Background: Employee motivation and loyalty are essential elements that drive individuals to perform diligently, optimizing productivity and efficiency within a business. Motivation manifests as the ...effort and dedication towards achieving both organizational and personal objectives. Thus, fostering job motivation is vital for enhancing labor productivity and encouraging employees to work more efficiently. Objective: The research objective assesses the primary determinants of employee motivation and loyalty in enterprises located in Dong Nai province, Vietnam. Based on this premise, the author suggests management strategies to enhance employee motivation and loyalty in firms located in Dong Nai province. Methodology: The research applies both qualitative and quantitative methods. Qualitative research was conducted with 30 business managers with extensive experience in human resource management. The research aimed to explore the factors affecting employee motivation and loyalty. The study used an official questionnaire to survey research subjects and was conducted on an official data set of 1.000 employees, but it was 920 valid. Data was collected from the survey using SPSS 20.0 and Amos software to test the reliability of the scales using Cronbach's Alpha reliability coefficient, exploratory factor analysis, confirmatory factor analysis, and structural modeling model (SEM). Result: The results of the structural equation model showed that all eight key factors mentioned positively influence employees' job motivation and loyalty at enterprises in Dong Nai province. In addition, job motivation also affects employees' loyalty with a significance level of 5%. Conclusion: the author presented the conclusion and gave eight managerial implications for the job motivation and loyalty of the employees working at enterprises in Dong Nai province. Unique Contribution: This study is beneficial in both theory and practice in managerial implications for business leaders to improve organizational efficiency by using policies to stimulate and motivate employees. Key Recommendation: From the above results, the author proposes eight managerial recommendations to improve: (1) Corporate social responsibility, (2) training and development, (3) salary and benefits, (4) support from leaders and colleagues, (5) corporate culture, (6) working environment, (7) management capacity, and (8) performance evaluation. The corporate social responsibility is prioritized for implementation first because the standardized estimated coefficient has the highest value, and the last factor is the job performance evaluation factor because the standardized estimated coefficient has the lowest value when implemented showed management implications.
The purposes of this study are to determine the effect of Work Environment on Job Motivation for teachers in all State Senior High Schools of Kampar Regency. The sample of this study was 255 teachers ...throughout Kampar Regency gathered from 92 State Senior High schools which were randomly selected. The results of this study indicate that Work Environment has a direct positive effect on teachers’ Job Motivation in all State Senior High Schools of Kampar Regency.
Motivation with an encouraging or retrospective compensation that is regarded as what makes them work better. The purpose of this research is to know the relationship of giving incentives to the ...motivation work of nurses in the inpatient installation of RSUD M. SANI. This research draft is quantitative with sampling methods using Total Sampling. The samples in this study consisted of 86 nurses and data analyzed using the Spearman Rank analysis test. The results of the study showed that the number of respondents who were less incentive and good had a comparison of 43 respondents (50%). The most number of respondents has a good work motivation of 50 (58,1%). There is an incentive-granting relationship with the work motivation of nurses working in the inpatient installation of RSUD M. Sani with two variables in the Medium category (p value = 0,000, Rho = 0,424). In this case the hospital is expected to be able to pay attention and increase incentives. The feasible and reasonable thing is to make clear target work conditions so that the wishes of work can increase.
The pivotal role of teachers in delivering quality education is undeniable. However, the influence of the organizational climate on teachers’ motivation, which is crucial for educational outcomes, ...has not been extensively explored. This research delves into the impact of the school organizational climate on teacher job motivation, with a focus on the experiences of EFL teachers in Iran. The study sampled 25 EFL teachers using criterion sampling, including both male and female teachers. Participants engaged in semi-structured interviews, which were audio-recorded and analyzed using a phenomenological approach to elicit their views on the influence of school organizational climate on their motivation. The analysis revealed six salient themes: dysfunctional principal leadership, inequitable salary system and benefits, high teaching load, lack of autonomy, lack of constructive educational relationships, and unsatisfactory school facilities. The findings indicate that a negative school organizational climate significantly undermines EFL teachers’ motivation. In conclusion, the study highlights managerial and pedagogical implications for stakeholders in the education sector, emphasizing the need for an improved school organizational climate to bolster teacher motivation
Background Higher education researchers always need to analyze the factors that influence the faculty members’ participation in curriculum development. Objectives The purpose of this study was to ...investigate the role of faculty members’ job motivation in their participation in academic curriculum development. Methods This was a cross-sectional descriptive-analytical study. The statistical population of the study consisted of all faculty members of Islamic Azad University, Kerman branch (213 faculty members), of whom 137 subjects were selected by simple random sampling. Data were collected using Hackman and Oldham job motivation scale and academic planning questionnaire by Zeinaddiny-Meymand. Data were analyzed using descriptive and inferential statistics, including Pearson’s correlation coefficient and regression analysis using SPSS software. Results Job motivation and its components played an important role in the role of faculty members for curriculum development as “active planning”. Task significance (r = 0.520) followed by skill variety (r = 0.490), task identity (r = 0.330), job feedback (r = 0.280), and autonomy (r = 0.164) were effective, respectively. Conclusions Considering the importance of faculty members’ job motivation for their active role in curriculum development, it is necessary to provide a good motivational system in higher education and universities to promote their attitudes toward understanding the significance and identity of their jobs. In addition to that, a suitable motivational system is essential to promote and diversify multiple specialized professional skills and to provide appropriate job feedback as well as securing the autonomy of faculty members.
Background: The fluctuated patient satisfaction level shows the need to improvenursing performance. Several factors that can improve nursing performance includeleadership, job motivation, management ...and environment. Leadership and job motivationbecome fundamental aspectsin improving employee performance. Aim: This study analyzedtherole of manager’s leadership and nurses’job motivation on nursing performance in the inpatient room ofthe Indonesian Red Cross Hospital Bogor.Methods: This study sampled a total of 150 nurses in the inpatient roomof the Indonesian Red Cross Hospital Bogorusing the incidental random sampling technique. This study employed a path analysis with three variables, such as manager’s leadership and job motivation as exogenous variables and nursing performance as an endogenous variable.Results: Leadership of the head of the inpatient room couldincrease job motivation and nursing performance.Conclusion: Manager’s leadership and job motivation could affect the level of nurses’ performancepartially and simultaneously. The Indonesian Red Cross Hospital Bogor could provide regular training to every head of the room to enhance their leadership and nurses’ job motivation. Keywords: leadership, job motivation, nurses’ work performance.
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