Organizational Motivation Research Articles

Determinants determining the adoption of technological innovation of urban farming: Employing binary logistic regression model in examining Rogers' framework

The aim of this study was to identify key factors influencing the adoption of technological innovation in urban farming (ITUF) in Makassar City, South Sulawesi Province, Indonesia. Employing a quantitative approach for data analysis, primary data was gathered through a structured survey of 334 individuals randomly selected from 14 sub-districts. The survey instrument, based on Rogers's framework, included eight parameters and 22 research variables, analyzed through Binary Logistic Regression to explore their impacts on ITUF adoption. The study revealed eight significant variables influencing the adoption rate: knowledge and experience in farming, education, involvement in Urban Farming organizations, continuity of ITUF information dissemination, belief in the role of urban farming in job transition, availability of resources for ITUF implementation, environmental support, and observation of urban farming technology. The research affirmed that six out of the eight parameters from Rogers's Framework significantly affected ITUF Adoption. The influential parameters included personal characteristics, communication behavior, relative advantage, complexity, trialability, and observability. In contrast, socio-economic factors and compatibility did not significantly impact ITUF Adoption in this study. The study's findings led to four key recommendations for enhancing the sustainability of urban farming. These recommendations encompass strengthening diverse training and education initiatives, providing incentives for urban farming organizations, implementing informational campaigns, and facilitating vocational training in urban agriculture. Additionally, the city's government should ensure accessibility to urban farming resources, endorse resource-efficient methodologies, and utilize media channels for disseminating successful urban farming narratives, fostering increased public awareness and engagement.

Staff Resources in Public and Private Hospitals and Their Implication for Medical Practice: A French Study of Caesareans.

This study aimed to investigate the effect of hospital staffing resources on medical practice in public versus private hospitals. We used exhaustive delivery data from a French district of 11 hospitals over an 11-year period, from 2008 to 2018, including 168,120 observations. We performed multilevel logistic regression models with hospital fixed or random effects, while controlling for factors known to influence obstetric practice. We found that hospital staff ratios of obstetricians and that of midwives affected caesarean rates, but with different effects depending on the hospital sector. In public hospitals, the higher the ratio of obstetricians and that of midwives, the lower the probability of planned caesareans. In private hospitals, the higher the ratio of obstetricians, the greater the probability of planned caesareans. Indeed, in public hospitals, obstetricians and midwives, both salaried employees, do not have financial or organizational incentives to perform more caesareans. In private hospitals, obstetricians, who are independent doctors, may have such incentives. Our results underline the importance of having an adequate supply of health professionals in healthcare facilities to ensure appropriate care, with specific regard to the different characteristics of the public and private sectors.

Research on Strategy Optimization of Green Agricultural Production Trusteeship to Promote Black Land Protection

The whole trusteeship of green agricultural production plays an important role in promoting the protection of black land, and it is particularly crucial to clarify the behavioral characteristics and game relationships of agents involved in the whole trusteeship. This study uses the dynamic evolutionary game method to construct a tripartite evolutionary game model of governments, service organizations and farmers participating in the whole trusteeship of green agricultural production, aiming to come up with effective strategies to promote the widespread application of green agricultural production trusteeship and achieve agricultural green development. The results are as follows: (1) At present, the agricultural production model in Northeast China is dominated by traditional agricultural production and supplemented by green agricultural production. (2) Incentive and punitive measures will encourage agents to adopt positive strategies. (3) In areas with a poor awareness of green agricultural production trusteeship, the government’s incentive and punishment measures for farmers and service organizations are imbalanced. (4) The relatively high cost of trusteeship leads to a lack of market competitiveness, which has a negative impact on service organizations promoting green agricultural production trusteeship. This study provides an effective reference for improving the overall implementation effect of black land protection in Northeast China.

The Importance Of HR Policies On Employee Performance, Employee Engagement And Employee Motivation In Various Organizations.

The Importance Of HR Policies On Employee Performance, Employee Engagement And Employee Motivation In Various Organizations.

EMPLOYEE MOTIVATION & PERFORMANCE: A COMPARATIVE STUDY BETWEEN THE EMPLOYEES OF PHED, BIHAR & DWSS, PUNJAB

This study explores the intricacies of employee motivation and performance within two distinct government departments: The study was conducted among selected villages in Bihar with the participants coming from the Public Health Engineering Department (PHED) in Bihar and the Department of Water Supply and Sanitation (DWSS) in Punjab. The research’s objective is to examine the extent to which various environmental, organisational, and socio-demographic variables impact organisational motivation and employee performance within these departments. People motivation is one of the key factors of organizational performance, having a close and direct effect on production, satisfaction, and effectiveness. The research work uses a comparative technique to assess motivational factors and performance measures in two organisations, PHED and DWSS. Using paper and online questionnaires, interviews and secondary data analysis, the research establishes and compares the motivational forces as job security, recognition, company’s career development prospects, work-life balance and job performance in the departments of the company. The results imply that there are critical distinctions in motivational factors in the two departments owing to region based socio-economic forces, organizational culture and management practices. For instance, whereas, employees in the PHED Bihar might be much concerned about job tenure and security because of development picture of the region, on the other hand, DWSS Punjab employees might be more concern with career mobility and status because of the progressive organizational culture of the state. Additional findings include the relationship between leadership behaviours, management of employee engagement, and availability of resources on performance measures. The comparative analysis provides useful information on how and why such motivational theory can increase employee performance across the organizations. This work advances the knowledge concerning the key factors that influence the motivational and performance outcomes of public sector employees, as well as offering suggestions for practical organisational reform to boost productivity and morale.

The Reflection of Organizational Citizenship Behavior on Knowledge Sharing : An Applied Research in The Baghdad Al-Karkh Health Department

The objective of the study is to assess the degree of knowledge sharing and diagnose organizational citizenship behavior and explain the existence of a correlation between organizational citizenship behavior with its dimensions(altruism, consciousness of conscience, politeness, voluntary participation, and sports spirit) and knowledge sharing with its dimensions (enjoyment in helping others ,competent self-knowledge, senior management support, organizational incentives, and information as well as communication technology). Targeting 846 employees who work at the department's headquarters. The study has been carried out in Al-Karkh Health Department. With the use of a specific method for random sample selection, the 264 research participants were divided across the divisions and areas of the department. The assumes that organizational citizenship behavior and information sharing inside the Al-Karkh Health Department are correlated and have an impact on each other. The research sample was given a questionnaire to fill out to collect data to collect data. With the use of programs AMOS and SPSS, several statistical techniques have been applied to anaylse data including arithmetic mean, standard deviation, and the coefficient of variation. The study's key finding most important results that there is an influence between the factors under investigation. Paper: Research paper.

Interactive effects of organizational commitment and incentives on firm resilience during a global crisis

The COVID-19 pandemic was a global crisis that impacted supply chains and disrupted manufacturing and services systems across the globe. The exodus of workers from their place of work to their respective native places was a phenomenon that resulted in 600 million workers migratingin India. The pharma industry, among others, struggled to keep its supply chains operational. Our article explores the mediating role of organizational commitment (OC) and the moderating role of incentives on the impact of organizational citizenship behaviour (OCB) on firm resilience (FR) during the COVID-19 pandemic and researched the pharma industry bearing the highest risk. Data from contractual workers in two large Indian companies indicates that OCB positively influences OC, while both impact FR. Moreover, OC partially mediates, while incentives significantly and positively moderate OC on FR, especially for non-loyalists. These findings establish that organizations need to monitor the impact of both OC and OCB on FR and thereby use appropriate incentives to improve the ‘loyalty’ of contract employees, specifically during major crises like the ongoing pandemic.

Hidden in plain sight- Audience engagement in China’s data journalism

This article delves into the strategies of different Chinese news organizations’ (e.g., state-owned media, we-media, private news organizations) engagement with audiences in data journalism, aiming to attain dual legitimacy (identity legitimacy and institutional legitimacy) within the unique landscape of the digital media era in China. Utilizing the lens of organizational legitimacy, qualitative interviews were conducted with 26 Chinese data news practitioners. The findings reveal that news entities have adopted “restrictive involvement” and “substitutive involvement” strategies to limit audience engagement to superficial interactions within the consumption process of data journalism. Identity legitimacy has traditionally served as the primary incentive for news organizations to engage audiences, while institutional legitimacy has constrained the forms and degrees of audience engagement. The study posits that audience deployment by news organizations is more of a rhetorical maneuver than a practical engagement, symbolically involving audiences in China’s data news production. This research contributes an institutional perspective to the understanding of data journalism and audience engagement dynamics, shedding light on the intricate interactions between news entities, audiences, technology and the state within China’s context.

Organizational Incentives and Workforce Retention in Innoson Vehicles Manufacturing Co. Ltd (IVM), Nigeria

As organisations strive to maintain a competitive edge, the effective implementation of incentives plays a crucial role in attracting, engaging, and retaining talented employees. Purposefully, this study examines the relationship between organisational incentives and workforce retention in Innoson Vehicles Manufacturing Co Limited (IVM), Nnewi, Anambra State, Nigeria. The study adopted a Descriptive Survey Research Design. The sample size of 183 was determined using the Taro Yamane Formula from a population of 336. Hypotheses were tested using Correlation Analysis. Findings revealed a significant relationship between organisational incentives and workforce retention. The study concluded that by prioritising initiatives that promote employee well-being, engagement, and professional growth, organisations can enhance their competitiveness, foster a culture of excellence, and drive sustainable organisational success in an ever-evolving landscape of a modern workplace. The study recommended that INNOSON prioritises the implementation of comprehensive employee recognition programs. Also, INNOSON can demonstrate its commitment to supporting employees' financial security and personal well-being, fostering greater employee loyalty. Lastly, organisations should invest in leadership development programs and managerial training initiatives to cultivate empowering leadership styles within the organisation.

Discussing systemic racism and racial privilege at a large, academic health center using a modified privilege walk

BackgroundThere is a motivation for organizations to understand race and racism from the perspective of minoritized individuals. Academic health centers (AHC) are ideal organizations to have these conversations as they educate healthcare providers, support research in health disparities, and care for diverse patients.MethodsWe piloted and evaluated a virtual Modified Privilege Walk (MPW) with faculty, staff, and students at an AHC in July 2020 to promote difficult conversations about race/racism, social class, and privilege. Each MPW session was voluntary, held virtually over Zoom, and lasted one hour and thirty minutes. Before attending, participants answered questions based on their race/ethnicity and social class to calculate a “privilege score.” After each session, attendees were asked to complete an evaluation survey.ResultsThere were five virtual MPWs with 132 attendees, and 74 participants completed an evaluation survey (56% response rate). Many respondents were students (n = 29, 39.2%). Most respondents either agreed (n = 36, 48.6%) or strongly agreed (n = 32, 43.2%) that the virtual MPW positively impacted how they will interact with those of a different race/ethnicity. Attendees requested having more virtual MPWs with leadership, incorporating virtual MPWs in various program curricula, and requiring new employees to participate.ConclusionsAmerican organizations, particularly AHCs, should provide safe spaces and support these discussions surrounding race and racism as many were founded, built, or operated during a time of free labor and segregation that exerted power and control over minoritized individuals. Authors provide recommendations to dismantle organizational racism and support minoritized employees, patients, and students.

Management Activities to Motivate and Establish Employee Loyalty

The work examines modern strategies and management approaches aimed at increasing the level of motivation and establishing the loyalty of personnel in organisations. An analysis of the integrated management activity model, which is specially adapted to achieve maximum efficiency in the context of employee motivation and loyalty, was carried out. The main focus of the research is on the role of leadership in creating a favourable working environment and forming a positive working atmosphere. The author also considered modern management technologies that simplify motivation processes and ensure transparency in the interaction between management and staff. The literature review and the analysis of the integrated model help to reveal the key aspects and principles that underlie the successful management of employee motivation and loyalty in modern organisations. The article’s conclusions serve as a basis for further research and development of personnel management strategies.

Tax incentives for investments in NPOs in a mobilization economy

The subject of the study is the mechanism of tax incentives for non-profit organizations in the context of a special military operation. The paper examines the importance of NGOs in this context, the main trends in the development of the non-profit sector, as well as possible measures of tax incentives for NGOs to solve primary social problems. The author focuses on the central place of non-profit organizations in the mechanism of ensuring financing of the needs of the state and society, as well as the high degree of importance of the non-profit sector in providing social services to the population, combating emerging challenges in the social sphere. Special attention is paid to the development of proposals on tax incentives for charity from legal entities in terms of corporate income tax and value added tax. The main research methods used are analysis and synthesis, analogy and description, induction and deduction, statistical grouping. The scientific novelty of the work consists in the formulation of specific proposals for changing the current tax legislation to create a mechanism for additional financing of priority social areas and providing the necessary end beneficiaries in a mobilization economy. The proposed mechanism is based on the introduction of new tax incentives for the implementation of charity and the functioning of non-profit organizations, with special attention to the targeting and precision of the proposed measures. Based on the results of the work, a conclusion is made about the effectiveness of the proposed legislative changes based on the calculation of shortfall in state budget revenues and the allocation of advantages of these proposals. In addition, attention is paid to the wide possibilities of the described measures of tax incentives for charity due to the options initially laid down for varying categories of goods subject to tax preferences, depending on the social context and priorities of the state in a certain period of time.

The Influence of Organizational Motivation and Commitment on Employee Performance PT Harian Rakyat Merdeka South Jakarta

The purpose of this research is to determine the influence of motivation and organizational commitment on employee performance at PT Harian Rakyat Merdeka Jakarta. The method used is quantitative. The sampling technique used saturated sampling and a sample of 60 respondents was obtained. Data analysis uses validity tests, reliability tests, classical assumption tests, regression analysis, correlation coefficients, coefficients of determination and hypothesis testing. The results of this research are that motivation has a significant effect on employee performance with a coefficient of determination value of 35.9%. Proven by the calculated t value > t table = (5.836 > 1.984). Organizational commitment has a significant effect on employee performance with a coefficient of determination value of 34.6%. Proven by the calculated t value > t table = (5.042 > 1.984). Motivation and Organizational Commitment simultaneously have a significant effect on employee performance with the regression equation Y = 1.881 + 0.670 x1 + 0.366 x2, a correlation value of 0.751. The coefficient of determination value is 34.6% while the remaining 65.4% is caused by other factors. Hypothesis testing obtained calculated F value > F table or (36.913 > 3.092).

A STUDY ON STRATEGIC REWARD SYSTEM OF EMPLOYEES WITH REFERENCE TO IT SECTOR

Companies must grow to be more strategic if they are to carry on and do well in the current business situation. Functional and unit strategies must be aligned with overall company strategy to enhance organizational effectiveness. In this respect, strategic reward systems are vital to ensuring desired employee behaviours and enhanced company performance. This project reviews strategic reward systems and examines rewards. It outlines the employee’s strategic compensation and recognition programs and discusses implications for management. Companies for reaching higher goals and development use motivation. Motivation is a complex phenomenon which is influenced by individual, cultural, ethnic and historical factors. Some methods are suggested to increase employee performance. Rewards and incentives are probably among the most popular ones. So, organizations use reward systems and strategies to motivate their employees and to increase their performance. The aim of this study is to investigate how reward systems and organizational incentives influence employees.

Determinants of employees’ creativity: modeling the mediating role of organizational motivation to innovate

The study aims to empirically investigate the effects of the work environment and family–work resource spillover on employees’ creativity in agricultural research institutes. Additionally, this research proposes to examine the mediating role of organizational motivation to innovate in the relationships between the work environment and family–work resource spillover on employees’ creativity. Using a sample of 302 researchers from agricultural research institutes in Ethiopia, the hypothesized relationships were tested through the partial least squares structural equation modeling (PLS-SEM) technique. The results reveal significantly positive direct effects of work group support and family–work resource spillover on employees’ creativity. However, the results did not confirm the direct relationships of factors such as sufficient resources, reliable workload pressure, freedom, challenging work, managerial encouragement, and employees’ creativity. The findings of the study contribute to our understanding of work contexts in agricultural research institutes and suggest ways in which administrators can create a conducive working environment to enhance employees’ creativity.

“Hospitals respond to demand. Public health needs to respond to risk”: health system lessons from a case study of northern Queensland’s COVID-19 surveillance and response

BackgroundThe vast region of northern Queensland (NQ) in Australia experiences poorer health outcomes and a disproportionate burden of communicable diseases compared with urban populations in Australia. This study examined the governance of COVID-19 surveillance and response in NQ to identify strengths and opportunities for improvement.MethodsThe manuscript presents an analysis of one case-unit within a broader case study project examining systems for surveillance and response for COVID-19 in NQ. Data were collected between October 2020–December 2021 comprising 47 interviews with clinical and public health staff, document review, and observation in organisational settings. Thematic analysis produced five key themes.ResultsStudy findings highlight key strengths of the COVID-19 response, including rapid implementation of response measures, and the relative autonomy of NQ’s Public Health Units to lead logistical decision-making. However, findings also highlight limitations and fragility of the public health system more generally, including unclear accountabilities, constraints on local community engagement, and workforce and other resourcing shortfalls. These were framed by state-wide regulatory and organisational incentives that prioritise clinical health care rather than disease prevention, health protection, and health promotion. Although NQ mobilised an effective COVID-19 response, findings suggest that NQ public health systems are marked by fragility, calling into question the region’s preparedness for future pandemic events and other public health crises.ConclusionsStudy findings highlight an urgent need to improve governance, resourcing, and political priority of public health in NQ to address unmet needs and ongoing threats.

Investigation of E-Business Motivation Among Batik SMEs in Indonesia

Purpose: This research explores how to establish a conceptual framework for an empirical model of e-business motivation in small organizations, while most e-business studies focus on large companies. To explain SMEs' tactics and features, notably family businesses' increased e-business motivation. Theoretical Framework: Technological developments have an impact on changing business management patterns, many business opportunities can be captured by companies including small and medium enterprises (SMEs) to be able to expand the market and increase sales. Design/Methodology/Approach: ANOVA analysis was used for quantitative analysis. This research took a sample of 122 Batik SMEs from the Batik center villages of Klaten, Jarum, Beluk, Banyuripan, and Kebon Regencies. The sampling method was purposive, namely by using batik SMEs that have used social media or websites to carry out promotions and sales. Findings: SMEs in the innovator category were more driven than reactors. Innovative companies succeeded in internet marketing, communication, and profit. However, the two groups employed e-business for study similarly. This shows that innovators and reactor companies have not fully adopted the e-business market or industry surveys. Implications of Research: This research shows that the success of e-business practices, especially electronic promotion and selling, will increase with strategic orientation that strives for innovation, as market coverage expands, and business duration increases. Originality/Value: E-business strategies and competencies in small businesses are infrequently investigated, whereas major enterprises are extensively studied. demonstrates that SMEs have distinct firm structures and HR development programs than major companies, hence their e-business practices will differ.

Investigation of E-Business Motivation Among Batik SMEs in Indonesia

Purpose: This research explores how to establish a conceptual framework for an empirical model of e-business motivation in small organizations, while most e-business studies focus on large companies. To explain SMEs' tactics and features, notably family businesses' increased e-business motivation. Theoretical Framework: Technological developments have an impact on changing business management patterns, many business opportunities can be captured by companies including small and medium enterprises (SMEs) to be able to expand the market and increase sales. Design/Methodology/Approach: ANOVA analysis was used for quantitative analysis. This research took a sample of 122 Batik SMEs from the Batik center villages of Klaten, Jarum, Beluk, Banyuripan, and Kebon Regencies. The sampling method was purposive, namely by using batik SMEs that have used social media or websites to carry out promotions and sales. Findings: SMEs in the innovator category were more driven than reactors. Innovative companies succeeded in internet marketing, communication, and profit. However, the two groups employed e-business for study similarly. This shows that innovators and reactor companies have not fully adopted the e-business market or industry surveys. Implications of Research: This research shows that the success of e-business practices, especially electronic promotion and selling, will increase with strategic orientation that strives for innovation, as market coverage expands, and business duration increases. Originality/Value: E-business strategies and competencies in small businesses are infrequently investigated, whereas major enterprises are extensively studied. demonstrates that SMEs have distinct firm structures and HR development programs than major companies, hence their e-business practices will differ.

Predicting cause-related marketing patronage intentions based on Schwartz's theory of human values: a large-scale sample study anchored on female fashion leadership

PurposeBusinesses embark on cause-related marketing (CRM) initiatives as a marketing strategy to fortify consumers' behavioural intentions. Prior research indicates that human values could be tapped to understand the consumers' responses to perceived organizational motives behind undertaking social cause initiatives. This research employs Schwartz's theory of human values to examine consumers' patronage intentions towards CRM-linked fashion products. Moreover, fashion leaders play a crucial role in the diffusion of the latest fashion and fashion trends. This research investigates by integrating human values and fashion leadership, offering insights into CRM-linked fashion consumption motives.Design/methodology/approachThe overarching goal was to investigate the complex interplay between human values and female fashion leadership to predict CRM patronage intention (CPI). Hence, a large-scale research study on 2,050 samples was undertaken by adopting threefold partial least squares–multigroup analysis–artificial neural network (PLS-MGA-ANN) to establish and empirically test a comprehensive model.FindingsThis study is unique as it establishes and validates the relative or normalized importance placed on human values by fashion leaders, thereby predicting CPIs. The results revealed that women with high-fashion leadership and specific value types (benevolence, universalism, self-direction) are more likely to patronize CRM-linked fashion retailers. In addition, the findings validated that women with low-fashion leadership and specific value types (tradition, security, conformity) are more likely to patronize CRM-linked fashion stores.Originality/valueThe findings provide a valuable rationale to non-profit marketers, fashion marketing experts and practitioners to design customer value-based profiling and manage crucial CRM decisions.

ТЕОРИЯ И ПРАКТИКА МОТИВАЦИИ ПЕРСОНАЛА В СВЕТЕ ИНТЕГРАЦИОННОЙ ПАРАДИГМЫ

The article is devoted to the substantiation of the integration paradigm for understanding the motivational process of personnel and to identifying the possibilities of its scientific, theoretical and applied application. It analyzes existing scientific approaches to motivating organizational personnel, showing their methodological limitations and inconsistency with the needs of modern digital society in a holistic, systemic representation of the motivational process, which becomes possible on the basis of the proposed new, integration paradigm of motivation based on the use of activity-based and systemic approaches. System-activity methodology allows us to consider organizational motivation as an integral process of determining the behavior of employees in their practical, individual and collective, managerial and executive, constructive and destructive activities. In the integration paradigm, the fundamental categories of the concept of motivating personnel behavior are rethought, as close as possible to reality, and various, including spontaneous, factors of its determination are taken into account in scientific research and practical work. Attention is focused on the need for collective development, based on the imperatives of the integration paradigm, of a general model of the motivational process, representing various determinants of individual and collective organizational behavior of people in their holistic interaction. Such a model, embodied in appropriate computer programs, could serve as a scientific and applied basis for managing organizational motivation, using which one can take motivational work to a new, higher level that meets the requirements and capabilities of the digital society.