scholarly journals Globalization and its impact on employee motivation

2021 ◽  
Vol 92 ◽  
pp. 07058
Author(s):  
Katarina Stalmachova ◽  
Mariana Strenitzerova
Keyword(s):  
Factor Analysis ◽  
Age Structure ◽  
Employee Performance ◽  
Age Groups ◽  
Value Added ◽  
Employee Motivation ◽  
Market Force ◽  
Ageing Population ◽  
Factors Affecting ◽  
Strategic Goals

Research background: The globalization affects the labour requirements. Therefore, it is important to distinguish, for example, the composition of the workforce in terms of age. The ageing population is a global problem and labour shortages in the labour market force employers to address the diversity of the age structure of their current as well as potential employees. Purpose of the article: The goal of the article is to compare the importance of motivational factors of different age groups of employees. The conclusion of the article also compares the significance of factors in terms of the age structure of employees. Methods: In the article, the method of analysis of available resources was used. Then the method of synthesis was used in finding out the connection between the resources. The sample of employees is divided into groups according to age categories. By using factor analysis, the factors affecting them are identified for each age group of employees. Primary research, as a basis for factor analysis, was carried out using a questionnaire. Findings & Value added: Motivation is one of the key elements of human resource management. It can contribute to increasing employee performance and satisfaction. It is essential to the effective functioning of each organization and achievement of strategic goals. By knowing the preferences and values of employees, the article can bring recommendations for improving the current motivation systems in organizations. This can contribute to the efficient use of employers´ money they spend on employee benefits.

Factors affecting employee performance of PT.Kiyokuni Indonesia

2017 ◽  
Vol 59 (4) ◽  
pp. 602-614 ◽  
Author(s):  
Suharno Pawirosumarto ◽  
Purwanto Katijan Sarjana ◽  
Muzaffar Muchtar
Keyword(s):  
Leadership Style ◽  
Significant Influence ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Research Work ◽  
Employee Motivation ◽  
Multiple Linear Regression Analysis ◽  
Primary Data ◽  
Content Type ◽  
Factors Affecting

PurposeThis study aims to examine, analyze and explain the influence of leadership style, motivation and discipline to employee performance simultaneously and partially at PT. Kiyokuni Indonesia. Design/methodology/approachThe primary data used in this study come from questionnaire on respondents’ motivation, discipline, leadership style and employee performance. From 451 people as the population, 82 respondents who met the criteria as a sample were chosen by using the Slovin formula. The analytical method used is multiple linear regression analysis using SPSS Version 22. FindingsThe results of this study indicate that there is a positive and significant influence simultaneously between leadership style, employee motivation and discipline on employee performance. The results also show that there is a positive and significant influence partially between leadership style, employee motivation and discipline on employee performance. Discipline is the variable of the most powerful influence on employee performance, so it needs special attention. Originality/valueThe respondents of this research work for a company which generates products through the work of hands (manual work) and aims to promote the products in the international market.

scholarly journals Evaluation of factors affecting employee performance: The case of government employees in Oman

2021 ◽  
pp. 1443-1450 ◽  
Author(s):  
Nasreddine Saadouli ◽  
Maryam Yousuf Obaid Al-Khanbashi
Keyword(s):  
Factor Analysis ◽  
Linear Regression ◽  
Correlation Analysis ◽  
Organizational Structure ◽  
Cultural Context ◽  
Employee Performance ◽  
Sultanate Of Oman ◽  
Government Employees ◽  
Factors Affecting ◽  
Research Findings

There is a universal consensus that improving employee performance is a cornerstone for any organization’s path to success and prosperity. However, when it comes to identifying what factors trigger such an improvement, there is anything but consensus among researchers. In this paper, a sample of government employees in the Sultanate of Oman is studied to discern the factors that affect employee performance. A factor analysis is applied to validate the constructs used to measure the various variables. A correlation analysis and a corresponding multiple linear regression is carried out to test the hypotheses. In contrast to many research findings, the results indicate that the only significant factor is technology; whereas leadership and organizational structure are neutral. The results are analyzed and discussed in view of the socio-cultural context of the Sultanate of Oman and the GCC region.

scholarly journals S-LCA Indicators as Employee Motivation Factors

2021 ◽  
Vol 10 (2) ◽  
pp. 267
Author(s):  
Jan Vavra ◽  
Michal Patak ◽  
Jana Kostalova ◽  
Marie Bednarikova
Keyword(s):  
Factor Analysis ◽  
Literature Review ◽  
Social Security ◽  
Equal Opportunity ◽  
Employee Motivation ◽  
Corporate Image ◽  
Factors Affecting ◽  
Motivation Factors ◽  
Employee Groups ◽  
Stimulation Of

There are a lot of factors affecting employee motivation in the company. Some of them are supported by law, while others result from voluntary activities of the company, and the way to some of them still have not been found. Our research dealt with one of the possibilities, the S-LCA indicators as employee motivation factors. The attention is usually paid to companies and their system of employee stimulation. This research is supported by in-depth literature review in the field of S-LCA. Our research addressed employees of one medium-sized company to find out what they think of the activities of their management in the area of stimulation of their employees. Using a factor analysis, we found seven basic motivation factors, i.e. Safety at Work, Fair Remuneration, Social Security and Benefits, Work Climate, Basic Rights and Freedoms, Corporate Image, and Equal Opportunity. In the context of social impacts of manufacturing on employees, individual employee groups are motivated to work in different ways.

scholarly journals Factors Affecting Employee Performance During the Covid Pandemic 19

2021 ◽  
Vol 3 (4) ◽  
pp. 31-35
Author(s):  
Rahmad Bahagia ◽  
Linzzy Pratami Putri
Keyword(s):  
Factor Analysis ◽  
Research Method ◽  
Employee Performance ◽  
Sampling Technique ◽  
Private Companies ◽  
Factors Affecting ◽  
Analysis Techniques

This study aims to determine factors affecting employee performance of private companies in Medan City during the COVID-19 pandemic. The population in this study were all private employees in Medan City. The samples were selected accidental sampling technique. The research method used was descriptive quantitative with factor analysis techniques. The results of the study highlighted that there are two dominant factors which influence employee performance decisions during the Covid 19 pandemic, namely.

scholarly journals DETERMINANTS OF EMPLOYEE JOB SATISFACTION: EVIDENCE FROM THE UNIVERSITY OF KARACHI, PAKISTAN

2020 ◽  
Vol 22 (2) ◽  
pp. 165-172
Author(s):  
Sabbor Hussain ◽  
John Francis Diaz
Keyword(s):  
Job Satisfaction ◽  
Employee Performance ◽  
Employee Motivation ◽  
Training And Development ◽  
Working Environment ◽  
Factors Affecting ◽  
Employee Job Satisfaction ◽  
Good Working ◽  
The University

The study identified factors affecting employee job satisfaction in the University of Karachi. The research collected data using survey questionnaire consisting of twenty-nine questions. The study found that a generous rewards and compensation packages lead to job satisfaction and are affected by promotion and job security. Good working relationship with co-workers also contributes to employee job satisfaction. Also, it is found that good working environment also contributes to employee motivation, and is influenced by better facilities, and training and development. Finally, good supervision provides motivation that enhances the quality of output and employee performance. The findings are important, because it is well-established in the literature that job satisfaction and employee motivation play a major role in increasing productivity of employees and profitability of the organization.

PENGARUH PELATIHAN DAN KOMPETENSI TERHADAP KINERJA KARYAWAN MELALUI MOTIVASI PADA PT. CIPTA KRIDA BAHARI JAKARTA DAN SUMATERA AREA

2016 ◽  
Vol 4 (3) ◽  
Author(s):  
Freddrick Tiagita Putra Baeha Waruwu, SE., MM.
Keyword(s):  
Empirical Evidence ◽  
Indirect Effects ◽  
Work Performance ◽  
Training Programs ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Employee Motivation ◽  
Direct And Indirect Effects ◽  
Dependent Variables ◽  
Positive Effect

The purpose of this study was to test and obtain empirical evidence about the direct and indirect effects of training and competence together to employees performance in PT. Cipta Krida Bahari. This study uses an explanatory approach Analysis and Descriptive Analysis, which aims to determine the effect of independent and dependent variables. Furthermore, the present invention will be described, by observation and research and describe the nature or the events ongoing at the time of the study and examine the causes of the symptoms. In this study examines the influence of variables of training, competence and motivation, simultaneously or partially on employee performance. The benefits of this research is that companies in improving the performance of employees through training programs, attention to improving the competence of employees, increase employee motivation, and in turn can help in improving the work (performance) of each individual employee. The results showed simultaneously and partially variable training and competency positive effect on employee motivation and improve employee performance

Value and motivational aspects of employee personality in the monetary and financial sector

2019 ◽  
pp. 95-101
Author(s):  
D. V. Vel’misova
Keyword(s):  
Organizational Performance ◽  
Labor Relations ◽  
Employee Performance ◽  
Group Analysis ◽  
Financial Sector ◽  
Employee Motivation ◽  
Semantic Space ◽  
Value Systems ◽  
Professional Activity ◽  
Professional Qualification

The presented study examines the value and motivational aspects of employee personality in the monetary and financial sector in 2017–2019.Aim. The study aims to perform a sociological analysis of value and motivational aspects and to substantiate their regulatory role in improving employee performance in the monetary and financial sector.Tasks. Based on the proposed methodology for the diagnostics of the value and motivational aspects of employee personality in the monetary and financial sector, the author performs an empirical analysis of the professional activity of different employee categories, identifies the major orientations and preferences, and develops a five-step plan to improve employee motivation in professional activity.Methods. The theoretical and methodological basis of this study includes findings of Russian and foreign authors in the field of value systems, motives, personal priorities, their formation, dynamics, and impact on individual and social development.Results. The study determines the essence of value and motivational aspects; develops a refined methodology for the diagnostics of the value and motivational aspects of employee personality in the monetary and financial sector; performs a comparative analysis of value and motivational aspects, including detection of statistically significant differences depending on employee affiliation with professional qualification and status groups; identifies patterns in the dynamics of the value-semantic space of monetary and financial organizations in the field of social and labor relations.Conclusions. The main conclusion to be drawn from this study is that the structure of value and motivational aspects, which are an attribute of the quality and performance of employee labor in the monetary and financial sector, differs significantly depending on employee affiliation with a certain status or professional qualification group. Analysis, modeling, and monitoring of the value and motivational aspects that characterize certain social and professional roles, interpretation of this information and its application in the regulation of social and labor relations are the crucial componentsof management of labor quality and organizational performance. 

Aging of rural population in Yugoslavia

Stanovnistvo ◽  
1999 ◽  
Vol 37 (1-4) ◽  
pp. 73-92
Author(s):  
Jelena Antonovic
Keyword(s):  
Age Structure ◽  
Rural Population ◽  
Urban Areas ◽  
Age Groups ◽  
Population Ageing ◽  
Low Fertility ◽  
Demographic Ageing ◽  
Substantial Impact ◽  
Mass Migration ◽  
Rural And Urban

Mass migration to urban areas constitutes the basic direct factor of the decline in rural population of Yugoslavia in the second half of the 20th century. Due to the characteristic migration patterns by age and sex, they have had a substantial impact on the change in age structure of rural population towards rapid demographic ageing. By inducing decline in fertility and an increase in mortality, the newly formed age structure is increasingly becoming one of the basic factors to further decline in population, or even the major factor to rural depopulation in the majority of regions. The paper analyzes changes in age structure of rural population in the FR of Yugoslavia and across its republics and provinces during the period from 1961 to 1991. The conditions prevailing during the last census (1991) are particularly highlighted. The author points to distinct differences in ageing of urban versus rural populations, and considerable regional differences at the achieved level of demographic age. Based on the main demographic age indicators (the share of five-year and larger age groups, average age, ageing index and movement in major age-specific contingents), the author concludes that the process of population ageing had taken place in both rural and urban populations, but was more intensive in villages (higher share of the aged, higher index of ageing and higher average age) during the period under review. The author points to distinct ageing of rural population in all republics and provinces. It was most prominent in central Serbia and Vojvodina, while being quite slow in Kosovo and Metohia and recorded mainly in between the last two censuses (1981-1991). Likewise, Kosovo and Metohia constitute the only major region of Yugoslavia in which rural population in 1991 is still demographically younger than the population in urban settlements. Rural versus urban population ageing was much more intensive in other major regions of the country, both from the base and from the apex of the age pyramid. In view of the minimal differences in fertility and mortality levels by type of settlement (particularly in central Serbia and Vojvodina), the author argues that the inherited age structure constitutes the main cause of rapid acceleration in rural population ageing in low fertility regions.

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