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
This research was conducted with the aim of mediating the role of job motivation in the relationship between stress coping strategies and social-emotional competence in primary teachers. The ...cross-sectional research method is correlational. The statistical population of the present study was made up of all the teachers who were teaching in the elementary school of Tehran in 1400-1401, and among them, 350 people were selected by multi-stage cluster sampling method. In this research, tools of coping strategies (Lazarus and Folkman, 1985), job motivation (Robinson, 2004) and social-emotional competence (Boyatzis, 2007) were used, all of which had acceptable validity and reliability. In order to analyze the data, SPSS-V23 and Lisrel-V7.8 software were used. In order to respond to the research hypotheses, structural equation modeling was used. The research findings showed that the model has a good fit. The results showed that strategies to deal with stress have a direct effect on teachers' social-emotional competencies (p<0.05). Strategies to deal with stress have an indirect effect on primary teachers' job motivation (p<0.05). Career motivation has an indirect effect on social-emotional competencies of elementary teachers (p<0.05). Also, the results showed that the indirect effect of stress coping strategies with social-emotional competencies through the mediation of job motivation in primary teachers was confirmed with 95% confidence. Therefore, paying attention to the mentioned variables helps researchers and therapists in prevention and designing more suitable treatments.Key words: social-emotional competence, strategies to deal with stress, job motivation
Work climate drivers and employee heterogeneity Lamberti, Giuseppe; Aluja Banet, Tomas; Rialp Criado, Josep
International journal of human resource management,
02/2022, Volume:
33, Issue:
3
Journal Article
Peer reviewed
We examined how sociodemographic variables affect the relationship between work climate constructs (motivation, satisfaction, and loyalty) and work climate drivers (empowerment, image, leadership, ...pay, and work conditions) in the banking sector. We implemented a partial least squares structural equation model to test the general model and then tested heterogeneity using the multi-group parametric test and Pathmox analysis to determine how employee groups were segmented in the structural model. Our results show that empowerment has the greatest impact on work climate and that not all employees respond in the same way to different work climate drivers. As sources of heterogeneity, we identified three groups of employees, namely, executives, senior employees, and junior employees, finding that leadership is important in defining the loyalty of junior employees, whereas work conditions are crucial for senior employees and executives. While pay is one of the most important corporate tools for attracting, retaining, and motivating younger talent, we found that it becomes less relevant as employees ascend the company hierarchy. Our findings provide interesting insight into how companies might customize human resource management strategies according to different employee profiles.
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BFBNIB, IZUM, KILJ, NUK, PILJ, SAZU, UL, UM, UPUK
Abstract
Aim
To investigate the influence of job burnout on nurses' caring behaviors, with a specific focus on the serial mediating role of work engagement and job motivation.
Background
Job burnout ...is a prevalent issue among nurses and poses significant challenges to their ability to deliver compassionate care. However, the underlying mechanisms that explain the relationship between job burnout and nurses' caring behaviors, which could provide valuable insights for developing targeted interventions and strategies to support nurse well‐being and ensure the consistent provision of compassionate care, remain underexplored.
Methods
A cross‐sectional design was used to gather data from 520 clinical nurses working in various acute healthcare settings in the Philippines. Mediation analyses were conducted using the PROCESS Macro with Model 6.
Results
Nurses exhibited high levels of caring behaviors (
M
= 4.219); however, they experienced moderate levels of job burnout (
M
= 2.342). Job burnout had a negative effect (β = −0.0603,
p
= 0.0482) on nurses’ caring behaviors. Work engagement and job motivation sequentially mediated the relationship between job burnout and nurse caring behaviors (β = −0.0126,
p
< 0.05).
Conclusions
Higher levels of job burnout were associated with a decreased demonstration of nurses' caring behaviors. Job burnout among nurses led to a decrease in their level of work engagement and job motivation, ultimately impacting their ability to provide caring behaviors to patients.
Implications for nursing and health policy
Organizations should prioritize creating a positive work environment and implementing theory‐driven strategies to address job burnout, which can foster work engagement and job motivation among nurses, thereby providing crucial support for them in delivering high‐quality, compassionate care to patients.
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BFBNIB, FZAB, GIS, IJS, KILJ, NLZOH, NUK, OILJ, SAZU, SBCE, SBMB, UL, UM, UPUK
Partly due to the current crisis and its high unemployment rates, the labor market increasingly requires multidisciplinary engineers with additional skills to their own. Engineering education ...therefore faces new challenges and these include equipping engineers with greater entrepreneurship. Although entrepreneurship education has consequently been integrated into the new engineering degrees, is this enough to boost entrepreneurship among engineers and on what does their level of entrepreneurship depend? This research work aims to analyze the impact of entrepreneurial motivations on entrepreneurial intentions among future engineers and identify the role than entrepreneurship education plays in the development of the engineers’ entrepreneurship. The results indicate that the need for independence is the key factor in the entrepreneurial intent of future engineers and confirm the positive contribution that entrepreneurship education has on their entrepreneurial intentions. Finally, recommendations are offered which could help the various agents involved increase the effectiveness of actions aimed at promoting firm creation in this area.
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CEKLJ, GEOZS, IJS, IMTLJ, KILJ, KISLJ, NLZOH, NUK, OILJ, PNG, SAZU, SBCE, SBJE, UILJ, UL, UM, UPCLJ, UPUK, ZAGLJ, ZRSKP
This research aims to explain the causal relationship between research variables. In this study, the variables observed were work commitment, work motivation, job satisfaction, and employee ...performance. Related to the research objective, the type of research is explanatory or causality research. The analytical method used is multiple regression analysis. The population of this study involved all employees at PT. Bank Sulselbar in Makassar City amounted to 120 people who later became the research sample. Data analysis or data interpretation was carried out through descriptive statistical analysis. The results showed that work commitment and work motivation directly affected job satisfaction or indirectly affected job satisfaction through employee performance. Employees with high work commitment desire to achieve organizational goals, always think positively about the organization, and give their best efforts for the organization.
Being a leader or a manager in today’s organizations has become even more challenging due to increased workplace generational diversity. Gen Z teachers belong to the newest generation who have ...officially joined the workforce, making schools home to four different generations with unique work values. As more generations of teachers enter the workforce, one-size-fits-all management and leadership style becomes no longer applicable. Therefore, it becomes imperative for the school leaders and managers to better understand how to effectively lead and manage these generations to create an appropriate working environment that will facilitate the growth of every teacher. The main objective of this study was to explore the work values of Gen Z teachers using the phenomenological approach of qualitative inquiry. It employed a semi-structured interview as the primary data collection procedure conducted with seven purposively chosen teachers and thematic analysis to determine the themes. The study revealed that Gen Z teachers give importance to both intrinsic and extrinsic work values. They value personal skills development, professional growth and development, personal achievement and recognition, healthy working relationships, teamwork, collaboration in the workplace, work-life balance, and job and financial security. The study further revealed that Gen Z teachers’ work values positively affect their job motivation, job satisfaction, and performance. This suggests that if the organization implements policies and strategies that coincide with the work values of its Gen Z teachers, teachers will most likely perform well because they are motivated and satisfied with their job. With these findings, it is recommended that school leaders and managers should consider Gen Z teachers’ work values in crafting school policies and management strategies.
Introduction: One of the most important key factors in achieving development is the optimal use of human resources. Therefore, it is of especial importance to pay attention to the talent and role of ...women in managerial positions. The purpose of this study is to investigate the relationship between glass rock, and job motivation and organizational maturity in female employees of Lorestan University of Medical Sciences.
Methods: This was a descriptive-correlational study. 367 female employees of Lorestan University of Medical Sciences were selected based on Morgan table and available sampling. To collect data, questionnaires regarding glass rock, organizational maturity and job motivation were used. Data were analyzed using Pearson correlation and regression.
Results: The results showed that there was a significant negative relationship between glass rock, and job motivation and organizational maturity of female employees of Lorestan University of Medical Sciences. The results of regression analysis also showed that the glass rock was able to predict the job motivation and organizational maturity of female employees.
Conclusion: According to the results, the glass rock has a negative relationship with job motivation and organizational maturity of female employees. The presence of glass rock in the organization reduces the organizational maturity and job motivation of female employees.
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