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Relevant bibliographies by topics / Employee motivation

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Academic literature on the topic 'Employee motivation'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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Journal articles on the topic "Employee motivation"

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Fatima, Qandeel. "OUTTURN OF MOTIVATION ON EMPLOYEE PERFORMANCE." Journal for Business Education and Management 3, no. 1 (2023): 73–89. https://doi.org/10.56596/jbem.v3i1.93.

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This research aims to examine the impact of intrinsic motivation, extrinsic motivation, and employee commitment on employee performance. While many employees are motivated by monetary benefits from their organization, such as salaries and bonuses, others seek recognition and non-monetary rewards. The study investigates how these factors, including extrinsic motivation, intrinsic motivation, and employee commitment, influence employee motivation. The paper explores various motivational theories to understand why and how employees strive within organizations. Both intrinsic and extrinsic motivat

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Chintalapti, Neelima Rani. "Impact of employee motivation on work performance." ANUSANDHAN – NDIM's Journal of Business and Management Research 3, no. 2 (2021): 24–33. http://dx.doi.org/10.56411/anusandhan.2021.v3i2.24-33.

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This paper endeavors to understand how an employee work performance could be influenced by the motivation ,as the employee work performance excel or fail depends upon the motivation .The research aims to define and understand the role of motivation on employees performance. To determine the motivation's root cause in employee's efficiency various theories of motivations are studied and their correlation with employee performance are detailed. The findings justified the influence on employees psychology and its high influence on employee work efficiency and effectiveness. The research will prov

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Dr. Rubina Parvin, Dr Rubina Parvin. "Employee Motivation." International Journal of Information Technology and Management 17, no. 1 (2024): 64–66. http://dx.doi.org/10.29070/g9rr7g18.

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Now a days employee motivation is very important for the development of the organization andto achieve goals. Previously we used to think that only money can motivate. But after researching we foundit that not only money but also other things also play a vital role.e.g- good relationships among themselves and upper authority, friendly and healthy environment, fringebenefits, oppourtunity of getting free schooling and medical benefits etc.Employee Motivation will help the employees to stick with the organization and love for the organization,which will automatically give profits to the organiza

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Boadi, Samuel, Richard Amoako, Stephen Sarfo Adu-Yeboah, and Akwasi Asare. "Factors Influencing Employee Motivation among Technical University Employees." International Journal of Research and Innovation in Social Science IX, no. I (2025): 3159–71. https://doi.org/10.47772/ijriss.2025.9010256.

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Employee motivation is a critical determinant of organizational success, particularly in educational institutions where staff productivity is directly linked to institutional performance. This study examines the factors influencing employee motivation among technical university staff, emphasizing both intrinsic and extrinsic motivators. The research focuses on key elements such as remuneration, leadership practices, opportunities for professional growth, and the work environment. Data were gathered through structured questionnaires distributed to academic and administrative staff, followed by

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Hieu, Dao Trong, and Nguyen Hoai Phuong. "Employee Motivation in Vietnamese State-Owned Commercial Banks." Business and Management Horizons 9, no. 2 (2021): 1. http://dx.doi.org/10.5296/bmh.v9i2.18935.

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Understanding the important of employee motivation in enhancing human resource quality as well as organization effectiveness, Vietnamese State-Owned commercial banks (SOCB) have applied different employee motivational policies. However, these policies haven’t been highly effective and effeciency cause of lacking understanding about factors affecting employee motivation. This study aims to identify and measure factors influencing employee motivation in Vietnamese SOCB applied expectancy theory and suggest recommendations to enhance their employee motivation. Data were collected from sending que

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Hania, Rabia Nur, and Denny Bernardus. "MOTIVASI TERHADAP KINERJA KARYAWAN DENGAN DISIPLIN KERJA DAN EMPLOYEE ENGAGEMENT SEBAGAI VARIABEL MEDIASI DI BAGIAN KEUANGAN RS X." PERFORMA 4, no. 4 (2021): 550–59. http://dx.doi.org/10.37715/jp.v4i4.1667.

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Human resources is a device that is used by every organization or company to achieve it’s goal. The success of an organization or company is the result of maximum performance of on employee in that company, the company will not run or succed if the employee cannot work well, therefore the development og good human resource must be created by a company. The purpose of this research is to evaluate the influence of motivation on employee performance, motivation on work discipline, motivation on employee engagement, work discipline on employee performance, employee engagement on employee performan

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Prajapat, Bhavesh. "Employee Motivation & The Impact of Employee Motivation Programs on Job Satisfaction." International Journal for Research in Applied Science and Engineering Technology 12, no. 5 (2024): 5141–47. http://dx.doi.org/10.22214/ijraset.2024.62343.

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Abstract: Examining employee motivation and the effect of motivation programs on job satisfaction is the goal of the current study. The purpose of the study is to investigate how different motivational techniques affect worker morale, output, and general job satisfaction. Numerous efforts for work-life balance, professional growth, financial incentives, recognition programs, and encouragement are available. The findings show that these initiatives greatly improve employee work satisfaction. The research highlights the significance of customized incentive schemes in fostering job contentment an

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Pârjoleanu, Raluca. "Work Motivation Efficiency in the Workplace." Postmodern Openings 11, no. 4 (2020): 293–309. http://dx.doi.org/10.18662/po/11.4/236.

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Employee motivation is very important for a successful organization, so any company should focus on motivating human resources if they want to stay competitive on the market and to avoid issues, such as employee retention problems that will adversely affect the business. Thus, effective motivational techniques should be implemented in any company that wants to be successful. Following the implementation of motivation methods adapted to the organization's environment and its type of employees, the satisfaction of workers will increase, and they will feel more motivated to perform at the highest

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LEE, Hyung-Woo. ""REVISITING CROWDING-OUT EFFECT OF PERFORMANCE MANAGEMENT: ITS IMPACT ON EXTRINSIC AND INTRINSIC MOTIVATION"." Transylvanian Review of Administrative Sciences 63 E (June 30, 2021): 90–109. http://dx.doi.org/10.24193/tras.63e.5.

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Scholars have believed that motivation crowding out will occur when performance-based personnel management is practiced in the public sector. However, drawing on a more sophisticated typology of human motivation, this study demonstrates that the provision of extrinsic rewards can motivate, rather than demotivate, public employees even if public employees have strong public service motivation. Analyzing the data from the Federal Employee Viewpoint Survey (USA), this study found that the practice of employee performance management increases work effort and job satisfaction, and that such effects

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Vukajlovic, Djurdjica, and Bojana Ostojic. "Employee motivation." Vojno delo 68, no. 6 (2016): 307–15. http://dx.doi.org/10.5937/vojdelo1606307v.

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Dissertations / Theses on the topic "Employee motivation"

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Гладченко, Оксана Робертівна, Оксана Робертовна Гладченко, Oksana Robertivna Hladchenko, and N. Vorova. "Employee motivation." Thesis, Видавництво СумДУ, 2010. http://essuir.sumdu.edu.ua/handle/123456789/17122.

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Mo, Kevin, and Davis Jawan Luangikone. "Employee Motivation in Remote Work : Intrinsic Motivation and Self-Efficacy’s Role in Employee Motivation for Remote Environments." Thesis, Linköpings universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-176419.

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Information technology (IT) has enabled organizations to implement significant, beneficial traits of virtual organizations into their own structure such as the ability to work remotely. However, due to the COVID-19 pandemic, the business world was forced to shift towards a virtual environment where remote working has become the new norm. Thus, this study seeks to contribute to the understanding of motivation and self-efficacy for workers in this relatively new environment. This is guided by three main research questions: (1) What are the aspects of intrinsic motivations that employees feel aff

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Marquis, Geraldine L. "Development of handbook addressing self-efficacy and intrinsic motivation in the corporate training setting." [Denver, Colo.] : Regis University, 2005. http://165.236.235.140/lib/GMarquis2005.pdf.

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Elding, Darren James. "Modelling employee motivation and performance." Thesis, University of Birmingham, 2005. http://etheses.bham.ac.uk//id/eprint/11/.

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This research reviewed the history of motivation and performance modelling, with particular regards to the performance of employees in a work environment. The evolution of motivational theories was discussed before the motivational models arising from these theories were examined and critiqued. The wide range of, often conflicting, studies and theories in this area has led to a situation where no single model has been able to capture all the complexities of the internal and external influences on human motivation and performance. Models have broadly fallen into one of two categories: cognitive

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McRee, Caroline Kimrey. "Managerial Perceptions of Employee Motivation." Thesis, Pepperdine University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10840301.

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<p>This qualitative research study examined managerial perceptions of employee motivation. A widely studied yet complex topic, motivation continues to allude managers, leading to managerial assumptions about what is motivating to employees. The purpose of this study was to explore employee motivation through the co-participation of managers and subordinates in a job crafting intervention. A 1-hour version of the Job Crafting Exercise was conducted for eight managers and eight subordinates for a total of 16 research participants. Three weeks following the job crafting intervention, an open-

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Addair, Angela Michelle. "Retail Employee Motivation and Performance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7453.

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Retail industry leaders seek effective strategies to improve employee motivation to increase levels of workforce productivity. The purpose of this single case study was to explore the strategies successful retail industry leaders used to motivate their employees to achieve higher levels of workforce productivity. The conceptual framework for the study was Vroom's expectancy theory of motivation. The research participants consisted of 2 retail store managers from the same retail store located in southeastern mid-Atlantic region of the United States who successfully motivated their employees. Da

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Midbeck, Susanne, and Zebastian Nylund. "Motivating non-core employees : What affects motivation for employees working in a non-core unit?" Thesis, Linköpings universitet, Institutionen för ekonomisk och industriell utveckling, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-72849.

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Background: The topical business subject, motivation, is claimed to have a positive correlation with performance, making the subject highly relevant and important for contemporary companies around the world. As capital goods industries are today changing strategies into integrated solution customer offerings, motivation at all units of the value chain is a matter of increasing importance. Being part of an integrated solution strategy, non-core units are contributing to the overall package offered to customers, but typically in less organizational focus and with lack of stability due to e.g. ou

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Hoebbel, Don. "Women at work motivational factors to career advancement in a production setting /." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998hoebbeld.pdf.

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Viljoen, Brigitte Maria Catherine. "The influence of source feedback perceptions on motivation." Diss., Pretoria : [s.n.], 2003. http://upetd.up.ac.za/thesis/available/etd-04062004-140208.

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Schalow, Dawn L. "Evaluating new employee orientation utilizing employee-valued criterion." Menomonie, WI : University of Wisconsin--Stout, 2007. http://www.uwstout.edu/lib/thesis/2007/2007schalowd.pdf.

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Books on the topic "Employee motivation"

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Fallatah, Rodwan Hashim Mohammed, and Jawad Syed. Employee Motivation in Saudi Arabia. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-67741-5.

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Fraser-Robinson, John. Mastering motivation. David Grant, 1999.

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Miskell, Jane R. Motivation atwork. Business One Irwin/Mirror Press, 1994.

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McBride, Patricia. Motivation skills. Daniels, 1996.

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Carlisle, Kenneth Eugene. Practical motivation handbook. J. Wiley, 1986.

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Dale, Timpe A., ed. Motivation of personnel. Gower, 1986.

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Dale, Timpe A., ed. Motivation of personnel. Facts on File, Publications, 1986.

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Dykstra, Arthur. The exemplar employee: Rewarding & recognizing outstanding direct contact employees. High Tide Press, 1999.

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Aldag, Ramon J. Leadership & vision: 25 keys to motivation. Lebhar-Friedman Books, 2000.

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Mannering, Dennis E. Attitudes are contagious: Are yours worth catching? Options Unlimited, 1999.

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Book chapters on the topic "Employee motivation"

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Sharma, R. C., and Nipun Sharma. "Employee Motivation." In Human Resource Management. Routledge India, 2024. http://dx.doi.org/10.4324/9781032628424-18.

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Chen, Chung-An. "Employee Work Motivation." In Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-20928-9_2560.

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Chen, Chung-An. "Employee Work Motivation." In Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-31816-5_2560-1.

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Chen, Chung-An. "Employee Work Motivation." In Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-66252-3_2560.

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Caldeira, André. "Work, Motivation, and Monday Mornings." In Strategic Employee Communication. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-97894-9_10.

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Coyne, Iain, and Fiona Gavin. "Employee relations and motivation." In Work and Occupational Psychology: Integrating Theory and Practice. SAGE Publications Ltd, 2013. http://dx.doi.org/10.4135/9781529681444.n4.

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Fallatah, Rodwan Hashim Mohammed, and Jawad Syed. "Introduction: Contextualising Motivation." In Employee Motivation in Saudi Arabia. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-67741-5_1.

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Kinley, Nik, and Shlomo Ben-Hur. "Intrinsic Motivation: The Science of Commitment." In Changing Employee Behavior. Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-29340-5_3.

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Kinley, Nik, and Shlomo Ben-Hur. "Extrinsic Motivation: Using Reward and Punishment." In Changing Employee Behavior. Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-29340-5_4.

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Kinley, Nik, and Shlomo Ben-Hur. "Intrinsic Motivation: The Science of Commitment." In Changing Employee Behavior. Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137449566_3.

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Conference papers on the topic "Employee motivation"

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Spivak, Serhii, Tetyana Korolyuk, Lesia Halyniak, Iryna Spivak, Svitlana Krepych, and Uliana Tkach. "Improvement of the System Company’s Employee Estimation and Motivation." In 2024 14th International Conference on Advanced Computer Information Technologies (ACIT). IEEE, 2024. http://dx.doi.org/10.1109/acit62333.2024.10712464.

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Mishra, Sudeeksha, Stuti Agarwal, Sathish Kumar M, Rahul Singh Gautam, Ganeshkumar D. Rede, and Shailesh Rastogi. "Deciphering Employee Motivation: Exploring Rewards and Recognition in Organizational Context." In 2024 Second International Conference on Advances in Information Technology (ICAIT). IEEE, 2024. http://dx.doi.org/10.1109/icait61638.2024.10690295.

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Ozolina, Jana, Sanita Saitere, and Elina Gaile-Sarkane. "From Different Angles to Shared Insights: Economist and Psychologist Accord on Employee Motivation." In 28th World Multi-Conference on Systemics, Cybernetics and Informatics. International Institute of Informatics and Cybernetics, 2024. http://dx.doi.org/10.54808/wmsci2024.01.155.

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Prakash, S., Pavithrashree S, Gokul S, and Karthick Raja.K. "Enhancing Employee Motivation Through AI: The Role of Corporate Culture in the Workplace." In 2024 International Conference on Innovative Computing, Intelligent Communication and Smart Electrical Systems (ICSES). IEEE, 2024. https://doi.org/10.1109/icses63760.2024.10910789.

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Sharma, Shefali, Amit Mittal, and Seema. "Algorithmic Management and Work Motivation: Employee Voice Behavior of Platform Workers in Industry 4.0." In 2024 3rd Edition of IEEE Delhi Section Flagship Conference (DELCON). IEEE, 2024. https://doi.org/10.1109/delcon64804.2024.10866434.

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Baieșu, Marina, and Angela Boguș. "Effective Employee Motivation Strategies." In 27th International Scientific Conference “Competitiveness and Innovation in the Knowledge Economy”. Academy of Economic Studies of Moldova, 2024. http://dx.doi.org/10.53486/cike2023.35.

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In a constantly changing business world, motivating employees within a company and attracting new human resources become strategic priorities for companies. In order to achieve these objectives, it is crucial to implement effective motivational strategies, which lead to the retention of employees and the attraction of new valuable candidates. An effective motivational strategy not only attracts valuable candidates, but also determines the existing employees to make their maximum contribution to the success of the organization. Managers are increasingly concerned with assuming an important resp

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Emmanuel, J. I. "Employee Motivation in the Workplace." In Abu Dhabi International Petroleum Exhibition & Conference. Society of Petroleum Engineers, 2020. http://dx.doi.org/10.2118/203054-ms.

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Wulansari, Puspita, and Anggita Ulfazia Rahmi. "The Effect of Employee Competence and Motivation on Employee Performance." In Proceedings of the 1st International Conference on Economics, Business, Entrepreneurship, and Finance (ICEBEF 2018). Atlantis Press, 2019. http://dx.doi.org/10.2991/icebef-18.2019.146.

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Putri, Salsabila Maharani Surya. "The Relationship Between Employee Motivation And Employee Performance in BPR TASPEN." In International Conference on Management, Education and Social Science (MESS). RSF Press & RESEARCH SYNERGY FOUNDATION, 2020. http://dx.doi.org/10.31098/mess.v1i1.10.

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Gąsior, Marcin, Łukasz Skowron, and Monika Sak-Skowron. "Multidimensional structure of employee motivation - Clustering approach." In INTERNATIONAL CONFERENCE ON QUANTITATIVE SCIENCES AND ITS APPLICATIONS (ICOQSIA 2014): Proceedings of the 3rd International Conference on Quantitative Sciences and Its Applications. AIP Publishing LLC, 2014. http://dx.doi.org/10.1063/1.4903666.

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Reports on the topic "Employee motivation"

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Ritter, Joseph, and Lowell J. Taylor. Economic Models of Employee Motivation. Federal Reserve Bank of St. Louis, 1997. http://dx.doi.org/10.20955/wp.1997.006.

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Saxby, Peter. Non-financial incentives and their application to enhance motivation and productivity in mining industry employees. Edited by Ernesto Bonafé. University of Dundee, 2024. http://dx.doi.org/10.20933/100001307.

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The mining industry is experiencing challenges in attracting and retaining sufficient skilled employees to meet strategic aims and production objectives, despite offering relatively high financial incentives. Human resources management theory indicates that many factors contribute to employee motivation and job satisfaction, and that these in turn influence performance and employee turnover. Although financial rewards are recognised as major motivating factors in mining employee job satisfaction, non-financial motivators are also desired. This paper examines the use of non-financial incentives

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Keefer, Philip, and Razvan Vlaicu. Research Insights: Are Public Sector Performance Constraints Mitigated by Workplace Trust? Inter-American Development Bank, 2023. http://dx.doi.org/10.18235/0004793.

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Self-collected data on public sector employees from eighteen Latin American countries reveal that employees trust in each other affects individual constraints, organizational constraints, and mission motivation. High-trust employees are i) more willing to collaborate and share information and are more supportive of innovation; ii) are less concerned with low staff quality or lack of discretion to innovate, and more concerned with staff shortages; and iii) have stronger mission motivation. A survey experiment on social distancing policies suggests that trust enhances mission motivation: employe

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Vlaicu, Razvan, and Philip Keefer. Employee Trust and Performance Constraints in Public Sector Organizations. Inter-American Development Bank, 2022. http://dx.doi.org/10.18235/0004456.

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Theory suggests that employee trust is key to productivity in organizations, but empirical evidence documenting links between trust and constraints on performance is scarce. This paper analyzes self-collected data on public sector employees from eighteen Latin American countries and finds that individual-level trust is relevant to three types of performance factors. First, high-trust employees are more willing to collaborate and share information with coworkers and are more supportive of technological innovation. Second, high-trust respondents have different perceptions of organizational const

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Keefer, Philip, and Razvan Vlaicu. Employee Trust and Performance Constraints in Public Sector Organizations. Inter-American Development Bank, 2022. http://dx.doi.org/10.18235/0004596.

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Theory suggests that employee trust is key to productivity in organizations, but empirical evidence documenting links between trust and constraints on performance is scarce. This paper analyzes self-collected data on public sector employees from eighteen Latin American countries and finds that individual-level trust is relevant to three types of performance factors. First, high-trust employees are more willing to collaborate and share information with coworkers and are more supportive of technological innovation. Second, high-trust respondents have different perceptions of organizational const

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Honig, Dan. Managing for Motivation as Public Performance Improvement Strategy in Education & Far Beyond. Research on Improving Systems of Education (RISE), 2022. http://dx.doi.org/10.35489/bsg-rise-misc_2022/04.

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People management has an important role to play in improving public agency performance. This paper argues that a ‘Route Y’ managerial approach focused on supporting the empowered exercise of employee judgment will in many circumstances prove superior to conventionalreform approaches steeped in ‘Route X’ monitoring and incentives. Returns to Route Y are greater when employees are or can become more “mission motivated” – that is, aligned with the goals of the agency in the absence of monitoring and extrinsic incentives. Returns to Route Y are also greater when monitoring is incomplete or otherwi

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Alonso, Pablo, and Agustina Schijman. IDB-9: Human Resources Processes. Inter-American Development Bank, 2013. http://dx.doi.org/10.18235/0010522.

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This evaluation assesses the implementation of Inter-American Development Bank (IDB, or Bank) commitments related to the human resources (HR) policies set out in the 2007 realignment and IDB-9. Under these commitments, the Bank is required to continue improving its organizational efficiency and capacity, building on the organizational model set forth in the 2007 realignment. This report is a preliminary review of the topic; next year's evaluation of the realignment by the Office of Evaluation and Oversight will explore issues of efficiency and efficacy in greater depth. The evaluation finds th

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Kruse, Douglas, Richard Freeman, Joseph Blasi, et al. Motivating Employee-Owners in ESOP Firms: Human Resource Policies and Company Performance. National Bureau of Economic Research, 2003. http://dx.doi.org/10.3386/w10177.

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Leal Calderon, Zulima, and Nelson Chacón. Self-employment in the Andean Countries: Motivations and the Link to Productivity. Inter-American Development Bank, 2017. http://dx.doi.org/10.18235/0009370.

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We look at the possible channels in which self-employment can harm productivity outcomes in the Andean region and the motivations that incentive workers to opt for self-employment. We estimate quantile regressions with the purpose of identifying whether there is a monetary income premium for those at self-employment compared to wage earners at various levels of income. We find that there is a negative income premium for self-employed workers at the bottom 25% of the income distribution in the Andean countries, except for Venezuela, where although there is a positive income premium, the magnitu

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Bhan, Gautam, Divya Ravindranath, Rashee Mehra, Divij Sinha, Amruth Kiran, and Teja Malladi. Deficits in decent work : employer perspectives and practices on the quality of employment in domestic work in urban India. ILO, 2022. http://dx.doi.org/10.54394/alhg1042.

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This study report contributes towards understanding employers’ perspectives on existing working conditions and practices relating to recruitment, income security, employment security and social security available to domestic workers. To do so, this report draws upon data from 3,067 households in two large metropolitan Indian cities– Bengaluru and Chennai – with variations across socio-economic status, caste, religion, neighborhood type and across households with and without women working for wages. This report is the second of a three-part series, with the first report looking at the total num

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