Motivation Satisfaction Research Articles

Importance and satisfaction of motivation and setting factors among elk and deer hunters

AbstractHunting has important social, cultural, economic, and conservation benefits. Information on hunters’ motivations and expectations for a hunting experience can help support decision‐making by state and federal wildlife managers. We surveyed deer (Odocoileus spp.) and elk (Cervus canadensis) hunters participating in controlled hunts in eastern Oregon to describe hunter characteristics and experiences, including the importance of hunting motivational factors and specific setting attributes (2017–2019; n = 501). We compared differences between hunters’ ratings of importance and satisfaction and identified factors of particular importance for hunters with different characteristics. Survey response rates were high, ranging from 97% in 2017 to 81% in 2019. We found that the intangible benefits of hunting were most important to hunters, with enjoyment and spending time with friends and family emerging as the top‐ranked hunting motivations by importance. Motivations differed by gender, age and hunting avidity. Women rated getting meat for themselves and family higher than did men ( = 4.67 vs. 4.26). Frequent hunters ranked many experiential elements of a hunt higher in importance than less frequent hunters (e.g., Seeing animals in the wild, = 4.52 vs. 4.19; Fun and enjoyment, = 4.50 vs. 4.21; Thrill of the chase, = 4.34 vs. 3.97). Older hunters considered learning experiences less important than younger hunters (New experience, developing new skills, = 2.72 vs. 3.52; Gaining knowledge about the outdoors, = 3.14 vs. 3.83). We also found that the attributes of the specific hunt setting were less important than the broad factors that motivate hunting participation. Our results provide context for hunting retention and reactivation efforts and can be used to identify opportunities to recruit new hunters whose diversity reflects that of background populations in the U.S.

The Influence of School Principal Leadership, Work Team, and Work Motivation on Satisfaction Work Junior High School Teacher in Minahasa District

Teachers are dissatisfied with their colleagues or work teams at school. Objective research looks at the influence of principal leadership, work teams, and work motivation on the satisfaction of Work Teachers. Method study approaches quantitatively. Results study show There is an influence of direct leadership head school to motivation Work Teachers. There is influence direct leadership head school to satisfaction Work Teacher. There is influence leadership head schools indirectly affect job satisfaction through teacher work motivation. There is an influence team directly on teacher work motivation. There is a direct influence on the work team teacher job satisfaction. There is an indirect influence of work teams on teacher job satisfaction through work motivation. There is an influence of work motivation on teacher job satisfaction. The research conclusion is that there is a direct and indirect relationship between school principal leadership, work teams, and work motivation satisfaction among Work Teachers.

THE INFLUENCE OF JOB SATISFACTION AND WORK DISCIPLINE ON WORK MOTIVATION IN BAPPEDA EMPLOYEES OF JAMBI CITY

This study examines how job satisfaction and work ethic affect employees of Jambi City Bappeda's motivation to work hard. Using saturated sampling or a census as the sampling method, this study used a quantitative approach with a sample size of 70 participants. Using SPSS software version 25, several linear regression analysis approaches were used to the research data. The findings indicated that the variables of job satisfaction and work discipline both partially and simultaneously had a positive and substantial effect on work motivation, with job satisfaction serving as the most important independent variable in this relationship.

A remotely-delivered pilot and feasibility program to promote physical and food literacy in adolescents with intellectual disabilities.

Youth with intellectual disabilities experience disparities in physical activity and diet quality. Physical and food literacy are hypothesised to support adoption of healthy lifestyles; however, few such interventions have been developed for this population. Participants with intellectual disabilities ages 12-16 years were recruited for a 12-week online sports skills and nutrition education intervention. Feasibility, acceptability, and preliminary efficacy were assessed by attendance, satisfaction, and pre-post measures of motor skills, perceived competence and motivation for physical activity, classifying foods, making healthy choices, and food consumption. Six teens participated in the program and attended 87.5% of the sessions. Satisfaction data suggested that the program was well-received by both teens and parents. Trends toward improvements on physical activity and nutrition outcome measures were observed. Preliminary data from this pilot study suggest that physical and food literacy in youth with intellectual disabilities can be improved, which in turn may contribute to the adoption of healthy lifestyles.

The School Climate and Students Level of Motivation to Learn in One of the Selected Schools in Guangdong Province

This descriptive-correlational study aimed to examine the satisfaction of school climate and motivation towards online learning at a university in Huizhou, China. The study used random sampling with a 5% margin of error and included 174 students out of the total 318 students. The researcher used two instruments: a researcher-made instrument on safety, teaching and learning, institutional environment, and interpersonal relations, and a modified research instrument by Cabansag et al. (2020) on students' motivation towards online learning. The study found a weak negative correlation between student satisfaction with school climate and motivation towards online learning (R-value = -0.08, correlation coefficient = 0.06). This suggests that as the other variable increases, the other variable decreases. The relationship between satisfaction with school climate and motivation towards online learning is not the same when correlated, indicating a different assessment process.

Asymmetry of individual activity promotes cooperation in the spatial prisoner's dilemma game.

We consider an aspiration-based asymmetric individual activity co-evolutionary prisoner's dilemma game model on the square lattice. In detail, each player has an individual weight that evolves with its strategy. We introduce an asymmetric setting that only μ fractions of players in the network chosen to be active can update their individual weights according to whether their payoffs satisfy their aspirations. Therefore, our individual weights can be regarded as a type of intrinsic motivation satisfaction. Through Monte Carlo simulations on the square lattice, our co-evolution mechanism has been proven to significantly promote cooperation. Furthermore, we find that the moderate μ leads to the highest cooperation level. By dividing the players into four types according to their strategies and weights, we prove that the inversion of the dominant relationship between cooperators and defectors with low weights leads to a conversion cycle of the four types of players, which enhances spatial reciprocity to promote cooperation. Moderate μ results in an appropriate number of low-weight players in this cycle. Interestingly, our results show that higher weight heterogeneity does not lead to higher levels of cooperation, which is contrary to the intuition formed in the previous work.

Factors affecting university students’ information literacy education: An empirical study using fuzzy-set qualitative comparative analysis

With the continuous development of information technology, information literacy education is becoming more and more important for university students. However, information literacy education in Chinese universities is still in the development stage and the cultivation effect needs to be improved. Therefore, this study takes the teaching of Information Retrieval as an example, based on constructivist learning theory and social exchange theory, reveals the influential factors related to the cultivation effect and explores the causal rela-tionship between each variable and the cultivation effect through a qualitative comparative analysis research method with a configura-tion perspective. This study finds that university students in information literacy education can be classified into four categories: context-driven, class-guidance, meaning-realised and motivation satisfaction. For these four types of university students, this study proposes corresponding countermeasures for information literacy cultivation in order to enhance the effectiveness of cultivation.

Support for religious minorities' rights among (non)religious national majority group members: A motivational approach to worldviews

AbstractIncreasing religious diversity caused by immigration is often perceived as a threat to national majority members' (non)religious worldviews. However, defensive reactions to diversity are not inevitable. Building on the social identity approach and motivated identity construction theory, we argue that (non)religious worldviews that satisfy motivational needs may promote support for religious minorities' rights. We tested this hypothesis in a sample of 1,499 national majority group members in four countries with Christian traditions (Australia, Finland, Germany, and Norway). Participants reported their adherence to a (non)religious worldview in terms of their (dis)belief in God, and also the extent to which their worldview satisfied their needs for belonging, continuity, and meaning in life. The more religious worldview was perceived to satisfy these motives, the more religious majority group members supported religious minorities' rights. Worldview motive satisfaction was not associated with support for religious minorities' rights among the non‐religious. In addition, perceived diversity threat was associated with weaker support for minority rights, but again, this negative effect of threat was less evident among religious participants whose religious worldview satisfied their needs for belonging, continuity, and meaning. We conclude that communities based on a shared (religious) worldview should invest in fulfilling the motivational needs of their members, to foster interreligious solidarity. Please refer to the Supplementary Material section to find this article's Community and Social Impact Statement.

Motive Satisfaction Among Patients with Chronic Primary Pain: A Replication

We set out to replicate findings of significant (a) reductions in pain, psychological distress, and motivational incongruence (i.e., insufficient motive satisfaction) after interdisciplinary multimodal pain treatment and (b) associations between reductions in motivational incongruence (i.e., improved motive satisfaction) and decreases in psychological distress (Vincent et al., Journal of Clinical Psychology in Medical Settings 28:331–343, 2021). 475 Patients with chronic primary pain completed standardized self-reported questionnaires assessing motivational incongruence, psychological distress, pain intensity, and pain interference at intake and discharge from a tertiary psychosomatic university clinic. We used hierarchical linear models to analyze motivational incongruence’s effects on psychological distress. We partially replicated Vincent et al.’s findings. Significant reductions in pain, psychological distress, and motivational incongruence after treatment were found. Reductions in motivational incongruence were associated with reductions in psychological distress. Similarly, a better motive satisfaction mediated the relationship between pain interference and psychological distress. Our findings show that reducing motivational incongruence may be a key component of treating chronic primary pain; we recommend to assess and target motivational incongruence to improve interdisciplinary multimodal pain treatment.

Self-Determination Theory Perspectives on Leadership and Management

Self-determination theory (SDT; Deci & Ryan, 2000) has contributed to the advancement of knowledge on the topics of leadership and knowledge sharing. SDT proposes a multidimensional conceptualization of work motivation that comprises intrinsic motivation (i.e., doing something out of enjoyment), identified extrinsic motivation (i.e., doing something out of values), introjected extrinsic motivation (i.e., doing something to maintain self-esteem), and external extrinsic motivation (i.e., doing something to obtain a reward). A recent meta-analysis has shown that autonomous types of motivation (i.e., intrinsic and identified) account for more positive variance in work outcomes than controlled forms of motivation (i.e., introjected and external; Van den Broeck et al., 2021). SDT also proposes that the satisfaction of three basic psychological needs for competence, autonomy, and relatedness promote autonomous over controlled types of motivation, and are also associated with a host of positive work outcomes (see Van den Broeck et al., 2016 for a meta-analysis). SDT has informed research on leadership by showing that the effects of good and bad leadership on followers’ performance and well-being can be importantly attributable to their impact on the satisfaction of the psychological needs for competence, autonomy, and relatedness of followers (Hetland et al., 2011; Kovajnic et al., 2012, 2013) and their impact on followers’ work motivation (Bono & Judge, 2003; Eyal & Roth, 2011; Fernet et al., 2015; Gagné et al., 2020; Wang & Gagné, 2013). SDT has also informed research on knowledge sharing in organizations by showing that human resource practices that promote need satisfaction and autonomous types of motivation tend to promote knowledge sharing (Gagné, 2009; Gagné et al., 2019). To refine this knowledge further, the presenters will showcase new research on leadership and a literature review on algorithmic management informed by SDT. The first presentation addresses a gap in how leadership can have positive effects on follower well-being. Roche and colleagues present research, using data from New Zealand workers, examining whether and how leader’s own need satisfaction trickles down to followers and influences their well-being. Their results show that when leaders have satisfied psychological needs (particularly of their relatedness need) their followers tend to notice that they are more supportive in their leadership style, which helps satisfy the psychological needs of the followers. Follower need satisfaction in turn is positively associated with follower well-being. The second presentation addresses whether followers’ motivation influences the leadership behaviors of managers. There has not been much research on the possibility that autonomously motivated employees may trigger more transformational leadership behaviors in managers. Kanat-Maymon and colleagues present a longitudinal field study of Israeli workers that show multi-level cross-lagged associations between transformational and transactional leadership behaviors with autonomous and controlled work motivation. They found as usual that transformational leadership predicted change in autonomous motivation and that transactional leadership predicted changes in controlled motivation. More interesting is the finding that autonomous motivation predicted increases in transformational leadership, and that controlled motivation predicted changes in transactional leadership. The third presentation extends findings on the importance of need satisfaction, as well as the importance of attitudes and norms, to promote knowledge sharing (and discourage knowledge hiding) by examining the role of empowering leadership. Tian and colleagues, using prospective data from Australian workers, demonstrate that empowering leadership’s influence on employee need satisfaction, attitudes, and norms explains significant variance in knowledge sharing and hiding behavior. The fourth presentation reviews research on algorithmic management from the lens of SDT. Gagné and colleagues outline the effects that algorithmic management functions that are rapidly replacing human managers, including task assignment and scheduling, behavior and performance monitoring and management, and reward and termination management, have on the satisfaction of workers’ psychological needs, and what could be improved through future algorithmic system design and implementation. A Self-Determination Theory Model of Wellbeing at Work Presenter: Maree Roche; U. of Waikato Presenter: Jarrod Haar; Auckland U. of Technology Reversing the lens: How employees’ motivation summons transformational and transactional leadership Presenter: Yaniv Kanat-Maymon; Interdisciplinary Center (IDC) Herzliya Presenter: Abira Reizer; Department of Social Sciences and Psychology, Ariel U. Presenter: Maor Elimelech; Ariel U. Empowering leadership, knowledge hiding and sharing: Integrating theories of motivation Presenter: Amy Wei Tian; Curtin Business School Presenter: Marylene Gagne; Curtin Uni Presenter: Christine Soo; U. of Western Australia Presenter: Bo Zhang; Beijing U. of Chemical Technology How Algorithmic Management Influences Worker Motivation: A Self-Determination Theory Perspective Presenter: Marylene Gagne; Curtin Uni Presenter: Marie-Claude Gaudet; HEC Montreal Presenter: Antoine Bujold; HEC Montreal Presenter: Pamela Lirio; U. of Montreal

Effect of Work Communication, Work Motivation, and Job Satisfaction on the Performance of Medical Employees at Public Health Center of Palembang City (Palembang Ilir Region)

This study intends to determine the effect of communication, motivation, and job satisfaction on the performance of Public Health Center employees in Palembang City ( Ilir Palembang region). This research is quantitative and descriptive in nature. Communication, motivation, job satisfaction, and employee performance are the variables used, and 16 indicators are derived from them. This study's sample comprised of 174 medical employees from the Palembang city Public Health Center. Research uses primary data gathered through questionnaires and analyzed using multiple regression approaches. The findings of this study reveal that 1) Work communication, work motivation, and job satisfaction have a significant impact on the performance of public health center medical staff in Palembang City ( Ilir Palembang region) 2) Work communication has a strong favorable impact on the performance of the medical staff at the Palembang City public health center (Ilir Palembang region) 3) The performance of Palembang City public health center medical staff is significantly influenced by their job motivation ( Ilir Palembang region ).4Job satisfaction has a significant impact on the efficacy of medical staff at the public health center in Palembang City ( Ilir Palembang region).

Correlation Between Principal Instructional Leadership, Achievement Motivation and Teacher Performance through Job Satisfaction in State Elementary Schools in Kandangan District, Hulu Sungai Selatan Regency

Until now the quality of education is still not as expected, and one of the factors of the quality of education is the performance of teachers in school organizations. Other factors that influence teacher performance include the principal instructional leadership, achievement motivation, and job satisfaction. As a result, this study aims to analyze the direct and indirect correlation between the principal instructional leadership, achievement motivation, and teacher performance through job satisfaction. The method used in this research was a descriptive correlation with a quantitative approach which is formulated into a path analysis model. The research population was 384 teachers from 41 elementary schools in Kandangan District and the research sample was 196 using the proportional allocation formula. The data was collected using a questionnaire consisting of principal instructional leadership (40 items), achievement motivation (40 items) and job satisfaction (40 items) using a questionnaire instrument that has passed the validity and reliability test using the product moment person correlation. Meanwhile, teacher performance data (51 items) were taken from the teacher assessment performance documentation. The stages of data analysis started from descriptive analysis, classical assumption test, hypothesis testing, and path analysis. The results of this study indicate that there is a direct and indirect correlation among the principal instructional leadership, achievement motivation, and teacher performance through job satisfaction.

The Influence of Training, Motivation, and Job Satisfaction on Employee Performance at PT. Parkland World Indonesia

This research aims to determine, analyze and prove the influencet of training, motivation, and employee satisfaction on employee performance at PT Parkland World Indonesia. In this research, the sample population was taken from field workers, totaling 2300 workers, all of these workers were staff of Human Resource, General Affairs, PPIC, Export, Marketing, Accounting, Purchasing, Development, Quality Control, Line, Cell Production, Technichal Bottom, Stock Fittings, Warehouse Materials, and Engineering. Based on the criteria for the SEM test requirements, the number of samples taken is 200 samples. The number of samples is close to the number of stock fitting employees, which means that what will be studied further are employees who are in stock fittings. The data analysis technique used is path analysis and hypothesis testing in this study is used Partial Test (t test) and Coefficient of Determination Test using SPSS program. The results obtained from the data analysis of this study explained that there was a positive influence on training, motivation, job satisfaction on employee performance after the research was made a mediating variable.
 Keywords : training, motivation, job satisfaction, employee performance

Correlation among Principal Communication, Organizational Climate, Work Motivation and Job Satisfaction of Banjarbaru State Senior High School Teachers

This study aims to analyze the principal's communication, organizational climate, work motivation, and job satisfaction; principal communication relationship and job satisfaction; relationship between organizational climate and job satisfaction; the relationship between teacher work motivation and job satisfaction; the relationship of principal communication and work motivation; the relationship between organizational climate and work motivation; principal communication relationship and teacher job satisfaction through work motivation; the relationship between organizational climate and teacher job satisfaction through work motivation. This study uses a quantitative approach with a descriptive method. The population of this study was 248 people. The research sample was 153 people who were selected by proportional random sampling. The data of this study was collected using a questionnaire instrument consisting of principal communication (17 items), organizational climate (17 items), work motivation (28 items), and job satisfaction (16 items) that have met the validity and reliability test requirements. The data analysis of this research used path analysis. The results of this study indicate that there is a direct relationship between principal communication and job satisfaction; organizational climate and job satisfaction; teacher work motivation and job satisfaction; principal communication and work motivation; organizational climate and work motivation; and the indirect relationship between principal communication and teacher job satisfaction through work motivation; organizational climate and teacher job satisfaction through work motivation. The conclusion of this study is that there is a relationship between principal communication, organizational climate, work motivation and job satisfaction of Banjarbaru Senior High School teachers

Pengaruh Motivasi Kerja Dan Kepuasan Kerja Terhadap Komitmen Organisasi Pada Hotel Grand Fatma Tenggarong

Abstract :The purpose of this study is to analyze the effect of work motivation and job satisfaction on organizational commitment. Objects in this study are work motivation, job satisfaction and organizational commitment. The research was conducted at Grand Fatma Hotel Tengarong. The population in this research is 48 employees with sampling using census approach. The data were collected by observation, interview and questionnaire. Analyzer used is multiple linear regression. The result of this research is, partially, work motivation and job satisfaction has positive and significant effect to organizational commitment. The analysis using the coefficient of determination work motivation and job satisfaction simultaneously variable influence on organizational commitment by 75.2 % while the remaining 24.8 % is the influence of other variables not examined in this study such as compensation and work competition. Meanwhile, the variable which has dominant influence to the organizational commitment is job satisfaction because its partial coefficient determination is the biggest when it is compared to other variables. Keywords: work motivation, job satisfaction, organizational commitment

Human resource management in Ethiopian public hospitals

BackgroundIn Ethiopia, public hospitals deal with a persistent human resource crisis, even by Sub-Saharan Africa (SSA) standards. Policy and hospital reforms, however, have thus far resulted in limited progress towards addressing the strategic human resource management (SHRM) challenges Ethiopia’s public hospitals face.MethodsTo explore the contextual factors influencing these SHRM challenges of Ethiopian public hospitals, we conducted a qualitative study based on the Contextual SHRM framework of Paauwe. A total of 19 structured interviews were conducted with Chief Executive Officers (CEOs) and HR managers from a purposive sample of 15 hospitals across Ethiopia. An additional four focus groups were held with professionals and managers.ResultsThe study found that hospitals compete on the supply side for scarce resources, including skilled professionals. There was little reporting on demand-side competition for health services provided, service quality, and service innovation. Governmental regulations were the main institutional mechanism in place. These regulations also emphasized human resources and were perceived to tightly regulate employee numbers, salaries, and employment arrangements at detailed levels. These regulations were perceived to restrict the autonomy of hospitals regarding SHRM. Regulation-induced differences in allowances and external employment arrangements were among the concerns that decreased motivation and job satisfaction and caused employees to leave. The mismatch between regulation and workforce demands posed challenges for leadership and caused leaders to be perceived as incompetent and unable when they could not successfully address workforce needs.ConclusionsBottom-up involvement in SHRM may help resolve the aforementioned persistent problems. The Ethiopian government might better loosen regulations and provide more autonomy to hospitals to develop SHRM and implement mechanisms that emphasize the quality of the health services demanded rather than the quantity of human resources supplied.

Workplace motivation and job satisfaction among generation Y in India

Employee work motivation and job satisfaction are dynamic and demanding goals for a business. It has been much more daunting in today’s dynamic workforce. A business is a wonderful workspace that serves the expectations of each employee and motivates each one to achieve its objectives. The present research illustrates the desires and aspirations of various employees regarding work encouragement and satisfaction from the organization. The focus is on understanding specific characteristics, needs, and expectations of Generation Y, which in today’s context are considered to be critical. There is also an emphasis on learning how and what motivates workers in Generation Y. In addition, racial and geographic diversity is often taken into consideration in this report. The company that recognizes the requirements and can help its workers improve is producing greater performance. In this analysis, a technique of the interview is used. A group of 254 workers from different backgrounds and ages is evaluated for the quantitative model. Any variables suggesting relevant HR behaviors are taken from earlier research in this report. In the study of human personal variations in organizational efficiency, the “locus of influence” aspect is often taken.

The Impact of Motivation Programs on Employees Performance

The research is primarily intended to examine the impact of motivation on employee performance. The research is basically carried out to determine the level of effect motivation has on employee performance Employees are the heart of any organization. For any organization to operate smoothly and without any interruption, employee cooperation cannot be replaced with anything else. It is of utmost importance that the employees of an organization not only have a good relationship with the top management, but also they maintain a healthy and professional relationship with their co-workers. The following study is a self-conducted research on how motivational tools impact the performance of employee for betterment. The study also focused on de-motivation factors affecting employee performance negatively. A sample of individuals was selected and was interviewed with a self- administrated questionnaire to obtain primary data. The data was analysed using descriptive statistical analysis methods. The results obtained indicate that if employees are positively motivated, it improves both their effectiveness and efficiency drastically for achieving organizational goals. KEYWORDS: Employee, Employee Engagement, Decision making, Motivation, Productivity, Organizational goals, Organizational Performances and Job satisfaction, etc.

BALANCE SCORECARD : ANALISIS KEPEMIMPINAN, MOTIVASI DAN KEPUASAN KERJA PERAWAT DENGAN KINERJA RUMAH SAKIT

Abstract
 The spirit of work in employees arised when the love of work is high, and it was formed because of motivation and job satisfaction in the employee, in addition to the existence of a leadership style that’s able to provide comfort to employees in work. The study's goal was to analyze nurses' leadership relationships, motivation and job satisfaction with hospital performance using the balance scorecard approach at Gatoel Mojokerto Hospital. The design of this research is crossectional analytics. These variables are leadership, motivation, and job satisfaction as independent variables and hospital performance as dependent variable. The population of this study are all nurses in Gatoel Hospital Mojokerto City as many as 138 nurses. The sample was taken with a simple random sampling technique as many as 102 respondents. The data was collected with a questionnaire instrument and tested with the rho spearman test. The results showed the p value al of independent variables showed a value = 0.00 so that the value of p value < 0.05 then this shows that there is a relationship between independent variables (leadership, motivation, and job satisfaction of nurses) with variable dependent (performance). To maximize the achievement of the implementation of balanced scorecard as part of the management control system, hospital management should not only take measurements but also look at supporting factors and obstacles in each indicator so that further efforts can be made to the existence of the main performance indicators.
 

The Role of Human Resource Management Department in Employee Retention

This research paper had the intention of identifying how HRM plays a major role in ensuring employee retention in an organization. While doing that, this research has initially analyzed the concept of Maslow’s hierarchy of needs and has presented several different activities performed by the HRM department. After that, in the data analysis section, it was found that every activity performed by HRM department fulfills one or more factors or stages from Maslow’s hierarchy of needs such as esteem needs, love-belongingness needs, self-actualization needs, safety-security needs and physiological needs. By fulfilling these needs, HRM department triggers employee motivation and job satisfaction that in turn ensures employee retention. Keywords: Maslow’s hierarchy of needs, human resource management activities