Literature review on motivation and job satisfaction
Human Relations, 52 8— Similarly, Cheng et al.
Job security can be explained as, affirmation that an employee has for the continuity of gainful employment for his or her job. Wickramasinghe investigated that gender and tenure are significant in job satisfaction measurement.
These used to motivate the employee to do better and achieve the organizational goals and objectives. Although extensive research is reviewed and every possible dimensions of motivation are studied, it cannot be stated explicitly that these dimensions will be able to create the baseline which will motivate the employees through the motivators.
Job satisfaction literature review 2017
The perils of participation: Effects of the choice of training on trainee motivation and learning. Similarly, Zhang and Wu indicated that with Job security, an employee gets confident with the future career and they put their most efforts to achieve the objectives of the organization. Wickramasinghe investigated that gender and tenure are significant in job satisfaction measurement. It is more essential for younger employee during different career stages of life job because it arises from the terms of contract of employment, labor legislation that results in prevention of arbitrary termination, layoffs, and lockout. In this paper, authors identified the key motivation techniques from existing literature and linked it through organization performance. Here we have considered early career stage between 20 and 40; middle career stages between 40 and 54, and late career stage 55 and above. Concluding remarks Motivation works as a catalyzer for individual employees working for an organization to enhance their working performance or to complete task in much better way than they usually do. Achievement The work of Hunter et al. Tangible benefits salary and intangible benefits achievements of the knowledge and other perks are necessary to engage employees, and motivate them to do their personal best. As per Satyawadi and Ghosh , employees are motivated to a greater extent by achievement and self-control. So, companies do not invest in training or development opportunities for older people. Kyklos, 66 1 , 63— Human Relations, 52 8 , — In turn, older workers become less self-confident due to the lack of support in terms of training and their skills rapidly become outdated Maurer ; Van Vianen et al.
Satisfaction creates confidence, loyalty and ultimately improved quality in the output of the employed. Recognition According to Candi et al. Implications of job rotation literature for performance improvement practitioners.
Employees having poor working conditions will only provoke negative performance, since their jobs are mentally and physically demanding, they need good working conditions. With this result, it can be stated that employees being employed in different parts can take their different opinions at different levels.
Williams et al.
Literature review on motivation and job satisfaction
Group Organization Management, 18 3 , — It is indicative of the above discussion, most of the motivation dimensions viz. In turn, older workers become less self-confident due to the lack of support in terms of training and their skills rapidly become outdated Maurer ; Van Vianen et al. This conclusion is built on the emphasis made by earlier researchers to motivate people, organizations need to first have the baseline in place; in the absence of the baseline, motivation is not possible to achieve. The genos employee motivation assessment. For reason, monetary incentive motivate employees and enhance commitment in work performance, and psychologically satisfy a person and leads to job satisfaction, and shape the behavior or outlook of subordinate toward work in the organization. During the early and later stage of life of the employee, the most important tool to motivate the employee by recognizing positive behavior from employees means that those desired behaviors that drive business success will be reciprocated. Implications of job rotation literature for performance improvement practitioners. Job transfer The work of Azizi and Liang indicated that workforce flexibility can be achieved by cross-training and improved via job rotation. International Journal of Training and Development, 13 2 , — Organizations need to look beyond the traditional economic incentives of career opportunities and salaries to other social and lifestyle factors outside the workplace. It is the key ingredient that leads to recognition, income, promotion, and the achievement of other goals that lead to a feeling of fulfillment of the desired goals and objectives Kaliski Exploring the relative and combined influence of mastery-approach goals and work intrinsic motivation on employee turnover intention.
Recognition is essential to an outstanding workplace because people want to be respected and valued for their contribution. These motivation techniques has long been acknowledged as an important personnel work with the potential to improve employee motivation and hence performance, and to deliver management with the control needed to achieve organizational objectives.
In this paper, authors identified the key motivation techniques from existing literature and linked it through organization performance.
based on 102 review