1

Mini Systematic Review_Dissertation_LJMU-7506-PSYSCI

Student ID R2010D11423098

Student’s Name Sean Nicholson

Assignment details: Dissertation Project

Type Mini-systematic review

Assignment Number Summative assessment 1

Module Title LJMU-7506-PSYSCI Dissertation Project 48480

Mini Systematic Review: 2000 words ± 10%

Submission Date 26/03/2023

Avgi Christou
 2
Mini Systematic Review_Dissertation_LJMU-7506-PSYSCI

Table of Contents

Introduction......................................................................................................................................................3

Rationale for the study.....................................................................................................................................3

Research Question............................................................................................................................................4

Methods.............................................................................................................................................................4

PICO framework..............................................................................................................................................6

Results...............................................................................................................................................................7

PRISMA flow chart..........................................................................................................................................8

Summary of the findings’ table.......................................................................................................................8

Discussion........................................................................................................................................................10

Summary of the main findings......................................................................................................................10

• Critical analysis and evaluation of scientific evidence...............................................................................10

Limitations and Future Considerations........................................................................................................11

 3
Mini Systematic Review_Dissertation_LJMU-7506-PSYSCI

Introduction

It is generally understood and accepted that motivation is critical for the success of any business

organization. Business organizations globally whether privately owned or state owned, has an innate

need to motivate its employees; motivation is critical in its function of driving employees towards

achieving their goals. Motivation occurs as a results of internal and external factors such as the

person’s desire or need, an incentive or reward, or their value of the organizations goals or

objectives, and the expectations of the individual. Each individual employee is motivated by a

different motivational factor, some employees are motivated by money while others desire

recognition and rewards to be motivated. However other employees are motivated via a sense of

accomplishment and achievement, having met personal and professional goals. According to

(GANTA, 2014,) Inducement and bonuses do not yield any results on some employee’s motivation,

“only when they are confident in their abilities and personally identify with their role within the

organization.” As such, employee motivation should not utilize a board brushed approach to

employee motivation, rather organizations should implore an individual strategy.

Within the global context, innovations in information technology and industrialisation has

required managers around the world to motivate their employees in order to get the best out of them

in order to stay competitive. Although incentives like salary increases, spot awards, team builders,

fostering good working relationships, and the provision of opportunities for growth and advancement

are utilized; demotivated workers beg the question; do these incentives motivate employees to give

off their best at the workplace? Individual satisfaction has been argued to reflect the perceived

distance between individual aspirations and achievement (Inglehart, 1990), the aim of this paper is

the application of motivational theories to individual employees to increase individual motivation.

Rationale for the study

Various motivation theories are employed across organizations by management with the

intention of managing employees to achieve a motivated work force. These theories all attempt to
 4
Mini Systematic Review_Dissertation_LJMU-7506-PSYSCI

explain people’s behaviour in the workplace while propagating approaches and strategies from

various perspectives which when utilized ought to improve employee’s levels of motivation and their

commitment to productivity in the workplace. However in work place culture motivation is generally

uses a one size fits all approach by management. Meaning there isn’t an attempt at meeting the needs

of individual employees to keep the motivated. (Mayo, 2019) States “Many motivational efforts fail

because of an assumed commonality in what motivates people.” Furthermore according to (Diem

Vo, Tuliao & Chen, 2022) “Work motivation remains a vital factor in organizational psychology, as

it helps explain the causes of individual conduct in organizations” Unfortunately the approach of

assumed commonality has resulted in many demotivated employees in the workplace today. The aim

of this paper is to provide insight into how motivation theories can be individually applied in the

workplace.

Research Question

Can individual employee performance be improved through the application of motivation theories in

the workplace?

The aim of the research is to consider an alternative approach to workforce motivation by motivating

individuals, which lends to a motivated team in the workplace.

Methods

The search for studies for the systematic review followed the PRISMA methodology. The search

was conducted using key words such as employee performance, workplace motivation, motivational

factors, Individual performance and individualism in motivation. Additionally 4 criteria for inclusion

were set before any searches were conducted they are listed below, the search included appropriate

articles that;

a) Applied motivational theories to workplace motivation;

b) Was written in English,

c) Were published, peer-reviewed, were journal articles, or papers

 5
Mini Systematic Review_Dissertation_LJMU-7506-PSYSCI

d) Were on individual motivation in the workplace

To ensure more than one source was used for gathering papers both older and more recently

published papers, was sourced across several databases and platforms. A search was conducted on

PubMed, Medline, Ebscho Host and Google Scholar. The searches included key words: Improving

employee performance, Individualism in motivation, Motivational theories, Individual performance,

employee engagement and professional satisfaction. These key words were used across each of the

databases included in the study. There were no limitations used for the searches. Searches were

conducted until the 24th March 2023. Across the databases different number of records were

identified PubMed 15, Medline 7, Google scholar 13 and National library of medicine 11 giving a

total of 46 records were identified. From the identified studies seven studies were utilized in this

systematic review.

Studies were excluded that

a) A discussed motivation using a group or team approach

b) Studies that used mixed methods or non-motivational theories

c) Studies not produced in English

An example of an excluded paper would be (Watkins & Fusch, 2022) this study was relevant to

be considered as the title met the search criteria, however the paper did not use motivational theories,

rather it seemingly argued against motivational theories, in favour of monetary compensation. As

such this paper was left out of the group of papers included in the review.

Review methods: PICOS eligibility criteria were used to select original studies. The study selection

process proceeded as follows, searches were conducted using the PICO method the articles were

selected by title and content. The articles were screened by title and abstract the articles which

remained after the screening process and further assess on risk of bias. The assessment looked at the

problem sentence of the selected papers for similarities and at the abstract similarly. A problem
 6
Mini Systematic Review_Dissertation_LJMU-7506-PSYSCI

solving approach was used when looking at the intervention, a multiplicity of relevant references

looking at various authors on the same subject was also considered.

PICO framework

PICO Framework

Acronym Description Examples

High Job Turnover

Increase in accidents and

P – Population Demotivated individuals in the
incidents
Problem workplace
Drop in Production Levels

Attrition

Using motivational theories to Theoretically based

I – Intervention develop individual motivation individually designed reward

approach systems

Review of different authors

Examining various pieces of writing to find commonalities

Comparison
literature in individual employee

motivation

A better understanding of

demotivation and approaches to individual has a sense of being

Outcome
aid in motivating individual motivated in the workplace

employees
 7
Mini Systematic Review_Dissertation_LJMU-7506-PSYSCI

Results

Each of the retrieved and utilized articles was studied to identify the relationships between

individual motivation, efficiency and motivational theories in the end 7 papers were selected. Many

of the authors makes the succinct point that motivation must meet the individual’s needs before it

could be effective. (Badubi, 2004), (GANTA, 2014,), (Sacchetti, 2013), (Mayo, 2019) (Riak & Bill,

2022). To the extent that a multi-pronged approach is used to the package of incentives being offered

to different employees; these include health care, life insurance, dental plans, profit sharing,

employee stock plans, recreational facilities, meal allowance, child care availability, company cars,

and more are being used by companies in an effort to retain and motivate employees. Conversantly

the authors also note that motivation is adapted as it must affect the employees as individuals.

The literature however shows that as the methods of motivation or motivation tools vary, so

to authors are preferring one theorist over others and a mixed method approach. (Sacchetti, 2013)

utilized a mixed approach using Maslow’s needs theory with Ryan & Deci, self-determination

theory; (Nduka, 2016) in his thesis considered Maslow’s needs theory with Hertzberg two factor

theory, while (William, 2010) used Maslow’s Hierarchy of Needs, Herzberg’s two factor theory,

fifty-fifty theory developed by John Adair, and Vroom’s Expectancy Theory. (Amoako & Dartey-

Baah, 2011) Focused on H Hertzberg two factor theory only, (Diem Vo, Tuliao & Chen, 2022) uses

self-determination theory as critical to his paper. Although the authors uses various theories, the

common taught is the need for motivation to be applied at an individual level.

 8
Mini Systematic Review_Dissertation_LJMU-7506-PSYSCI

PRISMA flow chart

Summary of the findings’ table.

The table below includes the characteristics identified of the included studies.

Years Eligible Relevant

Review covered by study Interventio Studies
Citation Risk of Bias searches designs Population n Control analysed
(Amoako & Not
Dartey- recorded to None Literature
Baah, 2011) Medium 2011 Opinion recorded review K=1
High Not
(Badubi, Interpretation recorded to None
2004) Bias 2004 Opinion recorded Analysis K=1
(Diem Vo, Cross
Tuliao & 2017 to sectional Country K=1
Chen, 2022) Low 2021 study 32,614 Survey level N= 32,614
Not Cross 103
(Kuswati, recorded to sectional Government 1 office K=1
2020) Low 2017 study workers Survey surveyed N=82
High Not K=1
(Riak & Bill, Interpretation recorded to None N=not
2022) Bias 2022 Opinion recorded included
(Sacchetti, Medium Not Cross 4134 Survey Various K=1
 9
Mini Systematic Review_Dissertation_LJMU-7506-PSYSCI

Individuals
320 platforms
Common recorded to sectional Organization , social N=not
2013) method bias 2012 study s media included
Mixed 20
method employees of
cross Ultimate
(William, sectional Companion Survey and 1 K=1
2010) Low 2010 study Limited interviews company N=18

Summary of Characteristics of Included Studies

Overall Risk of Bias Low 43%

Years Covered 2004 – 2021

Primary method used for data collection Surveys

Number of persons surveyed across entire study 36,871

Number of Respondents across survey 32,714

 10
Mini Systematic Review_Dissertation_LJMU-7506-PSYSCI

Discussion

Summary of the main findings

All the papers examining the influence of psychological needs on work motivation as

important, and its role in the development of organizations. The studies mainly used empirical data

to prove that motivational factors have an influence on employee performance, with a few studies

using gathered research data. The research also included the influence of individuals’ competence,

autonomy, creativity, fairness and social relatedness on their work motivation these are enhanced

when applied autonomous, with independent action, and deliberation with others.  The papers

selected also focused on contemporary theories and imperial research in motivational psychology.

• Critical analysis and evaluation of scientific evidence

The outcomes of the survey indicate an 18 year time span covered in the systematic review

form 2004 to 2022 with 3 studies having been written in the last 5 years and the other four 3 in the

past 10 years and one study outside of the 15year mark. All the studies in this review however,

demonstrate that for almost 20 years, some researchers have been indicating the need to look

critically at individual employee motivation.

The overall data shows that with 32,714 employees surveyed there is a great portion of

persons in the workforce that are demotivated and methods being employed currently are not

meeting their psychological workplace need. As such there is a definite need to consider an

individual approach to employee motivation.

(William, 2010) The study is based on primary data collected through questionnaires as well as

secondary data collected from various sources such as research databases, journals, magazines,

informatory videos, news articles, websites etc. The analysis was excellent as it included Likert

scale, PCA, SPSS output, the KMO and Bartlett test, rotated component matrix etc.
 11
Mini Systematic Review_Dissertation_LJMU-7506-PSYSCI

Limitations and Future Considerations

The research used was specific to the research topic for the review as it pertaining to

individual behavior in a team based organizational settings. This was important because most

research on this topic focuses on groups and organizations whereas the research question is narrowed

to analyze individual behavior in order to improve overall motivation. Another strength is that the

paper also included modern research in psychology making it relevant in our contemporary context.

In addition to this, the research used included proof that money is not the only motivating factor in

the workplace and that other forms of motivational interventions are important to maintaining human

resource in and organization. People have different needs, and these different needs makes them

behave in different ways.  Whilst the evidence is overwhelmingly persuasive, the number of studies

is limited: better designed studies of this type are needed to develop understanding before reaching

final conclusions.

            Some papers included produced excellent material and study on motivating individuals’;

however because the research methods being used are relatively new to research, the selection

process utilized did not yield the most fitting papers for the systematic review. More focus was given

to the methods to be used rather than the study & paper selection. To add, the focus of the research

method was statistical data with little focus on qualitative data and the application of theories and

hence this information was lacking.  

Confirmation Bias was also a limitation because the research was subject to the researcher

and research question. Another challenge identified was the type of research existing in individual

work motivation does not carry a specific intervention rather only raw produced data. Further

research can be undertaken which aims to explore practical models or interventions for the

simplification and implementation of individual motivational approaches. Allowing motivation

strategies to be applied individually and have a result on the organizations performance as a whole.
 12
Mini Systematic Review_Dissertation_LJMU-7506-PSYSCI

This can be done as the research found did not include such models nor were any interventions

proposed.  
 13
Mini Systematic Review_Dissertation_LJMU-7506-PSYSCI

References
Amoako & Dartey-Baah. (2011). Application of Frederick Herzberg’s Two-Factor theory in assessing and
understanding employee motivation at work: a Ghanaian Perspective. European Journal of Business
and Management, 3(09).

Badubi, R. M. (2004). Theories of Motivation and Their Applicationin Organizations: A Risk Analysis.
International Journal of Innovation and Economic Development, 44-51.

Diem Vo, Tuliao & Chen. (2022, February). Work Motivation: The Roles of Individual Needs and Social
Conditions. Retrieved from PubMed: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8869198/

GANTA, V. C. (2014,, November). MOTIVATION IN THE WORKPLACE TO IMPROVE THE EMPLOYEE

PERFORMANCE. International Journal of Engineering Technology, Management and Applied
Sciences, Volume 2(Issue 6), 221-230.

Inglehart, R. (1990). Culture shift in advanced industrial society. New Jersey: Princeton University Press.

Kuswati, Y. (2020, May). The Effect of Motivation on Employee Performance. Budapest International
Research and Critics Institute-Journal (BIRCI-Journal), Volume 3, 995-1002.

Mayo, A. (2019). The individualism of motivation. Strategic HR Review, 96-103.

Nduka, O. (2016, December). EMPLOYEE MOTIVATION AND PERFORMANCE. Retrieved from Core:
https://core.ac.uk/download/pdf/80992496.pdf

Riak & Bill. (2022, November). THE ROLE OF EMPLOYEE MOTIVATION. Journal of Social Science and
Humanities Research, 8(11), 40-44.

Sacchetti, S. (2013, January 13). A Study of Organizational Characteristics and Individual Motivation.
Retrieved from https://www.storre.stir.ac.uk/bitstream/1893/11345/1/Sacchetti-
Tortia_MANUSCRIPT%20STORRE_Oct%202012.pdf

Watkins & Fusch. (2022). Employee Monetary Compensation and Employee Job Satisfaction. Scinentific
Research, 321-339.

William, A. N. (2010, December). EMPLOYEE MOTIVATION AND. Retrieved from bitstream:

https://www.theseus.fi/bitstream/handle/10024/22787/akah_william.pdf?
sequence=1&isAllowed=y
 14
Mini Systematic Review_Dissertation_LJMU-7506-PSYSCI