scholarly journals Motivational factors and job satisfaction of employees in agriculture in the context of performance of agricultural companies in Slovakia

2020 ◽  
Vol 66 (No. 9) ◽  
pp. 402-412 ◽  
Author(s):  
Nadežda Jankelová ◽  
Zuzana Joniaková ◽  
Anita Romanová ◽  
Katarína Remeňová
Keyword(s):  
Job Satisfaction ◽  
Influencing Factors ◽  
Significant Relationship ◽  
Business Performance ◽  
Direct Relationship ◽  
Employee Motivation ◽  
Analysis Of Covariance ◽  
Mediation Model ◽  
Significant Extent ◽  
The Impact

The aim of our research is to identify how the effectiveness of motivation and job satisfaction of employees contribute to the success of agricultural companies in Slovakia. The research sample consists of 757 employees in agricultural companies in Slovakia. Baron and Kenny’s mediation model and regression ANCOVA (analysis of covariance) were also used. The hypothesis that the dependence of the business performance on the effectiveness of motivation of the employees is mediated by their job satisfaction has been confirmed. An important finding is that the direct relationship between the business performance of agricultural companies and the effectiveness of employee motivation is not significant. However, the variable that transmits this effect, respectively mediates the impact of the effectiveness of employee motivation on business performance, is the job satisfaction of employees. A significant relationship between the effectiveness of motivation was found mainly among financial motivators, which points to the problematic nature of this motivational setting. Significant influencing factors include age, education and job position. As the effectiveness of financial motivation and satisfaction was highest in these groups, it is possible to start applying new trends in employee remuneration to other groups that have not shown such a connection to such a significant extent.

scholarly journals Determinants of Employee Motivation and its impact on Knowledge Transfer and Job Satisfaction

2014 ◽  
Vol 4 (3) ◽  
pp. 50 ◽  
Author(s):  
Nida Zafar ◽  
Sana Ishaq ◽  
Shaista Shoukat ◽  
Muhammad Rizwan
Keyword(s):  
Job Satisfaction ◽  
Knowledge Transfer ◽  
Direct Relationship ◽  
Employee Motivation ◽  
General Purpose ◽  
Extrinsic Reward ◽  
Organizational Goals ◽  
Intrinsic Reward ◽  
The Right ◽  
The Impact

This study specifically examines the impact of different variables like extrinsic reward (Pay), intrinsic reward (Appreciation), training and expectancy on employee motivation and impact of employee motivation on job satisfaction and knowledge transfer. The general purpose of this study is to motivate employees. If employees are motivated, they will be satisfied by their jobs and if they are satisfied by their job then they will work hard to attain organizational goals and if goals are achieved then organization will get profit. The current research is descriptive in its nature. We select the sample from different sectors in Pakistan. We select the sample of 200 respondents from population for the collection of data and to check the response of different employees. For this purpose, we structured a self- administrated questionnaire and filled it from the right respondent for true results. We use Regression analysis in this study. This analysis is very important to check the confidence of the study from different respondents. Due to this analysis, we found that Pay and Appreciation are not directly effecting the employee motivation. Job satisfaction also has no direct link with employee motivation but training of employee, expectancy and knowledge transfer have direct relationship with employee motivation. These three variables help a lot to motivate an employee.                                        

scholarly journals Rewards and their Influence on Employee Motivation

2021 ◽  
Vol 9 (VII) ◽  
pp. 94-99
Author(s):  
Dr. Geeta Joshi
Keyword(s):  
Job Satisfaction ◽  
Positive Relationship ◽  
Reward System ◽  
Employee Motivation ◽  
Self Esteem ◽  
Research Paper ◽  
Descriptive Research ◽  
Direct Translation ◽  
New Challenges ◽  
The Impact

: The present paper aims to study the impact of rewards and recognition on the motivation of employees in a organization. By getting recognition they tend to have higher self-esteem, more confident, willingness to take on new challenges and more eagerness to be innovative. Reward system in any organization is an important tool which management can channelized the employees from present to desired ways. The descriptive research paper design on the light of various motivation theories is adopted for this study. It is also significant to discover that there is a direct and positive relationship between rewards and recognition and job satisfaction and the direct translation o this could be that the better the rewards and recognition, the higher the levels of motivation and satisfaction, and possibly therefore, the greater the levels of performance and productivity.

scholarly journals Relationship between Motivation and Job Satisfaction: A Study of Higher Educational Institutions

2011 ◽  
Vol 3 (2) ◽  
pp. 94-100 ◽  
Author(s):  
Ishfaq Ahmed
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Working Conditions ◽  
Significant Relationship ◽  
Faculty Members ◽  
Educational Institutions ◽  
Management Process ◽  
Human Beings ◽  
Business Units ◽  
The Impact

Managing human beings is pivotal part of the management process. Like other business units educational institutes consider human resource as their most vital asset, which might offer them greater returns and consider them a route towards their success. To be successful, organizations should motivate its employees on iterative basis. One way to motivate employees is through satisfying their needs. If employee’s needs are met, they will offer better returns in shape of greater importance. This study is aimed to find the impact of motivated employees on their job satisfaction. This study considers three facets of motivation or job satisfaction i.e. compensation, recognition and working conditions. For this study 269 faculty members were selected from five universities of Pakistan. Questionnaire was used for the data collection. Findings of the study specify the positive and significant relationship among working conditions, recognition and compensation on motivation. Further more motivated employees were found to be satisfied with their job.

scholarly journals Job Satisfaction Level of Teachers’ Working in Private Institutes of Rahim Yar Khan (Pakistan)

2013 ◽  
Vol 3 (3) ◽  
pp. 264
Author(s):  
Muhammad Rizwan ◽  
Kashif Sagheer Rao ◽  
Muhammad Hassan ◽  
Abdul Majid
Keyword(s):  
Job Satisfaction ◽  
Peer Support ◽  
Significant Relationship ◽  
Training And Development ◽  
Private Institutions ◽  
Satisfaction Level ◽  
Best Interest ◽  
Leadership Support ◽  
The Family ◽  
The Impact

The objective of present study was to analyze the job satisfaction level of teachers working in private institutions in Rahim Yar Khan Pakistan. For this purpose researchers build a conceptual model taking peer support, family insight, Intrinsic rewards, training and development as independent variables.For the data collection researchers developed five likerd scale questionnaires which have been distributed to the teachers working in private institutions. Total 145 questionnaire was distributed from which 122 questionnaire returned to us. From the filled questionnaires 14 were incomplete and rejects from analysis.Researchers use linear regression to analyze the impact of independent variables on the dependent variable job satisfaction. The results shows that intrinsic reward and leadership support have positive significant relationship with job satisfaction, but the family insights show negative significant relationship. Peer support training and development have positive insignificant relationship with our dependent variable job satisfaction.The researchers concludes that the teachers working in private institutions in Rahim yar Khan (Pakistan) demand respect from their head of institutes which are consider more valuable instead of monitory rewards. The insignificant impact of Peer support, training and development on our dependent variable job satisfaction which means that peer cannot support in the best interest of institution. The results proves as like experienced by the researchers working as a teacher in private institutes in Rahim Yar Khan (Pakistan).

The Impact of Factors in Job Satisfaction Towards Employees’ Intention to Leave in Chain Hotels

2015 ◽  
Vol 21 (4) ◽  
pp. 714-718
Author(s):  
Marion Hutagalung ◽  
Tatum Syarifah Adiningrum
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Influencing Factors ◽  
Employee Turnover ◽  
Turnover Rate ◽  
Intention To Leave ◽  
Factors Affecting ◽  
Job Promotion ◽  
The Impact ◽  
The Relationship

Employee turnover is an expensive cost in the management of any venture. The objective of this paper is to examine the relationship between factors of job satisfaction to employee intention to leave at Arion Swiss Belhotel in Jakarta and Bandung. The survey was conducted to 240 employees in nine departments in both hotels, using a questionnaire adapting JDI. Findings indicated that the highest influencing factors affecting employees’ turnover was the work environment, followed by pay, and opportunity for job promotion. There is no difference between employees in both hotels in their perception towards each of the variables; as well there is no difference between layers of management. The overall finding results can be used for the hotels to set the guidelines to improve the employees’ job satisfaction and reducing the turnover rate.

How Customer Relationship Management (CRM) and Innovation Influence Business Performance Mediating Role of Innovation

2018 ◽  
Vol 9 (2) ◽  
pp. 1-15
Author(s):  
Mona Jami Pour ◽  
Elnaz Nabizadeh Mamani ◽  
Mohammad Rahimzadeh
Keyword(s):  
Customer Relationship Management ◽  
Business Performance ◽  
Direct Relationship ◽  
Customer Relationship ◽  
Improve Performance ◽  
Management Tools ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

According to Bain & Company, CRM is at the top of management tools in recent years. This article aims to answer the productivity paradox of CRM and investigates the impact of both CRM and innovation on firm performance and also investigating mediating role of innovation to explain the effect of CRM on performance. To obtain research objective, an empirical study was conducted. For evaluating conceptual model, survey instrument was developed. The relationship between dimensions of CRM and innovation, as well as the relationship between innovation and business performance, were approved, but direct relationship between dimensions of CRM and business performance, according to the data collected, was not approved. Innovation and CRM both are valuable capabilities, which are viewed necessary to achieve a competitive advantage. However, there are little researches about how the interaction of these two concepts improve performance, and despite massive investments in the field of CRM, its impact on business is ambiguous.

scholarly journals JOB SATISFACTION: INVESTIGATING THE ROLE OF EXPERIENCE AND MOTIVATION OF UNIVERSITY ACADEMICIANS IN PAKISTAN

2019 ◽  
Vol 58 (1) ◽  
pp. 227-252
Author(s):  
Munazza Rahim Hanafi ◽  
Khalid Iraqi
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Employee Motivation ◽  
Equation Modeling ◽  
Public And Private ◽  
Private And Public ◽  
Public And Private Sector ◽  
The Comparative Study ◽  
Successful Education ◽  
The Impact

The key resource for the achievement of institutional objectives and enhancement of high quality education are teachers. Well motivated and satisfied teachers cultivate the successful education system in the country. Thus, the present study attempts to observe the impact of motivation and experience on job satisfaction of teachers through the perspective of Herzberg’s ideology of employee motivation and job satisfaction by conducting the comparative study of both public and private sector universities in Karachi. The sample was purposively drawn from 300 teachers and the data was analyzed by using partial least squares - Structural Equation Modeling (SEM). Additionally, significant differences were found in the job satisfaction and motivation level among private and public university teachers. The presented findings embrace the implications for higher education institutions and HR practitioners.

scholarly journals Turnover Intention: The Impact of Ethical Climate, Job Satisfaction and Organizational Commitment

2020 ◽  
Vol 3 (1) ◽  
pp. 75
Author(s):  
Nurtati Nurtati
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Significant Relationship ◽  
Turnover Intention ◽  
Ethical Climate ◽  
Educational Background ◽  
Cross Sectional Survey ◽  
Design Data ◽  
Cross Sectional ◽  
The Impact

Human resources have a major role in every activity of the company and are essential to support the success of the organization. It can be damaged directly by employee behavior of intention to turnover. The purpose of this study was to examine the effect of the ethical climate, job satisfaction and organizational commitment on turnover intention. The research method is quantitative with a cross-sectional survey design. Data analysis uses multiple linear regression test. Three hypothesis ware tests and the results showed that thare is a significant relationship between the ethical climate and turnover intention, job satisfaction has a significant relationship with turnover intention, also organizational commitment has a significant effect on the turnover intention of employees. To reduce the risk of turnover intention the company needs to take preventive steps by building a positive work ethic climate, providing rewards. Besides improving the working atmosphere, giving attention, respect, and appreciation to all employees without discriminating the status, expertise and educational background by providing equal opportunities in the promotion of career paths.

Innovation orientation and performance of Kuwaiti family businesses: evidence from the initial period of COVID-19 pandemic

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammad Zainal
Keyword(s):  
Family Business ◽  
Risk Taking ◽  
Significant Relationship ◽  
Business Performance ◽  
Future Orientation ◽  
Family Businesses ◽  
Equation Modeling ◽  
Content Type ◽  
Openness To Change ◽  
The Impact

PurposeThis paper analyses the impact of innovation orientation on the family business performance in Kuwait. Further, the aim of this paper is to understand the innovation culture among Kuwaiti family businesses and the innovation orientation concept and its importance for these businesses.Design/methodology/approachThe study will use a quantitative research methodology in order to investigate the relationship between independent variables: creativity, risk-taking, future orientation, openness to change and proactiveness with Kuwaiti business performance as a dependent variable. A well-structured questionnaire is distributed to 150 family businesses that operate in Kuwait, where 114 of the respondents responded positively. Structural equation modeling (SEM) analysis was used for evaluating the proposed model.FindingsThe results show that creativity, risk-taking and future orientation have significant relationship with business performance, while openness to change and proactiveness do not have any significant relationship with business performance.Research limitations/implicationsThis research is conducted during the period of initial months of COVID-19 pandemic, March–July 2020 respectively, and responses might be influenced by the current situation.Originality/valueThe correlation between family businesses and innovation orientation is not studied so far in Kuwait. There is a lack of studies about family business in general in Kuwait since there are only very few research studies. This is the first research about this topic that covers Kuwait as a country.

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