MOST APPLIED FORMS OF MOTIVATION AND THEIR INFLUENCE ON ENGAGEMENT, PROPENSITY OF STAYING IN THE COMPANY AND PSYCHOLOGICAL TENSION
Open Access
- 30 May 2021
- journal article
- Published by Southwest University Neofit Rilski in Economics & Law
- Vol. 3 (1), 38-52
- https://doi.org/10.37708/el.swu.v3i1.3
Abstract
The applied forms of motivation within the enterprise can significantly affect the overall results of the organization. Often, namely motivated staff is the difference between the good and great companies. In our study we evaluated the applied motivators on the examined company, based on the evaluation of the workers. Therefore, if a certain motivator is not effectively applied, we assume that it is not present within the work place. Secondly, we conducted a correlation analysis between the assessment of the motivators used within the company at hand and some influences on employees’ behavior – Engagement, Turnover intentions and Psychological tension. The study was conducted among 451 workers from the company, which operates in the railway industry, within 10 days in June 2020. We concluded, that the most applied forms of motivation in the company is with a social direction. We managed to prove a strong relationship between the applied forms of motivation with engagement, propensity of staying in the company and psychological tension. There were significant interactions between the three outcomes as well.Keywords
This publication has 26 references indexed in Scilit:
- The Role of Workers’ Motivational Profiles in Affective and Organizational FactorsJournal of Happiness Studies, 2017
- What do People Want from their Jobs? The Big Five, core self‐evaluations and work motivationInternational Journal of Selection and Assessment, 2010
- Consequences of Positive and Negative Feedback: The Impact on Emotions and Extra‐Role BehaviorsApplied Psychology, 2009
- Educating the Modern ManagerAcademy of Management Learning & Education, 2003
- Social Cognitive Theory in Cultural ContextApplied Psychology, 2002
- The "What" and "Why" of Goal Pursuits: Human Needs and the Self-Determination of BehaviorPsychological Inquiry, 2000
- Conscientiousness and task performance: Test of a cognitive process model.Journal of Applied Psychology, 1996
- Feeling good-doing good: A conceptual analysis of the mood at work-organizational spontaneity relationship.Psychological Bulletin, 1992
- An empirical test of a new theory of human needsOrganizational Behavior and Human Performance, 1969
- Inequity In Social ExchangeAdvances in Experimental Social Psychology, 1965