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Motivational factors that affect job satisfaction Introduction: Employees acting towards their organization goals and having

a strong desire to remain in the organization are very important for the success of organization. In order to generate such organizational commitment of the employees, the knowledge about what motivates and satisfies them is essential. The individual holds certain personal expectations in terms of form and amount of reward, which he/she should receive for the provided service. Thereby, the performance of a person as well as the decision to remain in the organization is influenced by the extent to which such expectations are met (Steers, 1991). For some people work is a source of great satisfaction; for many others it is the reason for dissatisfaction. Regarding the fact that employees spend a large part of a day at work for 40 to 45 years, it is important that those employees experience positive feelings towards their tasks. Otherwise, it would be a long time to be frustrated, dissatisfied and unhappy. They argued that the employees' feelings toward their work have a significant influence on the success and failure of the organization. Motivated employees contribute to organization's survival. In order to be successful, organization needs employees who act toward the goals of the organization and have a strong desire to remain in the organization. Such loyalty and commitment may be generated by motivation. Furthermore, motivation is aimed to achieve increases in work productivity and job satisfaction. Particularly, the impacts of motivation on the work performance and productivity attracted attention towards motivation in the work environment (Schultz and Schultz, 1998). Highly motivated persons tend to work harder and perform more effectively in their jobs than less motivated individuals. In addition, several studies showed that job satisfaction leads to a better performance (Lau and Huang, 1999).

Are there any statistical differences between males and females related to motivational factors? . as time passes strategies used with employees should be changed to suit the present time. (2003) found that identifying the motivational factors that lead to career satisfaction resulted in successful managers. I think the reason behind that is that managers lacked accurate information on factors related to job satisfaction and motivation. Statement of the problem: It was found that employees work harder and perform better if they are motivated and satisfied with their jobs. Through identifying the motivational factors that lead to job satisfaction. Managers will be able to deal with their employees in a satisfying manner. Furthermore. They don't have high spirit in doing their duties.What are the motivational factors that affect job satisfaction? . Significance of the study: Job satisfaction is a very important element that leads to productivity in work. decision makers will have reliable information to take decisions. Some start leaving their jobs and searching for a better one as they perceive.Tu etal. In ministry of education. it is very important for the managers to identify the factors that motivate their employees and urge them to work more effectively. Questions of the study: . Another point is that being concern about employees' needs. It is noticed that many employees are demotivated and frustrated. Therefore. interests and welfare make them fulfill their responsibilities. Preventing motivational problems before they began or even identifying them lower employees' dissatisfaction.

. Further. West Virginia. The survey reveals above-average satisfaction toward teamwork. It was also found that Motivation Factors correlated positively with job satisfaction. The results showed that nurses in this sample had a moderate level of job satisfaction. The survey also indicates that job satisfaction differs between genders and employees of different responsibility areas. Huang (2003) aimed to determine employee job satisfaction.Literature Review: Bare (2004) examined the relationship between motivation and job satisfaction. Muangi & McCaslin (1994) aimed to find out job satisfaction factors related to motivation of a random sample of 325 subjects in Kenya extension service. The data was collected over three weeks and was analyzed using descriptive and correlational statistics. The researcher suggested that it’s essential for the company to consider two factors that apparently contribute to job satisfaction. Other than gender and job nature. meaning that nurses must be motivated to be satisfied with their jobs.e. The only belowaverage satisfaction rating fell into the category of rank promotion. the effect being more prominent with the internals (2) extrinsic motivation shows no effect on job satisfaction in either the internals or the externals. As a part of the survey analysis. Data were collected through . The company should implement a motivation system with appropriate measures to improve job satisfaction and work moral. the survey reveals that (1) intrinsic motivation and cognition of equity significantly affect employee job satisfaction of both the internals and the externals. all employees showed insignificant differences in job satisfaction. wages. A Work Quality Index and a demographic survey were given to approximately 32 registered nurses at a medical center in southwestern. i. individual work. collegiateship and direct supervisorship. intrinsic motivation and cognition of equity. the researcher also intends to compare job satisfaction between employees of internal and external responsibilities.

G. References: Bare.questionnaires and interviews. work incentives. SPSS will be used to analyze the data and the results will be discussed through the literature review. Reading . Methodology: The subjects of the study will be a representative sample from ministry of education ( males and females). it will be evaluated by a group of professors. From previous studies. and Oldham. Findings showed that there were eight important motivational factors for job satisfaction which are evaluation. (1980): Work redesign. J.. A pilot sample will be chosen to examine the reliability and suitability of the questionnaire to Omani environment. To check the validity of the questionnaire. Data will be collected through distribution of a questionnaire about motivation and work. Hackman. housing and transportation. R. LaShonda Leigh (2004). Addison -Wesley Publishing Company. Cronbach Alpha will be calculated. job security. pay. praise and work motivation. it is obvious that motivation leads to job satisfaction and identifying employees' motivational factors is important for satisfaction. and administration and supervision. It was created by Hackman and Oldham (1980) and was addressed to the study subjects. R. Marshall University. dependable supervisors. FACTORS THAT MOST INFLUENCE JOB SATISFACTION AMONG CARDIAC NURSES IN AN ACUTE CARE SETTING. master thesis.

D.. B.. S. T. & McCaslin. (1999): The influence of task characteristics and job-related characteristics on retail salesperson selling orientation.Huang. 6. Forret. . Prentice Hall. Chin-Ching (2003). (2006). Careers in a Non-Western Context: An Exploratory Empirical Investigation of factors Related to the Career Success of Chinese Managers. S. Factors related to the motivation of extension agentsin Kenya's rift valley province. John G. Lau. Harper Collins Publishers Inc. New Yersey Steers. Sullivan. v11 n7 p580-593. Monica L. Ohio state university Schultz. L.. Howard S. N. Journal of Retailing and Consumer Services. Career Development International. R. Study of Job Satisfaction of Employees in Kaohsiung Branch Office of CHT. (1994). E. M. ... P. & Huang. 4th edition. G. 147-156 Muangi. & Schultz. Master's Thesis. Vol. New York Tu. (1991): Introduction to organizational behavior. Sherry E. pp. (1998): Psychology & Work Today: An Introduction to Industrial and Organizational Psychology.