The relationship between employee motivation, job satisfaction and corporate culture

Abstract

Empirical ResearchThe relaTionship beTween employee moTivaTion, job saTisfacTion and corporaTe culTure ABSTRACT In this study, relationships between employee motivation, job satisfaction and corporate culture were hypothesised and investigated. The sample that was investigated consisted of the majority of the permanent-staff complement of a marketing research company in South Africa. Three instruments were used to measure the constructs concerned, namely the Motivation Questionnaire (MQ), the Experience of Work and Life Circumstances Questionnaire (WLO) and the Corporate Culture Questionnaire (CCQ). Pearson product-moment coefficients were then calculated and the linear relationships were further explored through canonical-correlation analysis. A possible moderator effect of employee motivation was also explored. The findings provided support for the linear relationships and, more importantly, identified the drivers of these relationships. The findings did not support the moderator effect. Using these findings, marketing research organisations, in particular, can be guided in terms of workplace attitudes under managerial influence.Keywords: Corporate culture, job satisfaction, marketing research Against the background of increasing local and global competitiveness, it is crucial for any organisation, particularly for those in developing countries with limited skills resources, such as South Africa, to ensure that it consistently develops and retains a loyal, committed and able workforce. This presupposes employees who are satisfied with the work that they do and with the culture of the organisation that they are employed by and who are consequently motivated to continue their relationship with that organisation. Peters and Waterman (1982) regard the commitment of employees to organisational values and beliefs -the organisational culture -as a crucial factor in the success of a company. The way that people are managed has a powerful impact both on productivity and on profitability. Variance of these aspects can be accounted for by differences in corporate culture, together with different levels of job satisfaction and employee motivation and commitment (Finck, Timmers & Mennes, 1998;Schofield, 1998;Watson, 1994). Organisational effectiveness depends on how organisations manage their employees (Moynihan & Pandey, 2007).This study regarded motivation and job satisfaction as key determinants of organisational success, both of which are influenced by aspects of corporate culture. Research on these three concepts and on combinations of these concepts has been reported but this investigation contributes to this body of knowledge by considering all three concepts in the same study.A thorough understanding of the nature and significant sources of motivation and job satisfaction, insofar as these concepts are related to corporate culture, can enable employers to effect the required positive strategic changes towards optimal employee loyalty and retention. For example, an organisation can select candidates with a high degr...

Exploring the Relationship between Organizational Culture, Job Satisfaction, and Organizational Citizenship Behaviour

“…Harris and Mossholder, 1996;Odom, Boxx and Dunn, 1990;Zavyalova and Kucherov, 2010), motivation (Roos and Eeden, 2008) and commitment (Lok and Crawford, 2003).…”

Employee Job Satisfaction in Furniture Manufacturing Companies in the Slovak Republic

“…Against the background of increasing local and global competitiveness, it is crucial for any organization to ensure that it consistently develops and retains a loyal, committed and able workforce. This presupposes employees who are satisfi ed with the work that they do and with the culture of the organization that they are employed by and who are consequently motivated to continue their relationship with that organization (Roos et al, 2008). Hitka and Štípalová (2011) take a similar view according to which the existence of the enterprise, its prosperity and dynamic progress are primarily affected by the quality of human resources.…”

Strengthening graduate employee commitment through internal marketing in the South African retail banking industry

“…Retail banks must thus also ensure congruence between the employees' values and career goals on the one hand and the culture of the organisation on the other to secure the satisfaction of employees, their productivity and long-term retention. Roos (2005) supports this view and states that employees' feelings and attitudes towards their job (such as satisfaction) are influenced by the way in which they perceive the organisational culture. Employee-centred organisational culture is characterised by higher levels of employee support and collaboration, and are associated with meeting employee needs and therefore higher levels of employee satisfaction (also see Ajang, 2013;George, Owoyemi & Onakala, 2012;Beer, 2012;Newsham et al, 2009).…”