Higher education has long been considered as a means of human resource development in a nation. The faculty member plays a significant role in improving the quality of higher education. It is clear ...that job satisfaction and motivation have effect on the faculty member's performance. The objective of this study is to investigate the levels and factors affecting lecturers' motivation in Vietnamese public universities. In this study, ordinary least squares (OLS) and exploratory factor analysis (EFA) have been utilized to identify the factors affecting work motivation of lecturers at Vietnamese universities. A questionnaire was administered to a sample of 189 lecturers at different public universities in Vietnam. The finding indicates that seven factors including Work characteristics (WC), Wage and welfare (WW), Social recognition (SR), Peer relationships (PR), Training and promotion opportunities (PO), Leader caring (LC) and Teacher-student interaction and student's attitude (IA) have positive effect on lecturers' work motivation. Among these factors, Teacher-student interaction and student's attitude (IA) has the strongest impact with the coefficient of 0.631 and Peer relationships (PR) has the least impact on work motivation with the coefficient of 0.020. The study findings can facilitate the understanding of how to increase work satisfaction at the universities in Vietnam.
The purpose of this research is to examine the correlation between dependent variables such as: teacher’s job motivation with an independent variable, innovativeness, of Paud Teachers. The survey is ...conducted by taking a sample of 144 teachers who had graduated from The Teachers Training College by proportional random sampling technique at Paud teachers in Bogor, West Java, Indonesia. The research used a Sequential Explanatory Design Mixed Method. First the quantitative research is conducted then followed by the qualitative research to support the research has more thoroughly comprehensive output. The quantitative research portrays that there is a very significant positive correlation between the dependent variable with the independent variable. This positive correlation is supported by the qualitative research which states if the dependent variable such as a motivation is higher so independent variable, the innovativeness, will increase too.The quantitative research concludes that: there is a positive correlation between motivation with innovativeness and there are other factors which have a positive correlation in increasing innovativeness. This conclusion is supported by the qualitative research which shows the strongest influence of motivation on innovativeness.
Behavior of staff in an office or organization can be affected by their job attitudes. Therefore, it is necessary that managers be aware of them. The present research aims to study the effect of lack ...of job promotion of well-being staff of Kerman on their job motivations. The method used in this research is descriptive survey. Statistical population of the research is 80 persons including official, contractual staff in well-being of Kerman city. The present research is correlative and data and information were gathered by field researches (questionnaire) with complete census sampling. Results show that staff under the consideration are exposed to lack of job motivation due to their type of job so that managers require identifying this issue accurately. Also, results indicated that if staff have positive attitudes towards their jobs, they will expose to fewer plateaus. As a result, managers of well-being organization should try to increases positive attitudes of the staff.
Administrative staff at healthcare facilities, who are not either doctors or nurses, coordinate, facilitate patient care, and account for 18–20% of human resources in hospitals. Their contribution to ...the value chain of healthcare service is crucial, but they are not well recognized either by hospital managers and healthcare staff or by patients. Low recognition may cause low job motivation and repeated tasks may cause boredom for them. Our study aimed to assess the level of job motivation among administrative staff in 2 hospitals of Ho Chi Minh city, Vietnam, and explore the influencing factors to job motivation. The exploratory mixed methods design was used in our study with an initial quantitative study with a designed questionnaire and then followed by a qualitative study with focus group discussions. The job motivation index of the administrative staff in our study was not high (4.0). Positive factors were extra income, higher education, healthcare benefits, and a good working environment. Negative factors were low salary index, less chance of higher education, and no separated key performance indicator criteria. The low job motivation index of the administrative staff at public hospitals in our study warns of the negative impact on hospital income in terms of patient satisfaction. In the future, hospitals should have a new strategy in human resource management specifically for administrative staff by maintaining the positive factors and step-by-step overcome the negative factors such as developing separated key performance indicator criteria.
The article examines the relationship between community embeddedness and work outcomes (e.g. job motivation, networking behavior, and organizational identification) and the mediating role that ...organizational embeddedness plays in those relationships. We draw upon conservation of resources theory to explain this mediating effect. Data were collected from 338 employees from multiple organizations at three points in time over a ten-month period; this design allowed us to use latent growth modeling to examine the relationships among changes in the independent, mediating, and outcome variables over time. Results from latent growth modeling analyses generally supported the proposed model. Although community embeddedness has been somewhat marginalized in recent empirical research on organizational embeddedness, this article highlights that it is indeed relevant in predicting job attitudes and job behaviors.
There was a sudden shift in the way people work during the COVID-19 pandemic. To keep business continuity, many organizations have implemented a remote working policy for employees to work from home. ...Strategic facility management (FM) acted to support remote working policies by developing organizational norms in an organization. Meanwhile, the human resource (HR) department chose to achieve business performance while remote working by gaining job motivation among employees. However, there is limited understanding of how well organizations adapted to the remote working policy, and what are the critical factors affecting their remote work performance. The present study aimed to explore the effect of organizational norms on remote working, on remote work productivity, and organizational commitment among Thai employees. The study conducted an online questionnaire survey to a total of 414 Thai employees from various corporate offices. Hierarchical component modeling was applied and achieved a good model fit on the measurement and structural models. Results indicated that organizational norm has a significant effect on perceived productivity and organizational commitment, while sustaining work demand. Moreover, employees’ job motivation can sustain employees’ commitment to the organization in a remote working context. These findings proposed the strategic FM guide, through which a remote working policy can further enhance FM practice.
Aims and Objectives
To assess the impact of the proactive organisational resource allocation in terms of a 6‐week well‐being initiative to support public healthcare professionals' workplace ...engagement, well‐being and job satisfaction.
Background
Burnout of healthcare professionals can be a major cost to the Australian economy and public healthcare sector. According to the social exchange theory, when healthcare professionals perceive that their organisation proactively allocates resources to caring for its employees, then they are more likely to reciprocate and become more engaged in their work roles.
Design
The study used a pre‐ and postsurvey of healthcare professionals who participated in the well‐being initiative.
Methods
Between February–June 2019, 172 healthcare professionals were surveyed before and after a well‐being initiative. The survey included questions on workplace engagement, workplace well‐being and job satisfaction. Paired t tests were used to determine whether the difference between before and after averages was significant. The TREND statement was used to ensure the quality reporting of this study.
Results
The well‐being initiative had a positive impact on the healthcare professionals involved in the initiative. Nursing staff benefitted the most from the well‐being initiative, while the full‐time staff members and highly experienced demonstrated an increase in engagement.
Conclusion
Well‐being initiatives can be a targeted strategy to help alleviate burnout amongst healthcare professionals and build a mutually beneficial relationship between management and employees.
Relevance to clinical practice
This study shows how implementing a staff well‐being initiative increases workplace engagement, which benefits both the individual and the organisation.
Background: Beside qualified and capable nursing personnel, nursing care development requires motivated nurses to work in an appropriate environment. This study aimed at determining the relationship ...between organizational climate and nurseschr('39') job motivation in selected Army hospitals of Tehran city in 2015. Materials and Methods: In this study was a descriptive -analytical and cross sectional one. The sample size consisted of 340 employed nurses in hospitals with at least one year work experience which were stratified randomly selected based on work experience among four army hospitals in Tehran. Data were collected using two questionnaires including job motivation and organizational climate. In order to data .analysis, descriptive and analytical tests such as Pearson correlation coefficient were utilized. Results: One hundred and eighty nine of participants (55.4%) were female. Mean age of nurses’ average was 32.22 ±9.8 years. More than half of nurses had evaluated group spirit as high level and hindrance, engagement, intimacy, consideration, spacing, thrust and production emphasis as moderate level. There was a direct significant relationship between all components of job motivation and engagement, intimacy, consideration, spacing, thrust and production emphasis (P<0.05). Furthermore, mental and official components of job motivation had an inverse significant relationship with hindrance component respectively (P=0.014, P=0.019). Conclusion: Regarding the relationship between all components of the organizational climate with job motivation, attempt to improve these components will have significant impact on motivation improvement, reducing absenteeism and job dissatisfaction.
<span style="font-size: 12.0pt; line-height: 150%; font-family: "Times New Roman","serif";">The present study aims at exploring the degree of motivation and professional involvement in the libraries ...of the universities based in Lahore . The study is essentially quantitative in research involving survey research method for the data collection . <span style="font-size: 12.0pt; line-height: 150%; font-family: "Times New Roman","serif"; color: black; mso-themecolor: text1;">The population of the study was paraprofessionals working in the central libraries of thirty-three HEC (Higher Education Commission, Pakistan) recognized public and private universities in Lahore. For the sake of convenience, a selected group of five respondents was constituted from the central library of each university. The available respondents in thirty three university libraries were eighty five. Data were collected through a structured questionnaire using a pre- developed scale MAWS (Motivation at Work Scale) by Gagne et al. (2010). The results proved that the introjections and inner motivational factors proved the key factors of motivation. Furthermore, the results proved that the library assistants had a higher degree level of motivation than those of library clerks. The employees receiving high salary were more motivated than those who were receiving comparatively low salary. Permanent job holders were more motivated than contract-based employees. Similarly, university sector also proved a factor of motivation. The findings of the study are significant to the administration of university libraries that they should consider these factors to keep their staff motivated and committed to their organization and at their workplace.
Objective: The aim of the present study was to investigate the psychological capital and job motivation in promoting the employee productivity of Tabas Coal Company. Due to the nature and objectives ...of the study, it was an applied research and the correlation method was used for carrying it out.The statistical population of this research consisted of Tabas coal company‘s employees in 2015.Although on the basis of logic calculation of sample size in limited communities the sample size was 350 numbers, after visiting the site and collecting the questionnaires only 200 of them were completely and accurately answered and they were qualified for scoring. For collecting the data the Luthanz’s psychological capital questionnaire (2007), Amabayl and et al. job preference questionnaire (1994), and human resources productivity questionnaire based on the Chyv model by Hersey and Goldsmith (1980) whose validity and reliability were confirmed.To analyze the data in inferential statistics level, correlation coefficient, stepwise regression, and path analysis were used. The result showed that there was a significant positive relationship between all aspects of psychological capital with job productivity.Conclusion: Also the result showed that motivation in the relationship between psychological capital and job productivity plays a mediating role.
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