scholarly journals Employee Monetary Compensation and Employee Job Satisfaction

2021 ◽  
Author(s):  
Randolph Watkins ◽  
Patricia Fusch
Keyword(s):  
Job Satisfaction ◽  
Positive Relationship ◽  
Rank Order ◽  
Employee Motivation ◽  
Self Determination Theory ◽  
The United States ◽  
Self Determination ◽  
Employee Job Satisfaction ◽  
Monetary Compensation ◽  
Intrinsic Job Satisfaction

Abstract It is known employee job satisfaction is related to employee motivation, performance, retention, and other factors which are beneficial to the employee and the employer. In recent decades, some have used the work of Self-Determination Theory to claim pay is irrelevant and promote the idea it is an employee’s commitment, attitude, and the programs the employer offers the employee that are important to employee satisfaction, motivation, performance, morale, and retention. However, the work of Self-Determination Theory has neither stated nor confirmed this concept. In a study considering if and to what extent a relationship exists between employee rate of monetary compensation and employee job satisfaction, it was found a statistically significant positive relationship exists between employee rate of monetary compensation and employee overall, extrinsic, and intrinsic job satisfaction. The sample consisted of N = 129 employees of Fortune 500 companies within the United States of America. Utilizing Spearman’s rank-order correlation employee overall job satisfaction resulted in 𝜌 = .290, employee extrinsic job satisfaction resulted in 𝜌 = .227, and employee intrinsic job satisfaction resulted in 𝜌 = .325 all demonstrating a positive relationship with employee rate of monetary compensation. This article discusses the current literature, results, and implications.

Het Job Demands-Resources model

2013 ◽  
Vol 26 (4) ◽  
Author(s):  
Anja Van den Broeck
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Job Characteristics ◽  
Employee Motivation ◽  
Underlying Mechanism ◽  
Self Determination Theory ◽  
Doctoral Dissertation ◽  
Self Determination ◽  
Personal Resource ◽  
Job Challenges

The Job Demands-Resources model: A motivational analysis from Self-Determination Theory The Job Demands-Resources model: A motivational analysis from Self-Determination Theory This article concerns the doctoral dissertation of Van den Broeck (2010) which details employee motivation from two different recent perspectives: the job demands-resources model (JD-R model) and the self-determination theory (SDT). This article primarily highlights how the studies of this dissertation add to the JD-R model by relying on SDT. First, a distinction is made between two types of job demands: job hindrances and job challenges. Second, motivation is shown to represent the underlying mechanism of all relationships from job characteristics to burnout and work engagement, as detailed in the JD-R model. Finally, motivation is considered as a personal resource protecting employees from detrimental environmental influences and assisting them in making maximum use of beneficial job characteristics. In conclusion, this article highlights how the dissertation, based on a positive view on mankind, puts motivation to the fore in the JD-R model.

Differential Effects of Work and Family Support on the Relationship Between Surface Acting and Wellbeing: A Self-Determination Theory Approach

2021 ◽  
pp. 003329412110484
Author(s):  
Chang C Xiang ◽  
Xu Wang ◽  
Ting T Xie ◽  
Cheng L Fu
Keyword(s):  
Job Satisfaction ◽  
Family Support ◽  
Work Motivation ◽  
Well Being ◽  
Self Determination Theory ◽  
Work And Family ◽  
Self Determination ◽  
Surface Acting ◽  
Psychological Well Being ◽  
The Relationship

Surface acting—the management of emotional displays as part of a nurse’s work role—is increasingly getting scholars’ attention in organizational behavior. Previous research focused on the relationship between surface acting and outcomes (such as psychological well-being) on the basis of resource-centric theories, ignoring the subjective stance of surface acting provider. According to self-determination theory, surface acting affects an individual’s well-being through stimulating autonomous or controlled work motivation. Taking nurses as the subjects, the current study proposed that surface acting would affect job satisfaction and further psychological well-being through nurses’ controlled work motivation, and work and family support would moderate the above relationships in diverse directions. An online survey of n = 342 nurses working at a hospital in central China was conducted, evaluating surface acting, job satisfaction, psychological well-being, workplace support, and family support. Results indicated that surface acting negatively influenced nurses’ psychological well-being through job satisfaction. In addition, the results highlighted the two-faced aspect of social support, in which work support positively moderated the relationships between surface acting, job satisfaction, and psychological well-being, while family support intensified the abovementioned relationships negatively. These findings have important implications for surface acting, social support research, and managerial practices.

Can Different Types of Non-Territorial Working Satisfy Employees’ Needs for Autonomy and Belongingness? Insights From Self-Determination Theory

2020 ◽  
pp. 001391652094260
Author(s):  
Gabrielle Gatt ◽  
Lixin Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Affective Commitment ◽  
Self Determination Theory ◽  
Psychological Needs ◽  
Self Determination ◽  
Relationship Of ◽  
The Relationship ◽  
Work Arrangement

Organizations are increasingly adopting non-territorial organizational models with unassigned desks. However, previous research has: (1) shown mixed results regarding the impact of non-territorial working on employees, (2) largely examined non-territorial working in its purest sense without considering the nuanced differences in non-territorial working, and (3) not understood the mechanisms underlying the relation between non-territorial working and employee outcomes. To address these research gaps, we apply self-determination theory, which argues that meeting basic psychological needs of autonomy and belonging allows optimal human development, to the physical environment of office spaces. Specifically, we investigated whether the relationship of two types of non-territorial working with employee work engagement, emotional exhaustion, job satisfaction, and affective commitment is mediated via autonomy over office spaces and belongingness. Data were collected from 127 working New Zealanders who have adopted two types of non-territorial working (i.e., work arrangement 1 and work arrangement 2) in an organization. We found that although workers with work arrangement 2 did not report higher belongingness than those with work arrangement 1, workers with work arrangement 1 reported higher autonomy over office spaces than those with work arrangement 2. Moreover, belongingness was related to higher work engagement, job satisfaction, and affective commitment but lower emotional exhaustion, while autonomy over office spaces was related to increased job satisfaction and affective commitment but decreased emotional exhaustion. We also found that autonomy over office spaces, but not belongingness, mediated the relationship of non-territorial working with emotional exhaustion and job satisfaction.

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 The Key to Employee Motivation: A Competitive Leadership Approach

2021 ◽  
Vol 9 (2) ◽  
Author(s):  
Katharina Tesmer ◽  
Carolyn Oxenford
Keyword(s):  
Leadership Practices ◽  
Employee Motivation ◽  
Self Determination Theory ◽  
Psychological Needs ◽  
Shared Values ◽  
Self Determination ◽  
Current Leadership

This article reviews current leadership practices and their impact on employee motivation. A competitive leadership approach based on Ryan and Deci’s self-determination theory is suggested as the foundation to enhance employee motivation. According this theory, individuals seek to meet the primary psychological needs of relatedness, competence and autonomy (Deci & Ryan, 2000). To foster relatedness in employees, leaders should develop a meaningful purpose and shared values; model behavior, show involvement and build relationships. By setting goals as well as recognizing and challenging employees, leaders develop competence in their employees. Lastly, leaders foster autonomy by empowering their employees. By satisfying the needs of relatedness, competence and autonomy, employees will be more innovative, motivated and productive. Employees will also be happier and less likely to leave the organization.

scholarly journals Normative Organizational Commitment and its Effects on Employee Retention

2016 ◽  
Vol 6 (1) ◽  
pp. 137 ◽  
Author(s):  
Mouhamadou Sow ◽  
Peter Anthony ◽  
Moussa Berete
Keyword(s):  
Turnover Intention ◽  
Employee Retention ◽  
Self Determination Theory ◽  
The United States ◽  
Self Determination ◽  
Normative Commitment ◽  
Internal Auditors ◽  
The Past ◽  
Correlational Design ◽  
Using Data

<p class="ber"><span lang="EN-GB">Given the strategic benefit of retaining employees, the need for identifying factors that drive employee retention has attracted the attention of both scholars and practitioners in the past few decades. Grounded on the self-determination theory of motivation, the purpose of this quantitative study with correlational design was to examine he relationship between normative commitment and turnover intention among healthcare internal auditors in the United States. The results of a correlational analysis using data from 92 healthcare internal auditors member of AHIA show a negative and significant relationship between normative commitment and turnover intention </span><span lang="EN-GB">(r=-</span><span lang="EN-GB">.248</span><span lang="EN-GB">, p=.03). </span></p>

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