Artículos de revistas sobre el tema "Motivation. commitment"
Siga este enlace para ver otros tipos de publicaciones sobre el tema: Motivation. commitment.
Crea una cita precisa en los estilos APA, MLA, Chicago, Harvard y otros
Consulte los 50 mejores artículos de revistas para su investigación sobre el tema "Motivation. commitment".
Junto a cada fuente en la lista de referencias hay un botón "Agregar a la bibliografía". Pulsa este botón, y generaremos automáticamente la referencia bibliográfica para la obra elegida en el estilo de cita que necesites: APA, MLA, Harvard, Vancouver, Chicago, etc.
También puede descargar el texto completo de la publicación académica en formato pdf y leer en línea su resumen siempre que esté disponible en los metadatos.
Explore artículos de revistas sobre una amplia variedad de disciplinas y organice su bibliografía correctamente.
1
Becker, Thomas E., Mary C. Kernan, Kevin D. Clark y Howard J. Klein. "Dual Commitments to Organizations and Professions: Different Motivational Pathways to Productivity". Journal of Management 44, n.º 3 (3 de septiembre de 2015): 1202–25. http://dx.doi.org/10.1177/0149206315602532.
Texto completoResumen
Commitments to organizations and professions have important implications for behavior in the workplace, but little is known about how these dual commitments combine to affect organizational outcomes. We present a model proposing that commitment to professions influences productivity through a positive effect on intrinsic motivation and a negative effect on extrinsic motivation. Commitment to organizations, conversely, is hypothesized to have a negative effect on intrinsic motivation and a positive effect on extrinsic motivation. We tested the model with a sample of 237 tenured management professors and, overall, the model fit the data well and better than less parsimonious models or ones positing reverse causality. Commitment to the profession was positively related to intrinsic motivation to engage in research and, through this effect, resulted in more challenging research goals, increased commitment to those goals, more hours spent on research, and greater research productivity. Commitment to the organization (university) was positively related to extrinsic motivation and negatively related to intrinsic motivation and was unrelated to goal level, goal commitment, hours spent on research, and research productivity. Our model makes a unique theoretical contribution by revealing the differing paths by which commitments to organizations and professions affect work outcomes, and our results support and extend commitment theory and offer unique insights into posttenure productivity.
2
Nientied, Peter y Merita Toska. "Motivation of Knowledge Workers – the Case of Albania". Organizacija 52, n.º 1 (1 de febrero de 2019): 33–44. http://dx.doi.org/10.2478/orga-2019-0004.
Texto completoResumen
Abstract Background and Purpose: Very little is known about motivation of knowledge workers in the Western Balkans. There is a widespread belief that money and career opportunities are the most critical motivational factors, but from a pre-study more intrinsic motivational factors also appeared to be important. To develop a better understanding of work motivation, a study was conducted among knowledge workers in Albania, with a special interest in the themes of extrinsic / extrinsic motivation and organizational commitment. Methodology: After a pre-study and a review of theory, two motivation theories (self-determination theory and organizational commitment) and corresponding instruments (Work Extrinsic and Intrinsic Motivation Scale, respectively Organizational Commitment Questionnaire) were selected. A survey based on purposive homogeneous sampling was applied, resulting in 252 valid questionnaires. The internal consistency of the survey data was tested and resulted in acceptable to good levels. Results: The findings show that, when knowledge workers are asked about their motivation, they give answers showing that intrinsic motivational factors are more important than extrinsic motivational factors. The study shows that affective commitment - the core factor of organizational commitment - of the respondents is quite high. Correlation analysis of the data shows that across age, gender and number of years of employment, knowledge workers report intrinsic and introjected motivation and affective organizational commitment. Respondents’ work positions – professional or leadership – also do not significantly correlate with motivation and organizational commitment. Conclusion: Given the results on motivational factors and organizational commitment, organizations need to pay attention to the relationship between enhanced motivation and enhanced productivity. Current transactional leadership styles do stimulate employees on the basis of their intrinsic motivation to enhance their productivity, and should be considered too.
3
Garcia-Mas, Alexandre, Pere Palou, Margarita Gili, Xavier Ponseti, Pere A. Borras, Josep Vidal, Jaume Cruz, Miquel Torregrosa, Francisco Villamarín y Catarina Sousa. "Commitment, Enjoyment and Motivation in Young Soccer Competitive Players". Spanish journal of psychology 13, n.º 2 (noviembre de 2010): 609–16. http://dx.doi.org/10.1017/s1138741600002286.
Texto completoResumen
Building upon Deci's and Ryan (1985) Self-determination theory as well as the sportive behavioral correlates of the model of Commitment (Scanlan et al., 1976), this study tries to establish the relationship between motivation and commitment in youth sport. For this purpose 454 young competitive soccer players answered the Sport Motivation Scale (SMS) and the Sport Commitment Questionnaire (SCQ) during the regular season.The SMS measures the three dimensions of the Motivational continuum (the Amotivation, the Extrinsic Motivation and the Intrinsic Motivation). The SCQ measures the Sportive Commitment and its composing factors such as the Enjoyment, the Alternatives to the sport, and the Social Pressure. Our findings provided a clear pattern of the influence of motivation in sport enjoyment and commitment, outlining the positive contribution of intrinsic and extrinsic motivation to enjoyment and commitment. Amotivation, contributes positively to alternatives to sport and negatively to enjoyment and commitment. It should be noted that extrinsic motivation has a higher contribution to enjoyment whereas intrinsic motivation has a higher contribution to commitment.
4
Erdurmazlı, Eser. "On the Servant Leadership Behaviors Perceived in Voluntary Settings: The Influences on Volunteers’ Motivation and Organizational Commitment". SAGE Open 9, n.º 3 (julio de 2019): 215824401987626. http://dx.doi.org/10.1177/2158244019876265.
Texto completoResumen
Building on the functional approach theory, the current study empirically examined the influences of servant leadership behaviors on volunteers’ motivations and on their organizational commitment feelings. In addition, it also examined servant leadership’s indirect influences via those motivations on volunteers’ commitment feelings. To test its hypotheses, the study used the data collected from 385 volunteers. The research has found out that the degree of perceived servant leadership behaviors affected both participants’ motivation to volunteer and their affective and normative commitments feelings toward their organizations. Furthermore, as one of the six dimensions of the motivation concept suggested by the functional approach theory, only the protective motive partially mediated the influences of perceived servant leadership behaviors on the volunteers’ normative commitment attitudes. The study discussed the possible rationales under these research findings and made some future research proposals. The study hopes that its findings, through responding to expectations of their voluntary members, help voluntary organizations to be more effective and efficient in their recruiting and sustaining efforts.
5
Garjito, Achmad, M. Yusuf, Lukman Hadi y Hasanah Hasanah. "Effect of Organizational Culture and Work Motivation on Employee Performance with Organizational Commitment as a Mediating Variable in Insurance Companies". International Journal of Social Health 3, n.º 1 (31 de enero de 2024): 54–62. http://dx.doi.org/10.58860/ijsh.v3i1.149.
Texto completoResumen
The aim of this study is to investigate the following: 1) how organizational culture affects organizational commitment; 2) how work motivation affects organizational commitment; 3) how organizational culture affects employee performance; 4) how work motivation affects employee performance; 5) How organizational commitment affects employee performance; 6) How organizational culture affects employee performance with organizational commitment as a mediating variable; and 7) How work motivation affects employee performance with organizational commitment as a mediating variable. In this study, associative approaches were used to conduct descriptive research. PT. XYZ Insurance personnel in South Jakarta, numbering 96, comprised the study's population. In this study, saturation sampling is the sample method used. The PLS Structural Equation Model (SEM) was used as the analysis tool for this study. 2) Work motivation has a favorable and considerable effect on organizational commitment. These are the research's findings regarding the relationship between organizational culture and commitment. 3) Employee performance is significantly and favorably impacted by organizational culture. 4) Employee performance benefits greatly and favorably from work motivation. 5) Employee performance is significantly and favorably impacted by organizational commitment6) Through organizational commitment, organizational culture has a positive and significant influence on employee performance; 7) Through work motivation, organizational commitment has a positive significant impact on employee performance.
6
Siregar, Zulkifli Musannip Efendi. "Extrinsic Motivation and Organizational Commitment : A Literarure Review". International Journal of Business, Technology and Organizational Behavior (IJBTOB) 2, n.º 4 (18 de agosto de 2022): 397–402. http://dx.doi.org/10.52218/ijbtob.v2i4.214.
Texto completoResumen
Increasing employee commitment at work is one of the most important points for the company. Without organizational commitment from an employee, the employee will tend to work less than optimally. This study aims to find the answers to the research question of whether extrinsic motivation influence organizational commitment. Metode penelitian yang digunakan dalam penelitian ini adalah article review dari beberapa jurnal yang telah publish. The results of the study proved that extrinsic motivation influence organizational commitment. The results of this research have implications for policymakers, that employee must be given support and aslo increasing the employee extrinsic motivation such as providing fair promotion, reward, and also providing a good income. The limitations of this study are that the variables used as independent variables to test commitments are still few. In the future, it will be expected to increase variables and conduct research empirically.
Keywords: Extrinsic Motivation; Organizational Commitment
7
Aryusie, Suci, Pantun Bukit y M. Zahari. "Pengaruh Motivasi dan Budaya Organisasi terhadap Komitmen Organisasi dalam Meningkatkan Kinerja Pegawai pada Dinas Sosial, Pengendalian Penduduk, dan Keluarga Berencana, Pemberdayaan Perempuan dan Perlindungan Anak Kabupaten Bungo". J-MAS (Jurnal Manajemen dan Sains) 8, n.º 2 (10 de octubre de 2023): 1674. http://dx.doi.org/10.33087/jmas.v8i2.1439.
Texto completoResumen
The research was conducted with the aim of finding out the description of the condition of motivation, organizational culture and employee performance at the Social Service, KB, P3A Bungo Regency, motivation and organizational culture through organizational commitment to employee performance at the Social Service, KB, P3A. The object of this research is the Social Service, Family Planning, P3A of Bungo Regency. Using census techniques, the number of respondents in this research was 61 people. This research produces information that (1) Motivation has a direct influence on work commitment. (2) Organizational culture does not have a direct influence on Work Commitment. (3) Simultaneously motivation and organizational culture have an influence on employee work commitment at the Social Service, Family Planning, P3A. (4) Organizational motivation has a direct influence on performance. (5) Organizational culture has no direct effect on performance. (6) organizational commitment is very strongly influenced by motivation and organizational culture. (7) organizational commitment influences organizational performance. (8) Organizational commitment does not have a motivational influence in increasing employee performance. (9) Organizational commitment does not influence organizational culture in increasing employee performance. (10) simultaneously motivation, organizational culture and organizational commitment have no effect on employee performance.
8
Yanık, Feyzullah. "Özel Eğitim Öğretmenlerinin Okula Bağlılık Düzeylerinin İş Motivasyonlarıyla İlişkisinin İncelenmesi". International Journal of Social Sciences 6, n.º 27 (25 de diciembre de 2022): 218–29. http://dx.doi.org/10.52096/usbd.6.27.16.
Texto completoResumen
In this research, it was aimed to investigate the relationship of special education teachers' commitment levels to school with their work motivations. In order to determine the effect of special education teachers' perceptions of organizational commitment on job motivation in educational institutions, regression analysis was carried out in parallel with this. In the types of motivation, intrinsic motivation and extrinsic motivation sources were examined by considering them together in the said research. According to the results obtained as a result of the analysis,; it has been understood that only emotional attachment is a significant predictor of intrinsic motivation from organizational commitment components. In addition, it has been determined that attendance commitment and emotional commitment to the institution are significant predictors of extrinsic motivation together. Emotional attachment, which stands out as an important concept here, expresses the individual's attachment as a feeling, identification with the organization he is in, preference to stay in the organization and desire to be a part of the organization. Key Words: Educational Institution, Special Education, Commitment, Work Motivation
9
Cudd, Ann E. "COMMITMENT AS MOTIVATION: AMARTYA SEN’S THEORY OF AGENCY AND THE EXPLANATION OF BEHAVIOUR". Economics and Philosophy 30, n.º 1 (marzo de 2014): 35–56. http://dx.doi.org/10.1017/s0266267114000030.
Texto completoResumen
This paper presents Sen's theory of agency, focusing on the role of commitment in this theory as both problematic and potentially illuminating. His account of some commitments as goal-displacing gives rise to a dilemma given the standard philosophical theory of agency.Eithercommitment-motivated actions are externally motivated, in which case they are not expressions of agency,orsuch actions are internally motivated, in which case the commitment is not goal-displacing. I resolve this dilemma and accommodate his view of commitment as motivation by developing a broader descriptive theory of agency, which recognizes both agent goal-directed and goal-displacing commitments. I propose a type of goal-displacing commitment, which I call ‘tacit commitment’, that can be seen to fit between the horns. Tacit commitments regulate behaviour without being made conscious and explicit. This resolution suggests a means of bridging the normative/descriptive gap in social-scientific explanation.
10
Rastegar, Masoumeh, Hani Arbabi y Mohammad Hossein Sobhiyah. "The impact of organizational commitment on knowledge management processes in project-based organizations with the mediating role of employee motivation". Revista de Gestão e Secretariado 14, n.º 11 (29 de noviembre de 2023): 20586–611. http://dx.doi.org/10.7769/gesec.v14i11.3086.
Texto completoResumen
The purpose of this research is to investigate the effect of organizational commitment (with three dimensions of emotional commitment, continuous commitment, and normative commitment) on knowledge management processes (KMP) in project-based organizations, considering the mediating role of employee motivation. This research has an applied purpose and a descriptive and quantitative nature, which was conducted with a survey strategy. The statistical population is managers and experts of first-class construction companies in Tehran. Data collection was done through a standard questionnaire with 58 questions and hypotheses were tested with SmartPLS. The findings showed that emotional commitment and continuous commitment have a positive effect on employee motivation in project-oriented organizations, respectively, 0.56 and 0.2. Also, employee motivation has a positive effect of 0.51 on KMP in project-oriented organizations. Therefore, employee motivation plays a mediating role in influencing the dimensions of organizational commitment to KMP. But normative commitment does not have a positive effect on employee motivation in project-oriented organizations. On the other hand, employee motivation is influenced by their commitments to the organization and will have positive effects on intellectual capital management, KM and ultimately business performance. Among research backgrounds, the effect of organizational commitment dimensions on improving KMP with the mediating role of employee motivation in project-oriented organizations has not been investigated. It is expected that the results of this research can finally provide scientific and executive solutions to improve the performance of project-oriented organizations through the improvement of these components.
11
Langens, Thomas A. "Daydreaming Mediates between Goal Commitment and Goal Attainment in Individuals High in Achievement Motivation". Imagination, Cognition and Personality 22, n.º 2 (octubre de 2002): 103–15. http://dx.doi.org/10.2190/tl8l-mxke-68e6-uavb.
Texto completoResumen
Empirical research has shown that conceptions of desirable future states seem to have a stronger motivational impact on individuals high (relative to low) in achievement motivation. Therefore, it was assumed that daydreaming mediates between goal commitment and goal attainment in individuals high (but not in those low) in achievement motivation. This hypothesis was tested in a sample of German first-year university students who rated two goals—a study and a friendship goal—for goal commitment and kept a daydream diary for two weeks. Among individuals high in achievement motivation, goal commitment was related to the number of daydreams revolving around advancing toward the two goals (positive daydreaming) and positive daydreaming was related to goal attainment assessed six weeks after the onset of the study. For individuals low in achievement motivation, goal commitment was related to goal attainment, but positive daydreaming was unrelated to both goal commitment and goal attainment. Additional mediational and path analyses supported the conclusion that positive daydreaming mediated between goal commitment and goal attainment for individuals high, but not for those low in achievement motivation. The results are interpreted with respect to recent findings on the motivational consequences of positive goal imagery.
12
Yousaf, Amna, Huadong Yang y Karin Sanders. "Effects of intrinsic and extrinsic motivation on task and contextual performance of Pakistani professionals". Journal of Managerial Psychology 30, n.º 2 (9 de marzo de 2015): 133–50. http://dx.doi.org/10.1108/jmp-09-2012-0277.
Texto completoResumen
Purpose – The purpose of this paper is to examine underlying linkages between employees’ intrinsic/extrinsic motivation and their task/contextual performance in a Pakistani health care and educational context. Employees’ affective occupational and organizational commitments were proposed as mediators to explain these relationships. Design/methodology/approach – Data were collected from 181 doctors from a Pakistani hospital and 135 academics from a Pakistani university and analyzed using Baron and Kenney (1986) approach and Preacher and Hayes (2008) bootstrapping approach for testing multiple mediators simultaneously. Findings – As expected, intrinsic motivation is related to task performance (TP) and this relationship is mediated by affective occupational commitment. Extrinsic motivation is related both to TP and contextual performance (CP) and these relationships are mediated by affective organizational commitment. Research limitations/implications – Research has implications both for practitioners and academicians. The results highlight how different motivational orientations can produce different results and managers need to understand the different needs of employees while devising their human resource strategies. Employees can differ in their motivational orientations depending on their level of need, and can accordingly differ in their subsequent attitudes, performance and behaviors. Employees also need to choose jobs carefully after evaluating their motivational orientations. Originality/value – The current study recognizes the multi-dimensional nature of motivation and differentiates the effects of intrinsic and extrinsic motivational orientations of employees by establishing the unique linkages between these orientations and employee task and CP. The study also examines differential role of two foci of employee commitment in analyzing the main effects.
13
Hamid, Harlina. "The Effectiveness of Achievement Motivation Training to Increase Employee Organizational Commitment of PT. MX". Eduvest - Journal of Universal Studies 3, n.º 5 (22 de mayo de 2023): 974–82. http://dx.doi.org/10.59188/eduvest.v3i5.819.
Texto completoResumen
This research aims to know the effectiveness achievement motivation training to increase organizational commitments of PT. MX Makassar Employees. The subjects were employees of PT. MX Makassar. They were The Supervisory Assistant, Supervisor, and Manager Assistant. Total subjects were 40. The instrument that was used at this research was Organizational Commitment Scale. Research data have been analysed by using Independent Samples t-test technique. The result of Independent Samples T-test that compared the experiment group and the control group indicated t = 9,620 (p <0,01) that meant, entirely, there was a differences with the increase of organizational commitment between the experiment group and the control group, were the score average of organizational commitments experiment was higher (mean =25) than control group (mean =2). Moreover, the different test of independent sample t-test, indicated affective commitment showed t =9,80 (p<0,01) that meant there was a difference with the increase of affective commitment between experiment group and control group. Furthermore, the continuance commitment t = 5381 (p>0,05) and normative commitment, was known t =5,779 (p>0,05). That all meant, both of the continuance commitment and normative commitment didn’t have a significant increase after training done.
14
Krajcsák, Zoltán. "The interdependence between the extended organizational commitment model and the self-determination theory". Journal of Advances in Management Research 17, n.º 1 (28 de mayo de 2019): 1–18. http://dx.doi.org/10.1108/jamr-02-2019-0030.
Texto completoResumen
Purpose The purpose of this paper is to discover the relationship between the extended organizational commitment model (EOCM) and self-determination theory (SDT). The author shows that specific dimensions of commitment can be associated with the forms of regulation and motivation. Design/methodology/approach Using literature analysis, the author sets the theoretical relationships between commitment and regulation (and motivation). The interrelated relationships are illustrated qualitatively by presenting case studies. Findings Like the regulation-based motivation scale, the dimensions of organizational commitment (OC) can be sorted and combined with regulation and motivation. The emotional-based OC dimensions (normative commitment as a sense of indebtedness (NC:HiSoI); normative commitment as a moral duty (NC:HiMD); affective commitment (AC)) are influenced by regulation and motivation. In the case of cost-based OC dimensions (deliberate commitment (DC); continuance commitment as a low perceived alternatives (CC:LoAlt); continuance commitment as high sacrifice (CC:HiSac)), the leaders’ motivational strategies are driven by their perceives of the employees’ OC. Commitment dimensions stemming from a degree of necessity are linked to lower levels of regulation, while commitment dimensions stemming from internal conviction are linked to the higher levels of regulation. Research limitations/implications The results also must be proved by quantitative researches later. The model presented in this study primarily supports the theoretical understanding of relationships, so its validity should be tested in different cultures, professions or employees with different qualifications and personalities in the future. Practical implications Significant resources can be saved for an organization if managers do not want to increase OC in general, rather only its one dimension, depending on the situation and goals, or if managers form their employees’ commitment profiles in a smaller team severally. However, in other cases, the employees’ commitment profiles set the useable motivational strategies, which call into question the suitability of universal motivation systems. Social implications From the point of view of employees, the synergy between regulation (and motivation) and OC contributes to the improvement of their psychological well-being and means more efficient use of resources for organizations. Originality/value The study shows the hierarchy of dimensions of the EOCM and its relationship with regulations in the SDT.
15
Mardiansyah, Irvan. "Effect of Organizational Commitment and Leadership Style on Employee Performance through Work Motivation at PT. Astra UD Truck Sunter Branch". KRISNADWIPAYANA INTERNATIONAL JOURNAL OF MANAGEMENT STUDIES 2, n.º 2 (2 de enero de 2023): 75. http://dx.doi.org/10.35137/kijms.v2i2.766.
Texto completoResumen
This study aims to: 1) determine the effect of organizational commitment on employee performance at PT. Astra UD Truck Sunter Branch, 2) determine the effect of leadership style on employee performance at PT. Astra UD Truck Sunter Branch, 3) determine the effect of work motivation on employee performance at PT. Astra UD Truck Sunter Branch, 4) determine the effect of organizational commitment on work motivation at PT. Astra UD Truck Sunter Branch, 5) determine the effect of leadership style on work motivation at PT. Astra UD Truck Sunter Branch, 6) determine the effect of organizational commitment on employee performance through work motivation at PT. Astra UD Truck Sunter Branch, 7) determine the effect of leadership style on employee performance through work motivation at PT. Astra UD Truck Sunter Branch. This research was conducted at PT. Astra UD Truck Suntrer Branch with a research sample of 60 employees. The data analysis method used descriptive analysis and path analysis. The results of this study indicate that; 1) organizational commitment has a significant effect on employee performance, 2) leadership style has a significant influence on employee performance. 3) work motivation has a significant influence on employee performance, 4) motivational variables cannot mediate organizational commitment variables, 5) motivational variables cannot mediate leadership style variables.
16
Krajcsák, Zoltán. "Leadership strategies for enhancing employee commitment in TQM". Journal of Management Development 38, n.º 6 (8 de julio de 2019): 455–63. http://dx.doi.org/10.1108/jmd-02-2019-0056.
Texto completoResumen
Purpose The purpose of this paper is to show what motivational strategies can be applied to a successful implementation of total quality management (TQM) and how these support employee commitment. Design/methodology/approach The relationship between intrinsic and extrinsic motivation to employee commitment is illustrated by presenting two case studies. Findings Extrinsic motivation plays a role in enhancing normative commitment as a sense of indebtedness. Intrinsic motivation promotes a high level of normative commitment as moral duty and also a high level of affective commitment. Even if a TQM implementation project is not successful, the efforts to increase commitment are likely also have a cultural impact. Originality/value The presented framework helps senior executives motivate employees properly to support organizational commitment and also the success of TQM implementation.
17
Veres, Jennifer Chelsea, Nathan Eva y Andrew Cavanagh. "“Dark” student volunteers: commitment, motivation, and leadership". Personnel Review 49, n.º 5 (6 de diciembre de 2019): 1176–93. http://dx.doi.org/10.1108/pr-02-2019-0085.
Texto completoResumen
Purpose Drawing from the cognitive evaluation theory, the purpose of this paper is to explore the relationship between student volunteers’ narcissism, Machiavellianism and psychopathy, and commitment to university volunteer programmes through the mediating mechanisms of self-orientation and pro-social motivation. Further, it investigates the roll of servant leadership in mitigating these personality types and encouraging student volunteers to become more pro-socially motivated. Design/methodology/approach The study uses data collected via questionnaire from 156 student volunteers across Australia. Hypothesis testing was conducted using ordinary least squares regression with the path-analytic conditional process modelling (PROCESS) macro for SPSS. Findings The study’s analysis indicated that self-orientated motivation mediated the relationship between narcissism and normative commitment, and pro-social motivation mediated the relationship between both Machiavellianism and psychopathy, and affective commitment. Further, servant leadership was found to moderate the relationship between both Machiavellianism and psychopathy, and pro-social motivation, such that the negative relationship became weaker under a servant leader. These findings suggest that servant leaders play a significant role in encouraging “dark” personalities to see the light. Originality/value This research is the first to examine the use of the Dark Triad in a student volunteering context. It extends the cognitive evaluation theory by revealing that extrinsic (in contrast to intrinsic) motivations are “crowded out” as intrinsic (in contrast to extrinsic) motivations develop within individuals. The study also refines the social learning theory, by examining the influences of “positive” leadership attributes (servant leadership) on “darker” (Dark Triad) personalities.
18
Sari, Pipi Ida, Marbawi Marbawi y Murhaban Murhaban. "PENGARUH KOMPETENSI DAN MOTIVASI KERJA TERHADAP KINERJA GURU DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING PADA SMK 1 LHOKSUKON". J-MIND (Jurnal Manajemen Indonesia) 4, n.º 2 (29 de diciembre de 2020): 67. http://dx.doi.org/10.29103/j-mind.v4i2.3377.
Texto completoResumen
Abstract : This study aims to determine the influence of competence and work motivation through organizational commitment and its impact on teacher performance to the vocational high school North Aceh. The data used is primary data by distributing questionnaires to 74 teacher of the vocational high school North Aceh. Data analysis method used is path analysis and processed with the help of Statistical Package for Social Science (SPSS) application program. The result of the research shows that there is influence of competence and work motivation to organization commitment, and there is also influence of competence, work motivatin and organizational commitment toward teacher performance of the vocational high school North Aceh. Furthermore, the results of the study found that organization commitment variables mediate the absolute (full mediation) relationship of competence and work motivation to the teacher performance to the vocational high school North Aceh. Keywords : Competence, Work Motivation, Organizational Commitment, and Teacher Performance.
19
Horton, Sylvia y Annie Hondeghem. "Public Service Motivation and Commitment". Public Policy and Administration 21, n.º 1 (enero de 2006): 1–12. http://dx.doi.org/10.1177/095207670602100101.
Texto completo
20
Sage, Shelley. "Cardiac rehabilitation: motivation and commitment". British Journal of Cardiac Nursing 8, n.º 5 (mayo de 2013): 237–40. http://dx.doi.org/10.12968/bjca.2013.8.5.237.
Texto completo
21
Tri Sinarti y Thusy Tiara Saraswati. "Mediation of Organizational Commitment on the Influence of Motivation and Skills on Employee Performance". EKSYAR : Jurnal Ekonomi Syari'ah & Bisnis Islam 9, n.º 2 (10 de diciembre de 2022): 121–35. http://dx.doi.org/10.54956/eksyar.v9i2.356.
Texto completoResumen
This study aims to analyze the mediating variable Organizational Commitment on the influence of motivation and skills on the employee performance of Tulung Agung marble centre, East Java. The population in this study were employees totalling 1.500 employees, and samples were taken using a random sampling method using the Slovin formula, namely 93 employees. The goal to be achieved is to see the significance of the influence of motivation and skills variables directly on employee performance and indirectly by mediating organizational commitment at the Tulungagung marble business centre, East Java. The data source in this study is primary data taken directly from employees by distributing a list of questions related to Motivation, Skills, Organizational Commitment and Employee Performance. Respondents' answer scale using a Likert scale. The analysis technique used is Smart PLS analysis. The research results show that there is a motivational influence on organizational commitment. There is no effect of skills on organizational commitment. There is no effect of motivation and skills on employee performance. There is an influence of organizational commitment on employee performance. There is an indirect effect of motivation on employee performance through organizational commitment. There is no indirect effect of skills on employee performance through organizational commitment.
22
Goet, Joginder y Kiran Kharel. "The Effect of Performance Rating Systems on Employee Motivation of Nepalese Insurance Companies". Dristikon: A Multidisciplinary Journal 13, n.º 1 (28 de junio de 2023): 97–110. http://dx.doi.org/10.3126/dristikon.v13i1.56058.
Texto completoResumen
This study explores the effects of employee motivational elements, such as training and development (TD), communication (CO), commitment (CT), reward and recognition (RR), and feedback systems (FS) in listed insurance businesses in Nepal. The impact of motivational elements on employee motivation was investigated using the primary data from 405 observations of 24 Insurance Companies. This study examined the link and impact of the aforementioned elements on employee motivation in Nepalese insurance businesses using a correlational and causal research technique. This study identified a relationship between employee motivation (EM) and training and development (TD), communication (CO), commitment (CT), rewards and recognition (RR), and feedback systems (FS). Again, it has been discovered that Employee Motivation (EM) in Nepalese Insurance Companies is significantly influenced by Training and Development (TD), Communication (CO), Commitment (CT), Reward and Recognition (RR), and Feedback System (FS).
23
Senthilkumar, K. y Meseret Meresa. "SATISFACTION ON MOTIVATIONS AND ORGANIZATIONAL COMMITMENT IN THE PUBLIC UNIVERSITIES OF TIGRAY REGIONAL STATE, ETHIOPIA". International Journal of Advanced Research 9, n.º 08 (31 de agosto de 2021): 729–38. http://dx.doi.org/10.21474/ijar01/13322.
Texto completoResumen
Motivating the employees both intrinsically and extrinsically in order to enhance the commitment of the employees is appreciable and the need of the day. However the satisfaction level of employees especially the teachers towards the motivation and its contribution to build the commitment have not yet been studied in Public Universities in Tigray Regional State In an attempt to bridge the gap, the study attempts to find the satisfaction of the employees towards the intrinsic and extrinsic motivation existing at their universities. The study has also found the commitment level of the employees and its relationship with the motivation. Required primary cross sectional data has been collected from 371 employees of the Public Universities in Tigrai regional state of Ethiopia. Using SPSS software the collected data is analyzed. Descriptive statistical tools such as mean, standard deviation and variance have been applied to describe the level of satisfaction among the employees towards the intrinsic and extrinsic motivation. The correlation statistics has also been applied to find the relationship between motivation and organizational commitment. The study has found an apparent positive correlation between motivation and organizational commitment. The results on the satisfaction level of the employees highlights that the intrinsic motivation is at the upper level. There is a scope to enrich extrinsic motivation. Hence the universities should focus more on the extrinsic motivation to have better committed employees.
24
Watson, Alastair W., Babak Taheri, Steven Glasgow y Kevin D. O’Gorman. "Branded restaurants employees’ personal motivation, flow and commitment". International Journal of Contemporary Hospitality Management 30, n.º 3 (19 de marzo de 2018): 1845–62. http://dx.doi.org/10.1108/ijchm-02-2017-0075.
Texto completoResumen
Purpose Augmenting employees’ commitment is of important interest to hospitality managers, particularly in the branded restaurant industry where the workforce is often transient. This paper aims to identify and analyse if levels of personal motivation and flow are drivers of commitment, and if the relationship between the variables is moderated by length of service, age and gender. Design/methodology/approach The study is a large-scale empirical investigation of hospitality staff in the UK branded restaurants through 1,133 survey responses, measuring levels of personal motivation, flow and commitment, as well as the moderating effects of multi-group differences among age, gender and length of service. Partial least square structural equation modelling (PLS-SEM) is used for analysis of data. Findings Using PLS-SEM found personal motivation to be important in determining employees’ level of flow and, in turn, employees’ commitment. Using multi group analysis, results revealed that relationship among personal motivation, flow and commitment played superior role for older employees and working for a long time in a hospitality organisation than those younger and working less than five years. No significant differences between male and female staff are found. Research limitations/implications Through finding flow and personal motivations to be drivers of commitment, branded restaurant practitioners can focus on emphasising these elements in their employees to increase commitment. Further, part-time roles are often taken by people likely to be non-committal in their job needs, e.g. students funding their studies. By focussing on extending lengths of service to meet the optimum years identified, managers can fortify their businesses. Originality/value The paper is one of few large-scale quantitative studies to examine personal motivation, flow and commitment in the context of UK branded restaurants. It identifies that employees exhibit higher levels of commitment through intrinsic values over time, and establishes relationships between the constructs of flow, personal motivation and commitment.
25
Dashuk, Svetlana Anatolyevna y Alexander Ivanovich Kuznetsov. "Value and motivation orientations nurses". Medsestra (Nurse), n.º 12 (1 de diciembre de 2021): 44–56. http://dx.doi.org/10.33920/med-05-2112-04.
Texto completoResumen
The aim of the study is to determine the value-motivational orientations of nurses. Results. Assessment of the effectiveness of nursing staff motivation management includes two types of assessment: assessment of economic efficiency (productivity, cost, profitability, quality of personnel labor) and assessment of social performance (commitment of personnel to their company, attitude of employees to work with high returns in its interests, degree of satisfaction basic needs of workers). Conclusion. Nowadays, social efficiency, the commitment of nurses to the organization in which they work, is of particular importance. The proposed means of motivation will support the socio-psychological climate in the team and increase the commitment of employees to the organization.
26
Pusparini, Ni Luh Yeni. "The Roles of Organizational Commitments in Mediating The Effects of Work Motivation and Satisfaction on Employee Performance of Siesta Legian Hotel". JUSTBEST: Journal of Sustainable Business and Management 1, n.º 2 (25 de noviembre de 2021): 85–99. http://dx.doi.org/10.52432/justbest.1.2.2021.85-99.
Texto completoResumen
This study aims to determine the Role of Organizational Commitments in Mediating the Effects of Work Motivation and Satisfaction on Employee Performance at Siesta Legian Hotel.The sample in this study includes male and female employees of all departments at Siesta Legian Hotel. The method of determining the sample in this study uses a non-probability sampling method with a saturated sample method or with a census technique term where the numbers of the samples in this study were 72 people. The examination of the hypothesis research uses Partial Least Square (PLS) applications. The results of the study indicate that:(1) Motivation has a negative and not significant influence against the employee performance. (2) Job satisfaction has positive and significant influences against the employee performance. (3) Motivation has positive influences, but it is not significant against the organizational commitment. (4) Job satisfaction has positive and significant influences against the organizational commitment. (5) Organizational commitment has positive and significant influences against the employee performance. (6) Organizational commitment is not able to mediate the influence of motivation against the employee performance. (7) Organizational commitment mediates part of the influence of job satisfaction against the employee performance.
27
Patience, Okoro. "An assessment of lecturer’s motivation and commitment in the nigerian public universities". International Journal of Multidisciplinary Research and Growth Evaluation 4, n.º 4 (2023): 258–65. http://dx.doi.org/10.54660/.ijmrge.2023.4.4.258-265.
Texto completoResumen
This study assesses the motivation and commitment levels of lecturers in Nigerian public universities. Motivation and commitment are crucial factors that contribute to lecturers' performance, job satisfaction, and overall effectiveness in their roles. The study explores both external and internal factors that influence lecturers' motivation and commitment. The findings highlight the significance of external factors such as satisfactory salary, promotion opportunities, job security, and recognition in motivating lecturers. Adequate compensation packages, including competitive salaries and additional benefits, are instrumental in attracting and retaining highly qualified lecturers. Promotion opportunities provide a sense of career progression and growth, while job security fosters stability and job satisfaction. Recognition and appreciation through incentives and gratuities positively impact lecturers' motivation and commitment. Internal factors, such as intrinsic job satisfaction, personal fulfillment, and a sense of purpose, also contribute to lecturers' motivation and commitment. Lecturers who find meaning and fulfillment in their profession are more likely to exhibit higher levels of commitment and job satisfaction. Opportunities for personal and professional growth, supportive work environments, positive interpersonal relationships, and a sense of achievement play crucial roles in their internal motivation. To enhance lecturers' motivation and commitment, university administrators should focus on improving compensation packages, providing avenues for career advancement, creating conducive work environments, and investing in professional development programs. By addressing these factors, universities can create an environment where lecturers feel valued, supported, and motivated to excel in their roles. The study concludes that the success of Nigerian public universities heavily relies on the dedication and expertise of their lecturers. By understanding and addressing the factors that influence lecturers' motivation and commitment, institutions can foster an environment that promotes excellence in teaching, research, and overall academic performance.
28
Liu, Chang. "Chinese EFL Learners’ Motivation Mediated by the Perceived Teacher Factors—Different Voices from Different Levels of Education". Journal of Language Teaching and Research 11, n.º 6 (1 de noviembre de 2020): 920. http://dx.doi.org/10.17507/jltr.1106.07.
Texto completoResumen
This study examines Chinese EFL learners’ motivation at different educational levels and their perceptions of teacher-related motivators. The questionnaire survey and follow-up interview were administrated among students from junior high schools, senior high schools and universities, and the results reveal the impact of teachers’ perceived commitment on students’ motivational level together with the most motivating teacher factors identified by three student groups. With the English learning experience accumulating, students tend to place less value on teachers’ emotional support whereas rate teaching competence as the key factor for their motivation. Also, striking findings related to learners’ motivation at the tertiary level have been elucidated: first, compared with young learners, university students not only do not think that teachers’ commitment would exert much influence on their motivation but also show a tendency to follow this belief in action. Second, teachers’ capacity for knowledge transfer is rated highest by them as the most crucial motivator rather than the communicative teaching style, which is instead overwhelmingly prioritized by secondary school learners. Based on these findings, recommendations on motivational instruction for English teachers at different levels of education are suggested.
29
Zein, Abdul Kholik Amirulloh y Hady Siti Hadijah. "PENGARUH KOMITMEN ORGANISASI DAN MOTIVASI KERJA TERHADAP KINERJA GURU DI SMK PASUNDAN 1 CIMAHI". Jurnal Pendidikan Manajemen Perkantoran 3, n.º 2 (1 de julio de 2018): 59. http://dx.doi.org/10.17509/jpm.v3i2.11765.
Texto completoResumen
The purpose of this research is to analyze how organizational commitment and work motivation can improve teacher performance especially in case study from teachers in SMK Pasundan 1 Cimahi. The study used a pre-validated survey instrument to measure the perceptions of 50 teachers about affective commitment, normative commitment, and sustainability commitments, as well as their motivation and performance in schools. A multiple regression equation is used to assess the effect of organizational commitment and work motivation on performance and prove whether or not there is a relationship between organizational commitment and work motivation with teacher performance. This study empirically confirms the positive impact of organizational commitment and work motivation on teacher performance which in turn will have a positive impact on school quality.ABSTRAKTujuan dari penelitian ini adalah untuk menganalisis bagaimana komitmen organisasi dan motivasi kerja dapat meningkatkan kinerja guru terutama dalam studi kasus dari guru-guru di SMK Pasundan 1 Cimahi. Penelitian ini menggunakan instrumen survei skala pra-divalidasi untuk mengukur persepsi dari 50 orang guru tentang komitmen afektif , komitmen normatif, dan komitmen keberlanjutan, serta motivasi dan kinerja mereka di sekolah. Persamaan regresi ganda digunakan menilai pengaruh komitmen organisasi dan motivasi kerja terhadap kinerja dan membuktikan ada atau tidaknya hubungan antara komitmen organisasi dan motivasi kerja dengan kinerja guru. Penelitian ini secara empiris menegaskan dampak positif dari komitmen organisasi dan motivasi kerja terhadap kinerja guru yang pada gilirannyan akan berdampak positif terhadap kualitas sekolah.
30
Manurung, Nurlaely y Asri Laksmi Riani. "PENGARUH DISIPLIN KERJA, MOTIVASI KERJA, KEPUASAN KERJA DAN KOMPETENSI TERHADAP KOMITMEN ORGANISASI". Jurnal Manajemen Dayasaing 18, n.º 1 (6 de abril de 2017): 10. http://dx.doi.org/10.23917/dayasaing.v18i1.3788.
Texto completoResumen
The purpose of this study to determine and analyze the effect of work discipline, work motivation, job satisfaction, and work competence of the organization’s commitment to employees in RSO Prof. Dr. R Soeharso Surakarta. This research was explanatory research with survey research design. Data used primary data. The population of all employees who work in RSO Prof. Dr. R. Soeharso totaling 626 people, were taken a sample of 244 people with purposive sampling technique. The research instrument used a questionnaire with a scale linkert. The data analysis includes validation test, reliability and multiple regression analysis, t-test, F and R2. The results showed discipline work positive and significant effect on organizational commitment, motivation positive and significant effect on organizational commitment, job satisfaction positive and significant effect on organizational commitment, competence work positive and significant effect on organizational commitment, and the discipline of work, work motivation , job satisfaction and work competence significant effect together against the organization’s commitmentto employee hospital Orthopedics Prof. Dr. R. Soeharso Surakarta
31
Kara, Yunus Emre y Ayşegül Acar. "The impact of job motivation on organizational commitment: A study on travel agencies". Business & Management Studies: An International Journal 11, n.º 3 (24 de septiembre de 2023): 824–37. http://dx.doi.org/10.15295/bmij.v11i3.2258.
Texto completoResumen
This study examines job motivation's influence on organizational commitment among employees of Group A travel agencies operating in Istanbul. Adopting a qualitative research design, data for this study were collected through face-to-face surveys using a convenience sampling method from travel agency employees in Istanbul from January to April 2023. The analysis of the obtained data reveals a positive impact of job motivation on organizational commitment. This study provides a valuable contribution to understanding the relationship between job motivation and organizational commitment, as well as enhancing the performance of agency employees. The findings can assist businesses in developing strategies to increase employee motivation.
32
Afshari, Leila. "Motivating toward organizational commitment: A cross-comparative perspective". International Journal of Cross Cultural Management 20, n.º 2 (1 de abril de 2020): 141–57. http://dx.doi.org/10.1177/1470595820914643.
Texto completoResumen
This article investigates how factors that contribute to the development of organizational commitment can be adjusted to take account of cultural diversity among employees, by taking the mediating effects of motivational processes and leadership into account. Survey data were obtained from two similar organizations in two different cultural contexts—Australia and Iran. The findings showed that both intrinsic and identified motivations and leadership are critical to the development of desirable organizational commitment. The introjected form of motivation was found to be the factor that mediates variances in employee commitment between the two cultural contexts. The current study explains this mediation role by referring to the different degrees to which conformity is salient across the two contexts, thereby providing managers, who are working in culturally diverse contexts, a means of understanding how and why different motivational techniques are more or less likely to contribute to the development of organizational commitment. Furthermore, the present study contributes to the existing literature on organizational commitment by comparing and contrasting the nature and prominence of employee commitment profiles in two different cultural contexts.
33
Arifah, Siti, Ernani Hadiyati y Umi Muawanah. "The Effect Of Motivation and Workload On Employee Performance By Mediating Organizational Commitment To The Blitar City Regional Secretariat". Jurnal Indonesia Sosial Teknologi 4, n.º 12 (23 de diciembre de 2023): 2344–53. http://dx.doi.org/10.59141/jist.v4i12.837.
Texto completoResumen
This research aims to analyse and prove the effect of work motivation on performance, work motivation on organisational commitment, workload on employee performance, workload on organisational commitment, organisational commitment on employee performance, work motivation on employee performance through organisational commitment and workload on performance employees through organisational commitment. The type of research used is explanatory research. Data collection used a questionnaire method, while the statistical analysis method used was PLS-SEM. The results of the research are that work motivation affects employee performance; work motivation does not affect organisational commitment; the workload does not affect employee performance; the workload affects organisational commitment, organisational commitment affects employee performance, organisational commitment has no effect in mediating work motivation on employee performance, organisational commitment influences mediating the influence of workload on employee performance.
34
Map, Jurnalmap, Tiara Dinar Aulia, Indra Prasetyo y Subijanto ÔÇì. "PENGARUH KOMPETENSI, KOMITMEN KARYAWAN DAN MOTIVASI TERHADAP KINERJA PEGAWAI PDAM KOTA SURABAYA DENGAN KOMUNIKASI SEBAGAI VARIABEL INTERVENING". MAP (Jurnal Manajemen dan Administrasi Publik) 1, n.º 04 (8 de julio de 2019): 506–21. http://dx.doi.org/10.37504/map.v1i04.159.
Texto completoResumen
ABSTRACT
This study aims to describe competence, employee commitment and work motivation towards the performance of PDAM Kota Surabaya employees, knowing the significant direct effect of competence, employee commitment, and motivation on employee communication and on employee performance, knowing the indirect influence of competence, employee commitment, and motivation through communication with the performance of PDAM Kota Surabaya employees. The population in the study were all employees of PDAM Kota Surabaya, amounting to 67 employees. The quantitative descriptive analysis approach and inferential quantitative analysis and path analysis (path analysis) with competence, commitment and motivation as independent variables, communication as intervening variables, and performance as the dependent variable. The results of the data analysis show that competency, commitment, motivation, communication and employee performance are in good condition. Competence, commitment, motivation and communication partially or simultaneously have a significant direct effect on employee performance. Competence, commitment and motivation have an indirect effect on performance through communication variables. From the variables of competence, commitment, motivation and communication, the dominant influence on performance is the communication variable.
Keywords: competence, commitment, motivation, communication, performance
35
Nandi, Veena Tewari Nandi, Shehla Khan, Muhammad Azeem Qureshi y Saqib Ghias. "Training & Development, Organizational Commitment and Turnover Intentions in SMEs". Market Forces 15, n.º 2 (1 de diciembre de 2020): 24. http://dx.doi.org/10.51153/mf.v15i2.457.
Texto completoResumen
Training and development is an important tool for motivating employees and increasing organizational performance. Therefore, we have developed a new model in which we have empirically tested four direct relationships, three mediating relationships, and one moderating effect. We have collected the data from selected SMEs in Karachi. A total of 410 questionnaires were distributed, and 385 valid responses were available. The instrument was adapted from earlier studies. We have used Smart PLS for data analysis. Of the four direct hypotheses, we found support for two of them. Similarly, we only found support for one indirect hypothesis and no support for the moderating relationship. The study found that antecedents “availability of training and managerial support for training” stimulate organizational commitment. However, we did not find any support for the “association between motivation to learn and organizational commitment” in Karachi SMEs. In contrast to earlier literature, we found that “organizational commitment stimulates turnover intentions.” Organizational commitment mediates (1) availability of training and turnover intentions, and (2) managerial support and turnover intentions. However, the study did not support organizational commitment’s mediating role on motivation to learn and turnover intentions. Similarly, constituent attachment did not have a moderating effect in our study.
36
Basuki, Rahmat, Anton Agus Setyawan y M. Farid Wajdi. "MODEL PENGUKURAN KINERJA KARYAWAN BERDASARKAN KOMITMEN, MOTIVASI KERJA DAN GAYA KEPEMIMPINAN". Jurnal Manajemen 21, n.º 1 (24 de abril de 2017): 146. http://dx.doi.org/10.24912/jm.v21i1.153.
Texto completoResumen
This study aims to measure the effect of leadership styles, organizational commitment to performance with the mediation of motivation in the civil service of the Faculty of Universities in Surakarta. The study population was a civil servant employees in the faculty. The sample is determined by the saturated sample technique, the entire employee staff respondents as many as 76 people. Methods of data collection techniques used are questionnaire. Data analysis method used is the method of path analysis (path analysis). From the results of this study concluded that the style of leadership, organizational commitment and motivation of jointly have a significant influence on employee performance. While the results of the t test of leadership style variable result that leadership style has no effect on the motivation and performance of the organization's commitment and motivation.Variabel partially have a significant influence on employee performance. With the result that the path analysis variables mediate motivational leadership style on employee performance. Motivation also mediate organizational commitment to employee performance. Judging from the coefficient (R Square) we can conclude that the motivation was influenced variable leadership style and organizational commitment of 0.46% while the rest influenced by other factors beyond the study variables. Performance is influenced by the motivation of employees by 44% and the rest influenced by other factors beyond the variables. Performance of employees affected by variables of leadership style and organizational commitment by 36% while 64% is variable - the other variables outside the study.
37
Hawa, Nur, Badia Perizade y Agustina Hanafi. "PENGAWASAN DAN MOTIVASI TERHADAP KINERJA DENGAN KOMITMEN SEBAGAI VARIABEL INTERVENING PADA RSUD MUARADUA OKU SELATAN". E-Jurnal Manajemen Universitas Udayana 8, n.º 12 (3 de diciembre de 2019): 7239. http://dx.doi.org/10.24843/ejmunud.2019.v08.i12.p17.
Texto completoResumen
The purpose of this study is to analyze the influence of supervision and motivation on employee performance with employee commitment as an intervening variable. Respondents in this study were taken using the census method. The total population was 97 people obtained from filling out questionnaires distributed to 97 respondents. The data analysis technique used was Partial Least Square (PLS).The results of this study showed that supervision did not affect employee commitment, motivation affected employee commitment, supervision affected employee performance, motivation affected employee performance, employee commitment affected employee performance, supervision affected employee performance through employee commitment as a variable intervening, and motivation affected employee performance through employee commitment as an intervening variable.The results of this study indicated that supervision and motivation had influence on employee performance with employee commitment as an intervening variable. It is suggueted to the management to provide input and improvement to employees in doing work to increase employee motivation, with increased motivation can increase employee commitment and carry out work responsibly towards Muaradua General Hospital, South Ogan Komering Ulu Regency.
Keywords :Supervision, Motivation, Employee Commitment, Employee performance.
38
Bucăţa, George, Ioan Virca y Florin Popescu. "Organisational Commitment, Motivation and Job Satisfaction". Land Forces Academy Review 27, n.º 2 (1 de junio de 2022): 124–33. http://dx.doi.org/10.2478/raft-2022-0017.
Texto completoResumen
Abstract Employee engagement is a constant theme in the business world. When employees are successful, so are the companies they work for. The purpose of this article is to bring to the forefront some information that can influence higher organisational engagement and help managers approach open methods of employee relations to get employees dedicated to collaborative work and results. In business, motivation is closely linked to organisational commitment. The higher the level of engagement, the more things like productivity or efficiency can occur, giving the employer more advantages over the competition.
39
Dawson, Kimberley A. y Jennifer Peco. "Exercise Motivation, Commitment, Addiction and Gender". Medicine & Science in Sports & Exercise 36, Supplement (mayo de 2004): S64—S65. http://dx.doi.org/10.1249/00005768-200405001-00305.
Texto completo
40
Dawson, Kimberley A. y Jennifer Peco. "Exercise Motivation, Commitment, Addiction and Gender". Medicine & Science in Sports & Exercise 36, Supplement (mayo de 2004): S64???S65. http://dx.doi.org/10.1097/00005768-200405001-00305.
Texto completo
41
Roberts, John Russell. "Mental Illness, Motivation and Moral Commitment". Philosophical Quarterly 51, n.º 202 (enero de 2001): 41–59. http://dx.doi.org/10.1111/1467-9213.00213.
Texto completo
42
Debnath, Beauty. "Possible Selves, Motivation, and Classroom Practices: A Qualitative Enquiry with English Teachers in Dhaka, Bangladesh". Theory and Practice in Language Studies 11, n.º 3 (1 de marzo de 2021): 251. http://dx.doi.org/10.17507/tpls.1103.04.
Texto completoResumen
Studies around the world show that students’ motivation for learning English as a foreign language is usually interconnected with teachers’ motivation. To explore this relationship, this study investigated five Bangladeshi EFL teachers’ early language learning experiences, their visions of possible L2 selves, their motivations for becoming English teachers and the way they connect their visions with their classroom teaching for motivating students. This study employed L2 Motivational Self System (Dorney, 2005, 2009) as the theoretical framework. It was situated in the constructivist paradigm using a qualitative approach taking the form of a narrative enquiry. Data was collected from teachers’ language biographies and in-depth interviews. The thematic analysis of data revealed teachers’ considerable academic and socio-cultural challenges, their improved motivational states and visions of either ‘Ideal L2 Self’ or ‘L2 Learning Experiences’. Teachers with ‘Ideal L2 Selves’ were found more aware of generating students’ L2 vision. The study also found a considerable influence of social, economic, psychological, infrastructural, and cultural factors on teachers’ professional motivation and commitment. Therefore, the study has brought implications for addressing these factors at an institutional and political level to bring about attitudinal change towards teaching as a profession in Bangladesh.
43
BYTYQI, Qëndrim. "The Impact of Motivation on Organizational Commitment: An Empirical Study with Kosovar Employees". PRIZREN SOCIAL SCIENCE JOURNAL 4, n.º 3 (31 de diciembre de 2020): 24–32. http://dx.doi.org/10.32936/pssj.v4i3.187.
Texto completoResumen
Motivation and Organizational Commitment are determinant factors that directly influence the success of the organization. Work motivation is the process that initiates and maintains goal-directed performance, Commitment encourages employees to voluntarily engage in the organization and have an intention to be members of the organization for the long term. This study investigates the relationship between motivation and organizational commitment. An online survey was conducted with 207 participants across Kosovo. The results of regression analysis show that motivation has a significant effect on organizational commitment. The model summary shows that work motivation explains 36% of the change in organizational commitment. The coefficient of work motivation) shows that work motivation has a strong and positive effect on organizational commitment. Positive and strong correlation found between work motivation (WM) and organizational commitment (OC). As much the employees are motivated that means they automatically will increase the job performance.
44
Selamet Riadi, Indra Prasetyo2 y Woro Utari. "PENGARUH BUDAYA ORGANISASI DAN KOMITMEN ORGANISASI TERHADAP KINERJA MELALUI MOTIVASI KERJA PEGAWAI DI KANTOR CAMAT TASIK PUTRI PUYU". JUIMA : JURNAL ILMU MANAJEMEN 12, n.º 2 (8 de noviembre de 2022): 192–98. http://dx.doi.org/10.36733/juima.v12i2.5343.
Texto completoResumen
The purpose of the study was to describe organizational culture, commitment, motivation and employee performance at the Tasik Putri Puyu Sub-district Office. To know and analyze the influence of organizational culture, commitment to motivation. The influence of motivation, organizational culture, commitment to employee performance, the influence of organizational culture and commitment to employee performance through motivation. Population and sample amounted to 31 people. The sampling technique used the census sampling method. Data were collected through questionnaires and documentation. Data analysis methods include validity testing, reliability testing and path analysis. The results of the analysis show that organizational culture, employee commitment, employee work motivation and employee performance at the Tasik Putri Puyuh sub-district office are all in high condition. Organizational culture does not have a significant influence on employee work motivation. Commitment has a significant effect on employee motivation. Work motivation has a significant influence on employee performance. Organizational culture has no significant effect on employee performance. Commitment has a significant effect on employee performance. Organizational culture has no significant effect on performance through work motivation. Commitment has a significant effect on performance through work motivation.
45
Hallmann, Kirstin, Anita Zehrer, Sheranne Fairley y Lea Rossi. "Gender and Volunteering at the Special Olympics: Interrelationships Among Motivations, Commitment, and Social Capital". Journal of Sport Management 34, n.º 1 (1 de enero de 2020): 77–90. http://dx.doi.org/10.1123/jsm.2019-0034.
Texto completoResumen
This research uses social role theory to investigate gender differences in volunteers at the Special Olympics and interrelationships among motivations, commitment, and social capital. Volunteers at the 2014 National Summer Special Olympics in Germany were surveyed (n = 891). Multigroup structural equation modeling has revealed gender differences among motivations, commitment, and social capital. Volunteers primarily volunteered for personal growth. Further, motivations had a significant association with commitment and social capital. The impact of motivation on social capital was significantly mediated by commitment. Event organizers should market opportunities to volunteer by emphasizing opportunities for personal growth and appealing to specific values.
46
Manek, Aquidowaris, Desmon Redikson Manane, Nurul Huda y Yakoba A. E. R. Kase. "PENGARUH MOTIVASI RENDAH BIAYA DAN KEPEMIMPINAN TERHADAP KOMITMEN KERJA". Inspirasi Ekonomi : Jurnal Ekonomi Manajemen 4, n.º 4 (31 de diciembre de 2022): 52–66. http://dx.doi.org/10.32938/ie.v4i4.3770.
Texto completoResumen
ABSTRACT
The stanting problem in North Central Timor Regency has increased. The data shows that the highest number is at the Manumean Health Center at 28.3% and the lowest at the Lurasik Health Center at 19.7%. This is indicated due to weak work commitment. This study aims to determine the partial and simultaneous effect of low-cost motivational variables (X1) and leadership variables (X2) on work commitment to the stunting reduction acceleration team in TTU Regency. This study focuses on all teams for the acceleration of stanting reduction and in the field of family health and nutrition at the TTU District Health Office with a total of 40 respondents. The data analysis technique used is inferential analysis. The results of inferential analysis show that the low-cost motivation variable (X1) has a significant influence on work commitment (Y). The leadership variable (X2) has a significant effect on work commitment (Y). Meanwhile, the low cost motivation variable (X1) and the leadership variable (X2) simultaneously have a significant effect on work commitment.
Keywords: Low Cost Motivation, Leadership, and Work Commitment
47
Alesi, Marianna, Manuel Gómez-López, Carla Chicau Borrego, Diogo Monteiro y Antonio Granero-Gallegos. "Effects of a Motivational Climate on Psychological Needs Satisfaction, Motivation and Commitment in Teen Handball Players". International Journal of Environmental Research and Public Health 16, n.º 15 (29 de julio de 2019): 2702. http://dx.doi.org/10.3390/ijerph16152702.
Texto completoResumen
The aim of this study was to examine the effects of the motivational climate created by the coach and perceived by a group of young high-performance handball players on their sport motivation, self-determination, sport psychological needs and sport commitment. The study participants were 479 young handball players. The age range was 16–17 years old. Players were administered a battery composed of a Perceived Motivational Climate in Sport Questionnaire, Sport Motivation Scale, the Basic Psychological Needs in Exercise Scale and Sport Commitment Questionnaire to measure the above-mentioned theoretical constructs. Results showed that the handball players showed high levels of a task-involving climate, of basic psychological needs satisfaction and of self-determined motivation and commitment. Higher levels of basic psychological needs such as autonomy and competence were associated with a higher task-involving climate, self-determined index and sport commitment (task-involving climate–basic psychological needs (β = 0.55; 95% IC 0.387/0.682; p = 0.001); Ego-involving climate–basic psychological needs (β = 0.06; 95% IC −0.069/0.181; p = 0.387); Basic psychological needs–self-determined index (β = 0.48; 95% IC 0.376/0.571; p = 0.001); Self-determined index–commitment (β = 0.58; 95% IC 0.488/0.663; p = 0.001). The obtained model showed that basic psychological needs mediated the association between a task-involving climate and self-determination, and self-determination mediated the association between basic psychological needs satisfaction and commitment.
48
Trisnaningsih, Sri. "Motivation and commitment as contingencies to improve graduate competency". International Journal of Academic Research 5, n.º 6 (10 de diciembre de 2013): 270–74. http://dx.doi.org/10.7813/2075-4124.2013/5-6/b.45.
Texto completo
49
Map, Jurnalmap, Muhammad Hasyim Asyari, Chamariyah ÔÇì y Subijanto ÔÇì. "PENGARUH KOMITMEN ORGANISASI, MOTIVASI DAN KOMPENSASI TERHADAP KINERJA KARYAWAN BANK PEMBIAYAAN RAKYAT SYARIAH (BPRS) SUMEKAR SUMENEP". MAP (Jurnal Manajemen dan Administrasi Publik) 2, n.º 03 (15 de julio de 2019): 331–45. http://dx.doi.org/10.37504/map.v2i03.207.
Texto completoResumen
ABSTRACT
This research was conducted at the Sumekar Sumenep Islamic People Financing Bank (BPRS). The purposes of this study are 1). To describe the organizational commitment, compensation motivation and performance. 2). To find out whether organizational commitment, motivation and compensation have a simultaneous influence on the performance. 3). To find out whether organizational commitment, motivation and compensation have a partial effect on the performance. 4). To find out which variables among organizational commitment, motivation and compensation have a dominant influence on the performance. The results of the study show that: 1). Simultaneously, organizational commitment, motivation and compensation have a significant effect on the performance of Sumekar Sumenep Bank Islamic finance (BPRS) employees, 2). Partially organizational commitment, motivation, compensation partially have a significant influence on the performance of employees of the Bank of Islamic finance (BPRS) Sumekar Sumenep.
Keywords: Organizational Commitment, Motivation, Compensation And Performance Of Employees.
50
Ayasha Siddiqua, Most. "Exploring Motivation in Organizational Behavior: A Review". South Asian Journal of Social Studies and Economics 20, n.º 3 (27 de septiembre de 2023): 169–79. http://dx.doi.org/10.9734/sajsse/2023/v20i3721.
Texto completoResumen
This review explores the multifaceted field of motivation within organizational behavior by synthesizing insights from some research. The research is founded on an extensive literature review encompassing various studies that address motivation-related issues within organizational behavior. Spanning foundational theories to contemporary paradigms, the review delves into intrinsic and extrinsic motivational factors, justice perceptions, emotional influences, and the interplay of creativity. It highlights the evolution of motivational theories, ranging from Adams' equity theory to modern constructs like self-determination theory and goal-setting theory, emphasizing the dual nature of motivation. Justice perceptions emerge as crucial influencers of behavior, while transformational leadership behaviors amplify motivation, job satisfaction, and commitment. The relationship of emotions adds another layer, where positive affect enhances expectancy and motivation. The temporal dynamics of motivation and its creative potential are also explored. The review culminates in a nuanced understanding of motivation's essence, guiding organizations toward fostering engagement and productivity. It serves as a foundation for further exploration, reflecting the intricate variety of motivational factors that influence organizational behavior.