• International Journal of Knowledge Content Development & Technology
• /
• 제8권3호
• /
• pp.29-40
• /
• 2018

This paper discussed motivation, some theories of motivation and motivation of library personnel. The most important aspect of any organization is its workforce. Motivation arouses, energizes, influences and sustains behaviour and performance of employees. Motivating factors include extrinsic factors which pertain to the conditions under which a job is performed and intrinsic motivators which contribute to job satisfaction and subsequently increase productivity. Two levels of motivation were identified in the library: the need-factor motivation and the profession-related motivation. Need-factor motivation is well-pronounced in the lower cadre of library staff such as library assistants, clerical staff, and porters who set their priority on economic needs. The profession-related motivation occurs among professionally trained librarians whose motivation hinges self-fulfillment derived from professional growth and development. Other motivating factor in the library is job design which includes job rotation, job enlargement, and job enrichment. Job design specifies the contents or methods of any job in such a way that various requirements of a job can be effectively satisfied. Adequate motivation of library employees lies with the managers because they generally control work distribution, freedom and autonomy, work challenge Remove, staff development and training, and advancement opportunities. The managers are urged to create enabling environment to ensure improved commitment, satisfaction, and productivity of employees in the library.

• Journal of the Korean Data and Information Science Society
• /
• 제17권4호
• /
• pp.1119-1127
• /
• 2006

The purpose of this study is to identify relationship among motivation factor, hygiene factor, and job satisfaction of school meal chefs. The respondents included 155 school meal chefs in the survey. Data was analyzed by confirmatory factor analysis and cause-effect analysis among the constructs. After research model testing, the following results was obtained : hygiene factor was influenced directly and positively by the job satisfaction of school meal chefs. But motivation factor was not influenced directly and positively by the job satisfaction of school meal chefs.

• 수산경영론집
• /
• 제43권3호
• /
• pp.59-73
• /
• 2012

This study has the purpose to examine the effects of hygiene factor(job environment factor) and motivation factor(job motivation factor) of seamen on satisfaction, turnover intention and organizational commitment. To that end, with the scope of study subjects limited to coastal waters seamen, positive analysis was done through literature study and questionnaire analysis, and focus was given to the prospect of acquiring seamen by change of outside environment. Results of analyzing the factors affecting coastal waters seamen satisfaction, turnover intention and organizational commitment were as follows. First, the factors that affect satisfaction significantly are personal relationship and willingness to participate. Second, the factor that affects turnover intention significantly is employment stability. Third, the factors that affect organizational commitment significantly are personal relationship and willingness to participate.

• 간호행정학회지
• /
• 제5권1호
• /
• pp.39-61
• /
• 1999

This thesis is attempted to ananlyze the relationship between the empowerment in the nursing work environment, the job-related personal charateristics and the nursing job performance according to the individual variables of hospital, age, experience, education, position, practice area, number of nurses in the practice area, number of beds. 'Opportunity', 'support', 'informantion', ,resource' are used as structural factors of empowerment suggested by Kanter's theory of structural power in organization, and 'self-efficacy', 'burnout', 'motivation', 'organizational commitment' are defined as four job-related personal charateristics. The ultimate goal of this study is to find out the work effectiveness of the structural factors of empowerment and the job-related personal charateristics. The basic data consists of two sets of questionaires. One is the self-reporting quetionaires for the staff nurses and the other one is questionaires answered by nursing managers. The latter is designed to objectively measure the job performance. A total of 523 items of data are collected randomly from nursing population of 7 different university teaching hospitals in Seoul metropolitan area. The data were analyzed mainly using descriptive statistics, correlation analysis. ANOVA, and Duncan test according to the various purposes of the analysis. The main results of this study are as follows : 1. The mean score of four structural empowerment factors are ranked by support, opportunity, resource, and information. And among the four job-related personal charateristics self-efficacy factor shows especially high score. 2. The results of the correlation analysis between the empowerment factors and the job-related personal charateristics are as follow: 1) The 'opportunity' factor is correlated with organizational commitment' (r=.37), 'motivation' (r=.36), 'burnout' (r=-.17), and (r=.09). 2) The 'information' factor is correlated with 'organizational commitment' (r=.44), 'motivation' (r=.39), 'burnout' (r=-.24), and 'self-efficacy' (r=.17), 3) The 'support' factor is correlated with 'organizational commitment' (r=.47). 'motivation' (r=.42), 'burnout' (r=-.24), and 'self-efficacy (r=.20), 4) The 'resource' factor is correlated with 'burnout' (r=-.28), 'organizational commitment' (r=.26), and 'motivation' (r=.26), 3. The job performance are correlated with 'motivation' (r=.24) , 'self-efficacy' (r=.16), 'burnout' (r=-.16) and 'organizational commitment' (r=.12), 4. The job performance are correlated with' support' (r=.17), 'information' (r=.12) 'opportunity' (r=.10), 5. The result of ANOVA for analysing the relationship between the structural factors of empowerment and individual variables shows that the level of empowerment are significantly different by the variables such as 'hospital' and 'the number of beds in the practice area'. In summary, there were several findings in this study, First, the structural factors of empowerment defined as opportunity, support, information are significantly correalted with the job-related personal charateristics that are supposed to relate to the level of job performance. These results support the basic hypothesis suggested by Kanter's theory and implies that for improving the job performance of nurses, hospital has to have more concern about the structural factors of nursing environment.

• 간호행정학회지
• /
• 제11권3호
• /
• pp.243-254
• /
• 2005

Purpose: The purpose of this study was to analyze the effects of motivation and hygiene factors on nurse's job satisfaction, organizational commitment, and organizational identification. Methods: The subject hospital was 4 tertiary general hospital located in Seoul and Incheon, Korea. The participants of this study were 521 nurses working in the subject hospitals. The data were collected by self-reporting questionnaires from April 1 to June 30, 2004. The data were analyzed using SAS 8.0 program for descriptive statistics and stepwise multiple regression. Results: The mean score of variables were as follows. The motivation factor's total was 3.22, hygiene factor's total was 2.98, job satisfaction was 2.94. organizational commitment was 2.94, and organizational identification was 3.62. The statistically significant predicting factors of job satisfaction were achievement, work itself and salary. In organizational commitment, the significant predicting factors were achievement, advancement, work itself, policy and administration, working conditions, and interpersonal relations. In organizational identification, the significant predicting factors were work itself, responsibility, interpersonal relations, and personal life. Conclusion: With these results, it was identified that the predicting factors of nurse's job satisfaction based on Herzberg's two-factor theory. The most statistically significant factors were salary on job satisfaction, policy and administration on organizational commitment and work itself on organizational identification. So these results will be used to develop the more effective strategy of nursing staff management. And also these will be contributed to developing the nurse's motivation enhancement plans.

• 한국산림과학회지
• /
• 제95권2호
• /
• pp.188-193
• /
• 2006

Volunteerism is an emerging issue in public resource management such as forest recreation management. As volunteers, forest interpreters play a significant role in supporting and educating visitors to forest recreation areas. The purpose of this study was to examine forest interpreters' motivation and their job satisfaction. To collect data, a set of self-administered questionnaire was sent to 250 members of Chungbuk Forest Interpreters' Association during August and September of 2005. 152 completed questionnaires were returned. Principal component factor analyses yield five motivation factors and four satisfaction factors. All the factors were highly correlated.

• The Journal of Asian Finance, Economics and Business
• /
• 제8권10호
• /
• pp.285-295
• /
• 2021

This study estimates the influence of organizational-level factors on work motivation and job performance of middle managers of small and medium enterprises (SMEs) in Vietnam. A 5-point-Likert-scale structural questionnaire consisting of 36 observation variables was used to survey middle managers of Vietnamese SMEs. 425 out of 500 responses collected were valid for multivariate data analysis. The results of confirmatory factor analysis and structural equation modeling reveal three main findings. First, philosophy and policy, compensation and benefits, goal system, and leadership have positively significant impacts on the work motivation of middle managers under investigation. Second, there is a significantly positive influence of work motivation on job performance. However, there is no indication that growth opportunities, work environment, evaluation system have significant impacts on the work motivation of respondents. Based on the findings, the study suggests four recommendations for Vietnamese SMEs to improve motivation and job performance of middle managers, which are (1) ensuring the clarity and soundness of the organizational policies and philosophies, especially human resources policy that boosts employees' work motivation; (2) building a comprehensive compensation and benefit system to attract and retain talented employees; (3) developing a clear and adequate goal system; (4) enhancing top-level managers' leadership abilities.

• Asian Journal of Business Environment
• /
• 제5권4호
• /
• pp.13-18
• /
• 2015

Purpose - Based on previous studies, this study extends current research and investigates whether the sub-factors of emotional intelligence increase job satisfaction or employee intrinsic and extrinsic motivation and perceived organizational support. Research design, data, and methodology - This study categorizes service employees' (consultants) emotional intelligence into four sub-factors: regulation of emotion, appraisal of emotion, utilization of emotion, and expression of emotion. The study then investigates the sub-factor effects on job satisfaction. A total of 353 valid questionnaires were collected. Results - The results of the path analysis showed that appraisal, utilization, and expression of emotion had a positive effect on intrinsic motivation, and utilization of emotion had a positive effect on extrinsic motivation. Extrinsic motivation had a positive effect on perceived organizational support and job satisfaction, and perceived organizational support had a positive effect on job satisfaction. Conclusion - As consultants' utilization of emotion is rendered as the ability to use emotion to improve performance, the conclusion is that such factors as monetary performance incentives are important in order to boost job satisfaction of the consultants.

• 한국콘텐츠학회논문지
• /
• 제14권10호
• /
• pp.596-609
• /
• 2014

본 연구는 병원간호사의 재직의도의 결정요인을 규명하는 연구로 동기요인, 위생요인, 분배공정성, 절차공정성, 직무만족 변수를 중심으로 연구하였다. 연구방법은 서울, 경기, 충남지역의 4개 종합병원 217명의 간호사를 대상으로 설문조사를 실시하였다. 연구결과 모든 요인들은 유의한 상관관계가 있었으며, 단계별 회귀분석 결과 특히 간호사 의 재직의도에 영향을 주는 변수 중 총 경력, 직무만족, 분배공정성이 45% 설명력이 있는 것으로 나타나 여러 선행 연구들과 이론적 내용들이 검증되었다. 재직의도에 대한 경로분석 결과 수정모형에서 직무만족에 직접영향을 주는 요인으로 위생요인 25%, 동기요인 52%로 나타났으며 재직의도에 직접 영향을 주는 요인으로 직무만족 50%, 분배공정성 26%로 나타나 동기요인, 위생요인, 분배공정성, 직무만족 변수가 간호사 재직의도에 영향을 주는 요소로 검증이 되었다. 본 연구결과를 토대로 간호사들의 만족과 재직의도를 높일 수 있는 중재방안의 기초자료를 제공 할 수 있다는데 연구의 의의가 있다고 본다.

• The Journal of Asian Finance, Economics and Business
• /
• 제8권12호
• /
• pp.485-496
• /
• 2021

This study explores the direct relationship between challenge and hindrance demands affecting autonomous extrinsic motivation and sales performance. In addition, we examine the mediating role of autonomous extrinsic motivation in the relationship between challenge demands, hindrance demands, and sales performance. This study explores the direct relationship between challenge and hindrance demands affecting autonomous extrinsic motivation and sales performance. In addition, we examine the mediating role of autonomous extrinsic motivation in the relationship between challenge demands, hindrance demands, and sales performance. This study proceeded in two phases comprising preliminary and prime research. First, preliminary quantitative research was conducted through face-to-face interviews with 125 observations to analyze the reliability of the scale and exploratory factor analysis to evaluate the measurements. The data collected from 431 real estate market employees shows that both challenge and hindrance demands positively and negatively affect sales performance through autonomous extrinsic motivation. Furthermore, challenge demands and hindrance demands affect positive and negative sales performance through autonomous extrinsic motivation, respectively. This study suggests that business organizations should design job demands to ensure that challenging work is suitable for employees' job positions. Thus, they will contribute to motivation and help employees achieve job performance.