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.
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.
Background: Manpower is one of the most important assets of organizations that their motivation and job satisfaction can help organizations achieve their goals. Many studies have been done to improve ...the level of these variables in human resources, but in the meantime, less attention has been paid to the role of organizational intelligence as a factor affecting these variables. Aims: The purpose of this study was to evaluate the effectiveness of organizational intelligence training program on job satisfaction and job motivation in one of the headquarters of industries of the Ministry of Defense employees. Method: The present study was a Quasi -experimental study with pre-test, post-test with control group. For this purpose, 32 staff were selected by available sampling method from the staff of one of the Ministry of Defense industries and were randomly divided into experimental (n=16) and control (n=16) groups. The researcher-made package of organizational intelligence training was administered to the experimental group during 11 two-hour sessions. During this time the control group also received no training. Both groups completed the Spector Job Satisfaction Scale (1985) and Tremblay and et al. Internal and External Job Motivation Scale (2009) in the pre-test and post-test stages. data were analyzed by Spss-19 software. Results: The results of multivariate covariance analysis showed that there are significant differences between two experimental and control groups in the interjected regulation component (one of the job motivation components) and the job promotion components and the task identity (from job satisfaction components) and the mean scores of the experimental group in these components in the post-test stage were higher than the control group (p< 0/001). Conclusions: Job satisfaction and motivation are some of the factors that influence the increase of organizational productivity and optimal performance of employees, Therefore, it is necessary to take measures to increase the levels of these variables in the staff.
Purpose: Increasing their motivation and job satisfaction, employees in the distribution channel may be better able to interact with consumers and provide a more satisfying experience. Thus, ...increasing employee engagement in the supply chain necessitates a complex strategy considering the distinctive features of wholesale and retail markets. This study investigates how to boost employees’ motivation in the supply chain based on the difference between wholesale and retail market. Research design, data, and methodology: The prior study analysis is a useful tool to take a look at relevant previous works via a significant screening and selecting strategy. The Key words based on the topic of the research have used, such as ‘Employee Motivation’, ‘Supply Chain’, ‘Wholesale’ and ‘Retail’ worker. Results: The findings of this research strongly indicates that motivating employees is essential for the efficient operation of supply chain activities as they continue to expand and become more complicated. The supply chain's two main segments are the wholesale and retail markets, each with distinct characteristics. Conclusions: This research focused exclusively on the factors that motivate supply chain workers, ignoring job satisfaction, corporate culture, and managerial style, which may affect employee motivation. These factors also have the potential to impact employee motivation and should be considered in subsequent research. KCI Citation Count: 0
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