An Empirical Analysis of Herzberg’s Two-Factor od Work Motivation Applied on Hospital Employees in Jordan

2017 ◽  
pp. 17-29
Author(s):  
Adriana AnaMaria Davidescu
Keyword(s):  
Empirical Analysis ◽  
Work Motivation ◽  
Hospital Employees

scholarly journals PENGARUH KEPEMIMPINAN ISLAMI TERHADAP MOTIVASI, KINERJA, SERTA KESEJAHTERAAN ISLAMI

2018 ◽  
Vol 2 (2) ◽  
pp. 121 ◽  
Author(s):  
A'rasy Fahrullah
Keyword(s):  
Structural Equation ◽  
Structural Equation Models ◽  
Work Motivation ◽  
Employee Motivation ◽  
Unit Of Analysis ◽  
Hospital Employees ◽  
Employee Welfare ◽  
And Performance ◽  
Islamic Leadership

This study aims to examine and analyze the influence of Islamic Leadership on Work Motivation, Islamic Performance, and Welfare of Islamic Hospital Employees in Tulungagung Regency. The unit of analysis in this study is the employees of Islamic Hospital or Islamic nuanced hospitals in Tulungagung. While population in this research are employees of Islamic hospitals in Tulungagung District, and sampledby 133 people. Methods of research using quantitative structural equation models with AMOS software. The results can be summarized as follows: Islamic leadership influences employee motivation in Islamic hospitals. Islamic Leadership affects the performance of Islamic Hospital employees. Islamic leadership affects the welfare of employees in Islamic hospitals. Working motivation affects the performance of employees of Islam Hospital. But the motivation and performance did not effect significantly to the employee welfare at the Islamic hospital in Tulungagung.

scholarly journals The Influence of Motivation and Workload on Employee Performance in Hospital

2020 ◽  
Vol 5 (1) ◽  
pp. 8
Author(s):  
Tiara Putri Ryandini ◽  
Mokhamad Nurhadi
Keyword(s):  
Work Performance ◽  
Extrinsic Motivation ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Hospital Performance ◽  
Cross Sectional ◽  
Hospital Employees ◽  
And Performance ◽  
Quantitative Descriptive

Introduction: Improved hospital performance can improve employee performance. The better employee performance, the more services provided to patients Employee performance is influenced by work motivation. The purpose of this study was to analyze the effect of motivation on employee performance. Methods: This research uses a quantitative descriptive design with a cross-sectional approach. The number of respondents in this study was 79 employees. Data were analyzed using correlation analysis. Motivation is assessed by questionnaire and performance evaluation uses observation sheets. Results: Employee motivation and performance are included in the high category (82.3%) and (92.4%). There is a significant influence between motivation on employee performance (r = 0.775 p (0, 00) <0, 05). The effect of intrinsic motivation (r = 0.737) is stronger than extrinsic motivation (r = 0.325). There is the influence of sub-variable responsibility (p = 0.032), recognition (p = 0.002), work performance (p = 0.007), career development (p = 0.000), work (p = 0.016), promotion (p = 0.029)) working conditions (p = 0.001) on employee performance. Conclusions: Overall there is a strong influence on the work motivation of hospital employees. Work motivation still needs to be maintained and improved for better employee performance.

Institutional stress and job performance among hospital employees

2019 ◽  
Vol 28 (2) ◽  
pp. 365-382
Author(s):  
Gunhild Bjaalid ◽  
Espen Olsen ◽  
Kjersti Melberg ◽  
Aslaug Mikkelsen
Keyword(s):  
Social Support ◽  
Job Performance ◽  
Work Motivation ◽  
Competence Development ◽  
Unintended Consequences ◽  
Public Hospitals ◽  
Content Type ◽  
Hospital Employees ◽  
Motivational Resources ◽  
The Relationship

Purpose The purpose of this study was to investigate if institutional stress is related to job performance among hospital employees, and if institutional stress is fully or partly mediated by motivational resources with regards to the relation with job performance. Design/methodology/approach A self-completion survey was distributed to four public hospitals in Norway, and had a response rate of 40% (N = 9,162). Structural equation modelling was conducted on two groups of hospital employees with (N = 795) and without (N = 8,367) managerial responsibilities. Findings Institutional stress was negatively related to job performance for hospital employees without managerial responsibilities. The motivational resources autonomy, competence development and social support partly mediated the relationship between institutional stress and job performance in the group of employees without managerial responsibilities. In the leader group, the motivational resources fully mediated the relationship between institutional stress and job performance. Social support from leaders had a non-significant influence on job performance in both groups. Research limitations/implications The main limitation with this study is its cross-sectional design. Originality/value The study enables us to extend how work-related stress is related to job performance and the mediating role of the job resources autonomy, competence development and social support. The focus on productivity, and top management’s wish to improve hospital performance, may have unintended consequences, leading to a gap between managerial and clinical worldviews and understanding of goals, policies, values and prioritizing. This can lead to institutional stress. The findings of this study suggest that institutional stress has negative effects on hospital employees’ work motivation and job performance.

Collective Human Agency in the Context of Organizational Participation

2017 ◽  
Vol 61 (2) ◽  
pp. 51-68 ◽  
Author(s):  
Wolfgang Georg Weber ◽  
Hans Jeppe Jeppesen
Keyword(s):  
Collective Efficacy ◽  
Social Cognitive ◽  
Work Motivation ◽  
Human Agency ◽  
Employee Participation ◽  
Ecological Approach ◽  
Cognitive Approach ◽  
Organizational Decision Making ◽  
Organizational Participation ◽  
The Social

Abstract. Connecting the social cognitive approach of human agency by Bandura (1997) and activity theory by Leontiev (1978) , this paper proposes a new theoretical framework for analyzing and understanding employee participation in organizational decision-making. Focusing on the social cognitive concepts of self-reactiveness, self-reflectiveness, intentionality, and forethought, commonalities, complementarities, and differences between both theories are explained. Efficacy in agency is conceived as a cognitive foundation of work motivation, whereas the mediation of societal requirements and resources through practical activity is conceptualized as an ecological approach to motivation. Additionally, we discuss to which degree collective objectifications can be understood as material indicators of employees’ collective efficacy. By way of example, we explore whether an integrated application of concepts from both theories promotes a clearer understanding of mechanisms connected to the practice of employee participation.

An Empirical Analysis of the Obtrusiveness of and Participants' Compliance with the Electronically Activated Recorder (EAR)

2007 ◽  
Vol 23 (4) ◽  
pp. 248-257 ◽  
Author(s):  
Matthias R. Mehl ◽  
Shannon E. Holleran
Keyword(s):  
Empirical Analysis ◽  
Sampling Method ◽  
Daily Life ◽  
Assessment Method ◽  
Data Confidentiality ◽  
Short Term ◽  
Naturally Occurring ◽  
Two Samples ◽  
Audio Recorder ◽  
Term Monitoring

Abstract. In this article, the authors provide an empirical analysis of the obtrusiveness of and participants' compliance with a relatively new psychological ambulatory assessment method, called the electronically activated recorder or EAR. The EAR is a modified portable audio-recorder that periodically records snippets of ambient sounds from participants' daily environments. In tracking moment-to-moment ambient sounds, the EAR yields an acoustic log of a person's day as it unfolds. As a naturalistic observation sampling method, it provides an observer's account of daily life and is optimized for the assessment of audible aspects of participants' naturally-occurring social behaviors and interactions. Measures of self-reported and behaviorally-assessed EAR obtrusiveness and compliance were analyzed in two samples. After an initial 2-h period of relative obtrusiveness, participants habituated to wearing the EAR and perceived it as fairly unobtrusive both in a short-term (2 days, N = 96) and a longer-term (10-11 days, N = 11) monitoring. Compliance with the method was high both during the short-term and longer-term monitoring. Somewhat reduced compliance was identified over the weekend; this effect appears to be specific to student populations. Important privacy and data confidentiality considerations around the EAR method are discussed.

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