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Reprints and permissions About this article Cite this article. Forson, J.A., Ofosu-Dwamena, E.,
Opoku, R.A. et al. Employee motivation and job performance: a study of basic school teachers in
Ghana. In addition, they measured motivation and basic need satisfaction at the job level. It is a
procedure to aim the psychological need of the employees and stimulate their performance. South-
Western College Cerasoli CP, Nicklin JM, Ford MT (2014) Intrinsic motivation and extrinsic
incentives jointly predict performance: a 40-year meta-analysis. Job Performance. Davidson E (2005)
Understanding and improving quality in Tanzanian primary schooling. Multicollinearity and
singularity, for instance, look at the relationship among the independent variables. Yet, the results
show two aspects applicable to most decision situations managers face when it comes to motivating
workplace design: 1. Springer Nature remains neutral with regard to jurisdictional claims in published
maps and institutional affiliations. Organizations find it difficult to stay competitive in recent global
economy. A strong emphasis on the pursuit of intellectual achievement characterizes the Chinese
cultural context. However, workplace technology is not at the center of attention but can instead be
perceived as “background music” within these approaches. The thesis is a literature research and thus
a review by the work of others. Accordingly, in a humane-oriented society, the differences in
individuals’ social relatedness based on their work motivation will be strengthened. Additionally,
self-determination theory and the concept of prosocial motivation may be used to explore
motivation towards specific behavior in organizations, such as organizational citizenship and
proactive behaviors. The appropriateness of the model is further supported by the fit indices, namely
the Comparative Fit Index (CFI) and the Root Mean Square Error of Approximation (RMSEA).
Final Report of capstone on Employees satisfaction in Proodle organisation (P. J Educ Psychol.
2023.. Sadoughi M, Hejazi SY, Lou NM. The building of motivating factors into organizational roles
and the entire process of leading people should be contingent on knowledge of motivation. The more
a firm knows about its employee's base, their needs, the easier it is to develop a motivational strategy
that will appeal to these characteristics and motivated them well. We are also grateful to the
Directorate for the secondary materials given to the team. Employee Motivation and Productivity: a
Review of Literature and The objective of this paper is to conduct a literature review and analysis on
theories and empirical evidence on the relationship between employee motivation and organizational
productivity with a. These factors have the potential to influence the interaction between
psychological dimensions and language competency greatly. Several authors opted for a focused
approach and investigated specific technologies. Based on this relationship, we hypothesize that:
Hypothesis 1 Teachers’ compensation package, job environment and design, performance
management systems, training and development significantly affect teachers’ motivation. The
framework developed in this research may be useful as a guide by academicians and practitioners in
understanding the mechanisms through which motivational factors affect job performance among
teachers in the Effutu Municipality of Ghana. New York Harper and Row, New York Download
references Acknowledgements The authors would like to acknowledge the support of the Effutu
Directorate of Education, particularly the Municipal Director of Education for the support during the
data collection stage. Job design and working environment The needs of teachers on the job ought to
be planned properly. Additionally, this study adds considerably to language learning knowledge.
Self-determination theory (SDT) postulates that all humans possess a variety of basic psychological
needs. Implementing a new tool has various consequences for other organizational features.
Wider consultative meetings were held with stakeholders in the teaching fraternity and the outcome
and the panacea was the introduction of a uniform pay structure based on qualification.
LITERATURE REVIEW 2.1 Employee Performance Organizations achieve their objectives when,
organizational performance. An Investigation into Employee Job Satisfaction and Its Impact on
Organizatio. The samples of this study were based on the availability of national-level data for the
moderators and individual-level data for the measures of independent and dependent variables. This
implies that when intrinsic motivation is investigated, prosocial motivation should be examined
together to obtain a comprehensive understanding. Employees are recognized as the most crucial
asset of today's organizations by both academics. The use of secondary data represents the fact that
the data collection process was beyond the authors’ control. Thus, 254 questionnaires were
distributed among the various schools, but 159 were filled and returned (representing 62.6% return
rate). Quantitative data are analyzed by means of a software called Statistical Package for Social
Sciences (SPSS version 20). Having gained credence from the test of reliability and validity,
examining the causal effect becomes imperative. The job design literature was early on concerned
with designing motivating work, e.g., through the influential work by Herzberg (1968) or by
Hackman and Oldham (1974, 1976). Accessed 10 October 2020 Becker FD, Steele F (1995)
Workplace by design: mapping the high-performance workscape, 1st edn. Literature review In a
complex and dynamic environment, leader of the organization used to create the environment in
which employee feel trusted and are empowered to take decisions in the organization which leads to
enhance motivation level of employee and ultimately organizational performance are enhanced. The
last phase was the explicit selection criteria phase, where all articles were read in full before final
inclusion. We believe that these technological trends have unprecedented qualities. This may include
the job environment and the degree of specialization. This paper aims to analyze the drivers of
employee motivation to high levels of organizational performance. Across the four major geographic
regions studied, workers. Based on these findings, a meta-theoretical framework for understanding
different kinds of cross-task motivational effects was proposed, where the magnitude and type of
initial motivational experiences affected subsequent task motivation. As outlined above, existing
research discusses either vague concepts of workplace design elements or the effects of specific
technologies. Each of the strategies has their own role to play in motivating the employees in a
global sphere. Multicollinearity and singularity, for instance, look at the relationship among the
independent variables. Especially worth mentioning is “Work Design Influences: A Synthesis of
Multi-Level Factors that Affect the Design of Work” by Parker et al. ( 2017b ), as the collection and
number of the sources is impressive. A limitation of the study is its inability to treat job motivation as
a mediatory variable as captured in the framework. We also assessed reference lists to add further
relevant publications (backward snowballing). When these all are present in a job, positive feeling
and improved performance will be noticed. These mostly include office design and ICT applications.
Using the baseline model in Eq. ( 1 ), the study concurrently runs the regression with the output
shown in Tables 2, 3 and 4. Sage Publications Ltd Stafyarakis M (2002) HRD and performance
management. Empirically, there are evidence to suggest that autonomous motivation is linked with
performance. PDF Employee Motivation and Institutional Frameworks- A Literature Review A
Literature Review Starting from the 1960s researchers have shown great interest in motivation.
With current technological advances, intensive technologies are on the rise. This results in a lack of
control for the employee and can cause demotivation (Schmid and Auburger 2020 ). Therefore,
people are more likely to work harder for common interests in humane-oriented societies. Moreover,
both our VIF and tolerance were within the acceptable level. Recognition (10) as a facilitator for
motivation is closely connected to feedback (5) and rewards as they can be perceived as symbols of
recognition for the performance. Employee motivation and job performance: a study of basic school
Motivation as a meaningful construct is a desire to satisfy a certain want and is a central pillar at the
workplace. These frameworks mostly build on the Job Characteristics Model, the Self Determination
Theory, and needs models (see Table 4 ). All the information of the participants was hidden study
and the informed consent was obtained from all the participants with the approval by JKEUPM. The
fact that need frustration may actually enhance motivation in a subsequent task ( Radel et al., 2014;
Fang et al., 2018, 2022 ), or that too high intrinsic motivation in one task may actually diminish
motivation in a subsequent task ( Shin and Grant, 2019 ) is information useful to practitioners as it is
not self-evident. Conceptualizing technology influencing mediators seems the most promising
perspective of the four schools of thought outlined above. Parker et al. (2013) found that intrinsic
motivation of non-self-determined, but not of self-determined, individuals decreased continuously
over settings where work control (autonomy) was high. Not consenting or withdrawing consent, may
adversely affect certain features and functions. Hence, organizations can provide programs and
activities to promote employees’ autonomy and social relatedness as this will enhance their work
motivation. Maslow AH, Stephens DC (eds) (2000) The Maslow business reader. Multicollinearity
and singularity, for instance, look at the relationship among the independent variables. Shin and
Grant (2019), the second study contributing to this narrative, found a U-shaped relationship between
intrinsic motivation in a task and performance, explained by boredom, in a subsequent task. Samani
et al. ( 2018 ) conducted a survey on the effects of transforming an open space layout by adding
partitions. Beyond language skills, the research recognizes the importance of fostering a conducive
environment that encourages personal development, socio-cultural awareness, and a holistic learning
approach. This phenomenon did spark a wave of attrition of trained teachers to other sectors of the
Ghanaian economy. Thus, motivating employees adequately is a challenge as it has what it takes to
define employee satisfaction at the workplace. The integration of the literature results underscores
the complex relationship among perfectionism, writing skills, and cultural factors within the domain
of EFL education in China. They reflect the office trends shifting away from the individual office to
open solutions with tele- and virtual working. Hypothesis 3a Chinese EFL learners who possess
higher levels of integrative motivation will demonstrate enhanced competency in the skill of English
writing. Hypothesis 2b The connection between learning self-efficacy and writing competency
among Chinese EFL learners would be influenced by cultural variables. In this paper, we focus on the
question of how job motivation is affected by technologies in the changing workplace. Objectives of
the study This research aims to accomplish three main goals: To study how perfectionism, self-
efficacy, and motivation affect Chinese EFL students’ writing. These frameworks offer insights on
interdependencies between individual, organizational, and external factors. Employee motivation is a
very important area of organisational management and has a significant impact on organisational
success and employee performance. Theoretical and practical contributions This research made
significant advances in language learning, psychology, and education theory. Several investigated
predictors of work motivation in general and intrinsic motivation in particular.
Officials need to contemplate the implementation of incentives or subsidies for language study
abroad programs. Participating in immersive experiences in English-speaking nations may provide
students with direct exposure to cultural subtleties and linguistic settings, therefore exerting a
substantial influence on their language skills. Morse (1997) “Satisfaction refers to the level of
fulfilment of one s. Think Skills Creativity. 2023;101419.. Yuce E, Kruk M, Derakhshan A.
Incorporating a wide variety of people from different backgrounds and educational levels increases
the study’s applicability and provides more nuanced findings. The study habits have limited
associations with the other factors, underscoring its largely autonomous character within this
particular environment. The subsequent empirical investigation is triggered by combining cultural
factors, motivational factors, and psychological concepts within the context of Chinese EFL
students. Moreover, the presence of a university (University of Education, Winneba) has helped to
deepen the level of motivation. Jossey-Bass, San Francisco Lazar J, Jones A, Shneiderman B (2006)
Workplace user frustration with computers: an exploratory investigation of the causes and severity.
The sample question is as follows: “My cultural background affects my approach to writing in
English.” Data analysis Structural Equation Modeling (SEM) was employed in this study utilizing
Smart PLS software. The framework developed in this research may be useful as a guide by
academicians and practitioners in understanding the mechanisms through which motivational factors
affect job performance among teachers in the Effutu Municipality of Ghana. Including employees in
the design process can have various effects. Environmental aspects act as an infrastructure in which
demands can cause negative results if too prevalent (Demerouti and Bakker 2011; Karasek 1979;
Taylor 2015 ). While tools are primarily used to achieve an external goal, toys are used for their own
sake. Nowadays, job design is the central focus of managers and human resource researchers. It
should be said that the nature of the school setting is basically a function of internal management
and leadership. Second, the association between individual competence and work motivation is
moderated by cultural values, including humane orientation and in-group collectivism. While some
scholars neglect technology in their considerations, others describe complex frameworks. The triggers
of motivation may include such factors such as compensation packages, job design and working
environment, performance management system and training and development which are controlled
and autonomous factors as crucial elements for motivation. To consider individual differences in
motivation and work design perceptions, Hackman and Oldham developed the Job Characteristics
Model (JCM) based on a study with the Job Diagnostics Survey. A review of the past 100 years of
motivation research ( Kanfer et al., 2017 ) points to temporal dynamics of motivation as an
important future area of research, referencing Roe (2014) in that motivation likely varies as a
function of tasks and cycle time. The significance of acknowledging cultural moderation highlights
the need to use context-specific methodologies in language instruction. In: Zedeck S (ed) APA
handbook of industrial and organizational psychology, Volume 3: Maintaining, expanding, and
contracting the organization, 1st edn. Knowledge of how different tasks in a job may elicit different
levels and types of motivation, and how these differences between tasks may interplay, would enable
practitioners to organize work in ways that maximize favorable outcomes of motivation and
minimize unfavorable outcomes. New Jersey Education Inc Tillman WR, Tillman CJ (2008) And you
thought it was the apple: a study of job satisfaction among teachers. This would be a fruitful avenue
for identifying additional mechanisms through which motivation fluctuates over time. Hypothesis 1
proposes that there is a substantial positive correlation between Perfectionism and Writing
Proficiency (WP). Research into basic psychological need fulfillment that predicts motivation, and
motivational processes in general, over the past 20 years, have shown that these concepts do not vary
solely between individuals; there is also an in-person day-to-day variation. Reis et al. (2000) found
that the need satisfaction of the basic needs of autonomy, competence, and relatedness vary on a
day-to-day basis, while van Hooff and van Hooft (2017) found similar results for motivational
processes. The images or other third party material in this article are included in the article's Creative
Commons licence, unless indicated otherwise in a credit line to the material. Hierarchical linear
modeling (HLM) was used to analyze data from 32,614 individuals from 25 countries, obtained
from the World Values Survey (WVS). In the present study, questionnaire were used as an
instrument of primary data From the bulk of management literature available on performance
measurement, comprehensive review outlines have the aim of delineating performance in a manner
that echoes strategic organization goals (Taticchi, 2010).
Nobutoshi M. Metacognition and reflective teaching: a Synergistic Approach to fostering critical
thinking skills. Several decades of research have endeavored to explain the dynamics that initiate
work-related behavior. The study had to drop training and development as factor for job motivation
and proceed with the others. Tqm report THE STUDY OF COCA COLA BOTTLING COMPANY
Tqm report THE STUDY OF COCA COLA BOTTLING COMPANY A STUDY ON CUSTOMER
SATISFACTION IN RAMESH ELECTRICALS AND CONTRACTORS A STUDY ON
CUSTOMER SATISFACTION IN RAMESH ELECTRICALS AND CONTRACTORS Study on
the Stress Level Study on the Stress Level Impact of Customer Satisfaction on the Business Impact
of Customer Satisfaction on the Business Final Report of capstone on Employees satisfaction in
Proodle organisation (P. Wong and Campion (1991) tested a model of motivational job design where
the motivational value of jobs was predicted from the motivational value of tasks, task
interdependence, and task similarity on 67 different jobs. Wiley Google Scholar Howard JL, Gagne
M, Bureau JS (2017) Testing a continuum structure of self-determined motivation: a meta-analysis.
The result is a variety of terms and concepts attempting to describe the external influences on
motivation (see also Table 3 ). If, on the other hand, the chosen form of motivation does not satisfy
the needs of the employee, the benefit decreases. To do this, the study relies on one-way analysis of
variance (ANOVA). Effect of job design on employee satisfaction (a study of fertilizer companie.
Scholars suspect a methodological artefact (Hackman and Oldham 1976 ). Study design, participant
recruitment, data collection, and statistical analysis are detailed in the methods section. This model
builds on SDT, utilizing the concepts of intrinsic and extrinsic motivation, and differentiates between
three levels of motivation: the global (personality) level, the contextual (life domain) level, and the
situational (task) level. Work motivation plays a vital role in the development of organizations, as it
increases employee productivity and effectiveness. Kogan Board LM (2007) Coaching a stockholder
on performance improvement option. This study may help inform culturally sensitive language
education policies. The research that has been conducted up until this point has focused mainly on
intrinsic motivation, and so studies looking at other types of motivation, for example extrinsic
motivation, could contribute new information to a quite sparsely researched field. To extend and
expand existing theoretical models, this research uses a complete theoretical framework to provide
nuanced insights into complex relationships between many factors. Smart PLS facilitated these
analyses, providing insights into the reliability and validity of the measurement model, crucial for
elucidating the intricate relationships among latent variables within the structural equation
framework. In this environment, where employees must portion out resources between multiple,
differing tasks, how does motivation vary through the workday. The samples of this study were
based on the availability of national-level data for the moderators and individual-level data for the
measures of independent and dependent variables. Various forms of theories of motivation in
literature have been debated along with their applications and implications. Understanding the
factors (cultural, pedagogical, and individual) that influence Chinese EFL students’ ability to write in
English calls for a thorough investigation. The Multidimensional Perfectionism Scale: reliability,
validity, and psychometric properties in psychiatric samples. Providing a comprehensive
categorization is challenging, especially at a time when boundaries are blurred and workplace
technologies are becoming more diverse than ever before. Foreign language peace of mind: a positive
emotion drawn from the Chinese EFL learning context. SAGE, Newbury Park, CA Frey CB,
Osborne MA (2017) The future of employment: how susceptible are jobs to computerisation.
Employee empowerment can be advocated by encouraging them to make their own decisions at the
workplace, providing constructive criticisms rather than instilling the fear of failure. In the specific
context of writing proficiency, the impact of gaining self-efficacy becomes notably significant. The
purpose of the study is to fine out and determine the distinct motivational strategies and factors
which will suit the best to motivate employees.
Here, the mean scores of more than two groups are compared using a continuous variable as the
dependent variable. The five items have been redesigned according to the study’s theme. Based on
the definition of the job as “an aggregation of tasks assigned to a worker” ( Wong and Campion,
1991, p. 825), the conceptualization of job motivation has generally entailed an aggregation of
different tasks into motivation for the job as a whole. Unpacking EFL teachers’ agency enacted in
nested ecosystems in developing regions of Southern China. This means that motivation act as an
internal drive for the employees to satisfy their needs that they expect from the organization and in
turn help in achieving organizational goals. Lawrence Erlbaum Tabachnick BG, Fidel S (2013) Using
multivariate statistics. The concept of self-efficacy, which is a fundamental element of Bandura’s
social cognitive theory, pertains to an individual’s confidence in their capacity to execute a specific
job successfully. The research focus has been placed on the motivation process of. Sixth, the
relationship between competence and work motivation is negatively moderated by religious
affiliation. Thirdly, the main systematic search was carried out in December 2020, with results
continuously updated with new publications until the beginning of November 2022 using Web of
Science. 4.2. Inclusion and exclusion criteria Papers from all years were included, as the number of
studies published on cross-task motivation was quite limited. Other software applications include
communication platforms (Brown 2012 ), enterprise management systems (Bala and Venkatesh 2013
), email applications, or access to internet (Martin 2017 ). To ensure a systematic process, we first
outline the different types of technologies influencing job motivation mentioned in the literature.
Ford ( 1992 ) explains the connection as follows: “Because humans are open systems whose
existence, functioning, and development depend on material-energy and information exchanges with
relevant contexts, the environment is always an integral part of their functioning” (Ford 1992 ).
However, the notion of adequate context factors merely preventing demotivation led to another
direction for research. The performance standards are quantified and pegged against an individual
evaluation which is essential for employee motivation. Sampling technique and data analysis On the
determination of the sample size, different authors have differing views, but in most cases, the
recommendation is that it should be large. The underlying assumption in all cases is that a person is
motivated to show a certain behavior in pursuit of satisfying these needs (Maslow and Stephens 2000
). Some authors have already made promising advances here. Incentives, rewards and recognitions
are the prime factors that impact on employee motivation. To provide the groundwork for future
inferential investigations in the study, the offered descriptive statistics provide a thorough
understanding of the measures of central tendency and dispersion for each variable. Organizational
context, such as rewards, training, and culture, can be considered as part of the framework to
enhance the conception of work motivation. 7. Conclusions This study has utilized a multilevel
framework to examine the influence of psychological needs and social context on work motivation.
The performance standards are quantified and pegged against an individual evaluation which is
essential for employee motivation. While these works were not at the center of our research as they
do not focus on technology, it is essential to acknowledge this paradigm as it constitutes a major
amount of research. 2. Technology as a hygiene factor: This is a popular paradigm researching the
influence of workplace technology by focusing on the negative and health related effects. This
study’s results have the potential to influence policymaking, pedagogical practices, and educational
practices in order to improve this population’s English writing skills, which is an essential component
of successful global communication.The hypothesized model for ready reference is shown in Fig. 1.
Hypothesized model Source: self Extract This study is divided into many sections to cover the issue
thoroughly. Other data collection methods include experiments or diary surveys; the critical
incidents-method is a specific approach that is mostly used when reproducing data based on
Herzberg’s Two Factor Model (Knight and Westbrook 2015 ). A distinctive feature of the framework
developed in this research is that it shows the interaction between autonomous and controlled factors
and motivation and how it affects the performance of teachers in Fig. 1. Source: Created by the
authors A Conceptual model of the relationship between Motivation and Teachers’ Performance. The
last phase was the explicit selection criteria phase, where all articles were read in full before final
inclusion. This model builds on SDT, utilizing the concepts of intrinsic and extrinsic motivation, and
differentiates between three levels of motivation: the global (personality) level, the contextual (life
domain) level, and the situational (task) level. Literature review In a complex and dynamic
environment, leader of the organization used to create the environment in which employee feel
trusted and are empowered to take decisions in the organization which leads to enhance motivation
level of employee and ultimately organizational performance are enhanced. Influence of leadership
styles on job satisfaction of employees in small and.