Rewards systems are one of the most significant issues of the human resource management. Throughout the literature, it is obvious that theorists and academics, as well as practitioners and managers emphasize the important factor of rewards. Additionally, job satisfaction is another crucial term within the same body of literature. Job satisfaction is likely to provide employees of all levels with feelings of fulfillment, achievement and even pleasure for their job. Thus, such feelings can make people more productive, creative and therefore more profitable for the organization. Furthermore, feelings of job satisfaction can strengthen the commitment and loyalty of employees with the organization, which is very necessary in present times where all firms are looking for competitive advantage...
...; both intrinsic and extrinsic motivating factors; expectations; equity and fairness; attributions; ...
Research on the effects of e-service quality dimensions on customer satisfaction and behavioural intentions has used cross-sectional data from customer surveys. To draw managerial implications, such research assumes that model parameters estimated across service provider customers apply also to the service providers. The current study collects e-service data that fully cross respondents with retailer websites. These crossed data are then used to compare the modelled effects of quality dimensions estimated on the confounded data with those estimated across customers and those estimated across websites. The results provide evidence of considerable inconsistency, suggesting that managers should not rely on conclusions drawn from an analysis of variation across customers.
... due to websites is associated with factors that the service manager may be able to control, s...
...(s) must find objective support in factors which would include (but are not limited to): the ...'s successful demonstration, to the satisfaction of the police, that there have been fresh developm...
This study investigates the inter- and intra-comparison of life and work values held by managerial employees working in large and well-established organisations in Singapore. Three groups of workers, namely the Singaporean Chinese, Japanese expatriates and PRC Chinese expatriates were surveyed to measure life and work values and job satisfaction. Our findings have demonstrated that there are significant variations in the life values and work values amongst the three nationalities. However, the Japanese and PRC Chinese expatriates shared similar life values, thus exemplifying the effects of Confucian Dynamism. At the intra-level, differences in the occupational level exert little influence on the life values of the three national samples and the work values of the Singaporeans; differenc...
... values could be determined by various factors of concern. On a narrow perspective, England (1975...
... paid at the particular time in satisfaction of the principal amount of the subsidiary trust's ...(c) establishing the criteria or factors to be taken into account or procedures to be follo...
We propose that there are three important organizational levers that influence work-related need satisfaction: job design, interpersonal relations, and compensation. Need satisfaction and autonomous motivation have been associated with jobs that are designed to be more interesting and meaningful (Gagné, Senécal, & Koestner, 1997; Millette & Gagné, 2008). They have also been linked to managerial support ([Baard] et al., 2004; Deci et al., 2001; Lynch, Plant, & Ryan, 2005) and transformational leadership (Bono & Judge, 2003), which refers to managers being charismatic, inspirational, and considerate toward subordinates. Controlled motivation, on the other hand, has been associated with the presence of contingent rewards (Deci, Koestner, & Ryan, 1999), deadlines (Amabil...
... can be relatively controlled by external factors, or that can be relatively autonomous, that is, re...
Perry and Wise (1990) summarized the potential behavioral implications of PSM. Then more researches tried to explore and test the propositions suggested by them. Inspired by these researches, a research was conducted to elaborate the relationship between PSM and government employee's performance by empirical data collected in Chinese government agencies. The study offered the evidence that the levels of PSM of government employees and their job satisfaction were the efficient predictors of their performance. PSM can explain more variance of performance than job satisfaction. But organizational commitment is not. There is no relationship between continuance commitment and PSM as well as performance. The indirect effects of organizational commitment on performance are achieved by job sati...
... with the relationship among these factors and their relative importance on affecting the per...
This study investigates the work adjustment and job satisfaction of Filipino immigrants in Canada to explore the impact of self-efficacy and perceived social support from different sources, such as other immigrant coworkers, Canadian-born coworkers and management. The sample is composed of 142 Filipino immigrant employees. The results show that Filipino immigrant employees' work adjustment is significantly correlated with self-efficacy and perceived support from peer immigrants and Canadian-borns, while job satisfaction correlates with support from Canadian-born coworkers and management only, and not with perceived support from peer immigrants and self-efficacy. Whereas Filipino immigrant employees reported greater support from other immigrant coworkers, this source of support was not f...
...In order to control the background factors, such as original countries of the immigrants, our...
L'échelle de motivation intrinsèque et extrinsèque au travail (EMTET) est une mesure à 18 items de la motivation au travail ayant pour fondation théorique la théorie d'autodétermination (Deci & Ryan, 2000). La présente recherche s'organisaient avait deux objectifs. Premièrement, l'applicabilité de l'EMIET a été testée dans différents milieux de travail. Deuxièmement, sa structure ainsi que ses propriétés psychométriques ont été mesurées. Deux échantillons de travailleurs (militaires : N = 465; civils : N = 192) volontaires ont rempli les questionnaires. En utilisant les indexes de l'EMIET 3 (respectivement, l'index d'autodétermination au travail, de motivation au travail autodéterminée et non autodéterminée), les résultats des analyses de régression ont appuyé sa capacité prédictive...
...The ability to measure factors that energize, channel, and sustain work behaviour... motivation, and in turn, job satisfaction and performance. To date, most research on the inf...
Demonstrate respect -- Respect in the workplace is key to providing a positive workplace environment. Ensure that behaviour and language is polite and courteous, that people are addressed and treated in a positive manner and that people don't forget to use please and thank you. Then deal with any in appropriate behaviour immediately. Customize your rewards -- Rewards don't have to be grandiose and they don't have to involve a raise or a bonus. In most cases, employees will much more appreciate extra time off, tickets to an upcoming concert or sports game or special recognition at the next staff meeting. But be sure that recognition is timely. Communicate, communicate, communicate -- Communication is a highly prized skill among employees, equal to the need for technical skills. But the...
... is described as a set of processes or factors that drive and energize an employee toward a goal...., career direction and job satisfaction. . In the workplace, these motivators often includ...
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