The Impact of Employee Motivation on Romanian Organizational Performance

Employee performance evaluation is an essential management practice for any organization, because the progress of employees is of real importance in enhancing the efficiency and development of every organization. The authors propose a model that ties employee motivation to organizational performance. The research objectives were designed to identify strategies that take into account all the factors contributing to quality and superior productivity of labor, in other words, to identify motivation strategies conducive to efficient management. The assessment was conducted through quantitative analysis using a questionnaire. The questionnaire, through the statements contained therein, assessed how public and private organizational performance reflect employee motivation characteristics.

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Organizational Learning and Motivation: Assessing the impact on Employee Performance

IRA-International Journal of Management & Social Sciences (ISSN 2455-2267) ◽

10.21013/jmss.v5.n2.p13 ◽

2016 ◽

Vol 5 (2) ◽

pp. 355 ◽

Cited By ~ 1

Author(s):

Puja Sareen ◽

Parikshit Joshi

Keyword(s):

Organizational Learning ◽

Organizational Performance ◽

Positive Impact ◽

Employee Performance ◽

Employee Motivation ◽

Primary Data ◽

Hygiene Factors ◽

And Performance ◽

The Impact

<em>Organizational learning has the potential to improve organizational performance. For any organization to sustain long term benefits it requires to establish a mechanism to tap the knowledge and use this knowledge in taking future decisions. This study tries to capture the role of Organizational Learning and Employee Motivation and its impact on the Employees’ Performance. The study is exploratory and descriptive in nature. The questionnaire used for primary data collection has its items collected and derived from various standardized questionnaires available. The analysis of the primary data shows that there is a positive correlation between Organizational Learning and Organizational Performance. On understanding Herzberg theory of motivation the study came to conclusion that employees consider hygiene factors of motivation more significant than the motivator factors. The motivation level of employees in an organization has positive impact on the overall performance of any organization. The study helps the organizations to understand the relationship between learning and performance considering motivation as a mediating variable. </em>

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The Impact of Motivation on Employee’s Performance in some Public and Private Schools in Talata Mafara

International Journal of Applied Research in Management and Economics ◽

10.33422/ijarme.v3i1.279 ◽

1970 ◽

Vol 3 (1) ◽

pp. 21-29

Author(s):

Khaltumi S.G Mustapha

Keyword(s):

Public Schools ◽

Positive Impact ◽

Employee Performance ◽

Descriptive Analysis ◽

Employee Motivation ◽

Structured Interview ◽

Public And Private ◽

Organizational Goals ◽

Intrinsic Reward ◽

The Impact

Employee motivation is considered as a force that drives the employees toward attaining specific goals and objectives of an organization. Nowadays motivation has become one of the most indispensable factors in management toward the achievement of organizational goals. There nothing more central to management than the question of human motivation. The main objectives of the study are to find out that what kind of motivation factors influence Nigerian employee and also to find out to which extent motivation affect the employee performance. 200 data are collected from teachers from some selected public schools and private in Talata Mafara and by using self-administered questionnaire. A Structured interview was also carried out with the management of the schools. Descriptive analysis is applied is applied to find the effect of employee motivation on employee performance involving five variables. Employee promotion, employee motivation, employees performance, employee perceived training effectiveness, and intrinsic reward. The result of this work shows that there is positive and significant relationship exist between employee motivation and employee performance. It also show that promotion and intrinsic reward has positive impact on employee performance.

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

Economics and Management ◽

10.35854/1998-1627-2019-6-95-101 ◽

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.

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Research from China finds no significant difference in impact of public service motivation (PSM) in public and private sectors

Human Resource Management International Digest ◽

10.1108/hrmid-08-2021-0169 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Keyword(s):

Public Sector ◽

Private Sector ◽

Employee Performance ◽

Intention To Leave ◽

Public And Private ◽

Content Type ◽

The Public ◽

Significant Difference ◽

Set Up ◽

The Impact

Purpose The authors assumed PSM would be higher in the public sector, but they set up a trial to find out if this was the case. Design/methodology/approach To test their theories, the authors conducted two independent surveys. The first consisted of 220 usable responses from public sector employees in Changsha, China. The second survey involved 260 usable responses from private sector employees taking an MBA course at a university in the Changsha district. A questionnaire was used to assess attitudes. Findings The results found no significant difference between the impact of public sector motivation (PSM) on employee performance across the public and private sectors. The data showed that PSM had a significant impact on self-reported employee performance, but the relationship did not differ much between sectors. Meanwhile, it was in the private sector that PSM had the greatest impact on intention to leave. Originality/value The authors said the research project was one of the first to test if the concept of PSM operated in the same way across sectors. It also contributed, they said, to the ongoing debate about PSM in China.

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The Influence of Leadership Style, Competency and Compensation on Employee Performance and Its Impact on Organizational Performance in Kementerian Pertanian

FOCUS ◽

10.37010/fcs.v1i1.274 ◽

2020 ◽

Vol 1 (1) ◽

pp. 28-42

Author(s):

Sugito Efendi ◽

Suwardi Suwardi

Keyword(s):

Organizational Performance ◽

Leadership Style ◽

Structural Equation ◽

Research Method ◽

Quantitative Methods ◽

Employee Performance ◽

Equation Modeling ◽

Survey Method ◽

Directorate General ◽

The Impact

This study aims to analyze the influence of leadership style, competence, compensation on employee performance and the impact on organizational performance on the employees of the Directorate General of Agricultural Infrastructure and Facilities. This study used a survey method by distributing questionnaires to employees of the Directorate General of Agricultural Infrastructure and Facilities. As the respondent. This research method uses quantitative methods with technical analysis of Structural Equation Modeling (SEM) with the AMOS version 22 application. The research sample used in this study were 158 respondents. The results showed that leadership style, competence and compensation directly had a positive and significant effect on employee performance. Leadership style, competence and compensation directly have a positive and significant effect on organizational performance. Leadership style, competence and compensation indirectly have a positive and significant effect on organizational performance through employee performance.

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To Understand the Team Cohesiveness, Teamwork Quality and Team Performance in Employee Performance in University

International Journal of Recent Technology and Engineering - 2 ◽

10.35940/ijrte.b1176.0982s919 ◽

2019 ◽

Vol 8 (2S9) ◽

pp. 853-858

Keyword(s):

Organizational Performance ◽

Team Performance ◽

Positive Impact ◽

Employee Performance ◽

Organization Performance ◽

Negative Effects ◽

Team Cohesiveness ◽

Positive Effects ◽

Overall Performance ◽

The Impact

The purpose of this research is to seek and identify the impact teamwork has on organizational performance. The research to understand the teamwork quality, team cohesiveness and team performance in employee performance, identify the positive or negative effects of teamwork on employees and to examine the impact of teamwork on organization performance. Therefore, it is to determine how teamwork could effect and improve University employee’s performance within the organization. In fact, it is also to understand on how methods like teamwork quality, team cohesiveness, and teamwork performance have could be used to have positive effects in employee overall performance. The research study used correlation techniques in order to analyze the relationship between two variables that was Teamwork and Organization Performance. In many of the journals and article that was collected, there was clear evidence that teamwork and other measures of team performance are positively related with organization performance. The study of the research shown that there was a significant positive impact of teamwork on organizational performance and employee’s overall performance.

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Readiness for Agriculture Companies Effectiveness Begin With Employee Motivation

Human Performance Technology ◽

10.4018/978-1-5225-8356-1.ch075 ◽

2019 ◽

pp. 1549-1562

Author(s):

Ibrahim Oba ◽

Diana Andreea Mândricel

Keyword(s):

Organizational Change ◽

Human Resources ◽

Organizational Performance ◽

Human Factor ◽

Employee Motivation ◽

Passive State ◽

Private Companies ◽

Management Of Change ◽

Implementing Change ◽

Motivation Strategies

The main aim of this article is to contribute to the understanding of the organizational change and the effect of the human factor within the management of change in nigerian agriculture companies. The method approached considers an investigative study to identify the main directions of the manifestation of organizational performance among private companies to identify and motivate employees' contribution to organizational performance. The results reveal that the best motivation strategies remain those that take into account employees' motivation and satisfaction levels and determine their degree of involvement. Finally, these findings are relevant for the transformation of human resources from a passive state to an active one in producing and implementing change.

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The Effect of Supervision, Motivation Andwork Commitment with Employee Performance at Directorate General of Islamic Community Guidance Ministry of Religion of The Republic Of Indonesia

IJHCM (International Journal of Human Capital Management) ◽

10.21009/ijhcm.04.02.08 ◽

2020 ◽

Vol 4 (2) ◽

pp. 78-95

Author(s):

Aliyati ◽

Yetty Supriyati ◽

Ma'ruf Akbar

Keyword(s):

Path Analysis ◽

Organizational Performance ◽

Multiple Regression ◽

Correlation Matrix ◽

Employee Performance ◽

Employee Motivation ◽

Work Commitment ◽

Directorate General ◽

The Republic ◽

Unit Analysis

The objective of the research is to find out the effect of supervision, motivation, andwork commitment to the employee performance at DirektoratJenderalBimbinganMasyarakat Islam Kementerian Agama Republik Indonesia.Survey was applied in this study which data have been analyzed by path analysis after all variables put into correlation matrix and multiple regression. In this research, the employee have been chosen as a unit analysis and 150 samples selected randomly. The results of the study found that employee performance was directly influenced by supervision, motivation, and work commitment. And indirectly, employee performance is influenced by the supervisory variable and the motivation variable through work commitment, this shows that the commitment variable is not a good mediating variable. Based on these findings, it can be concluded that the variation of Supervision, Motivation and Commitment each has an effect on employee performance, but the motivation variable is more dominant in influencing employee performance, for that it is suggested to the leadership element that to improve employee motivation performance becomes a benchmark in the success of organizational performance. . The objective of the research is to find out the effect of supervision, motivation, andwork commitment to the employee performance at DirektoratJenderalBimbinganMasyarakat Islam Kementerian Agama Republik Indonesia.Survey was applied in this study which data have been analyzed by path analysis after all variables put into correlation matrix and multiple regression. In this research, the employee have been chosen as a unit analysis and 150 samples selected randomly. The results of the study found that employee performance was directly influenced by supervision, motivation, and work commitment. And indirectly, employee performance is influenced by the supervisory variable and the motivation variable through work commitment, this shows that the commitment variable is not a good mediating variable. Based on these findings, it can be concluded that the variation of Supervision, Motivation and Commitment each has an effect on employee performance, but the motivation variable is more dominant in influencing employee performance, for that it is suggested to the leadership element that to improve employee motivation performance becomes a benchmark in the success of organizational performance.

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Employee Competencies as Predictors of Organizational Performance: A Study of Public and Private Sector Banks

Management and Labour Studies ◽

10.1177/0258042x20939014 ◽

2020 ◽

Vol 45 (4) ◽

pp. 416-432

Author(s):

Mohammad Salman ◽

Showkat Ahmad Ganie ◽

Imran Saleem

Keyword(s):

Private Sector ◽

Organizational Performance ◽

Structural Equation ◽

Banking Industry ◽

Reliability And Validity ◽

Cross Sectional ◽

Public And Private ◽

Employee Competencies ◽

Public And Private Sector ◽

The Impact

Drawing on the resource-based view, this paper seeks to examine the influence of employee competencies on organizational performance using a sample of 325 managerial and non-managerial employees working in Indian public and private sector banks. The study employed a cross-sectional research design, and the data were collected through a structured questionnaire using convenience sampling. Confirmatory factor analysis was used to check the reliability and validity of the dimensions, and the proposed hypotheses were tested by using structural equation modelling. The results indicated a positive and significant impact of selected employee competencies on organizational performance except for self-competence, which showed an insignificant and negative effect. The study is of immense potential to help policy and decision-makers of the Indian banking industry to develop and implement strategies for improving employee competencies, which, in turn, are instrumental in enhancing organizational performance. This study is a unique attempt to examine the impact of various employee competence dimensions on organizational performance, particularly in the Indian banking industry.

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