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Journal articles on the topic 'Management by Motivation'
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Xu, Wei, and Yi Zhang. "A Study on Motivation Orientations of English Learners in Management Major." International Journal of Languages, Literature and Linguistics 7, no. 2 (June 2021): 59–66. http://dx.doi.org/10.18178/ijlll.2021.7.2.288.
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Based on the motivation theory, this study aims to investigate the motivational orientations of the English learners from Management majors. 32 graduate students participated in the questionnaire and accomplished the interview in this research. Based on the statistics processed by SPSS, it is found that (1) instrumental orientation is significantly stronger than the integrative type; (2) among all the motivation items, the most three significant motivations are preparing for a future career, desiring to be a knowledgeable person and passing exams. Besides, based on the analysis of interview, a model of major-oriented, international and nested systems of instrumental motivation was constructed, indicating the interrelationship between motivational factors: globalization, social expectation, university policy, major needs and learner factors. It is expected that this study can provide some implications to English teaching to management students with the investigation of the systematic structure of their motivations.
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Andritski, Viorika I. "Management of teacher motivation development." Yaroslavl Pedagogical Bulletin 3, no. 120 (2021): 26–35. http://dx.doi.org/10.20323/1813-145x-2021-3-120-26-35.
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The purpose of the study: the development of the recommendations for managing the motivation of didactic staff. Оbjection: analysis of research results in the field of teacher motivation in the Republic of Moldova; argumentation of the professional needs of teachers and a system of actions to improve the motivational aspect in the competence profile of teachers. Proceeding from the fact that the level of teachers' motivation determines the effectiveness of an educational institution, as well as that the teacher's motivation for a high-quality educational process is closely related to the student's motivation to learn, the main problems of the teaching staff are identified to affect the level of motivation and the reasons for low motivation in the education system, such as lack of social status, lack of information, lack of communication and participation. Based on the analysis of the research results, such factors of motivation in the education system as influence, competence, significance and choice have been identified. The personal values of teachers in general education are revealed, putting forward as a hypothesis the idea that a set of personal values can determine / contribute to the implementation of a managerial model for motivating teachers. There has been established a hierarchy of professional needs of teachers (the need for harmony of values, in the creation of values; the need for professional self-realization; the need for quality, for a job well done; cognitive needs; the need for gratitude; the need for synergy; information needs; material needs); the importance of the system of managerial actions is reasoned to exclude the phenomenon of demotivation. In conclusion a number of actions to improve the motivational aspect in the competence profile of teachers in the Republic of Moldova and the conditions for the effective management of teachers' motivation, are recommended.
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Lazutkin, Vadim. "Management of Labor Motivation of Research Personnel." Bulletin of Kemerovo State University. Series: Political, Sociological and Economic sciences 2021, no. 2 (August 13, 2021): 229–37. http://dx.doi.org/10.21603/2500-3372-2021-6-2-229-237.
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The specifics of research and academic profession presuppose special approaches to personnel management and motivation. The selection of adequate motivational tools is often done by trial and error. The paper attempts to substantiate short-term and long-term methods of motivating scientific personnel. The experiment featured the case of a Russian biotechnological company, whose personnel underwent S. Ritchie and P. Martin’s Motivational Profile Test. The dominant factors of job satisfaction included self-development opportunities, recognition, ambitious goals, creative tasks, etc. The authors developed some ways for the further development of methods for motivating research personnel.
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Hitka, Miloš, Silvia Lorincová, Miloš Gejdoš, Kristina Klarić, and Dagmar Weberová. "Management approach to motivation of white-collar employees in forest enterprises." BioResources 14, no. 3 (May 29, 2019): 5488–505. http://dx.doi.org/10.15376/biores.14.3.5488-5505.
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Employee motivation is a prerequisite for the effective development of the potential of human resources. Therefore, motivation processes are important. The aim of the paper was to define the motivational priorities of white-collar employees in forest enterprises. Following the research results, cluster analysis statistical methods were used to define employee groups with similar motivations. The research was carried out in 11 forest enterprises with 195 total respondents. The results indicated that it is possible to create a unified motivation program with selected motivation factors for white-collar employees in forest enterprises. Defined groups had similar levels of motivation in individual motivation factors. Three significant motivation factors were determined: basic salary, working environment, and fair appraisal system. These motivation factors can be systematically implemented as a tool to improve the level of motivation of individual groups. It is important to consider that conditions and work environments change over time, so an effective motivation program must be updated regularly in order to produce sustained benefits.
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Kristanti, Ika Neni. "MOTIVASI DAN STRATEGI MANAJEMEN LABA PADA ORGANISASI." Jurnal Ilmiah Akuntansi dan Keuangan 8, no. 2 (July 31, 2019): 68–80. http://dx.doi.org/10.32639/jiak.v8i2.298.
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Earnings management occurs when managers use valuations in financial reporting and in compiling transactions to change financial statements so as to mislead some stakeholders regarding the underlying results that depend on reported accounting figures or to influence contract outcomes that depend on reported accounting figures. The existence of earnings management in a company is inseparable from the various types or underlying motivational factors, while some of the motivations associated with the implementation of earnings management are bonus motivation, political motivation, tax motivation, CEO turnover motivation, IPO motivation. The models used in measuring earnings management include: Healy Model, DeAngelo Model, Jones Model, Industrial Model, Jones Modification Model, Dechow-Dichev Model, Kothari Model and Stubben Model.
Keywords : earning management, motivation, measuring models
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Luhova, V. M., and A. O. Churkin. "The Directions of Diagnostics of Management Motivation in Accordance with Modern Motivation Theories." Business Inform 1, no. 528 (2022): 390–97. http://dx.doi.org/10.32983/2222-4459-2022-1-390-397.
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The article is aimed at studying the regularities of labor behavior of the individual and determining the directions for diagnosing the motivation of employees of different levels of management. The article analyzes contemporary theories of motivation: meaningful, process and field theories. The regularities of theories of motivation are determined and directions of diagnostics of personnel motivation are proposed in accordance with the identified patterns. According to meaningful theory of motivation, a person’s behavior is determined by his unmet needs; according to the process theory – one’s expectations and subjective assessments related to a particular situation and the possible consequences of its chosen type of behavior; according to the field theory – one’s personal characteristics and environmental factors (organizational culture, social environment). In this regard, the diagnostic instrumentarium for motivating staff should ensure that information about the list of needs and their hierarchy is obtained; subjective valuations of employees as to the significance and fairness of remuneration, its compliance with the efforts spent, the complexity of work, etc., further the motivational impact of organizational culture and leadership on the labor behavior of personnel be determined. The expediency of using the «Motivational Profile» questionnaire by S. Ritchie and P. Martin to determine the actual needs of the staff is substantiated; an authors’ own questionnaire was developed to obtain assessments of managers regarding the factors of motivation, as identified in the process theories of motivation and theories of the «field». The application of the «Motivational Profile» allows to determine the most significant factors of staff motivation, including the following: material encouragement, recognition, interesting and useful work, self-improvement and the desire for achievements. The authors’ questionnaire made it possible to identify the relationship between effort, result and reward. The results of the performed questionnaire survey of employees show that the system of remuneration of personnel is outdated, labor contributions significantly exceed the remuneration received, the social environment ambiguously affects their motivation. The obtained results helped to determine the problem areas in the motivation of managers, which in the future will allow to form an effective mechanism for motivating management personnel.
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Vicente, Marco, Nelson Gama, and Miguel Mira da Silva. "A Business Motivation Model for IT Service Management." International Journal of Information System Modeling and Design 5, no. 1 (January 2014): 83–107. http://dx.doi.org/10.4018/ijismd.2014010104.
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The Enterprise Architecture (EA) approach usually considers a set of motivational concepts that are used to model the reasons and motivations that underlie the design and change of organizations, which corresponds to their Business Motivation Model (BMM). Likewise, this BMM is also present in organizations that provide IT services. However, although ITIL has become a standard for performing IT Service Management (ITSM), there is not one holistic solution to integrate EA and ITIL. Therefore, we propose to join both approaches through the definition of a specific Enterprise Architecture to design organizations according to ITIL's best practices to perform ITSM. Thus, this paper's goal is twofold: on one hand to establish that architecture's motivation model, and, on the other, to contribute for a formal identification and representation of the ITIL business motivation model itself.
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Vinitha, S. Josphine, and Dr Jenardhanan . "Motivation in Nursing Management." Galore International Journal of Applied Sciences and Humanities 6, no. 1 (February 4, 2022): 22–27. http://dx.doi.org/10.52403/gijash.20220104.
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Motivation is a critical part of nursing leadership as nurses need to understand patients, family and communities to gain valued outcomes like improved patient outcomes and quality of nursing care standards. Motivation in nursing management parts the nursing professionals in to action, improves friendly relationship and leads to stability of work force. Motivation in Nursing Management is a powerful energy that drives and excites nursing professionals which results in their maximum contribution. Nursing leadership is one of the single most important factors in motivating and inspiring and inspiring nurses to care for individuals, enhance communication skill, problem solving and commitment to patient advocacy motivated nurses stay with a task long enough to achieve the goals. The effective direction, motivation and leadership, takes a nursing department forward. The attributes of good interpersonal relationship, mentorship and role modelling tend to move evident when the nurse leaders are highly assertive, accountable and motivated. Keywords: Motivation, Nursing, Leadership, Management, Attributes.
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Kirilina, T. Yu, and O. I. Panina. "Employee Motivation Management." Contemporary problems of social work 3, no. 3 (June 27, 2017): 66–73. http://dx.doi.org/10.17922/2412-5466-2017-3-3-66-73.
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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 were mediated mainly by the hybrid motivational mechanisms (i.e., via enhanced self-concepts and perceived fairness), rather than by increasing sheer extrinsic motivation. This implies that the practice of employee performance management can be effective in motivating public employees.
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Dolgalova, Olena, and Tetiana Remesnik. "Research of motivation as an important component mechanism of personnel management." Galic'kij ekonomičnij visnik 78-79, no. 5-6 (2022): 103–9. http://dx.doi.org/10.33108/galicianvisnyk_tntu2022.05_06.103.
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The article examines the theoretical foundations of the concept of personnel management. Personnel management in the structure of modern management can be characterized as one of the most important parts of this system, since in the organizational plan personnel management covers all employees and all units in the organization responsible for personnel work. The structure of modern management takes into account the interrelationship of individual aspects of personnel management and is expressed in the development of final goals, determination of ways to achieve them, creation of an appropriate management mechanism. Personnel management in the organization management system consists of six elements, which are discussed in the article. Personnel management, as a specific activity, is carried out using various methods (methods) of influencing employees, which are defined in the article. One of the methods of influencing employees is motivation. Motivation, as a basic management function, is related to the process of persuading oneself and others to act by creating motives to achieve personal and organizational goals. Two classes of motives affecting human activity were studied: internal (processual and substantive) and external. The article considers the definition of the concept of motivation, defines the main types of personnel motivations: material and non-material. The main means of material and non-material motivation of employees are considered. Another no less important aspect of employee motivation has been studied, which is the establishment of a dialogue between management and staff. Considered an important element of the dialogue between the leader and subordinates is the so-called negative motivation, or criticism of poorly performed work. It was found that the motivation of the staff has a significant impact on the efficiency of the work of the staff and the efficiency of the enterprise, therefore the chosen motivational program should be based on the analysis of the current situation and the desired style of interaction between subordinates. In the article, it is determined that in order to choose a motivational program, motivational monitoring should be carried out, which would create a new information base for making managerial decisions regarding the motivation of professional activity.
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Zhukova, M. A. "Motivation management of tourist services consumer." Vestnik Universiteta, no. 2 (April 7, 2019): 13–19. http://dx.doi.org/10.26425/1816-4277-2019-2-13-19.
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The motives, that guide travelers when choosing a tourist product, have been considered. The motives have been divided into three types, depending on the degree of interdependence of primary and secondary motives of tourists. The trends, that have a significant impact on the formation of consumer and hotel consumer motivations, have been identified. Based on the analysis of various theoretical concepts of tourist motivation (analytical, hierarchical and complex), it has been proposed to group tourist motivations into the following groups: physical motivations for recreation, cultural and natural-climatic motivations, social motivations, motivations for changes in the type of activity, motivations of status and prestige, and motivations for entertainment . A list of types of recreation has been formulated, and their interrelation with the types of tourism, that travelers enjoy the most demand has been shown.
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Mamay, Alla, Iuliia Myroshnychenko, and Henryk Dzwigol. "Motivation management model and practical realization within the health care institutions." Health Economics and Management Review 2, no. 2 (2021): 23–30. http://dx.doi.org/10.21272/hem.2021.2-03.
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The motivation of medical workers is essential to society since the quality of their work affects the individual and public health. The authors highlighted the special role of state and municipal authorities in motivating medical professionals. The study aims to identify the main directions and elaborate the recommendations to build motivational management models in health care facilities. The study reveals the essence and objectives of personnel policy management in health care facilities. The main methods of motivating health workers were analyzed. The authors evaluated the impact of health reforms on health workers’ motivation. The study proposed several ways to improve the motivational management models. The authors conducted an in-depth analysis of economic and non-economic motivation in health care facilities. The methodological basis of the study is comparative analysis, the method of scientific abstraction, induction and deduction analysis, and synthesis. The practical implementation involved the online services Google Ngram Viewer and SciVal. The findings proved the need to develop the health care quality performances and their approval at the local level. The authors concluded that it is necessary to elaborate on a local program of employees’ motivation of utility non-profit enterprises to implement qualitative indicators. This program may include the mayor’s award, awards free internship programs, invitations to cultural events, symbolic gifts, etc. The obtained results showed that the health reform didn’t cover all activity areas of the health care institutions while the funding for medical care per one patient was insufficient. Therefore, the study emphasized the urgency to solve the above strategic problem in state and municipal management in Ukraine. The findings could be useful for the state and the municipal government of Ukraine in elaborating on motivation programs for health workers and their maintenance.
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Blackwell, Ruth. "Motivation for pilgrimage: using theory to explore motivations." Scripta Instituti Donneriani Aboensis 22 (January 1, 2010): 24–37. http://dx.doi.org/10.30674/scripta.67360.
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This article is a discussion of the motivations for pilgrimage and it will draw upon theories of motivation to explore the continuing attraction of pilgrimage in contemporary times. This discussion is located within the field of Event Management. Event Management is a fast growing discipline which focuses on the design, production and management of planned events, such as festivals, celebrations, conferences, fund-raisers and so on. Clearly pilgrimages, as planned events, fit into this definition. In this context, it is essential to recognise the importance of understanding the motives and needs of event customers so that we can plan to help our customers satisfy their motives. Whilst it might seem abhorrent and commercial to talk of pilgrims as customers, pilgrimages and religious sites have become more and more commodified and increasingly are deemed to need professional management. Key theories of motivation will be compared in order to identify the prime motivating factors underpinning people’s decisions to make pilgrimages.
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Malchrowicz-Mośko, Ewa, Patrycjusz Zarębski, and Grzegorz Kwiatkowski. "What Triggers Us to Be Involved in Martial Arts? Relationships between Motivations and Gender, Age and Training Experience." Sustainability 12, no. 16 (August 13, 2020): 6567. http://dx.doi.org/10.3390/su12166567.
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The study aims to recognize the motivations to engage in judo depending on gender, age and level of sports experience among nonelite judokas from the Greater Poland region because previous studies mostly concerned the motivations of top athletes. We supposed that there was a relationship between age, gender, level of sports experience and motivations in judo. During the diagnostic survey, judokas completed the Polish version of the Sport Motivation Scale. In order to determine the motivational profiles of judokas, cluster analysis was performed using the k-means method. The highest values were obtained for motivations related to the intrinsic motivation to experience stimulation and the intrinsic motivation to accomplish, while the lowest values were obtained for motivations related to amotivation and external regulation. The research results showed a relationship between experience in judo training and the motivations of judokas; however, the motivations of the judokas were not differentiated based on their gender or age. In our study, the intrinsic motivation to experience stimulation turned out to be more important for judokas participating in competitions, while recreational athletes more often indicated experiencing amotivation. The intrinsic motivation to accomplish and intrinsic motivation to know turned out to be more important for athletes in training for more than 10 years, while amotivation was more often indicated to be experienced by judokas practicing judo for less than 10 years. Respondents who reported high internal motivation values and had a motivational structure they shaped themselves had been training for longer—for more than 10 years. In our study, the three motivational groups of judokas were identified, and we found that judo experience differentiated belonging to groups. It is recommended to check other martial arts and check more variables in the future, e.g., marital status, which is a potentially important factor in the field of sport motivation.
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Perevezentsev, E. A., and V. M. Levanov. "Motivation as key factor of deploying lean technologies in medical institutions (an analytic review)." Kuban Scientific Medical Bulletin 27, no. 4 (August 14, 2020): 134–48. http://dx.doi.org/10.25207/1608-6228-2020-27-4-134-148.
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Aim. To assess the importance, role, methods and conditions for creating and sustaining positive motivation of medical personnel in deploying a modern management system based on lean production to optimise the production flow in medical institutions, improve quality, availability and efficiency of public medical care.Materials and methods. The authors employed historical, bibliometric and statistical methods to analyse domestic and foreign scientific archives on lean production, motivation and motivational risks as key factors in implementing lean technologies in medical institutions.Results. Implementation of lean production (LP) as a manufacturing management system is among key conditions for creating a new model of the medical institution. Principles of LP are applied at three interfaces: with patients, personnel and resources. Positive motivation of employees is prerequisite for accomplishing a project, which requires supervisors to know and leverage the basics of motivational management. Creation of a motivating environment for various categories of employees in developing a LP system requires taking into account the type and management culture level of a medical institution.Conclusion. In order to create and sustain motivation for realising creative potential of the team, it is necessary to account for the motivation risks, develop and implement a motivation system differentially by employee categories and project stages. Effective motivational measures are necessarily based on a system of material and non-material incentives with clear and achievable criteria, amounts and forms valued by employees and rooted in medical and economic feedback of implementing the LP principles.
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Fatihah, Dian Candra, and Nurul Darmawanti. "PENGARUH KEPEMIMPINAN DAN KOMUNIKASI TERHADAP MOTIVASI SERTA DAMPAKNYA PADA KINERJA PERAWAT DI RS AMN SUBANG PTPN VIII." Jurnal E-Bis (Ekonomi-Bisnis) 2, no. 1 (July 28, 2018): 35–52. http://dx.doi.org/10.37339/e-bis.v2i1.83.
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This study aimstoobtainempiricalevidenceabout the"Influence of Leadership and Communication Motivation Against Nursesandits Impact on Performance (Studies in Executing Unit Nurse Inpatient Hospital AMN Subang PTPNVIII)". The results ofthis studyare expected to contributeto expanding the horizons for the study ofsciencein general management, hospital management, especially in managing human resources management, especially in terms of the management work of thenursesso that they canbe used asa reference development offuture studies. This researchis expected to improve the performance of nursesin hospitals AMN Subang PTPN VIII in improvingthe performance ofnursesthat will ultimately improvehealth carein hospital AMN Subang PTPN VIII.
The method use disdescriptive survey method of verification. Data collectionis to use questionnaires to the nurses who responded, ie all nurses who work in inpatient hospitalunitsAMN Subang PTPN VIII. The data collectionwas conducted inMay 2014. Techniquesof data analysis using path analysis(path analysis).
The results showed that leadership, communication and motivationin the category quit ewell although there are still some short coming sand constraintson the factorsthat influence it, as well asthe performance of nursesin health careactivities. Effect of partial (individual) leadership to motivation that is equal to34.3%, the communication of the motivations of 34.4%, the motivationon the performance of 67.1%, whereas the effect together (simultaneously) leadership and communication and their impacton motivationon the performance o fnurses by 68.6% .
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Vinnicombe, Thea, and Pek U. Joey Sou. "Socialization or genre appreciation: the motives of music festival participants." International Journal of Event and Festival Management 8, no. 3 (October 9, 2017): 274–91. http://dx.doi.org/10.1108/ijefm-05-2016-0034.
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Purpose Academic studies have sought to understand the motivations of festival and event attendees usually through single-event case studies. This approach has failed to generate a generalizable set of motivation items. In addition, there is increasing criticism in the literature of the common methodological framework used in festival motivation studies, due to a perceived over-reliance on motivations derived from the broader tourism and travel research, with too little attention to event-specific factors. The purpose of this paper is to address these issues by analyzing a sub-category of motivation studies, music festivals, in order to see if this approach can elicit a consistent set of motivation dimensions for the sub-category, which can in turn be compared and contrasted with the broader literature. A new case study of motivations to attend the 28th Macau International Music Festival (MIMF) is included to complement the existing music festival sub-category by adding a classical music and music festivals in Asia. Design/methodology/approach Motivation dimensions important to music festivals are compared to dimensions across the broader festival motivation literature to find similarities and differences. Factor analysis is used to identify the motivation dimensions of attendees at the MIMF and the results are compared to those of existing music festival studies. Findings Music festival goers are shown to be primarily motivated by the core festival offering, the music, in contrast to festival attendees in general, where socialization has emerged as the primary motivating element. The results of the additional case study support these findings. Originality/value In contrast to previous research, this study examines the possibility of identifying common motivations among festival attendees through studying festivals by sub-categories.
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De Santis, Joseph P., Aubrey Florom-Smith, Amber Vermeesch, Susana Barroso, and Diego A. DeLeon. "Motivation, Management, and Mastery." Journal of the American Psychiatric Nurses Association 19, no. 1 (January 2013): 36–46. http://dx.doi.org/10.1177/1078390312474096.
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Tu, Hung-Ming. "Confirmative biophilic framework for heritage management." PLOS ONE 17, no. 3 (March 29, 2022): e0266113. http://dx.doi.org/10.1371/journal.pone.0266113.
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Heritage managers often reuse heritage sites to attract tourists and conserve the sites. Not all adaptive heritage reuses achieve sustainable development. Biophilia is an innate, biological tendency to be close to natural and cultural elements, which may be a critical motivation for achieving sustainable heritage management. Past studies used qualitative and quantitative methods to extract participants’ pull and push motivations toward heritage tourism and captured the six motivations of the biophilia framework that should be confirmed: heritage architecture; art activity; wide nature; regional attraction; recreational benefits; and long-term values. The purpose of this study was to conduct a confirmatory factor analysis to test the biophilia framework for understanding biophilic heritage tourism. A questionnaire with 18 items of heritage tourism motivation was used to explore the purpose of this study. A total of 193 valid questionnaires were obtained. Confirmatory factor analysis was used to examine the six motivations of the biophilia framework. The results indicated that heritage tourism motivation consisted of a second-order six-factor structure with high validity and reliability. These six dimensions reflected the biophilic requirements and provided a biophilic planning principle to achieve sustainable heritage management to satisfy the needs of the participants.
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Mitsenko, Mitsenko, and Riznyk Riznyk. "MANAGEMENT OF LABOR MOTIVATION ON ENTERPRISES OF SANATORIUM-RESORT COMPLEX." Індустрія туризму і гостинності в Центральній та Східній Європі, no. 2 (April 19, 2021): 30–39. http://dx.doi.org/10.36477/tourismhospcee-2-4.
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The features are identified and the problematic aspects of labor motivation in the enterprises of the sanatorium and resort complex are singled out. It is emphasized that macroeconomic environment of enterprises is ambiguous, characterized by both positive aspects and signs of a systemic crisis, which affects the formation of prerequisites for their personnel management and labor motivation. It is stressed that there are disproportions in the regional markets for sanatorium and health services. The factors of the internal environment, which act as motivating mechanisms, are revealed. It is concluded that further development of the enterprises of the industry is largely determined by both qualitative personnel provision and the efficiency of personnel work and is directly related to the proper work motivation. The key subjects of motivation are specified, the conceptual principles of labor motivation management at enterprises of the sanatorium-resort complex are improved, for which the characteristics of motivation are supplemented. The attention is paid to the peculiarities of the labor motivation of certain categories of enterprise employees of the sanatorium and resort complex and the need for a targeted approach to the management of the their work motivation. Strategic approaches to motivating work of certain categories of personnel are recommended. The conceptual characteristics of the modern system of enterprises motivation management of the sanatorium and resort complex are singled out. An algorithm for the implementation of this system is proposed for adaptation of the system of work motivation management to business processes.
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Lazauskaite-Zabielske, Jurgita, Ieva Urbanaviciute, and Dalia Bagdziuniene. "The role of prosocial and intrinsic motivation in employees’ citizenship behaviour." Baltic Journal of Management 10, no. 3 (July 6, 2015): 345–65. http://dx.doi.org/10.1108/bjm-05-2014-0085.
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Purpose – The purpose of this paper is to examine the role of prosocial and intrinsic motivation and their interaction in predicting employees’ organizational citizenship behaviour (OCB) and its dimensions. Design/methodology/approach – In total, 884 employees from Lithuanian public sector were surveyed. The hypotheses were tested using hierarchical regression and moderation analyses. Findings – The results revealed that prosocial and intrinsic motivations predicted OCB and its dimensions. Moreover, intrinsic motivation was found to moderate the relationship between prosocial motivation and OCB and four of its dimensions, i.e. intrinsic motivation strengthened the relationship between prosocial motivation and OCB and its dimensions of altruism, courtesy, conscientiousness, and initiative. Research limitations/implications – The correlational design of the study does not allow making causal statements. In addition, the sample consisted of public sector employees only; therefore, caution should be made when applying the results to private sector employees. Finally, since all measures were self-reported, the data may suffer from common method bias. Originality/value – This study contributes to investigation of motivational antecedents of OCB by revealing the importance of prosocial and intrinsic motivation in predicting employees’ citizenship behaviour.
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Vanpoucke, Evelyne, Lieven Quintens, and Merel Van Engelshoven. "The role of motivation in relating green supply chain management to performance." Supply Chain Management: An International Journal 21, no. 6 (September 12, 2016): 732–42. http://dx.doi.org/10.1108/scm-05-2016-0143.
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Purpose Not all companies deal with green supply chain management (GSCM) in the same way. The purpose of this paper is to understand a company’s GSCM motivation and how this motivation is linked to stakeholder pressures, a company’s GSCM practices and performance. Design/methodology/approach The authors report the findings of a survey on GSCM motivations. Findings Clear differences are seen in why companies are motivated to pursue GSCM. Based on these different motivations, this paper explains differences in perceived stakeholder pressure and performance. Research limitations/implications GSCM motivation is a sensitive topic and as such might cause respondents to provide socially desired answers. However, the analyses show clear variances in the answers, indicating that the measures put forth by the authors are valid. Social implications This study shows that to achieve sustainable GSCM, companies can be motivated in various ways. Also, stakeholders can learn from this study: they need to focus their attention toward companies whom they have the highest impact on. Originality/value First, this study tests a framework for GSCM motivations and shows that motivation mediates the relationship between stakeholder pressures and performance. Second, this study shows that these differences in motivation impact performance outcomes.
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Et al., Abshor Marantika. "The Motivation of Earnings Management Practices in Indonesia Companies: Board of Directors Perspective." Psychology and Education Journal 58, no. 1 (January 15, 2021): 5075–87. http://dx.doi.org/10.17762/pae.v58i1.2019.
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This study provides evidence about underlying motivation the director encouraged practice of earnings management. Directors of manufacturing companies in Indonesia was to be sample in this research whose companies are listed on the Indonesia Stock Exchange (IDX). This research explores fourth types of motivation where are bonus motivation, political motivation, debt covenant motivation, and taxation motivation. The research method carried out using quantitative methods by questionnaire. Sample study used board of directors in Indonesia Stock Exchange (IDX). Research method analyzed by multiple regression. The results of this study reveal that the four of motivations have effect on earnings management practices. The evidence also shows that the highest directors motivation for earning management is come from political cost motivation. Then, it followed by bonus motivation, taxation motivation and debt covenant motivation. The fact is an overview the regulation condition in Indonesia plays important role in being intervention of financial statements presented by the company, while bonus motivation is also significant for young directors in conducting earnings management practices on Indonesia companies.
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Morkovina, Svetlana, Natal'ya Sirotkina, and Enrik Seydinay. "ENTREPRENEURSHIP MOTIVATION IN THE FORESTRY OF RUSSIA." Forestry Engineering Journal 11, no. 1 (March 30, 2021): 192–98. http://dx.doi.org/10.34220/issn.2222-7962/2021.1/18.
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The article presents the results of an entrepreneur survey from the standpoint of assessing the effectiveness of forest management in Russia. It has been established that more than a half of the surveyed entrepreneurs consider their forestry business to be low profitable. Entrepreneurs have significant costs for reforestation and forestry work. The reasons for the low efficiency of forestry activities are the lack of measures for motivating entrepreneurs implemented at the state level. The necessity to improve the efficiency of state forest management has been proved. A mechanism built into the forest management system is suggested to motivate forest plot tenants. The motivational mechanism is a complex of incentive and control measures aimed at ensuring the qualitative performance of forestry work with optimal production costs. The use of the motivation mechanism at the regional level enables to provide support to tenants of forest areas performing forestry activities in a quality manner. Differentiated measures of forest user motivation, based on the results of forest activities, have been substantiated. Motivation measures should include financial support, business control and penalties. The necessity to create a motivational fund for financial support of forest area tenants in the regions of Russia has been proved. The measures for the motivation of entrepreneurs, which ensure growing attractiveness of forest exploitation, have been developed
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Forsyth, P. "Motivating your staff [positive staff motivation]." Engineering Management 16, no. 1 (February 1, 2006): 22–23. http://dx.doi.org/10.1049/em:20060104.
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Pustovit, Olena, and Yelizaveta Basuk. "ESSENCE OF PERSONNEL MOTIVATION AS A BASIS FOR ENTERPRISE DEVELOPMENT." Development of Management and Entrepreneurship Methods on Transport (ONMU) 76, no. 3 (2021): 47–63. http://dx.doi.org/10.31375/2226-1915-2021-3-47-63.
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The article is devoted to the topical problems of researching the essence of personnel motivation and incentives at modern enterprises. The aim of the study is to study and analyze the characteristics of staff motivation, the relationship between staff motivation and improving the efficiency of the enterprise. In the current conditions in Ukraine at the current stage of its development, the problem of motivating and stimulating employees is becoming important. And therefore, solving the problems facing society is possible only if an appropriate motivational basis is created, which will be able to induce and stimulate the personnel of enterprises to highly effective activities. Motivation as a process of influencing a person takes an important place in the system of enterprise management, personnel management and labor management. It is important not only the selection, training and organization of personnel, but also the formation of a new consciousness and mentality, methods of motivating and stimulating the individual, contributing to the significant performance of employees. The use of an effective motivation system at each enterprise testifies to the close, attentive and careful attitude of the top management to their own employees, concern for their material and social situation. The image of the enterprise depends on this, which is determined, first of all, by the proper attitude towards all members of the labor collective. The success of the enterprise is guaranteed if its employees are interested in increasing labor productivity and in the full realization of their creative potential. The article defines the essence of motivation as a complex of incentive factors, factors influencing the employee in a specific situation at the enterprise. The role of needs, interests, values and motives in the formation of conditions for effective work, which necessarily includes the quality of work, is substantiated. The approaches to the concept of «motivation» are determined by various authors and scientists. The modern tools of labor motivation and their influence on the performance of employees at the enterprise are considered. Keywords: personnel motivation, motive, need, enterprise personnel, motivation system.
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Dolgalova, O., and T. Remesnik. "Application of foreign methods of labor motivation at Ukrainian enterprises." Galic'kij ekonomičnij visnik 70, no. 3 (2021): 140–47. http://dx.doi.org/10.33108/galicianvisnyk_tntu2021.03.140.
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This paper is devoted to the investigation of the motivation concept, study and analysis of foreign experience in motivating employees and the selection of elements that can be adapted in Ukrainian enterprises. The theoretical foundations of the staff motivation concept are considered in this paper. It is found that the staff motivation has significant impact on the staff and enterprise efficiency. The main tasks of employee motivation are determined. They are as follows: the formation of understanding of the employees motivation system, the establishment of psychological climate in the team; creating democratic approaches to personnel management. The main types of staff motivation are identified as tangible and intangible. The main means of material and intangible employees motivation are considered. Since without the staff interest it is impossible to solve the enterprise problems, motivation becomes an important task for the enterprise. In order to increase the material and moral interest of employees, to develop and improve the incentive mechanism the experience of developed countries in this area is taken into account in this paper. Foreign experience is considered to identify the optimal model of employee motivation at Ukrainian enterprises. Motivation systems of such leading countries as Japan, France, USA and Germany are studied. The ways of motivating employees in such leading companies as Google, Zappos, Huffington Post, Procter & Gamble, Apple, IBM and AT&T, Nihon Shokken are considered. Elements of French, German, American and Japanese motivation systems are generalized. The main elements of these foreign systems of employee motivation are identified: individualization of wages; incentives for staff training, arrangement of recreation areas, motivational monitoring, etc. From foreign experience, we can seen that motivation makes it possible to solve the problems related to the improvement of employee productivity. Therefore, the elements that can be adapted to national traditions of personnel management and used in Ukrainian enterprises for effective human resource management are highlighted in this paper.
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Abyad, Abdulrazak. "Project Management : Motivation Theories and Process Management." Middle East Journal of Business 13, no. 4 (October 2018): 18–22. http://dx.doi.org/10.5742/mejb.2018.93502.
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Zhang, Ye, Jie Gao, Shu Tian Cole, and Peter Ricci. "Beyond accessibility: empowering mobility-impaired customers with motivation differentiation." International Journal of Contemporary Hospitality Management 31, no. 9 (September 9, 2019): 3503–25. http://dx.doi.org/10.1108/ijchm-08-2018-0663.
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PurposeTo sufficiently fulfill the travel potential of people with mobility impairments (PwMIs), this study aims to propose a valuable supplement to facility/service accommodation by hospitality/tourism businesses by identifying and purposefully cultivating the superior motivation types for empowering PwMI’s travel pursuits despite challenges. To this end, the study proposes a self-determined versus controlled motivation subdivision to the predominant travel motivation typologies, with its practical value, theoretical value and application feasibility verified.Design/methodology/approachTo ensure the verification reliability across challenge travels, the study adopts an extreme groups design for data collection. Qualtrics surveys situated in two resort-package scenarios contrast in facility/service accommodation levels are paired with two US PwMI groups contrast in travel capabilities. An unconventional mix of analytical information and seemingly unrelated regressions are adopted for data analyses.FindingsSelf-determined motivations are found as the superior facilitators of PwMI’s challenging resort-travel pursuits, confirming the practical value of the proposed motivation subdivision. The theoretical value is verified given the subdivision’s significant explanatory power for resort-travel attitude and behavioral intentions, after controlling for travel purpose fulfillment. It is also feasible to achieve the targeted cultivation of self-determined motivations by supporting the basic physiological needs of autonomy, competence and relatedness.Practical implicationsThe study’s context-based findings on the effective motivational mechanisms for PwMI can guide hospitality/tourism businesses to improve PwMI-targeted marketing effectiveness and efficiency.Originality/valueKey theoretical contributions include expanding the explanatory power of travel motivation typologies, enhanced integration of self-determination theory into travel motivation conceptualization and more accurate reflection of the widespread presence of social factors in travel motivations.
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Chen, Ming-Chia, and Yuan-Cheng Tsai. "Earnings Management Types and Motivation: A Study in Taiwan." Social Behavior and Personality: an international journal 38, no. 7 (August 1, 2010): 955–62. http://dx.doi.org/10.2224/sbp.2010.38.7.955.
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A real activity manipulation model was applied to analyze the earning management behaviors of companies. Cluster analysis was conducted to explore types of earnings management behavior and the relationships were examined between different types of earnings management and motivation. Results indicate that production/distribution manipulation is driven principally by speculative motivations, while accrued item manipulation is driven principally by altruistic motivation and by pressure from affiliated parties.
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Putra, Eka Diraksa, Seonghee Cho, and Juan Liu. "Extrinsic and intrinsic motivation on work engagement in the hospitality industry: Test of motivation crowding theory." Tourism and Hospitality Research 17, no. 2 (August 1, 2016): 228–41. http://dx.doi.org/10.1177/1467358415613393.
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The aim of this study was to examine extrinsic and intrinsic motivations as the antecedents of work engagement and to empirically test the motivation crowding theory using hospitality employees. The findings showed that intrinsic motivation played an important role in improving employees’ work engagement. The study also found that there was no indication that employees’ intrinsic motivation diminished when extrinsic motivation entered. It is also suggested that employers need to understand that creating a comfortable workplace environment and making jobs more interesting and meaningful will increase employees’ intrinsic motivation, which will help employees to engage more at work. Motivational antecedents of work engagement have been rarely studied and no studies have been conducted to research impacts of extrinsic and intrinsic motivators on employees’ work engagement in the hospitality industry, particularly in small restaurant businesses. In addition, empirical studies on motivation crowding theory are needed due to the inconclusive results.
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Buzu, Svetlana, and Mariana Beschieru. "Online Classroom Management and Motivation." Univers Pedagogic, no. 2(70) (July 2021): 23–27. http://dx.doi.org/10.52387/1811-5470.2021.2.04.
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Teaching online has become a considerable challenge for many educators. Everybody is talking about the revolution digital classroom has brought into the education world. Keeping the generation engaged, teachers need to find innovative and versatile methods, to use technology and manage the class online. Whether learning in a physical classroom or online, effective classroom management is the key component to a productive environment. Although, students are not all present in a single room, teachers must be intentional about managing student behavior and engagement in an online setting. Some challenges can be anticipated, and online classroom management strategies effectively overcome those challenges. Online learning focuses on a wide range of technological based learning platforms, delivery methods, and the integration of educational technology components into the learning environment. This article will address online education, its strengths, limitations, online teaching tools, professional development, best practices, and an evaluation of a personal online experience.
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Puzynya, T. A. "MANAGEMENT PROBLEMS OF STAFF MOTIVATION." Russian Journal of Agricultural and Socio-Economic Sciences 45, no. 9 (September 28, 2015): 6–9. http://dx.doi.org/10.18551/rjoas.2015-09.02.
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Smith, N. "Mountains of motivation [engineering management]." Engineering & Technology 3, no. 14 (August 9, 2008): 84–87. http://dx.doi.org/10.1049/et:20081422.
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Shigaki, Cheryl, Robin L. Kruse, David Mehr, Kennon M. Sheldon, Bin Ge, Cherith Moore, and Joseph Lemaster. "Motivation and diabetes self-management." Chronic Illness 6, no. 3 (July 30, 2010): 202–14. http://dx.doi.org/10.1177/1742395310375630.
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BASHIR, MUNEERA. "MOTIVATION FOR BETTER NURSING MANAGEMENT." Nursing Journal of India XCVI, no. 09 (2005): 209–10. http://dx.doi.org/10.48029/nji.2005.xcvi901.
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Wong, IpKin Anthony, Rob Law, and Xinyuan (Roy) Zhao. "Time-Variant Pleasure Travel Motivations and Behaviors." Journal of Travel Research 57, no. 4 (April 26, 2017): 437–52. http://dx.doi.org/10.1177/0047287517705226.
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This exploratory study challenges the predominant static view of travel motivation by providing new insights into the link between travel motivations and behaviors. It assesses when and how tourist travel motives change over time. It further explores the mediating role of travel involvement and the moderating role of economic performance using the time-variant travel motivational framework as a longitudinal, multilevel model. This study advances the literature by demonstrating that travel motivations and their effects on tourist travel involvement and behaviors vary over time, and that such a variation can be explained by the changes in economic conditions. In essence, this study sheds light on the traditional view of travel motivation and builds a dynamic multilevel model of pleasure travel motivation and behavior.
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HOLT-ASHLEY, MARY. "Motivation." Nursing Management (Springhouse) 16, no. 6 (June 1985): 30A. http://dx.doi.org/10.1097/00006247-198506000-00003.
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Tripak, Marian, and Iryna Harbarets. "MOTIVATION AND MANAGEMENT OF SUBJECT OF THE INCLUSIVE EDUCATIONAL INSTITUTION IN THE CONDITIONS OF GLOBAL ECONOMIC DEVELOPMENT." Economic Analysis, no. 30(4) (2020): 157–63. http://dx.doi.org/10.35774/econa2020.04.157.
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Introduction. In the modern Ukrainian inclusive educational space, the motivation of the scientific and pedagogical employee of the educational institution in the conditions of global economic development, which is extremely relevant today, acquires special importance. Purpose. It consists in carrying out appropriate measures of effective activity and motivation of the scientific and pedagogical employee of the inclusive institution. Results. The article identifies the priority of motivation of research and teaching staff, which includes a number of components, namely: motivation of work, motivating staff to work effectively, which provides the necessary rewards and meets existing needs; motivation for stable and productive employment; motivation for the development of employee competitiveness, etc. The motivational model of the relationship between the head and the teaching staff is method of calculating the term of the contract of the subject of educational services is represented. The management of the subject an inclusive educational institution in the conditions of global economic development is analyzed. It is determined that the structure of the educational sphere in particular inclusive education as a socio-economic model has a complex many profile character, the elements of the structure of the educational space are characterized by a complex system of relationships and interdependence. The characteristics of the main components of motivation individuals of higher education subjects, which determine the behavior of providing educational services and form its motivational structure are highlighted and given. It is individual for each subject of educational services and is determined by many factors: level of well-being, social status, qualification, position, value orientations, etc. The development of the educational system of each country as a socio-economic model is characterized on the one hand by internal (national) features and patterns of development and on the other hand, the development of national systems is directly influenced by the external environment, determined primarily by global processes. It is substantiated that globalization has become a challenge for higher education in which modern higher education institutions are becoming global institutions.
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Rekunenko, I., I. Kobushko, S. Rybalchenko, V. Ryzhkov, and A. Ismailova. "MANAGEMENT OF MOTIVATION OF PROFESSIONAL DEVELOPMENT OF THE PERSONNEL OF THE ORGANIZATION." Vìsnik Sumsʹkogo deržavnogo unìversitetu 2021, no. 3 (2021): 254–62. http://dx.doi.org/10.21272/1817-9215.2021.3-29.
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The company's activities fully ensure the professional development of staff, which has a positive effect on the motivation of all employees. Accordingly, it proves once again that the managers of successful corporations and firms are well aware that today it is not enough to stimulate the labor activity of staff. In the conditions of rapid aging of knowledge, global innovative changes it is extremely important to ensure the subordination of motivational management to the tasks of continuous professional development of staff. The basic principles of motivation of professional development of employees are analyzed and the system of motivation of personnel of Azercell Telecom LLC is improved and it is determined that the company's activity fully provides professional development of personnel, which has a positive effect on motivation of all employees. Accordingly, the managers of successful corporations and firms are well aware that today it is not enough to stimulate staff work, because in the rapidly aging knowledge, global innovation change is extremely important to ensure the motivation of motivational management to continuous professional development.
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Yeshchenko, M., and P. Florkevych. "Individual and group motivation in the management of a modern enterprise." Galic'kij ekonomičnij visnik 74, no. 1 (2022): 112–18. http://dx.doi.org/10.33108/galicianvisnyk_tntu2022.01.112.
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The theoretical bases of individual and group motivation in the management of a modern enterprise are considered in the work. Emphasis is placed on studying the effective work of the team. Existing individual and group motivations are described and the main literature is analyzed, which covers issues of motivation and effective team work, the concept of «motivation» and «effective team work». The author's interpretation of the concept of effective team work and motivation is offered. It is established that the company's management has a system of staff incentives, the main components of which are: creating working conditions; creation of a reward system; creating favorable relationships in the team, ensuring independence in work and demand for results. It is determined that the methods of incentives used by management indicate that staff are dissatisfied with the organization of the remuneration system. The article conducted a study of wage costs for a company employee (employee survey). These conditions indicate the importance of remuneration as a motivating factor for employees of Eva LLC, but in general employees are not satisfied with the reward system. In the course of scientific research it was established that Eva LLC noted an inefficient personnel evaluation system. To improve the incentive system in this company, it is proposed to introduce a new system of evaluation of sales staff using the «Mystery Shopper» method. It is stated that in order for the audit results to be used by the manager and the HR manager as a working tool, the information obtained must be properly structured. To achieve the best quality of the studio, you can arrange direct meetings with representatives of the customer company, during which the peculiarities of the behavior of sales staff will be clarified. After completing the mystery shopper program, you need to analyze the agents' questionnaires and reports to find out the strengths and weaknesses and a general description of the team's performance. Based on a thorough analysis of the scientific literature, we concluded that the effective work of the team is the effective work of staff, from manager to employee, and therefore the motivating factor plays an important role in achieving the goals of the organization.
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Yeshchenko, M., and P. Florkevych. "Individual and group motivation in the management of a modern enterprise." Galic'kij ekonomičnij visnik 74, no. 1 (2022): 112–18. http://dx.doi.org/10.33108/galicianvisnyk_tntu2022.01.112.
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The theoretical bases of individual and group motivation in the management of a modern enterprise are considered in the work. Emphasis is placed on studying the effective work of the team. Existing individual and group motivations are described and the main literature is analyzed, which covers issues of motivation and effective team work, the concept of «motivation» and «effective team work». The author's interpretation of the concept of effective team work and motivation is offered. It is established that the company's management has a system of staff incentives, the main components of which are: creating working conditions; creation of a reward system; creating favorable relationships in the team, ensuring independence in work and demand for results. It is determined that the methods of incentives used by management indicate that staff are dissatisfied with the organization of the remuneration system. The article conducted a study of wage costs for a company employee (employee survey). These conditions indicate the importance of remuneration as a motivating factor for employees of Eva LLC, but in general employees are not satisfied with the reward system. In the course of scientific research it was established that Eva LLC noted an inefficient personnel evaluation system. To improve the incentive system in this company, it is proposed to introduce a new system of evaluation of sales staff using the «Mystery Shopper» method. It is stated that in order for the audit results to be used by the manager and the HR manager as a working tool, the information obtained must be properly structured. To achieve the best quality of the studio, you can arrange direct meetings with representatives of the customer company, during which the peculiarities of the behavior of sales staff will be clarified. After completing the mystery shopper program, you need to analyze the agents' questionnaires and reports to find out the strengths and weaknesses and a general description of the team's performance. Based on a thorough analysis of the scientific literature, we concluded that the effective work of the team is the effective work of staff, from manager to employee, and therefore the motivating factor plays an important role in achieving the goals of the organization.
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Stokowski, Sarah, Bo Li, Benjamin D. Goss, Shelby Hutchens, and Megan Turk. "Work Motivation and Job Satisfaction of Sport Management Faculty Members." Sport Management Education Journal 12, no. 2 (October 1, 2018): 80–89. http://dx.doi.org/10.1123/smej.2017-0011.
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Informed by self-determination theory, this study builds on previous research to examine the work motivation and job satisfaction levels of sport management faculty members, as well as any relationship between their job satisfaction levels and work motivations. A total of 193 sport management faculty responded to a survey consisting of the Job Satisfaction Survey and the Motivation at Work Scale. Results revealed that regarding job satisfaction, faculty members were more satisfied with work itself, supervision, and coworkers and were less satisfied with pay, operating procedures, and reward. While participating sport management faculty had the highest mean in intrinsic motivation, job satisfaction also was significantly positively correlated with identified regulation. Male faculty showed significantly greater overall job satisfaction than female faculty, but gender did not affect work motivation factors. Finally, results revealed no significant differences among tenured, tenure-track, and non-tenure-track faculty in motivation levels, but after controlling for motivation, job satisfaction levels of non-tenure-track faculty were significantly less than those of tenured and tenure-track faculty. Results of this study can assist higher education administrators (i.e., department chairs, deans, provosts) to better understand that this population is highly intrinsically motivated and identifies deeply with their work. Administrators should work diligently to preserve autonomy, a factor that appears to lead to greater levels of motivation and job satisfaction.
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Sudhir, Subin, and Anandakuttan B. Unnithan. "Measuring Consumer Motivations to Share Rumors." International Journal of Online Marketing 4, no. 3 (July 2014): 51–67. http://dx.doi.org/10.4018/ijom.2014070104.
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Rumors are often shared in the marketplace about products, services, brands or organizations; both in the online as well as in the offline scenarios. These rumors get communicated from consumer to consumer in the form of Word of Mouth (WOM). An exhaustive review of literature identified four motivations for consumers to share rumors in the marketplace; which included anxiety management motivation, information sharing motivation, relationship management motivation and self enhancement motivation. The review was not conclusive in identifying any scales for the measurement of these motivations. The article develops a scale for measuring these four motivations. Structured interviews were initially conducted to identify 33 items that motivate a consumer to share rumors. Based on an exploratory factor analysis and confirmatory factor analysis four factors were identified and the final scale retained 21 items. The scale displayed good scores of reliability and validity.
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Ko, Eun Jung, and Sang Soo Kim. "Intention to use flexible work arrangements." Journal of Organizational Change Management 31, no. 7 (November 12, 2018): 1438–60. http://dx.doi.org/10.1108/jocm-01-2018-0001.
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Purpose The purpose of this paper is to investigate gender differences in motivations to use flexible work arrangements (FWAs) in Korea. Design/methodology/approach Based on a literature review on theory of planned behaviour (TPB), this study considers four motivational factors that influence the intention to use FWA: motivation for personal life, motivation for productivity, peer behaviour and concerns about career disadvantages. Survey response data drawn from 92 male and 105 female Korean workers were used to analyse differences by gender. Findings As for the male respondents, all four motivational factors have a significant effect on the intention to use FWA. However, in the female respondents, the effects of concerns about career disadvantages on the intention to use FWA are not significant. The results of gender differences analysis show that significant difference was not found in the effect of motivation for personal life on the intention to use FWA while the other three motivational factors have significant differences by gender. Research limitations/implications In this research, basing its conceptual background on TPB, a novel approach is taken by introducing motivational factors as the antecedents of intention to use FWA. This is a more systematic view on individuals’ behavioural mechanism relating to the intention to choose FWA. It is also meaningful in that this study looks at the intention to use FWA from a broader perspective by suggesting gender differences as critical analysis criteria given the uniqueness of Korean labour market. Practical implications For an effective operation of FWA, it is important not only to launch a flexible working programme itself, but also to ensure that the users are properly understood and fairly evaluated. Originality/value Considering the motivations of utilising FWA from various angles will contribute to coming up with various measures to raise the use and effectiveness of FWA.
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Chan, Yuet Kai, and Henry Ma. "Need satisfaction management strategies: Motivating designers in mainland China." Journal of Design, Business & Society 8, no. 1 (March 1, 2022): 111–33. http://dx.doi.org/10.1386/dbs_00035_1.
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Creative industries emphasize human creativity and intellectual abilities. Studies found that most organizations in China’s creative sector failed to establish appropriate motivation strategies that are conducive to creative performance. This study is a cross-disciplinary study, which investigated the organizations’ management and designers’ behaviour in China’s creative industries with mixed methods to answer the research questions. The results lead to a deeper understanding of designers’ needs for motivation and a tangible motivation model for business management to imply. A conceptual framework has been developed as the basis of this research. 41 in-depth interviews were conducted for collecting information about the current motivation methods in China’s creative industries, and their effectiveness. These interviews also revealed the actual needs of designers through finding out their preferred motivators. 396 valid online questionnaires were received from managers and designers to further measure the perceived priorities of the motivators found in the in-depth interviews. The results indicated the current motivation methods focused on extrinsic motivators, while designers in China valued both extrinsic motivators like monetary rewards and intrinsic motivators like recognition. It also revealed the current management strategies are less effective in motivating designers. It discovered that management strategies in China’s creative industries lack awareness about their designers’ needs. This investigation leads to the discussion about the immature ecosystem of the creative industries in China and its influence on their development. This research is an original study that enriched knowledge of the creative behaviour, which identified the key motivators of designers in China and formed a model as advice to the management and policy-makers in creative industries. They can also benefit from this understanding and gain a better insight into motivating creative employees through appropriate motivation strategies.
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Reyhani, Fatemeh, and Hassan Dehghan Dehnavi. "What is the Priority of factors affecting on accountants motivation from motivation dimension." Journal of Management and Accounting Studies 8, no. 1 (September 29, 2020): 44–50. http://dx.doi.org/10.24200/jmas.vol8iss1pp44-50.
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Objective: Theorists know effective management of human resources as the key to organizational and they are very fast-moving organizations toward technology role of human as a vital and strategic organization is more and more considered. In the global market, modern organizations are faced with high levels of competition. In the wake of increasing competition in the global market, the survival of many companies that depend on human resources. Methodology: Performance like abilities, knowledge, skills and other abilities plays an important role in the success of the organization. Hence the human resources management system in any organization due to the continuous changes in the environment cannot be a static phenomenon. Subject of motivation of human resources issues that require special attention in the management of organizations. The aim of this study was to identify and rank the factors affecting the motivation of accountants with the first technique (FTOPSIS). Results: in this study was used Herzberg's two-factor theory. The number of factors identified in this study is its 29 that 15 of health agents and 14 were other factors of motivating factors. Conclusion: The results showed that the most important motivational factors is compatibility with educational background and skills working jobs, job stress and job attractiveness.
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Huang, Xianhan, and Chun Lai. "Connecting formal and informal workplace learning with teacher proactivity: a proactive motivation perspective." Journal of Workplace Learning 32, no. 6 (July 6, 2020): 437–56. http://dx.doi.org/10.1108/jwl-01-2020-0005.
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Purpose It is vital in today’s society that teachers are proactively involved in educational change. Given that proactive motivation is a critical driver of proactivity, this study aims to investigate how teachers’ formal and informal workplace-learning experiences were connected with their proactive motivations to implement educational change. Design/methodology/approach The authors used a qualitative case study approach to describe the relationships between teachers’ formal and informal learning activities and their different proactive motivations. The authors collected data from 17 teachers via individual interviews and open-ended questionnaire and performed analyses using a continuous inductive and deductive coding process. Findings The authors found that informal teacher learning can trigger three types of proactive motivation, whereas formal teacher learning is mainly connected with the can do and energised to motivations. The authors also found that formal and informal learning complement and compete with each other in shaping the can do motivation. Moreover, the authors found that informal learning played the dominant role in the reason to motivation, whereas informal and formal learning were separately connected to the energised to motivation. Practical implications These findings indicate that greater attention must be paid to teachers’ informal workplace-learning experiences. Specifically, teachers’ informal learning experiences should be actively integrated into their formal workplace training to enhance their proactive motivation to educational change. Moreover, teachers’ learning preferences and teaching experience should be considered in the design of teacher-training programmes. Originality/value Based on the proactive motivation model of Parker et al. (2010), the authors have uncovered the mechanisms of workplace learning that drive teacher proactivity. The authors have examined the relationship between teachers’ formal and informal workplace-learning and proactive teaching. The findings will assist policymakers and administrators to identify effective means of motivating teachers to engage in workplace learning.
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Misirli, Ayse Tosun, June Verner, Jouni Markkula, and Markku Oivo. "Factors Affecting Team Motivation." International Journal of Information System Modeling and Design 6, no. 3 (July 2015): 1–26. http://dx.doi.org/10.4018/ijismd.2015070101.
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Motivation in software engineering is a complex topic. Cultural background is reported to be one of the factors moderating software engineers' motivation and project outcome. The authors conducted a survey with 36 software engineers from Finland to explore 1) the relationship between team motivation and project outcome, 2) factors that motivate Finnish engineers, and 3) how these motivational factors are related. The authors compare Finnish motivational factors with those identified in prior research. In addition they build a prediction model to identify the best indicators of team motivation for Finnish software engineers. Their results show that teamwork is the only culturally independent motivational factor. Having 1) a project manager with a clear vision (project manager vision) and 2) a project manager given full authority to manage the project (project manager authority) are also significant motivational factors among Finnish engineers. There are significant associations between some factors, e.g., customer involvement and staff appreciation. While these factors partially explain motivation in software engineering, cultural differences also play an active role in explaining team motivation. Their questionnaire needs to be updated to enable measurement of motivation for modern development practices such as agile development.