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

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.

scholarly journals The Role of Work Engagement in Moderating the Impact of Job Characteristics, Perceived Organizational Support, and Self-Efficacy on Job Satisfaction

2019 ◽  
Vol 3 (1) ◽  
pp. 15
Author(s):  
Adhe Rachman Sulistyo ◽  
Suhartini Suhartini
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Job Characteristics ◽  
Organizational Goals ◽  
Educational Personnel ◽  
Art And Culture ◽  
The Impact

This research is aimed at figuring out the extent to which job characteristics, perceived organizational support and self-efficacy affect job satisfaction with work engagement serving as an intervening variable. The respondents of this research were 101 employees of the Centre for the Development and Empowerment of Educators and Educational Personnel (P4TK) of Art and Culture of Yogyakarta. The data were collected using questionnaires. The data were analyzed quantitatively and qualitatively. The quantitative analysis techniques used in this research were t-test, F-test, multiple regression analysis and path analysis. The research yielded some results. Firstly,  job characteristics and self-efficacy had a significant effect on work engagement and perceived organizational support did not have any significant effect on work engagement, but together it had a significant effect on work engagement. Secondly, job characteristics and perceived organizational support had a significant effect on job satisfaction, and self-efficacy did not have any significant effect on job satisfaction, but together it had a significant effect on job satisfaction. Thirdly, work engagement had a significant effect on job satisfaction. Fourthly, job characteristics and perceived organizational support had a greater effect on job satisfaction directly, and self-efficacy had a greater effect on job satisfaction indirectly through work engagement. The results of this research can be used as a reference for P4TK to improve employees' job satisfaction, and ultimately, support the achievement of organizational goals.

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.

Global comparisons of job satisfaction across occupational categories

2019 ◽  
Vol 8 (1) ◽  
pp. 38-59 ◽  
Author(s):  
Maureen Snow Andrade ◽  
Jonathan H. Westover
Keyword(s):  
Job Satisfaction ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Social Survey ◽  
Content Type ◽  
Organizational Goals ◽  
Work Relations ◽  
The Impact ◽  
Creativity And Innovation

Purpose Job satisfaction has positive outcomes for individuals and organizations. These include decreased turnover and conflict, increased productivity, improved work quality and creativity and innovation. Determinants entail work–life balance, advancement and development opportunities, relationships with co-workers and managers, working conditions and intrinsic and extrinsic rewards, among others. Understanding these determinants across workers and contexts is critical for effective management and the achievement of organizational goals. The paper aims to discuss this issue. Design/methodology/approach This study, based on data from the International Social Survey Program, examines the impact of various aspects of work-life balance, rewards and work relations on job satisfaction across occupations. Findings Findings indicate more differences than similarities among countries and occupations with workers in managerial and professional positions experiencing the highest job satisfaction levels. Originality/value Although extensive research has documented the benefits and determinants of job satisfaction, it has not focused on global comparisons across occupational categories.

The impact of ICT on learning on-the-job

2015 ◽  
Vol 22 (1) ◽  
pp. 2-13 ◽  
Author(s):  
Lilla Hortovanyi ◽  
Adrienn Ferincz
Keyword(s):  
Knowledge Transfer ◽  
Optimal Level ◽  
Future Research ◽  
Content Type ◽  
Information And Communication ◽  
Ict Tools ◽  
The Individual ◽  
The Right ◽  
Effective Use ◽  
The Impact

Purpose – The purpose of this paper is to analyse the relationship between on-the-job learning and information and communication technology (ICT). Design/methodology/approach – Action research methodology was applied to study 62 small- and medium-sized corporations, and to interview over 200 knowledge workers and managers. The qualitative, textual data collected were transformed into 16 variables and analysed by multidimensional scaling. Findings – The paper provides insights into the optimal use of ICT in intra-organizational knowledge transfer and learning. We found that it is essential to use the right combination and number of technologies, aligned with the organization’s internal processes. Four different types of organizations with sub-optimal usage of ICT and possible strategies for them to reach the optimal zone were identified. For successful organizational learning, however, more is needed: the individual must also understand the value of learning and must be motivated to take part in it. Research limitations/implications – On-the-job-learning can be facilitated with ICT tools but only if the organization invests in the right levels of ICT. Too much technology can be as destructive to on-the-job learning as too little. Future research should look at other contexts (size, age, industry, etc.) to validate these findings. Practical implications – The paper demonstrates the effective use of ICT in knowledge transfer and on-the-job learning. Originality/value – The paper extends our understanding of human–computer collaboration. It highlights that finding the optimal level of ICT is essential for successful knowledge transfer and on-the-job learning.

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 What is the Nature And Extent of the Influence of Educational Leadership on Staff Morale, Job Satisfaction, and Motivation?

2021 ◽  
Vol 4 (1) ◽  
pp. 21-30
Author(s):  
Ruba Mohamed Najia
Keyword(s):  
Job Satisfaction ◽  
Educational Leadership ◽  
Leadership Style ◽  
Teacher Job Satisfaction ◽  
Staff Morale ◽  
Qualified Teachers ◽  
Teaching Context ◽  
The Right ◽  
The Impact ◽  
Teacher's Perception

In a time where retaining qualified teachers is crucial, one cannot ignore the importance of teacher job satisfaction, morale, and motivation in shaping teachers’ intentions to remain in the profession. This is where educational leadership comes into play. This paper looks at the nature and extent of the impact of educational leadership on three important aspects of the job, namely staff morale, job satisfaction, and motivation. The latter constructs are each redefined and reconceptualized as the lack of consensus and the ambiguity in their respective meanings can greatly affect how they are applied as well as their results. When applied to the teaching context, Herzberg’s motivation hygiene theory was found to be unapplicable in relation to theory transferability and the separate categorization of job satisfaction and dissatisfaction. The latter are greatly affected by not only leadership style per se, but more precisely by the teacher’s perception of a certain leadership style. This individuality dimension also affects the ideological compatibility between teachers and work contexts, having a direct impact on job satisfaction. Nonetheless, although educational leadership has proven not to be the sole factor in teacher job satisfaction, morale and motivation, leaders must possess the right knowledge and understanding about the needs, expectations, attitudinal responses, and characteristics of their staff as individual members of a group in order to be able to positively affect their perceptions.

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