The Impact of Intrinsic and Extrinsic Rewards on Employee Motivation at a Medical Devices Company in South Africa

Smith, Elmien; Joubert, P. H.; Karodia, Anis Mahomed

doi:10.12816/0019006

Cited by 14 publications

(23 citation statements)

References 43 publications

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“…respectively. The motivation of employees was measured by pooling and adopting measures from Oyedele (2010), Cerasoli et al (2014), Smith (2015) and Yousaf, et al (2015). Its construct reliability was 0.83.…”

Section: The Measuresmentioning

confidence: 99%

The impacts of monetary rewards on public sector employees in construction

Chinyio

Suresh

Salisu

2018

JEDT

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Purpose: Literature indicates that monetary reward or compensation impacts on the level of attraction, motivation, job satisfaction and retention of employees. The elements of compensation include salary, bonuses (allowances), gratuity and pension. The study investigated how these four elements of compensation specifically influence the attraction, motivation, job satisfaction, and retention of public sector construction employees of Jigawa State of Nigeria to inform how their employer can raise the current levels of satisfaction and retention of employees. Design/Methodology/Approach: The Positivist paradigm guided the empirical research where a questionnaire was developed, pilot-tested and administered to 265 people using stratified random sampling. A total of 260 questionnaires were collected, representing a response rate of 98%. The data obtained was analysed using both descriptive statistics and Structural Equation Modelling. Findings: The results established that construction employees in Jigawa State's public sector were motivated by allowances and gratuity, attracted to the job by salary, pension and gratuity, and remained in their jobs through the influences of gratuity and pension. Gratuity played a major role as it impacted on all the 4 variables studied. Implications: These findings are applicable to Jigawa State of Nigeria, but can be extrapolated to other public sector construction employees in the whole country. The findings could also be generalized in other States where the pay scales are different within the ministries. Originality/Value: The impacts of 4 elements of monetary rewards on 4 employees' variables were studied. The specifics of which elements of compensation influence the employees of Jigawa State's Ministry of Works and Transport have been identified. The findings from this study showed that gratuity played a primary role as it impacted highly on all the 4 variables of job attraction, motivation, satisfaction and retention. Pension also 2 played a high role as it impacted heavily on job attraction, satisfaction and retention. Comparatively salary and allowances had high impact on one variable each: job attraction and motivation respectively.

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Section: The Measuresmentioning

confidence: 99%

The impacts of monetary rewards on public sector employees in construction

Chinyio

Suresh

Salisu

2018

JEDT

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“…Financial rewards may lead to negative effect on employees when goals are now achieved, such as a lack of confidence or being demotivated [11]. In the other hands the provision such as health insurance and pension benefits seem to have a good overall motivational effect on employees, so they have willing to increase work efforts in order to gain rewards [12]. employees and motivate to have a positive impact on the organization [13].…”

Section: A Rewardsmentioning

confidence: 99%

“…Motivation is the driving force leads individuals to want to act, perform, or do something without pressure or manipulation [12]. It is an accumulation of different process that influence and direct our behaviour to achieve some specific goal [2].…”

Section: Motivationmentioning

confidence: 99%

“…Financial rewards may lead to negative effects on employers when goals are achieved, such as lack of confidence or being demotivated [11]. The other side health insurance and pension benefits have a good overall motivational effect (60%) on employees [12]. When employees are rewarded for the value they create, they will be motivated to be more creative, innovative and entrepreneurial in charging their duties [14].…”

Section: Effect Of Work Motivation On Employee Performancementioning

confidence: 99%

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The Investigation of Motivation’s Role as Mediator Effects on Employees’ Performance

Suratman¹,

Syahputro²

2020

Proceedings of the 3rd Asia Pacific Management Research Conference (APMRC 2019)

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The aims of this research are to find out and obtain information related to the influence of reward, work environment, also investigated the motivation factor as mediator on employees' performance from the reward and work environment. Purposive sampling was taken with 85 Nurses from Raja Ahmad Tabib Hospital, Tanjungpinang, Kepulauan Riau Province, Indonesia as respondents from 108 respondents. The results of the research prove that reward has a positive effect on motivation, but negatively affects employees' performance. While the work environment has a positive effect on employees' motivation and performance. The reward and work environment also have a positive effect on employees' performance through motivation. The results of the study show that reward has an influence on performance through work, and proven indirect effects are greater than the direct effects of imbalance in performance. This means that the higher the award the company gives to employees, the higher the work motivation of employees so that this will improve employee performance. Regarding the direct effect of reward on performance in this research, which contradicts with previous studies in general, it may be due to the lack of conformity of rewards received by employees, but on the other hand employees will continue to work according to orders because working alone is a form of self-respect. It is recommended that employers must compete with several types of imbalances because they recruit, maintain and support the performance of each individual in the organization. With the provision of a balanced reward that is in accordance with the expectations of employees, it is expected to encourage the achievement of employee motivation and ultimately will improve employee performance.

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“…Intrinsic motivation is defined as a psychological force that impels employees to perform based on an aspect of nature that is expressed under certain conditions (Gyamfi, 2014). Recent studies have found that employees would most value a job that has aspects that are important and meaningful to them rather than extrinsic rewards (Smith, Joubert, Karodia, 2015). According to Ryan and Deci (2017) when high levels of intrinsic motivation are provided employees, may lessen their need for extrinsic rewards.…”

Section: Employee Motivation Intellectual Stimulation and Employee Ementioning

confidence: 99%

Influence of intellectual stimulation on employee engagement in parastatals in the energy sector in Kenya

Change¹

2019

IJRBS

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Employee engagement continues to pose a challenge to parastatals. Consequently, governments have adopted the transformational leadership style as an effective method of enhancing employee engagement. Nevertheless, it is still unknown whether the establishment of transformational leadership dimensions has boosted employee engagement in the Kenyan energy sector parastatals. The objective of this study was to investigate the influence of intellectual stimulation on employee engagement in parastatals in the energy sector in Kenya. Also, the study sought to determine the moderating influence of employee motivation on the relationship between intellectual stimulation and employee engagement. This study targeted the 10 parastatals within the energy sector in Kenya with a population of 315 middle-level managers. The study adopted a positivist research philosophy to examine the influence on intellectual stimulation on employee engagement and data was collected using structured questionnaires. A correlational research design was conducted with the purpose of determining the strength of the relationship between parameters of intellectual stimulation and employee engagement.The findings showed that employee engagement has a statistical significant relationship with creativity and innovation, r(166) = 0.540, p < 0.01; job design, r(166) = 0.452, p < 0.01 and employee involvement, r(166) = 0.512, p < 0.01. Multiple linear regression analysis revealed that employee motivation positively and significantly moderates the relationship between intellectual stimulation and employee engagement, R2= .409, F(2, 159) = 55.115, p <.05; β = 0.259, p <.01. The study concluded that creativity and innovation, job design, employee involvement, and employee motivation positively enhance employee engagement.

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The Impact of Intrinsic and Extrinsic Rewards on Employee Motivation at a Medical Devices Company in South Africa

Cited by 14 publications

References 43 publications

The impacts of monetary rewards on public sector employees in construction

The impacts of monetary rewards on public sector employees in construction

The Investigation of Motivation’s Role as Mediator Effects on Employees’ Performance

Influence of intellectual stimulation on employee engagement in parastatals in the energy sector in Kenya

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