Employee Motivation and Job Performance: Empirical Evidence from Nigeria

This study aims to establish whether there exists a link between employee motivation experiences and job performance. A descriptive research survey was adopted as 206 senior cadre employees of First Bank of Nigeria were sampled using cross-sectional data from a semi-structured questionnaire. The result revealed that both monetary (competitive salary, salary raise, allowances, bonuses, and percentage profit sharing) and non-monetary (job security, job training, career advancement opportunities, flexible working hours, and retirement benefits) motivational incentives have a significant positive correlation with employee job performance in study organization. Specifically, it was revealed that competitive salary (R= 0.809) is the leading monetary motivational factor as job security (R=0.835) tops the ranking for non-monetary motivational factors. It was recommended that study organization will have to employ a mix of both monetary and non-monetary incentives in driving higher performance. Findings also showed that female employees are more motivated by non-monetary incentives (58%) while male employees are more motivated by monetary incentives (61%). Therefore, management should be more strategic in implementing its yearly financial reward contest and public recognition as this will induce the employees to engage in work behaviour that drives higher-level performance.

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Work-to-family and family-to-work conflicts among employed single parents in Germany

Equality Diversity and Inclusion An International Journal ◽

10.1108/edi-02-2019-0057 ◽

2019 ◽

Vol 39 (5) ◽

pp. 513-531 ◽

Cited By ~ 1

Author(s):

Mareike Reimann ◽

Charlotte Katharina Marx ◽

Martin Diewald

Keyword(s):

Autonomy Support ◽

Working Hours ◽

Single Parents ◽

Work And Family ◽

Minor Role ◽

Cross Sectional ◽

Content Type ◽

Flexible Working Hours ◽

Family Demands ◽

The Impact

Purpose The purpose of this paper is to examine whether and how employed single-parents differ from parents in two-parent families in their experience of work-to-family conflict (WFC) and family-to-work conflict (FWC). Looking at job-related as well as family-related demands and resources, this research investigated to what degree these demands and resources contribute to differences in WFC and FWC, how their relevance in predicting conflicts varies between single parents and other parents and the role of compositional differences in work and family demands and resources. Design/methodology/approach Cross-sectional linear regression analyses were applied to analyze a random sample of employees in large work organizations in Germany. The sample included 3,581 parents with children up to the age of 25, of whom 346 were single parents. Findings The results indicated that single parents face more FWC, but not more WFC, than other parents. For all parents, job demands such as overtime, supervising responsibilities and availability expectations were associated with higher levels of WFC, whereas job resources such as job autonomy, support from supervisors and flexible working hours were associated with lower levels of WFC. In predicting FWC, family demands and resources played only a minor role. However, results provide only scant evidence of differences between single parents and other parents in terms of the effects of job and family demands and resources. Originality/value This study offers interesting insights into the diversity of WFC and FWC experiences in Germany. It provides first evidence of the impact of job and family demands and resources on both directions of work–family conflicts among employed single parents as a specific social group.

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Work-Life Balance, Employee Job Performance and Satisfaction Among Doctors and Nurses in Malaysia

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v9i4.15697 ◽

2019 ◽

Vol 9 (4) ◽

pp. 306 ◽

Cited By ~ 1

Author(s):

Oscar Dousin ◽

Ngan Collins ◽

Balvinder Kaur Kler

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Working Hours ◽

Work Life ◽

Supportive Supervision ◽

Life Balance ◽

Flexible Working Hours ◽

Flexible Working ◽

The Relationship ◽

Doctors And Nurses

In this era, the concepts of human resource management (HRM) practices have evolved to the implementation of work-life balance (WLB) practices, such as: flexible working hours and supportive supervision. WLB practices have shown a great influence on employee attraction, retention, motivation and development. This study examines the relationship between WLB practices on employee job performance as well as the mediating effect of job satisfaction in the relationship between work-life balance practices and employee job performance among doctors and nurses in East Malaysia. The study surveys 491 doctors and nurses in the East Malaysia states of Sabah and Sarawak in 2016-2017. Four hypotheses were tested with validated measures of WLB practices (flexible working hours and supportive supervision), job satisfaction and job performance. Findings revealed that flexible working hours and supportive supervision has a significant and positive impact to job performance. Job satisfaction positively mediates the relationship between flexible working hours and supportive supervision towards job performance. An effective WLB practices will improve employees’ job satisfaction which eventually increase their job performance and productivity. This study’s findings aim to assist the Malaysian healthcare industry in improving doctors’ and nurses’ attraction, retention and motivation.

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WORK-FAMILY CONFLICT AND EMPLOYEE PERFORMANCE IN GHANA’S BANKING SECTOR

International Journal of Research -GRANTHAALAYAH ◽

10.29121/granthaalayah.v8.i9.2020.1120 ◽

2020 ◽

Vol 8 (9) ◽

pp. 113-122

Author(s):

Dorothy A. Morrison ◽

John Victor Mensah ◽

Gloria Naa Adorkor Kpakpo ◽

Claudia Asante

Keyword(s):

Job Performance ◽

Family Conflict ◽

Banking Sector ◽

Employee Performance ◽

Secondary Data ◽

Working Hours ◽

Supervisory Support ◽

Work Family Conflict ◽

Cross Sectional ◽

Work Family

Studies indicate that in recent times, many working adults have combined family and work roles but they find it difficult to effectively execute their duties. This is due to the fact that these roles are incompatible, and therefore cause work-family conflict which has adverse concerns for both employees and organizations. This study therefore examined effects of work-family conflict on job performance in a selected bank in Ghana. It is a cross-sectional study and it employed the quantitative research method. Simple random and stratified sampling techniques were used to sample 100 respondents and both primary and secondary data were used. The findings revealed that family demand, long working hours and heavy workload were among the reasons for work-family conflict. Flexible time schedule, supervisory support, supportive work environment, and formulation of family friendly policies such as child care services were strategies the bank used to minimise work-family conflict. A significantly negative correlation was established between work-family conflict and job performance showing that high levels of work-family conflict in employees leads to lower job performance. It was recommended that other banks without work-family conflict strategies should emulate the best practices of the study bank to help enhance the performance of their employees.

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Job Satisfaction and Women’s Turnover Intentions in Pakistan’s Public Universities

Lahore Journal of Business ◽

10.35536/ljb.2012.v1.i1.a4 ◽

2012 ◽

Vol 1 (1) ◽

pp. 59-77 ◽

Cited By ~ 2

Author(s):

Aliya Bushra

Keyword(s):

Job Satisfaction ◽

Performance Appraisal ◽

Turnover Intentions ◽

Working Hours ◽

Job Security ◽

Professional Autonomy ◽

Professional Relationships ◽

Flexible Working Hours ◽

Flexible Working ◽

The Impact

The aim of this study is to test the impact of women’s job satisfaction on their turnover intentions, specifically for those employed in the education sector. Using a sample drawn from two different universities in Lahore, Pakistan, we measure their levels of job satisfaction by evaluating their general working conditions, pay and potential for promotion, professional relationships, use of skills and abilities, and activities assigned. We find that flexible working hours, workplace location, performance appraisal, and skills utilization have a highly positive significance on turnover intentions, while professional autonomy, job security, and promotion have an inverse impact on job satisfaction and turnover intentions.

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Performance Appraisal Systems and Their Impact on Employee Performance

Information Resources Management Journal ◽

10.4018/irmj.2020100102 ◽

2020 ◽

Vol 33 (4) ◽

pp. 17-32

Author(s):

Bhawna Chahar

Keyword(s):

Job Performance ◽

Performance Appraisal ◽

Employee Performance ◽

Employee Motivation ◽

Future Research ◽

Appraisal System ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Future Research Directions ◽

Appraisal Systems

The purpose of this study was to understand the relationship between employee performance appraisal systems, employee motivation, and employee job performance. A cross-sectional survey of 393 employees of an Indian service organization showed that the performance appraisal system has a direct impact on employee job performance, and that this impact is moderated by the employee's motivation. Respondents were asked about 36 appraisal system, performance, and motivation attributes. Implications of the findings for the future research directions and practice are discussed.

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Effects of Fringe Benefits on Employee Loyalty: A Study on University Teachers in Khulna City of Bangladesh

Business and Management Research ◽

10.5430/bmr.v10n3p1 ◽

2021 ◽

Vol 10 (3) ◽

pp. 1

Author(s):

Prosenjit Tarafdar ◽

Kajol Karmoker ◽

Sraboni Akter

Keyword(s):

Working Hours ◽

Fringe Benefits ◽

Employee Loyalty ◽

Retirement Benefits ◽

University Teachers ◽

Welfare Benefits ◽

Flexible Working Hours ◽

Flexible Working ◽

Private And Public ◽

The University

The aim of this study was to examine the effects of fringe benefits on employee loyalty in the context of university teachers. The study sample consisted of 100 university teachers who were randomly selected from both private and public universities situated in Khulna city of Bangladesh. Data were collected through a self-administered questionnaire survey. To test the study hypotheses, data were analyzed employing correlation and multiple regression analysis tools. Results of correlation analysis reveal that fringe benefits (insurance & retirement benefits, payments for time not worked, education & development opportunities, flexible working hours, and employee welfare benefits) are positively related to employee loyalty. Regression statistics shows that 25.6% variance of employee loyalty can be explained by the fringe benefits. The study findings also indicate that flexible working hours (β = 0.296, Sig. = 0.001) has the most significant contribution in explaining employee loyalty among the university faculty members employed in Khulna city of Bangladesh.

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