Professional Documents
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2nd Paper
2nd Paper
ABSTRACT In today’s fast-paced economy competition is an issue of services and products. Much attention has
been directed to a better service and the best product and how this can be achieved through utilising the human
resources. This research paper identifies how job motivation, one of the important activities of HRM, can affect
organisational success, and how it is important in achieving competitive advantage. This relationship has been
empirically investigated. The data has been analyzed using SPSS. The results indicated a significant relationship
between job motivation and competitive advantage.
interviews is also conducted in this research in achieve goals , Cost effective employees and
order to examine the postulations found in the Loyal and committed employees)
existing knowledge. Based on the theoretical According to managers’ perceptions, table
background of the study. The main hypothesis 1 indicates that all job motivation dimensions are
concerned with the relationship between job not effective in creating competent and skilled
motivation and competitive advantage. The null workers. The means for the three motivation
form of this hypothesis would be stated as follow: dimensions are below 3.0. This finding indicates
HO1: There is no significant relationship that the interviewed managers do not agree on
between employee motivation and competitive the notion that these dimensions are important in
advantage. creating competent and skilled workforce.
The researcher has interviewed sixteen In contrast, employees’ willingness to achieve
managers from different successful Jordanian organizational goals, the second source of
organizations. The interviews are centered on competitive advantage, is perceived to be highly
main issues. The first part in the interview focused affected by these motivational dimensions. All
on three-dimensional representing employee respondent means for these dimensions are over
motivation. The second part contains seven 4.33 which indicates an agreement by managers
questions related to competitive advantage. The that these motivational dimensions lead to
expected answers from the managers on these employees willingness to achieve goals.
questions are ratings on a 5-point scale to the With respect to the third source of competitive
effect of each question on four dimensions of advantage, cost effective workforce, the table
competitive advantage. indicates that there are two important motivational
However, four of the manager interviews were dimensions; Pre determined performance
not continued. The remaining twelve interviews standards and satisfying pay and reward system
are used to investigate the study hypotheses by (each has mean of 3.92). However, the third
analyzing them using SPSS statistical technique motivational dimension, open and fair reward
system, is moderately important in creating cost
3. STUDY ANALYSIS effective employees (mean = 3.75).
Finally, there are two motivational dimensions
The main hypothesis (HO1) investigates the that are perceived to be important in creating loyal
relationship between job motivation and and committed workforce. These dimensions are;
competitive advantage. It has been examined by satisfying pay and rewards and open and fair
asking the interviewed managers to rate on a 5- reward system. Their perceived means are 4.58
point scale their perceptions about the impact of and 4.1, respectively. The first motivational
three job motivation dimensions on four dimension, pre determined performance
competitive advantage dimensions. The two standards, is perceived less important, but not
groups of dimensions are: weak, for loyalty and commitment. Its perceived
- Job Motivation dimensions: (Predetermined mean is 3.66.
performance standards, referred to as Pre The overall relationship between all job
standards, Satisfying pay and rewards, motivational dimensions and all competitive
referred to as Sat. Reward, and Open and fair advantage sources has been perceived to be
reward system, referred to as Fair Reward) moderate (overall mean of 3.73).
- Competitive advantage dimensions: (Compe- In order to examine the significance of this
tent and skilled employees, Willingness to relationship as stated in the main hypotheses
Table 1: The means and standard deviations of managers’ ratings:
Sources of competitive Job motivation
advantage thro people Pre standards Sat. reward Fair reward
Mean St. D Mean St. D Mean St. D
Competent and Skilled 2.33 .778 2.33 .778 2.75 .621
Willingness to achieve 4.42 .515 4.41 .514 4.33 .492
Cost effective 3.92 .515 3.92 .668 3.75 .452
Loyal and committed 3.66 .887 4.58 .515 4.41 .515
Overall mean = 3.73
ACHIEVE COMPETITIVE ADVANTAGE THROUGH JOB MOTIVATION 107