The Role of Motivation in Human Resources Management: The Importance of Motivation Factors among Future Business Professionals in Libya

Sherif, Mohamed Z. Mohamed; Nimran, Prof. Dr. Umar; Prasetya, Arik

doi:10.9790/487x-16812736

Cited by 7 publications

(2 citation statements)

References 1 publication

Supporting

Mentioning

Contrasting

Order By: Relevance

“…According to (Ben Aichi, 2018) motivation is "the positive feeling of the employee resulting from the group of influencing factors that drive his motivation to make a greater effort, to achieve better results in his organization, and it includes all the help and assistance provided by the upper management to the employees", While Sherif et al, (2014) define it as the strength of the people to make them able to choose specific work, to stay and work hard in the given position. On the other hand (Robbins and Coulter 2005) supposed, that motivation is an effort exerted toward any goal, and defined motivation as "an individual's willingness to exert high levels of effort to achieve organizational goals, provided that effort is able to satisfy some individual needs".…”

Section: Employee Motivation and Organizational Commitmentmentioning

confidence: 99%

Impact of Administrative Empowerment on Organizational Commitment: A Case Study of Taj Sheba Hotel in Yemen

Sufyani

Ameri

2021

hesj

View full text Add to dashboard Cite

The aim of this study is to analyze the impact of administrative empowerment on the organizational commitment among the employees of Taj Sheba Hotel in the Republic of Yemen. The research is based on the descriptive approach using questionnaire which consists of 40 questions with 5 Likert scale. The data was distributed and collected from 100 employees working at Taj Sheba Hotel. The results indicate that the levels of administrative empowerment and organizational commitment of the employees at Taj Sheba Hotel are high. Also, the results show that there is a statistically significant impact of administrative empowerment dimensions (simultaneously) on organizational commitment of employees. Besides, all dimensions of administrative empowerment (job autonomy – motivation – communication – teamwork – training) used in this study have a significant impact on organizational commitment. Further, the results show that an estimated 64.2% of the variance in overall organizational commitment can be accounted for by the five dimensions of administrative empowerment, in which job autonomy was the most important factor in increasing the organizational commitment (β = 0.350) followed by training in the second rank (β = 0.242), then communication in the third rank (β = 0.211), motivation in fourth rank (β = 0.193) and teamwork in the last rank (β = 0.190). Finally, suggestions may be made to Taj Sheba Hotel administration to pay more attention to administrative empowerment as a new strategy and an effective route for development, improvement of quality and enhancement of organizational commitment.

show abstract

Section: Employee Motivation and Organizational Commitmentmentioning

confidence: 99%

Impact of Administrative Empowerment on Organizational Commitment: A Case Study of Taj Sheba Hotel in Yemen

Sufyani

Ameri

2021

hesj

View full text Add to dashboard Cite

show abstract

“…Undoubtedly, financial aspects are often significant [14][15][16]; however, they are not inevitably the most significant factors that affect the performance of employees [17]. There are also many other factors that can motivate employees [18][19][20]. As noted by Piñero Charlo et al [20], Malchrowicz-Mośko et al [21], Fratričová and Kirchmayer [22], and Joniakova and Blstakova [23], an employee's determination to perform well also depends on the impact of cultural and social factors, as well as on social and demographic factors.…”

Section: Introductionmentioning

confidence: 99%

Teaching Performance of Slovak Primary School Teachers: Top Motivation Factors

Javorčíková¹,

Vanderková

Ližbětinová

et al. 2021

Education Sciences

View full text Add to dashboard Cite

Teaching is a specific type of profession with a specific mission. In this study, the motivation level of primary school teachers in Slovakia in the period from 2015 to 2020 was analyzed. A total of 1189 Slovak teachers with a stratified selection were addressed. Cronbach’s Alpha, Tukey’s HSD (honest significant difference), and ANOVA were used to analyze the data obtained. The research results confirm that Slovak teachers are motivated most by relationship and financial factors. Other important motivation factors are atmosphere in the workplace, a good work team, a supervisor’s approach, a fair appraisal system, and a basic salary. The research also confirms that, over the duration of the study, there was a significant change in the average level of motivation factors; however, there was no change in their relative proportion and structure. In relation to gender, significant diachronic differences were confirmed. Research results prove that Slovak teachers have stable requirements in terms of motivation. This study’s findings will further help school management create effective motivation programs for primary school teachers. Regarding the fact that no similar research has been conducted in Slovakia in a long time, the research results presented here are original and unique.

show abstract

Management approach to motivation of white-collar employees in forest enterprises

Hitka

Lorincová

Gejdoš

et al. 2019

BioRes

View full text Add to dashboard Cite

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.

show abstract

The Role of Motivation in Human Resources Management: The Importance of Motivation Factors among Future Business Professionals in Libya

Cited by 7 publications

References 1 publication

Impact of Administrative Empowerment on Organizational Commitment: A Case Study of Taj Sheba Hotel in Yemen

Impact of Administrative Empowerment on Organizational Commitment: A Case Study of Taj Sheba Hotel in Yemen

Teaching Performance of Slovak Primary School Teachers: Top Motivation Factors

Management approach to motivation of white-collar employees in forest enterprises

Contact Info

Product

Resources

About