Toplumsal ve ulusal görevleri olan üniversitelerin bu görevleri yerine getirmede en önemli gücü bünyelerinde çalıştırdıkları akademik personelleridir. Çalışma hayatı, diğer faaliyetler ile ...karşılaştırıldığında birey yaşantısının büyük bir bölümünü oluşturmaktadır. Dolayısı ile çalışma hayatı bireylerin iş dışı yaşamını da etkisi altına alarak sosyal hayatın gelişimi, planlanması ve idamesinde önemli bir rol oynamaktadır. Ayrıca hayatın devam ettirilmesi için gerekli olan ekonomik kazancın elde edilmesini sağlayan temel kaynaktır. Bu kapsamda çalışanların yaptıkları işlerden mutlu olmaları ve haz duymaları bireysel ve toplumsal hayatı olumlu etkileyecektir. Bu çalışmanın amacı; mesleki doyum ve iş motivasyonunun öğretim elemanı performansı üzerindeki etkilerinin belirlenmesidir. Nedensel araştırma deseninin kullanıldığı araştırmanın hipotezleri, teorik yapıya ilişkin literatür taraması neticesinde kurulan yapısal eşitlik modeli ile sınanmıştır. Bu kapsamda devlet ve vakıf üniversitelerinde görev yapan toplam 477 akademisyenin katılımıyla kolayda örneklem yöntemi kullanılarak toplanan araştırma verileri SPSS ve AMOS programlarıyla analiz edilmiştir. Araştırma neticesinde mesleki doyum ve iş motivasyonunun öğretim elemanı performansını pozitif yönde etkilediği tespit edilmiştir.
This study determined the communication competence, job motivation and teaching performance of the faculty in Carlos Hilado Memorial State College for Academic Year 2015-2016 when taken as a whole ...and grouped according to sex, civil status, length of institutional service and academic rank and the significant difference and significant relation of communication competence and teaching performance. The descriptive method of research was used in this study. Stratified random sampling was employed in the selection participants. The Communication Competence Descriptive Questionnaire and the Job Motivation Questionnaire were utilized in this study both were validated and reliability tested. The data on teaching performance was provided by the Human Resource and Development Office and it was taken from the Faculty Evaluation Instrument. The Mean, standard deviation and One- Way were employed. The study revealed that: (1) the communication competence of the faculty of CHMSC was “high”; (2) as an entire group, the job motivation of the faculty varies; (3) the teaching performance of the faculty of CHMSC was “very satisfactory”; (4) there was no significant difference that exists between communication competence and civil status, sex, length of institutional service and academic rank; (5)there was no significant difference that exists between teaching performance and civil status, sex, length of institutional service and academic rank; (6)there was no significant relationship that exists between communication competence and teaching performance.
Purpose The purpose of this study is to determine the role of perceived supervisor listening (PSL) on employee organizational citizenship behavior Islamic perspective (OCBIP) with several mediating ...variables as a link. Design/methodology/approach The research was conducted using a purposive sampling technique with a total sample of 100 employees in Islamic financial institutions (IFIs). The collected data were analyzed using SEM-PLS. Findings The results of this study indicate that PSL is one of the factors that can improve OCBIP attitudes among employees of IFIs. In addition, this study also shows the role of job motivation and satisfaction in mediating the relationship between PSL and OCBIP. However, the results do not indicate affective commitment. Practical implications Based on the results of this study, the leadership of IFIs must be able to develop superior attitudes in OCBIP to increase employee motivation and satisfaction and help increase company productivity. Originality/value This study confirms the importance of the role of leaders in shaping positive employee behavior and strengthens the literature related to OCBIP variables that can be used for Islamic-based organizations.
With the rapid increase in the number of students learning Chinese as a second or foreign language (CSL/CFL), there is a great demand for Chinese language teachers. Although many teacher preparation ...programmes have been established, only a few graduates from these programmes enter the profession of Chinese language teaching. This has caused instability of the teaching team and has threatened the sustainability of Chinese language education. To explore the reasons why graduates leave this area and the role of professional identity construction in preservice Chinese teachers’ job motivation, this longitudinal qualitative study investigates the job motivation of three student-teachers as a goal of sustainability in teaching force retention. This study was conducted during the participating teachers’ teaching practicum as part of a master’s degree programme in China. By interviewing the three participants and analysing their self-reflective journals, we found that their job motivations changed considerably during the course of their training. Indeed, their professional identity construction did not determine their career choice. Extrinsic factors, such as income and permanent residence, seemed to significantly affect their motivation of entering the profession. Such findings are important, as they help us gain a better understanding of why preservice CSL/CFL teachers choose other careers upon completing teacher education. These results are especially pertinent to those working in Chinese contexts.
Catering is a cornerstone of events. Motivating catering staff, who can be either permanent or "hourly paid" employees, represents an important managerial challenge, especially in the UK, where ...controversial zero hours contracts (ZHCs) prevail within the events industry. This article
reports a representative case study of a London-based event catering company that relies upon ZHCs. In pursuit of corporate social responsibility (CSR) goals, directed at enhancing the well-being of employees and improving corporate image, the company considers replacing ZHCs with alternative
contracts, but wishes to examine the potential impact of this intervention first. To aid in decision making, 18 indepth, semistructured interviews are conducted with company's managers and employees to examine the drivers of staff motivation and the perceived effect of ZHCs. The study finds
that interpersonal relationships, remuneration rates, and perceived fairness of managerial treatment drive staff motivation in event catering. The major positive (flexibility and no mutual obligation) and negative (job insecurity and instable income) implications of ZHCs are well understood
by employees. The internal (personal finances, family status, and individual lifestyles) and environmental (current job market situation and managerial abilities) circumstances determine the level of preparedness and the degree of willingness of event catering staff to accept ZHCs. Implications
for policy making, professional practice, and future research are discussed.
Objective: This correlational study investigates the relationship between elementary school teachers' mathematics teaching efficacy beliefs and their job motivation in Mashhad, Iran. Methods: The ...research explores how teachers' confidence in their ability to teach mathematics effectively relates to their motivation to engage in their teaching profession. The participants in this study are 250 elementary school teachers from Mashhad. Data were collected through validated self-report questionnaires that assessed both mathematics teaching efficacy beliefs and job motivation. Statistical analyses, including correlation and regression, were utilized to analyze the data. Results: The results provide insights into the potential influence of teachers' self-perceived effectiveness in teaching mathematics on their overall job motivation. Conclusions: This study contributes to the understanding of the interplay between teachers' beliefs in their teaching abilities and their intrinsic motivation to excel in their profession, particularly in the context of mathematics education.
Background: Human resources are considered as one of the most important production resources and the basic capital of the organization. This study aimed to investigating the relationship between job ...motivation and job performance of auxiliary nurses under the coverage Shoush health centers. Methods: This cross-sectional study was carried out on auxiliary nurses under the coverage of Shoush health centers in 2017. Auxilliary nurses were enrolled in the study using census sampling method (150 people). The data collection tools were Herzberg's job motivation questionnaire and Paterson's job performance questionnaire that were completed through the self-report method. Data were analyzed through SPSS-22 software using Pearson correlation and multiple regression tests. Results: Ninety-nine people (66%) were female and 51 (34%) were male. The average motivation and job performance of the subjects were 184.22±14.98 and 42.50±6.26, respectively. According to the results of Pearson correlation test, there was a significant relationship between motivation and job performance (r=-0.223, p=0.006). According to the results of multiple regression, personal relationships with each other and work environment conditions predicted 22 percent of changes in performance of auxiliary nurses. Conclusion: In the present study, according to the relationship between motivation and job performance of health workers, it is suggested that measures should be taken to increase motivation to improve their job performance.
Background: the Employees’ motivation is a very important part of management, both practically and theoretically. Motivation has been regarded as an indispensable part of performance, and structural ...element for management practice theories. The most important factor of the health care system is its workforce. They possess the highest impact on the input of health care system. Also they are one of the main determinant key of their efficacy and performance is their motivation. Although Motivated and qualified staff is the critical element for health care system performance, it is one of the hardest goal to reach due to health care complexity. Method: the Sample consisted of 326 men and women pharmacists and pharmacy staff, which are 155 women and 81 men. Wright (2004) work motivation 6-item scale were used to asses pharmacists and pharmacy staff work motivation. Data were analyzed by One-way ANOVA test method. Results: the results indicated that there is no significant difference in pharmacists and pharmacy staff work motivation according to their gender, education, job, job location and income. Conclusion: income, Location of job, Job, education might be considered as the hygiene factors. Other intrinsic or socio-cultural factor might be motivators for pharmacists and pharmacy staff.
The study explores the human resource transformation from the food-delivery workers' perspective. Utilizing a mixed-methods approach, we found nine job motivations fitted to a tri-dimensional ...conceptualization model of the food-delivery workers. Four role senders who induce stresses in the role structures were identified. The effects of job motivations on role stressors vary across different working conditions. Role conflict is a severe problem generating turnover intention in the supply-side of sharing economy. The practical contribution shows productivity enhancement from workers' intrinsic factors. The extrinsic factors of welfare economics are still essential for human resource transformation in the sharing economy.
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