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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).
Tu etal. (2003) found that identifying the motivational
factors that lead to career satisfaction resulted in successful
managers.

Statement of the problem:


It was found that employees work harder and perform better
if they are motivated and satisfied with their jobs. Therefore, it
is very important for the managers to identify the factors that
motivate their employees and urge them to work more
effectively. Preventing motivational problems before they began
or even identifying them lower employees' dissatisfaction.
In ministry of education, It is noticed that many employees
are demotivated and frustrated. They don't have high spirit in
doing their duties. Some start leaving their jobs and searching
for a better one as they perceive. I think the reason behind that is
that managers lacked accurate information on factors related to
job satisfaction and motivation.

Significance of the study:


Job satisfaction is a very important element that leads to
productivity in work. Through identifying the motivational
factors that lead to job satisfaction, decision makers will have
reliable information to take decisions. Managers will be able to
deal with their employees in a satisfying manner. Furthermore,
as time passes strategies used with employees should be
changed to suit the present time. Another point is that being
concern about employees' needs, interests and welfare make
them fulfill their responsibilities.

Questions of the study:

- What are the motivational factors that affect job satisfaction?


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

Muangi & McCaslin (1994) aimed to find out job satisfaction


factors related to motivation of a random sample of 325 subjects
in Kenya extension service. Data were collected through
questionnaires and interviews. Findings showed that there were
eight important motivational factors for job satisfaction which
are evaluation, dependable supervisors, work incentives, pay,
praise and work motivation, housing and transportation, job
security, and administration and supervision.

From previous studies, it is obvious that motivation leads to


job satisfaction and identifying employees' motivational factors
is important for satisfaction.

Methodology:

The subjects of the study will be a representative sample from


ministry of education ( males and females). Data will be
collected through distribution of a questionnaire about
motivation and work. It was created by Hackman and Oldham
(1980) and was addressed to the study subjects. A pilot sample
will be chosen to examine the reliability and suitability of the
questionnaire to Omani environment. Cronbach Alpha will be
calculated. To check the validity of the questionnaire, it will be
evaluated by a group of professors. SPSS will be used to analyze
the data and the results will be discussed through the literature
review.

References:

Bare, LaShonda Leigh (2004). FACTORS THAT MOST


INFLUENCE JOB SATISFACTION AMONG CARDIAC
NURSES IN AN ACUTE CARE SETTING, Marshall
University, master thesis.

Hackman, J. R. and Oldham, G. R., (1980): Work redesign,


Addison -Wesley Publishing Company, Reading
Huang, Chin-Ching (2003). Study of Job Satisfaction of
Employees in Kaohsiung Branch Office of CHT, Master's
Thesis.

Lau, G. T., & Huang, S. B. (1999): The influence of task


characteristics and job-related characteristics on retail
salesperson selling orientation, Journal of Retailing and
Consumer Services, Vol. 6, pp. 147-156

Muangi, John G. & McCaslin, N. L. (1994). Factors related


to the motivation of extension agentsin Kenya's rift valley
province, Ohio state university

Schultz, D. P., & Schultz, S. E. (1998): Psychology & Work


Today: An Introduction to Industrial and Organizational
Psychology, Prentice Hall,
New Yersey

Steers, R. M. (1991): Introduction to organizational behavior,


4th edition, Harper Collins Publishers Inc., New York

Tu, Howard S.; Forret, Monica L.; Sullivan, Sherry E.


(2006). Careers in a Non-Western Context: An Exploratory
Empirical Investigation of factors Related to the Career Success
of Chinese Managers, Career Development International, v11 n7
p580-593.

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