Impact of Job Situation on the Motivation of Insurance Companies Officers: A Developmental Perspective.

Balachandar, G.; Panchanatham, N.; Subramanian, K V

doi:10.7763/ijtef.2010.v1.62

Cited by 6 publications

(3 citation statements)

References 3 publications

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“…Job situation refers to the place, environment, culture and climate where people work (Balachandar et al , 2010). Job situational factors are categorised into job characteristics, social environment characteristics, leadership and organisational practices, following Judge and Kammeyer-Mueller (2012).…”

Section: Literature Review Of Job Situational Factorsmentioning

confidence: 99%

Effect of job situational factors on work outcomes of facilities managers

Ling

Zhang

Tay

2021

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Purpose This study aims to investigate how the situational factors that facilities managers (FMs) in Singapore face in their jobs affect their work outcomes. Job situation factors such as types of tasks, interpersonal relationships in teams, supervisors’ actions and advancements opportunities are classified into job characteristics, social environment characteristics, leadership and organisational practices categories. Design/methodology/approach Based on a systematic literature review, a questionnaire was designed to collect data on work outcomes and job situational factors from FMs working in public housing estates in Singapore. Using the Statistical Package for the Social Science software, inferential statistical analyses were carried out. Findings FMs reported that they used economical means and resources to carry out their work significantly frequently and achieved significantly high productivity. Complaints are received significantly frequently and maintenance defects are regularly encountered. Many of the job situational factors are present and found to be significantly correlated with work outcomes and some of these may be used to predict FMs’ work outcomes. Based on the correlation results, the frequency of complaints from residents may be reduced through the following ways: make FMs’ work tasks less challenging; reduce the variety of work tasks that FMs need to execute; reduce FMs’ work volume and speed of work. Research limitations/implications This study is limited to FMs managing public housing estates in Singapore. The work outcomes are self-reported, and thus susceptible to bias. However, as the respondents reported significantly frequent complaints and defects, this might indicate that the bias is not serious. Practical implications FMs’ jobs should be broken down into small parts/tasks and assigned to different FMs to specialise. This makes FMs’ tasks less challenging, and allows them to specialise to increase their productivity, improve their quality of work and overcome the problem of high work volume or demanding work speed. By adopting job specialisation, the frequency of receiving complaints from residents may be reduced. Originality/value This study discovered strategies to reduce the number of complaints from residents of public housing about facilities management. The contribution to knowledge is that complaints by residents on facilities management can be reduced by adopting job specialisation but not job enlargement. Decomposing work into different tasks and allowing FMs to focus on a few tasks would lead to a reduction in complaints. It also enables FMs to master the skill and complete the tasks without much oversight or supervision.

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Section: Literature Review Of Job Situational Factorsmentioning

confidence: 99%

Effect of job situational factors on work outcomes of facilities managers

Ling

Zhang

Tay

2021

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“…The job situation is influencing the motivation of insurance officials to a reasonable extent, for which the job situation is judged on the basis of three factors like pattern of working, chance to learn and use of abilities (Balachandar et. al, 2010).…”

Section: Relation Between Satisfaction Motivation and Performance Inmentioning

confidence: 99%

Satisfaction or Motivation-What precedes Performance? A Study of Sales Force in the Life Insurance Industry

Sahoo

2017

MANTHAN

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While there is considerable research on employees’ satisfaction, motivation and performance, there is lack of conclusive evidence on these dimensions of organisational betterment. This puzzle becomes more complex for sales-force that deals with great stress in Indian life insurance context. This paper explores the underlying factors of satisfaction and motivation separately and predicts the impact of satisfaction on motivation, and the impact of motivation on performance. To justify these objectives empirically, a structured questionnaire has been executed to life-insurance sales-force with a sample size of 345 through stratified random sampling method. The data is analysed through explorative factor analysis, which is followed by regression analysis to test the prediction of motivation by satisfaction and then prediction of performance by motivation. The findings reveal that there is significant positive impact of sales-force satisfaction on their motivation, which ultimately has a significant positive impact on performance of sales-force in the life-insurance industry.

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“…However, employees' satisfaction in service organisations has not been fully investigated in Nigeria, specifically in the insurance industry (Adeoye & Fields, 2014). Balachandan, Panchanathan and Subramanian (2010) looked at the task fulfilment factors that stimulate workers of insurance companies (in private sector and government insurance companies). The study found that they were not influenced by motivational factors to the same degree as those in other institutions.…”

Section: Introductionmentioning

confidence: 99%

Structural Determinants of Job Satisfaction: The Mutual Influences of Compensation Management and Employees' Motivation

Adeoye

Atiku

Fields

2016

JEBS

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The importance of job satisfaction as an antecedent to employeesâ€™ productivity and firm outcomes cannot be overrated in the world of business, especially in the service industry. This paper adds to the understanding of job satisfaction in insurance business by investigating the structural causes of task fulfilment. The mutual influences of compensation administration and employeesâ€™ motivation on job satisfaction was assessed using multivariate analysis. This research embraced a quantitative method and 212 employees were drawn using a convenience sampling technique. Three propositions were tested employing inferential statistical analyses run through SPSS statistics version 23 and SPSS Analysis of Moment Structures (AMOS) version 23. AMOS was used to structurally determine job satisfaction through structural equation modelling (SEM). SPSS statistics version 23 was instrumental in assessing the psychometric properties via exploratory factor analysis and Cronbachâ€™s alpha coefficients. The results indicate a substantial affiliation between reward administration and motivation. Statistically, this study found that compensation management exerts more direct influence on employeesâ€™ job satisfaction than the indirect tie through motivation. There may be a need to redesign human resource practices in the industry to improve the degree of employeesâ€™ gratification and duty fulfilment.

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Impact of Job Situation on the Motivation of Insurance Companies Officers: A Developmental Perspective.

Cited by 6 publications

References 3 publications

Effect of job situational factors on work outcomes of facilities managers

Effect of job situational factors on work outcomes of facilities managers

Satisfaction or Motivation-What precedes Performance? A Study of Sales Force in the Life Insurance Industry

Structural Determinants of Job Satisfaction: The Mutual Influences of Compensation Management and Employees' Motivation

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