating and influencing skills are equally important for organizational performance, and NLP provides excellent tools for improving these talents. Individuals can learn to create rapport with others, enhance their listening skills, and successfully communicate their message with NLP. These abilities are especially useful when working with team members, stakeholders, or clients, as they allow individuals to influence and convince others. NLP provides problem-solving and decision-making tools and models, such as the Disney Strategy and the Well-Formed Outcome model, which help individuals develop innovative solutions, evaluate their practicality, and develop successful action plans to attain their goals. The significance of rapport and understanding others is highlighted in NLP, allowing individuals to form deeper connections and cooperate more successfully with colleagues and team members. NLP offers a range of techniques and strategies that can greatly support individuals in achieving their organizational goals. By utilizing NLP, individuals can enhance goal setting, motivation, communication skills, mindset, and problem-solving abilities, ultimately leading to improved performance and success.

THE EFFECTS OF PERCEIVED WORK OVERLOAD ON ORGANIZATIONAL COMITMENT ON EMPLOYEE TURNOVER INTENTION IN AUTOMOTIVE INDUSTRY IN PAHANG

Employee turnover is a critical concern for organizations, as it can adversely affect service quality and incur substantial expenses. Drawing on the theoretical framework of social exchange theory, this study presents a model to examine the interconnections between turnover intentions, organizational commitment, and perceived task overload among employees in the automotive sector of Malaysia. Data was collected from 158 automotive industry professionals who voluntarily participated in the study. The proposed hypotheses were validated using structural equation modeling (SEM) via SmartPLS 4.0. The findings provide empirical support for the hypothesis that employees' perceptions of task overload directly influence their level of commitment to their respective organizations. Moreover, their perceived work overload, combined with organizational commitment and incentives, significantly impacts their turnover intentions, influencing their decision to leave their current positions. Surprisingly, organizational commitment was found to have no significant direct effect on turnover intention. This novel research offers a comprehensive model to manage turnover intention among automotive industry employees in Malaysia, utilizing organizational commitment as a mediating factor. The level of dedication demonstrated by employees towards their organizations plays a vital role in determining whether they will remain with the organization, even when they perceive their skills to be declining. These findings hold implications for both research and clinical practice, offering valuable insights for improving workforce readiness amidst the challenges posed by the industrial revolution 4.0.

Circular building adaptability in adaptive reuse: multiple case studies in the Netherlands

PurposeThe application of circular building adaptability (CBA) in adaptive reuse becomes an effective action for resource efficiency, long-lasting usability of the built environment and the sped-up transition to a circular economy (CE). This paper aims to explore to which extent CBA-related strategies are applied in adaptive reuse projects, considering enablers and obstacles.Design/methodology/approachA stepwise theory-practice-oriented approach was followed. Multiple-case studies of five circular adaptive reuse projects in The Netherlands were investigated, using archival research and in-depth interviews. A cross-case analysis of the findings was deductively conducted, to find and replicate common patterns.FindingsThe study revealed that configuration flexibility, product dismantlability and material reversibility were applied across the case studies, whereas functional convertibility and building maintainability were less applied. Low cost of material reuse, collaboration among team members and organisational motivation were frequently observed enabling factors. Lack of information, technical complexities, lack of circularity expertise and infeasibility of innovative circular solutions were frequently observed obstacles to applying CBA.Practical implicationsThis paper provides practitioners with a set of CBA strategies that have been applied in the real world, facilitating the application of CBA in future adaptive reuse projects. Moreover, this set of strategies provides policymakers with tools for developing supportive regulations or amending existing regulations for facilitating CE through adaptive reuse.Originality/valueThis study provides empirical evidence on the application of CBA in different real-life contexts. It provides scholars and practitioners with a starting point for further developing guiding or decision-making tools for CBA in adaptive reuse.

The challenge of regionalist institutions without regionalist politics

Abstract Scholarship on regionalist institutions lacks a theory of regionalist politics because we lack regional political parties, without which regional politics is difficult. Particularly in the United States, regional governments are the product of either intergovernmental agreements between governments controlled by ostensibly national parties or state statutes and federal grants administered by ostensibly nonpartisan bureaucrats. The absence of truly regionalist politics and parties creates problems for governmental problem-solving at both the national and regional levels. First, politics abhors a vacuum: In the absence of truly regionalist parties, politics generates semi-regionalized parties that risk hindering national policymaking with the parochial outlook of the semi-regionalized politicians. Second, regional politics are important tools for organizing both legislators and voters to pursue regionally controversial ends requiring political compromise. National parties organized around national issues cannot perform this function at the regional level. Without regional parties organized around issues like overcoming NIMBY (“not-in-my-backyard”) resistance to housing, for instance, it is difficult to rally politicians to take politically costly positions on those issues. This Article aims to solve the problem of missing regionalist parties and politics in two steps—first, with a taxonomy of regional governments and regionalist and semi-regionalist parties along with their respective benefits and burdens, and second, with very modest suggestions for promoting regionalist and discouraging semi-regionalist, parties. None of these solutions is perfect. Genuinely regionalist democracy presents an unsolvable problem, resulting from the inevitable cognitive limits of voters and the organizational incentives of politicians at every level of government.

Driving sustainable growth: exploring the link between financial innovation, green finance and sustainability performance: banking evidence

PurposeThis research paper aims to explore the link between financial innovation (FINV), green finance (GRF) and sustainability performance (SUSP) with the overarching objective of driving sustainable growth. The purpose is to understand how the integration of FINV and GRF can contribute to improved SUSP for businesses and organizations.Design/methodology/approachThe study adopts a survey-based approach, synthesizing existing scholarly works, empirical studies and industry reports. It examines the theoretical foundations and empirical evidence to understand the relationship between FINV, GRF and SUSP.FindingsThe findings highlight a positive relationship between GRF and SUSP. GRF acts as a catalyst for FINV by providing the necessary financial resources and incentives for organizations to invest in sustainable technologies and practices. It enables businesses to enhance their SUSP by adopting environmentally friendly processes, reducing carbon emissions and promoting resource efficiency. The integration of FINV and GRF fosters sustainable growth by aligning economic, environmental and social objectives.Originality/valueThis research paper contributes to the existing literature by offering a comprehensive examination of the link between FINV, GRF and SUSP. It consolidates and synthesizes previous studies, providing a holistic view of the topic. The paper also presents practical implications for businesses and policymakers, emphasizing the need for strategic integration of GRF and FINV to drive sustainable growth. The identification of future research directions adds originality to the study, guiding scholars and practitioners toward areas of further investigation.

COGNITIVE BACKGROUND OF VERTICAL FDI SPILLOVERS: AWARENESS MOTIVATION COGNITIVE CAPACITY

This study aims to investigate how the awareness, motivation, and capacity of local organizations affect vertical FDI spillovers in the Turkish automotive industry within the framework of institutional theory. A multiple case study method was used in this study, in which interviews, observations, and documents of seven local supplier organizations were subjected to content analysis. The findings show that the expectations of multinational companies for efficiency in buyer-supplier relationships have limited the awareness, motivation and capacity of local suppliers for internationalization and innovation. This situation prevents local organizations, especially those located at the lower rungs of the supply chain, from capturing the positive effects of vertical FDI spillovers.

E-learning, sport and the sustainable development goals: mapping the field

The sport for development (SFD) field has grown significantly, and there has been increasing professionalization within the sector. E-learning tools, in particular, have increasingly been deployed to provide education opportunities within the field. Despite this, little is known about the delivery, content or pedagogical approaches within e-learning connecting sport and sustainable development. Against this backdrop, this paper provides an initial mapping of existing online courses connecting sport and sustainable development. To do so, we conduct a systematic search using two online resources and map out the Sustainable Development Goals (SDGs) and pedagogical approaches present within courses. Our results show that courses are primarily self-paced, asynchronous offers that focus on health, inequality and peacebuilding. Furthermore, offers mainly rely on the motivation and resources of individuals and organizations to complete courses and provide limited technical or social support. To conclude, we propose ways for courses to provide more engaging and inclusive experiences.

Motivation key to company effectiveness in learning organisations

The aim of this study is to show the importance of building up effective motivation systems in organisations by clearly defining the substantive organisational and individual needs and by implementing high-level harmonisation between them. At the beginning of the 21st century, the most important features of the global market environment are the complexity, the instability, and the uncertainty. In such a business environment, the quick understanding of the changes and the ability of giving rapid and professional strategic answers to them become a key element in forming the efficiency of any business organisations. Such a company flexibility must be based on conscious human resource management activity founded on the attentive application of knowledge management tools so that it can effectively exploit the opportunities offered by the high-level cognition of emotional intelligence. One of the key elements of such a competent HR management work is to build up a company motivation system that serves the goals of both the company and the employees perfectly. This paper introduces the results of an extensive questionnaire survey aiming to collect reliable and comprehensive information about real intrinsic motivations of people so that a higher level of harmonisation between companies and their employees’ needs can be implemented by building up better organisational motivation systems.

Employees’ Motivation in Knowledge-Based Organizations in the IT Industry

Abstract Employees’ motivation is, probably, the biggest and most profound concern of managers today. Considering the constant changes of the marketplace, along with the attrition rates nowadays, we can easily understand why this matter is of high importance. But how did the study of motivation evolve throughout time and what stage has it reached today? From Maslow and the Pyramid of Needs to Herzberg and the Two-Factor Theory, McGregor and the X and Y Theories or McClelland and his Need for Achievement Theory, the matter of motivation has long been debated and researched. The present scientific paper aims to analyze how today’s employees in knowledge-based organizations find job satisfaction, what helps them feel motivated and the way in which the management and the organizations can influence the level of job satisfaction and motivation for the employees working in the IT industry. Generations evolve and so do their expectations of what a workplace should look like. For the employees working in the IT industry, the autonomy, and the learning opportunities they could have while doing their job are at least as important, or perhaps more important than their level of satisfaction with the financial benefits offered by companies. The research methodology of the present paper is based on literature review, and the objectives are related to describing the knowledge-based organizations and how they differ from other types of organizations, analyze the evolution of motivation theories over time, presenting the IT industry and its specifics for the motivation of employees in this field.

الرضا الوظيفي والعوامل المرتبطة به لدى العاملين في مجال الرعاية الصحية بمستشفى جامعة الملك فهد بالخبر

Objectives: The current study aimed to assess the levels of job satisfaction and associated factors among healthcare workers at King Fahad University Hospital in Al Khobar. Methodology: A cross-sectional study targeting healthcare workers at King Fahad University Hospital was conducted from October to December 2022. The research population consists of all 2000 healthcare workers at King Fahad University Hospital in Al Khobar. A total of 400 questionnaires were distributed and collected. After incomplete questionnaires were excluded, 332 remained to be analyzed. Results: The participants reported high job satisfaction, as indicated by the total mean score for all questionnaire items of 4.39. Furthermore, the factors influencing job satisfaction, ordered from the highest to the lowest percentage, are as follows: work physical environment (89.1%), working hours (88.4%), work culture environment (86.6%), pay benefits package (85.6%), patient satisfaction (84.4%), stress management (83.8%), quality of care provided (81.6%), and other factors (1.9%). The variables of work experience, specialty, educational level, gender, and age affected job satisfaction among healthcare workers. Conclusion: This study revealed a high level of satisfaction among healthcare workers at King Fahad University Hospital and suggests that healthcare workers should be given more organizational support, incentive benefits, and flexible work shifts to enhance their job satisfaction.

Critically Analyze the Management Problems Brought about by the Co-production of Multiple Companies

Multi -department cooperation has become a modern development trend. Together with the public sector and the private sector and the volunteer departments, public services not only accelerate efficiency to protect citizen rights and interests, but also help the development of social organizations. Out of the purpose of solving people's problems faster and serving the people, multiple departments work together. However, the values, goals, and the differences of corporate culture have brought many problems. In order to better protect the rights and interests of the people, different organizations need to run in and tolerate each other. This article is committed to solving complex interpersonal relationships, and system management caused by multiple departments. Putting members of different departments and each department seek common ground and mutual respect to promote the public service industry. Research and analyze the organizational goals and incentive methods of various organizations, and help explore managers from the root cause of conflict, resolve contradictions, improve work efficiency, and promote the positive development of the public service industry.

The perks of being in the smaller team: incentives in overlapping contests

AbstractWe investigate overlapping contests in multi-divisional organizations in which an individual’s effort simultaneously determines the outcome of several contests on different hierarchical levels. We show that individuals in smaller units are advantaged in the grand (organization-wide) contest for two reasons: First, the incentive to free-ride is smaller in inter-divisional contests. Second, competition in the intra-divisional contest is less fierce. Both effects induce a higher marginal utility of effort provision. We test the model in a laboratory experiment and confirm its main predictions. Our results have important consequences for the provision of incentives in organizations and the design of sports competitions.

The link between physician motivation and care

Studies report an unexplained variation in physicians’ care. This variation may to some extent be explained by differences in their work motivation. However, empirical evidence on the link between physician motivation and care is scarce. We estimate the associations between different types of work motivation and care. Motivation is measured using validated questions from a nation-wide survey of Danish general practices and linked to high-quality register data on their care in 2019. Using a series of regression models, we find that more financially motivated practices generate more fee-for-services per patient, whereas practices characterised by greater altruistic motivation towards the patient serve a larger share of high-need patients and issue more prescriptions for antibiotics per patient. Practices with higher altruism towards society generate lower medication costs per patient and prescribe a higher rate of narrow-spectrum penicillin, thereby reducing the risk of antimicrobial resistance in the population. Together, our results suggest that practices’ motivation is associated with several dimensions of healthcare, and that both their financial motivation and altruism towards patients and society play a role. Policymakers should, therefore, consider targeting all provider motivations when introducing organisational changes and incentive schemes; for example, by paying physicians to adhere to clinical guidelines, while at the same time clearly communicating the guidelines’ value from both a patient and societal perspective.

Environmental Costing Model, Applied to a Lasallian University Case Study

Objective: to develop an environmental costing model by applying a case study to the Lasallian University of the municipality of Caldas (Colombia), which will serve as a support and motivation for private and public organizations, in order to measure the cost and benefits. Method: As the world evolves, the importance of taking into account the environment has been recognized, and the desire to pay attention and reduce environmental damage, pollution, has increased dramatically, therefore, it will be analyzed by means of a case study the environmental costing and its impact on the Lasallian University. Results and Conclusions: The result obtained is beneficial for the environment and the company, according to this model, investing in the environment yields a great percentage of financial savings and a great protection to the planet earth, guaranteeing the social responsibility that one has in front of the subject. Repercussions of the research: Some large organizations, other medium and small companies, do not take into account the associated environmental impacts, lack of will. Mostly they prefer to pay penalties and environmental taxes, rather than make a small investment to protect the planet, the implementation of environmental costs can positively affect financial issues. Originality/value: This paper provides an overview of the challenges and enablers of environmental costs in organizations.

A Multi-stage Dynamic Incentive Model for Construction Project Managers From the Perspective of Work-Family Conflict.

This study aims to design incentives for organizations to improve the work engagement of construction project managers (CPMs) when they experience work-family conflict. Based on principal-agent theory, a multistage dynamic incentive model for CPMs' work engagement under the perspective of work-family conflict is constructed by integrating contract and reputation effect incentive mechanisms. Then MATLAB software was used to simulate the theoretical model for the arithmetic example. Finally, 182 valid questionnaires were tested for the conclusions of the model. In the two stages of the incentive model, work resources significantly positively influence CPMs' work engagement, and work-family conflict harms CPMs' work engagement. Including a reputation mechanism has two effects on the first stage of the incentive model. First, reputation has an incentive effect on CPMs' work engagement. Second, it reduces the negative impact of work-family conflict on work engagement. The combination of contract- and reputation-based incentives will improve CPMs' work engagement. The results suggest that incentives targeted at increasing the work engagement of CPMs may be necessary.

The Role of Supporting Factors on Patenting Activities in Emerging Entrepreneurial Universities

Academic patenting has become an important part of the university-industry collaboration and technology transfer but few studies have investigated the institutional frameworks and organizational incentive and support structures in terms of patenting activity. This article, therefore, seeks to fill this gap by examining institutional and infrastructure supporting factors and the impact that they have on university patenting within an emerging economy higher education system, namely Turkey. The analyses use logit regression to test a set of hypotheses on a large-scale sample of Turkish universities. The findings highlight the positive role of supporting factors on a university's patenting performance, acting complementarily to the role of Technology Transfer Offices (TTOs). This article will be a guide for managers and practitioners to use supporting factors complementing the activities of TTOs in emerging economies in increasing patent applications. Finally, this article highlights future research directions and limitations of the research.

Способы оплаты первичной медико-санитарной помощи, специализированной (в том числе, высокотехнологичной) медицинской помощи в системе ОМС: логика наиболее актуальных изменений тарифной политики 2023 года.

The article discusses new methodological approaches to the methods of paying for medical care in the compulsory medical insurance system for 2023, including those approved by recently issued regulatory legal acts, as well as joint recommendations of the Ministry of Health of Russia and the Federal Compulsory Medical Insurance Fund (FOMS). The article analyzes the main reasons for changes in the tariff policy and their expected consequences in terms of increasing the motivation of medical organizations. It is noted that there is a need to revise the remuneration systems of employees of medical organizations (primarily state and municipal) in order to more closely link incentive payments with performance indicators used in determining the amount of payment for medical care, which is intended to become an important motivation tool for improving the availability and quality of primary health care and, as a consequence, reducing the need for specialized medical care. An overview of innovations in the payment of high-tech medical care is given.

Implicit institutional incentives and individual decisions: Causal inference with deep learning models

AbstractReward schemes guide choices. However, they are not necessarily presented as a collection of written incentive mechanisms but as complex and implicit cues. This paper proposes a methodology to identify tacit organizational incentives based on direct observations of institutional reactions to operational decisions. Football data provides a laboratory for this analysis as referee decisions, and their consequences are subject to public scrutiny. This allows estimating the length of time between referee appointments in Spanish football as a function of referee decisions in the most recent match. A deep learning model is instrumental in this analysis as it allows controlling for many potential confounders. Our results are consistent with the presence of institutional incentives for the referee to take gradual (instead of drastic) decisions to send off home team players and deliver the game's expected outcome. Finally, we discuss the implications of these findings in organizations.

Talking Ethics Early in Health Data Public Private Partnerships

Data access and data sharing are vital to advance medicine. A growing number of public private partnerships are set up to facilitate data access and sharing, as private and public actors possess highly complementary health data sets and treatment development resources. However, the priorities and incentives of public and private organizations are frequently in conflict. This has complicated partnerships and sparked public concerns around ethical issues such as trust, justice or privacy—in turn raising an important problem in business and data ethics: how can ethical theory inform the practice of public and private partners to mitigate misaligned incentives, and ensure that they can deliver societally beneficial innovation? In this paper, we report on the development of the Swiss Personalized Health Network’s ethical guidelines for health data sharing in public private partnerships. We describe the process of identifying ethical issues and engaging core stakeholders to incorporate their practical reality on these issues. Our report highlights core ethical issues in health data public private partnerships and provides strategies for how to overcome these in the Swiss health data context. By agreeing on and formalizing ethical principles and practices at the beginning of a partnership, partners and society can benefit from a relationship built around a mutual commitment to ethical principles. We present this summary in the hope that it will contribute to the global data sharing dialogue.

Performance Appraisal System and Employee Motivation in International Non-Governmental Organizations in Nepal

Background: Strong organizations must maintain vital activities and help others survive. All non-profit organizations (NPOs) aim to increase customers' social well-being. These organizations have been under pressure to enhance management, efficiency, effectiveness, and accountability recently. A performance evaluation system is essential to internal monitoring and control in non-governmental organizations due to a diversified and linked workforce that works toward several layers of organization-specified objectives at different levels. Objectives: This study aims to explore the performance appraisal system of International Non-Governmental Organizations in Nepal. Additionally, it is to analyze the effect of the performance appraisal system on employee motivation in these organizations in Nepal. Methods: The study adopted a mix-method. Data were collected using a structured questionnaire of 300 employees, with 212 responses from six INGOs operating in Nepal and 5 HR managers of the INGOs. The performance appraisal system considered components, i.e., performance appraisal purpose, performance appraisal standard, feedback on performance appraisal, reliability of ratings, and rather assurance on employee motivation. Findings: The results determined that performance appraisal purpose, reliability of ratings, and rater assurance significantly affect employee motivation. In contrast, feedback on performance appraisal and performance appraisal standards did not significantly impact employee motivation. Conclusions: An organization's fair and accurate performance appraisal system helps employees feel unbiased and motivates them toward work. Employees should receive performance appraisals to verify that the authorities have reviewed their work. It inspires them.