Assignment

Of
Organizational Behavior
Literature review on Motivation

Submitted to
Pushpa Maharjan
Faculty member of Organizational Behavior

Submitted by
Ashma Shrestha
Roll no: 77341015
Or shkoler and Takuma kimura (2020) under took the study to examine ‘How does work
motivation impact employees’ Investment at work and their job engagement. The objective of
study was at shedding light on the effects that intrinsic and extrinsic motivation as predictors
have on heavy work investment of time and effort and on job engagement. This study revealed
that worker’s status moderates the effects of intrinsic and extrinsic motivation on heavy work
investment of time and effort and on job engagement and that the moderating effects were
conditioned by country differences. The strength of this study is this study uses a questionnaire
survey which conducted a moderated-moderation analysis, considering two conditional effects
worker’s status (working students vs. non-student employees) and country (Israel vs. Japan) as
potential moderators, since there are clear cultural differences between these countries and also
Theoretical and practical implications and future research suggestions were discussed. The
weakness of this study is Data were gathered from only 242 Israeli and 171 Japanese participants
which is less.
Simon anderfuhren biget and Frederic varone (2010) published a research paper on ‘Motivating
Employees of the Public Sector: Does Public Service Motivation Matter?’. The objective of the
study was to what extent the public service motivation (PSM) construct has an added value to
explain work motivation in the public sector. This study provide evidence for the importance of
socio-relational motivating factors, whereas material incentives play an anecdotal role. This
study explains the theoretical model underlying empirical study compares PSM with two other
explanatory factors: material incentives, such as performance-related pay, and team relations and
support, such as recognition by superiors. The strength of the study is this theoretical model is
tested with data collected in a national survey of 3,754 civil servants at the Swiss municipal
level. Results of a structural equations model clearly show the relevance of PSM.
Ababe Tamirat Deressa and Getachew Zeru (2019) undertook a research paper on ‘Work
motivation and its effects on organizational performance: the case of nurses in Hawassa public
and private hospitals’. The objective of the study was to assess level of motivation, how nurses
perceived work motivation and its effects on organizational performance among nurses working
in Hawassa public and private hospitals. This study found that majority (64.1%) of the nurses
perceived motivation as motivators. Getting prospective encouragement, recognition and
financial incentives were the main descriptions the nurses gave to motivation. Increased work
performance, job satisfaction, good team spirit, patient satisfaction and job attachment were the
reported effects of nurses’ motivation. The strength of this study is it gives clear vision to the
research regarding the motivating factor. The weakness of this study is this study uses Purposive
sampling to select the hospitals based on the number of nurses they employed which is total
sample of 241 nurses.
Likoebe M. Maruping and Massimo Magni (2015) publishes a research on ‘Motivating Employees
to Explore Collaboration Technology in Team Contexts’. The objective of the study was to
leverage the intellectual resources embedded in their employees. This research based on post-adoption
use of technology suggests that the true gains from such investments are realized when users explore
various system features and attempt to incorporate them into their work practices. The results provide
support for the hypotheses with team empowerment having a positive cross-level influence on
intention to continue exploring and expectation to continue exploring and these, in turn, mediating the
cross-level influence of team empowerment on individual exploration of collaboration technology.
The strength of this study is this research develops a multilevel model that theorizes the cross-level
influence of team empowerment on individual exploration of collaboration technology. Further, it
identifies two cognitions intention to continue exploring and expectation to continue exploring that are
oriented toward exploring ways to incorporate implemented technology into daily work routines over
time. The weakness of this study is it only took 212 employees in 48 organizational work teams was
conducted to test the multilevel research model.

Samira Al Jasmi (2012) published a research on topic ‘A Study on Employees Work Motivation
and its Effect on their Performance and Business Productivity’. The main aim was to find a
correlation between employees work motivation and their performance and the performance
effect on business productivity and to investigates the relationship between employee work
motivation and their performance in the workplace and business productivity. It also examines
the main and common motivation theories and different approaches to motivate employees. This
study finds out the participants are satisfied with the financial allowances they get from the
company like housing, transportation and children education. Also, based on they stated that
financial aspects really affect their performance toward the work. Also, we can say that it is not a
must that whoever in financially satisfied with whatever he/she is getting from the company
should influence the work of their performance positively. The findings also shows that more
than half of employees sometimes get feedbacks from their management about their work and
again big number of them replied that their work is recognized and appreciated by their
managers strength of this study is it has been done for the interviews conducted for 32 employees
in the organization for accurate result.

Miss Richa Aryan & Dr. Amrinder singh (2015) study a research on topic ‘Impact of Motivation
and Recognition on Employee’s Performance: A Study on Public and Private Sector Banks in
Punjab and Haryana’.The objective of this study is to examine the impact of motivation and
recognition on employee’s performance in public and private sector banks of Punjab and
Haryana. This study finds out that Performances of employees are significantly affected by the
salary and other monetary benefits provided by the organization. Recognition is the most
important non-monetary reward which improves performance of the employees of banks.
Employees feel that the organization should provide them more opportunities for personal
growth and advancement. The strength of this study is this research is conducted for the first-
time paradigm which explores the effectiveness of motivation of employees in public and private
sector banks in Punjab and Haryana. The weakness of the study is Structured questionnaire is
used to collect the required primary data from only 100 respondents in public and private sector
banks in Punjab and Haryana which is limited respondent.

My Linh Nguyen (2017) publishes a research on topic ‘The impact of employees’ motivation on
organizational effectiveness’. The objective of this study is to find out the impact of employee
motivation on organizational effectiveness. The study focused on defining the motivation
concepts and methods and identifying the most motivating factors, and the linkage of employee
motivation with an organization’s productivity and effectiveness. The thesis pinpointed money,
personal growth, and work-life balance as the three most influential motivation factors for
employees. Nonetheless, the research also revealed the factors that motivate employees were not
the same as the factors that retain employees at work. While there might still other ways to
increase employee’ level of motivation, the practice of combining both physical incentives and
spiritual stimulation was proved to be the most effective. The strength of this study is all the
respondents were collected individually and anonymously, hence increasing the objectivity of the
research. The weakness of this study is due to the time, resources, and financial limits, the
research was restricted to only the students in Vaasa University of Applied Sciences with a focus
on currently working students.

Elizabeth Boye Kuranchie-Mensah1 and Kwesi Amponsah-Tawiah (2015) published research on

topic ‘Employee Motivation and Work Performance: A Comparative Study of Mining
Companies in Ghana’. The objective of this study was to compares employee motivation and its
impact on performance in Ghanaian Mining Companies, where in measuring performance, the
job satisfaction model is used. The study finds out that due to the risk factors associated with the
mining industry, management has to ensure that employees are well motivated to curb the rate at
which employees embark on industrial unrest which affect performance, and employees are to
comply with health and safety rules because the industry contribute hugely to the Gross
Domestic Product (GDP) of the country. The strength of this study is this study employed
exploratory research design in gathering data from four large-scale Gold mining companies in
Ghana with regards to their policies and structures in the effectiveness of motivational tools and
strategies used by these companies.

Datuk Dr Mahamad Zubir bin Seeht Saad (2018) published a research on topic
‘Impact of Employee Motivation on Work Performance’. The objective of this study was to
analyze the importance of the employee motivation for bring the large-scale productivity in an
organization. The study finds out that the employee motivation is not only an emerging factor in
today's world but also it has some importance over the past years as well. In today's world where
we find multinational companies with great brand value, behind of that the employee motivation
existed performed by those organization. The strength of this study is it depicts the fact that,
employees generally want to work in their workplace with motivation and loyalty therefore the
negative question of survey paper have less respondents. Along with that the interviewers also
give feedback saying that they get the enhancement in both financial and nonfinancial sectors
after taking the initiative to keep motivating their worker.

References

Maruping, L. M., & Magni, M. (2015). Motivating Employees to Explore Collaboration

Technology in Team Contexts. MIS Quarterly, 39(1), 1–16.

https://doi.org/10.25300/misq/2015/39.1.01

Anderfuhren-Biget, S., Varone, F., Giauque, D., & Ritz, A. (2010). Motivating Employees of the

Public Sector: Does Public Service Motivation Matter? International Public

Management Journal, 13(3), 213–246. https://doi.org/10.1080/10967494.2010.503783

Boye Kuranchie-Mensah, E., & Amponsah-Tawiah, K. (2016). Employee motivation and work

performance: A comparative study of mining companies in Ghana. Journal of Industrial

Engineering and Management, 9(2), 255. https://doi.org/10.3926/jiem.1530

Deressa, A. T., & Zeru, G. (2019). Work motivation and its effects on organizational

performance: the case of nurses in Hawassa public and private hospitals: Mixed method

study approach. BMC Research Notes, 12(1), 5. https://doi.org/10.1186/s13104-019-

4255-7

Hazhar Omer Mohammed. (2019). The effect of motivation on employee productivity (A case

study private bank in Kurdistan regional government). Restaurant Business, 118(11),

119–136. https://doi.org/10.26643/rb.v118i11.9940
Manzoor, Q. A. (2011). Impact of Employees Motivation on Organizational Effectiveness.

Business Management and Strategy, 3(1), 5. https://doi.org/10.5296/bms.v3i1.904

Maruping, L. M., & Magni, M. (2015). Motivating Employees to Explore Collaboration

Technology in Team Contexts. MIS Quarterly, 39(1), 1–16.

https://doi.org/10.25300/misq/2015/39.1.01

Saad, D. D. M. Z. B. S. (2018). Impact of Employee Motivation on Work Performance.

International Journal of Scientific and Research Publications (IJSRP), 8(3), 2.

https://doi.org/10.29322/ijsrp.8.3.2018.p7544

Shkoler, O., & Kimura, T. (2020). How Does Work Motivation Impact Employees’ Investment

at Work and Their Job Engagement? A Moderated-Moderation Perspective Through an

International Lens. Frontiers in Psychology, 11, 5.

https://doi.org/10.3389/fpsyg.2020.00038