Organizational Motivation Research Articles

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Conditions for Creativity and Innovation in the Work Environment of Academic Libraries in the United States and Canada

Creativity, the development of a new product, idea, or problem solution that is valuable within the local context, is vital to innovating, problem-solving, and facilitating change. An individual’s ability to be creative largely depends on whether their environment supports creative work. This study explores how academic library employees in the United States and Canada perceive their work environment to better understand whether current academic libraries facilitate creative work in relation to management practices, organizational motivation, resources, and outcomes. The study finds that academic libraries fall at or below the median in all four categories.

Seeing Employee Performance Through the Influence of Leadership Behavior and Work Environment with Mediation of Public Service Motivation in the Public Service Regional Apparatus Organization in the City of Kendari

Seeing Employee Performance Through the Influence of Leadership Behavior and Work Environment with Mediation of Public Service Motivation in the Public Service Regional Apparatus Organization in the City of Kendari

Meeting The Needs Of Socially Vulnerable Patients: Views Of ACO Leaders On Moving From Intent To Action.

The Centers for Medicare and Medicaid Services has placed growing emphasis on social drivers of health, but little is known about how accountable care organizations (ACOs) aim to meet the needs of vulnerable patients. During September-December 2022, we interviewed leaders of forty-nine ACOs participating in the Medicare Shared Savings Program (MSSP). Participants were asked about strategies to identify socially vulnerable patients, programs that addressed their needs, and Medicare reforms that could support their efforts. Seven themes emerged: ACOs were in the early stages of collecting social needs data; leaders were frustrated by an incomplete ability to act on such data; ACOs tended to stratify patients by medical, rather than social, risk; some ACOs have introduced pilot programs to address challenges, including social isolation and drug costs; programs were often payer agnostic; rural ACOs faced unique challenges; and Medicare reforms related to reimbursement, logistical support, quality metrics, and patient benefits could support ACO efforts. These findings suggest that the MSSP alone has not been sufficient to promote consistent investment in social needs provision at most ACOs. Policy makers may want to consider more direct support and incentives for health care organizations, or greater investment in non-health care sectors, to help socially vulnerable patients.

Influences to the Motivation of Recipient Organizations in International Capability Transfers

Influences to the Motivation of Recipient Organizations in International Capability Transfers

Factors Influencing Hospitalization of Nursing Home Residents in Korea Using Regularized Negative Binomial Regression.

The appropriateness of hospitalization for nursing home (NH) residents is still up for debate, with determining factors including timeliness, available treatment, healthcare staff, medication options in hospitals, and safety issues. Although the factors leading to hospitalization have been studied expansively, research on staffing is limited. Thus, this study aimed to investigate organizational predictors, nurse staffing, and government incentives and find important factors to hospitalization due to infection or disease among NH residents in Korea. A cross-sectional design was used, and data were collected via survey from a total of 51 NHs from August 27, 2021 to March 25, 2022. A total of 32 explanatory variables were included. The response variable was the count of hospitalized residents due to infection or disease. We analyzed data using least absolute shrinkage and negative binomial regression. We found that registered nurses' increased hours per resident day were related to decreased hospitalizations due to infection or disease. Appropriate retention and recruitment of nurse staffing with professional leadership should be performed to increase the quality of care for NH residents.

How to Make the Low-Powered Incentives Mode of the Public Sector Play a High-Powered Incentive Effect- Evidence from China's Government Performance Management Reform

Most challenging is motivating bureaucrats who perform duties during their jobs. Public organizations gain more from low-powered incentives than private sector incentives because of multitasking and lack of rivalry. Political and financial incentives dominate public sector motives, much below private sector incentives. Thus, scholars have concentrated on low-powered incentives to boost public sector incentives. This paper examines performance evaluation scheme-optimized incentive system design and operation. The case study of West Lake District, Hangzhou City, China, shows structure, process, and leadership-based organisational motivation development in performance management reform. The findings suggest that scientifically sound reward schemes necessitate effective interaction between many subjects under the current incentive structure. Transformational leadership defines incentive targets and requires high-quality incentive plans to turn reward plans into organisational incentive power. Performance review employing “classified assessment and classified incentive” can boost incentive power. How subordinate government civil servants view the performance evaluation scheme's fairness will affect their "performance recognition". and organisational incentive. This study improves China's performance-based incentive power system and low-powered incentives. The study indicated that fairness perception strengthens organisational incentives and transformative leadership. The study's district focus may restrict its value. Confirming the findings and studying transformative leadership in other public sectors requires research.

Organizational leadership, incentive policy, and organizational performance: Inputs to business operations improvement framework

Organizational leadership, incentive policy, and organizational performance: Inputs to business operations improvement framework

Analysis of Internal Control Management Problems in Hospital Finance and Accounting

This paper outlines the internal control management of hospital accounting and finance, introducing its concept, importance, and objectives. It then analyzes the problems existing in the internal control management of hospital accounting and finance, including an unsound management system, insufficient system implementation, inadequate risk assessment and control capabilities, poor information communication, weak internal supervision, and uneven personnel quality. The reasons for these problems are also analyzed, including outdated management concepts, irrational organizational structures, imperfect training and incentive mechanisms, low levels of information technology, and changes in the external environment. This paper proposes improvement measures for the internal control management of hospital accounting, including enhancing the management system, strengthening system implementation, improving risk assessment and control capabilities, enhancing the information communication mechanism, strengthening internal supervision, improving personnel quality, advancing information technology, and adapting to changes in the external environment.

Too old to be included: age diversity statements foster diversity yet fall short on inclusion.

Older employees often face discrimination and exclusion from work teams. In two scenario studies, we tested the impact of age diversity statements on the representation and inclusion of older employees in teams. In Study 1 (N = 304), participants had to create a team and were either exposed to a diversity statement or not before selecting two teammates from a list of four differing in age and gender. Then, we measured participants' inclusive behavioral intentions towards a new, older member joining this team. Age diversity statements increased the representation but not the inclusion of older individuals in teams. In Study 2 (N = 518), we further manipulated the content of the statement (diversity or diversity and inclusion) and the organizational motive (reputation or change). We replicated the effects of diversity statements on representation. Moreover, statements also increased certain inclusive behaviors, but only when they targeted diversity and inclusion and reflected an organizational commitment to change. Taken together, these results suggest that age diversity statements foster diversity, yet fail to systematically increase inclusion.

Management practices that promote preventive measures compliance: A comparative analysis between hospital healthcare workers and teachers

Frontline workers were at significant risk during the COVID-19 pandemic; as a result, several recommendations were implemented to protect the health and safety of frontline professions. Despite guidelines issued by the relevant authorities, several observations have emerged that workplaces do not always implement the wearing of personal protective equipment and compliance with other preventive measures. This study investigates healthcare workers and teachers’ compliance with these measures in Quebec, Canada. Specifically, this study aims to examine the application of preventive measures among hospital healthcare workers and elementary and high school teachers, identify the factors associated with the application of preventive measures in the context of the COVID-19 pandemic, and understand the differences in the dynamics of applying preventive measures in hospitals and educational institutions. This study is based on a proposed new model for preventive measure compliance, which classifies the factors that could influence the dependent variable of compliance with preventive measures into three variables: organizational context, organizational incentives, and individual social responsibility. Data were collected using an observational cross-sectional design through an online questionnaire survey of teachers and hospital healthcare workers in Canada. The results highlight that the three variables can impact the application of preventive practices; however, these variables did not intervene in the same manner in hospitals and educational institutions. Indeed, the results show that management practices differ in the two sectors of activity, with practices being more favorable for hospital healthcare workers.

Corruption and controlling shareholders

Abstract Controlling shareholders have been directly involved in some of the largest and most consequential bribery scandals in the world over the course of the last decade. Nevertheless, the academic literature and the dominant international model of anticorruption law have neglected the dynamics and implications of controlling shareholder involvement in the payment of bribes. We argue that controlling shareholders, especially in family-controlled firms, may be uniquely positioned to lead corrupt schemes. We then analyze the incidence of this phenomenon in recent U.S. enforcement actions under the FCPA and in Brazilian enforcement actions under the Car Wash (Lava Jato) anticorruption operation. Controlled companies account for a minority of the FCPA cases, but for a large majority of the Brazilian cases. Controlling shareholders were implicated in a significant portion of actions against controlled companies in both contexts. We argue that the dominant international model, which is premised on organizational liability and incentives for compliance programs, is ill-suited to addressing cases of bribery led by controlling shareholders, and call for a distinct array of legal responses.

Financial Incentives and Prosocial Motivation Among Physicians in a Faith-Based Society

How do healthcare professionals respond to financial incentive within mission-driven public hospitals in a faith-based society? This paper challenges previous research findings that healthcare professionals in mission-driven hospitals are prosocially motivated to serve the poor patients, and that performance-based financial incentives tend to crowd out such motivation. We used data from fifty-six interviews with healthcare professionals from three tertiary public teaching hospitals in Peshawar, Pakistan, to investigate the effect of a performance-related pay scheme. We found that the high professional standards and strong religious beliefs of the physicians were key to maintaining their prosocial motivation to serve the poor patients in their communities. We conclude that financial incentive does not always erode prosocial motivation in public-sector organizations, and that prosocial motivation itself may be determined by professional and social context.

IMPACT OF TOXIC LEADERSHIP ON EMPLOYEES’ PERFORMANCE: TO WHAT EXTENT EMPLOYEES’ RESILIENCE MATTERS!

Toxic leadership is recognized as leader’s negative attitude characterized by authoritarian, abusive and self-serving behaviors, that is recognized as a detrimental factor in organizational settings. It can negatively influence the employees’ behaviors likewise morale, motivation, commitment and performance in organization. In this drive, employee resilience is expected to play active role in linking toxic leadership and employees’ performance. In order to examine these phenomena, like (toxic leadership as predictor), (employees’ resilience as mediator) & (employee performance as mediator), data was collected from faculty members hailing from higher institutions in southern region, KP, Pakistan. Research aimed to use survey approach to collect the data, analyze data and to examine hypothesized relationships (association & mediation) among the research variables through different hypotheses as extracted from theoretical framework. The results provide vital information about association and mediation in reaching the desired conclusion. It is suggested higher institutions may use suitable leadership styles so as to inspire employees toward sustainable performance supported by resilience.