Impact of employee benefits on work motivation and productivity

1995 ◽  
Vol 7 (6) ◽  
pp. 10-14 ◽  
Author(s):  
Jon‐Chao Hong ◽  
Sung‐De Yang ◽  
Li‐Jung Wang ◽  
En‐Fu Chiou ◽  
Fan‐Yin Su ◽  
...  
Keyword(s):  
Work Motivation ◽  
Employee Benefits

scholarly journals EMPLOYEE BENEFITS AS ONE OF FACTORS OF WORK MOTIVATION

2017 ◽  
Vol 5 ◽  
pp. 448-452 ◽  
Author(s):  
Natália Stalmašeková ◽  
Tatiana Genzorová ◽  
Tatiana Čorejová
Keyword(s):  
Human Resources ◽  
General Framework ◽  
Work Motivation ◽  
The United States ◽  
Employee Benefits ◽  
Economic Issues ◽  
Production Processes ◽  
And Performance ◽  
The University ◽  
A Company

Behind a successful company there are several factors which affect its activities and performance. These are various economic issues, production processes, capital and people- employees. The human resources of a company largely depend on how the company is able to respond to challenges of the market. Employers are recently trying to take care of their employees much more than just rewarding them with a salary. They provide them a variety of employee benefits with which they try to motivate them to better perform. The aim of the paper is to describe the system of benefits provided by companies in general. The first part of paper contains a general framework of the issue and the second part describes the current situation of providing benefits in Slovakia and abroad, specifically in the United States. The paper highlights the differences in understanding of importance of benefits in each country. The final part of the paper contains research about opinions of students of the University of Žilina about providing benefits at the workplace.

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.

Frontier series work motivation: Past, present, and future

2008 ◽  
Author(s):  
Ruth Kanfer ◽  
Gilad Chen ◽  
Robert D. Pritchard ◽  
Robert E. Ployhart ◽  
Reeshad S. Dalal ◽  
...  
Keyword(s):  
Work Motivation

Impact of Disability, Poverty, and Stigma on Work Motivation

2014 ◽  
Author(s):  
Sandra Fitzgerald ◽  
Julie Chronister
Keyword(s):  
Work Motivation

Pengaruh Motivasi Kerja Dan Lingkungan Kerja Terhadap Kinerja Karyawan Bappeda Kabupaten Wonosobo Tahun 2013

2017 ◽  
Vol 1 (2) ◽  
pp. 135-147
Author(s):  
Ary Sutrischastini ◽  
Ratna Setyani
Keyword(s):  
Work Environment ◽  
Work Motivation ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Test Validity ◽  
Multiple Linear Regression Analysis ◽  
Reliability Testing ◽  
Evaluation Influence ◽  
Environment Variables ◽  
Research Goal

This research goal is to identification and evaluation influence of work motivation and work environment to employee’s performance in BAPPEDA Kabupaten Wonosobo. The object of this research is 37 employees of Badan Perencanaan Pembangunan Kabupaten Wonosobo. And the location of this research is at Badan Perencanaan Pembangunan Kabupaten Wonosobo. The analysis used is test validity, reliability testing, and test the hypothesis, with the help of the computer program SPSS version 17, using multiple linear regression analysis. Based on calculations of data and analysis used, the regression equation is obtained: Y = 11.733 + 0.320 X1 +0.334 X2 + ε, by using the equation regression analytical method can conclude that (X1) take effect positively against employees performance. With t value in amount of 2,219 (bigger than t in table in amount of 1,690) and significance value in amount of 0,33. By applying significance limited value in amount of 0,05, it means, hypothesis that claim if work motivation take effect against employees performance can be accepted. There is a positive and significant correlation between work environment variables (X2) against employees. With t value in amount of 2,219 (bigger than t in table in amount of 1,690) and significance value in amount of 0,33 (smaller than 0,5). Simultaneously, work motivation take effect positively and significantly against employees performance with the F value in amount of 11,562 (bigger than 0.05), then obtained significance value 0.000. It can be concluded that the work motivation and work environment has a positive and significant influence on employee performance in BAPPEDA Kabupaten Wonosobo.

Pengaruh Motivasi Kerja Terhadap Kinerja Pegawai Kantor Sekretariat Daerah Kabupaten Gunungkidul

2017 ◽  
Vol 23 (2) ◽  
pp. 121-137
Author(s):  
Ary Sutrischastini ◽  
Agus Riyanto
Keyword(s):  
Linear Regression ◽  
Multiple Linear Regression ◽  
Sampling Method ◽  
Work Motivation ◽  
Probability Sampling ◽  
Random Probability

This paper will discuss the effect of work motivation (incentives, motives and expectations) on the performance of the staff of the Regional Secretariat Gunungkidul. The purpose of this paper is: 1) Determine the effect of incentives on the performance of the staff of the Regional Secretariat Gunungkidul, 2) Determine the effect of motive on the performance of the staff of the Regional Secretariat Gunungkidul, 3) To know the effect of expectations on the performance of the staff of the Regional Secretariat Gunungkidul, 4)To know the effect of incentives, motives and expectations on the performance of the staff of the Regional Secretariat Gunungkidul.Research sites in the Regional Secretariat Gunungkidul and the population is 162entire employee in the Regional Secretariat Gunungkidul. Samples amounted to 116 respondents taken with simple random probability sampling method. Data were analyzed using multiple linear regression. Results obtained: (1) incentives positive and significant effect on the performance of, (2) motif positive and significant effect on the performance of, (3) expectations positive and significant impact on the performance of , and (4) incentives, motives and expectations of positive and significant impact on the performance of the staff of the Regional Secretariat Gunungkidul.

PENGARUH BUDAYA, MOTIVASI KERJA DAN KOMPETENSI TERHADAP KINERJA KARYAWAN

2019 ◽  
Vol 5 (1) ◽  
pp. 11-21
Author(s):  
Riza Faizal ◽  
Maman Sulaeman ◽  
Ismayudin Yulizar
Keyword(s):  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Work Culture ◽  
Work Time ◽  
Work Quality ◽  
Service Excellence ◽  
Positive Effect ◽  
External Motivation ◽  
Culture Work

The aim of this research is to know and to analyze the influence of work culture, work motivation and competency on employee's performance. The Objects are employees of  BJB bank at Ciamis, Garut and Tasikmalaya). The method used is descriptive. The sample was taken by using total sampling technique with total of the samples 89 people. By path analysis, the research found that work motivation with indicators internal and external motivation; work culture with indicators of Service excellence, Professionalism, Integrity, Respect, Intelligence, Trust included in the high category. Work motivation with indicators of internal motivation and external motivation is included in the sufficient category. Competencies with indicators of Work Quality, Cooperation, Responsibility and Quantity of work are included in the sufficient category. Employee performance with indicators of Work Quality, Discipline Behavior, Use of work time and Attendance are included in the sufficient category. There is a partial positive effect and simultaneous work culture, work motivation and competence on employee performance so that the hypothesis is verified. This means that if the strategy which includes work culture, work motivation and competence is increased, the performance of bank employees to Tasikmalaya, Garut and Ciamis will be better.

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