Factors related to gender and education affecting the employee motivation

Hitka, Miloš; Lorincová, Silvia; Vetráková, Milota; Hajdúchová, Iveta; Antalík, Imrich

doi:10.9770/jesi.2020.7.4(43)

Cited by 12 publications

(10 citation statements)

References 60 publications

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“…Therefore, it is necessary to pay attention not only to 50+ employees but to all age categories of employees and to adapt age management activities to various types of occupations and to concentrate on both personal and organisational goals at the organisational level, which is in line with the conclusions of Urbancová (2019). It is necessary to realise that all age categories of employees must be stimulated by the education and development methods that they can use, which is confirmed by Angeloni and Borgonovi (2016) and Hitka et al (2020). At present, according to the results obtained, these methods are primarily mentoring and coaching; other methods are overshadowed.…”

Section: Discussionmentioning

confidence: 98%

“…An opportunity for education and development can be a motivating factor (Galea et al, 2014;Hitka et al, 2018;Hitka et al, 2020) for all generations of employees, as education and development in the context of human resources management go beyond the boundaries of mere professional competence. It largely involves the formation of employee's personality, that is, the qualities that influence their work behaviour and knowledge, and thus the employee's motivation.…”

Section: Literature Reviewmentioning

confidence: 99%

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Factors influencing the setting of educational processes in the context of age management and CSR

Urbancová¹,

Vrabcová²

2020

Economics &Amp; Sociology

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Age management plays an important role in addressing the age distribution among employees in an organisation and their management as a result of the increasing share of 50+ people in the population. Organisations must inevitably adapt to this trend, and one of the objectives of age management is to cope with demographic changes. Parties involved in age management have different ambitions at different levels. At the organisational level, however, it is necessary to emphasise on the development of human potential through continuous education and labour productivity. Employee age management can be seen as part of corporate social responsibility. More and more organisations are connecting responsible business with human resource management. The article presents age management as an opportunity to link human resource development to social responsibility. The main objective of this paper is to identify the factors influencing the setting of educational processes for 50+ y.o. employees and to support the development of CSR in education. The data were obtained using quantitative research (n = 207) and then evaluated using descriptive and multivariate statistics methods. The results show that employees prefer when employers themselves suggest them participating in educational courses. The most frequently used courses are professional lectures and self-education, while the least used ones are internships in foreign branches or videoconferences.

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Section: Discussionmentioning

confidence: 98%

Section: Literature Reviewmentioning

confidence: 99%

Factors influencing the setting of educational processes in the context of age management and CSR

Urbancová¹,

Vrabcová²

2020

Economics &Amp; Sociology

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“…Non-financial rewards may be more or less effective based upon factors such as gender, race, culture and age. Non-financial rewards have been found to be more attractive to women than men as part of job applications (Schlechter, et al, 2015), whereas men are more likely to be motivated by increased income, promotion and responsibility (Hitka, et al, 2020). Sources of motivation change as people age, with older employees tending to be more motivated by intrinsically rewarding job features than extrinsic ones (Inceoglu, et al, 2011).…”

Section: Non-financial Incentive Programsmentioning

confidence: 99%

Non-financial incentives and their application to enhance motivation and productivity in mining industry employees

Saxby

2024

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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 to improve performance and productivity in mine operational employees and identifies incentives that could achieve these goals. With few studies focusing on non-financial methods of improving personnel performance in mining, studies from other industries are considered and applied to the mining industry. The paper finds non-financial incentives are likely to increase the motivation of employees in the mining industry, and that incentives which improve the employee’s workplace experience are particularly desired.

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“…Motivácia je základná zložka riadenia ľudských zdrojov, môžeme ju charakterizovať aj ako vnútornú silu, ktorá aj napriek stále meniacim sa okolnostiam, napĺňa ľudí energiou. Teda ide o emocionálnu funkciu, ktorá má za úlohu podporovať zamestnanca v jeho činnosti a vyvolávať v ňom motiváciu na dosiahnutie vytýčených cieľov (Hitka et al 2019). Charakterizovať motiváciu môžeme rôznymi spôsobmi, tiež vo veľkej miere zasahuje aj do správania človeka, ovplyvňuje jeho osobnosť, činnosť a konanie, ktorým mu napomáha rýchlejšie a s lepším pocitom dosahovať vytýčené ciele, či spĺňať zadané úlohy.…”

Section: Pracovná Motiváciaunclassified

The Importance of Motivational Factors in Slovak Companies

Smerek,

Bódiová

2023

AAK

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The object of investigation in this article are motivational factors or benefits that Slovak companies offer to their employees. The aim of the contribution is to find out what benefits employers offer to motivate their employees and whether they are effective from the employees' point of view. The intention is to find out the differences in the perception of the importance of benefits between genders and age categories of employees. The main data collection method used is a sociological survey in the form of a questionnaire survey, in which 263 employees of Slovak companies participated. The results are evaluated using descriptive statistics, Mann-Whitney U test, Kruskal Wallis test, Pearson's Chisquare test and Cramer's V. The research results confirm that employees have different motivational factors and benefits that they consider important. Gender plays a role in deciding benefit requirements, but it is not the only factor. Some benefits are more popular in certain age groups.

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Factors related to gender and education affecting the employee motivation

Cited by 12 publications

References 60 publications

Factors influencing the setting of educational processes in the context of age management and CSR

Factors influencing the setting of educational processes in the context of age management and CSR

Non-financial incentives and their application to enhance motivation and productivity in mining industry employees

The Importance of Motivational Factors in Slovak Companies

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