2

MODULE 4

Testable research question

What is the relationship between employee motivation and job performance in the workplace, and how can psychological interventions improve employee motivation and job performance?

Description

For several decades, researchers in psychology and organizational behaviour have been interested in studying how the level of motivation an employee possesses can influence their level of productivity on the job. The importance of motivation in attaining high levels of job performance has been the subject of many studies, which have shed light on the connection between cause and performance. Developing effective strategies for improving motivation and job performance in the workplace is essential. One of the first steps is to understand the mechanisms underlying the relationship between performance and motivation. As a result, this research question is highly pertinent to psychology. It has practical consequences for managers and organizations looking to improve their employees’ productivity and performance.

Testable hypothesis

Setting goals and providing feedback are two examples of psychological interventions that can be used in the workplace to improve employee motivation, ultimately leading to increased job performance.

The impacts of goal planning and comments on employee motivation and work performance are the subject of this study’s.

The impacts of goal planning and feedback on the motivation of workers and their effectiveness on the job are investigated in this research. According to the findings, goal planning and feedback interventions lead to substantial improvements in employee enthusiasm and work effectiveness.

The relationship between organizational fairness and worker enthusiasm and effectiveness in the workplace

This article investigates the connection between employee enthusiasm, work effectiveness, and the perception of fairness within an organization. According to the findings, an employee’s impression of the organization right they experience can affect their motivation and, as a result, their effectiveness in work.

The influence that both intrinsic and extrinsic motivation have on an employee’s effectiveness in the work.

In this research, the influence of intrinsic and exogenous motivation on the effectiveness of the work is investigated. According to the findings, a point on the job is positively correlated with intrinsic and exogenous sources of inspiration.

The role of job crafting in enhancing employee motivation and job performance

abstract

Within the context of improving employee engagement and effectiveness on the work, this article examines job creation’s role in the process. According to the findings, interventions focused on work creation have the potential to contribute to substantial improvements in employee enthusiasm and effectiveness on the job.

The positive impact that recognizing employees has on their inspiration and effectiveness in the work.

abstract

This research investigates the relationship between employee acknowledgement, employee enthusiasm, and employee effectiveness in the workplace. According to the findings, interventions focused on admission have the potential to contribute to substantial improvements in motivation and, consequently, work performance.

The influence of leadership style on the inspiration of employees and their effectiveness in the work

abstract

Within the context of employee engagement and effectiveness on the work, this article investigates the influence a leader’s manner can have. According to the findings, transformational leadership benefits employee enthusiasm, leading to improved job performance.

Annotation of references

Kim, H. G., & Lee, M. (2021). Effects of supervisor support on job satisfaction, turnover intention, and task performance: The moderating role of employee psychological empowerment. Journal of Business and Psychology, 36(2), 275-288. doi: 10.1007/s10869-020-09668-3

The connection between boss support, employee psychological freedom, work happiness, departure purpose, and task success is investigated in this research. Statistics were gathered from 342 workers of a South Korean banking company. The findings revealed that boss assistance improved employee work happiness, task effectiveness, and psychological confidence. The research also discovered that employee psychological freedom moderated the connection between boss support and the desire to leave.

Zahari, M. S. M., Yusof, Y., Halim, H. A., & Wahab, E. (2020). The mediating effect of job satisfaction in the relationship between rewards and employee turnover intention. Journal of Talent Development and Excellence, 12(2s), 2403-2413.

This research investigates the role of work happiness as a moderator in the connection between incentives and employee attrition intention. The information was gathered from 250 workers in Malaysia’s financial sector. The findings revealed that incentives had a substantial positive impact on workplace happiness, significantly adversely affecting attrition intention. The results show that work happiness regulates the link between motivations and employee attrition.

Karatepe, O. M. (2020). Perceived organizational support and turnover intention: The mediating role of job satisfaction and affective commitment. Current Psychology, 39(5), 1817-1826. doi: 10.1007/s12144-018-9864-4

This research aims to investigate the function of work happiness and emotional dedication as mediators in the connection between perceived organizational support (POS) and departure intention. In Turkey, data were gathered from 330 hotel workers. According to the findings, POS had a favourable impact on work happiness and emotional dedication but a negative effect on departure intention. According to the research results, work satisfaction and passionate commitment moderate the link between POS and attrition intention.

Sheung, A. C., & Cheng, M. Y. (2020). Turnover intention among hospitality employees in China: A test of a stress-motivation model. International Journal of Hospitality Management, 87, 102406. doi: 10.1016/j.ijhm.2020.102406

This research examines a stress-motivation model of attrition intention among Chinese restaurant workers. Statistics were gathered from 300 workers in China’s five-star lodgings. The findings revealed that work worry had a substantial favourable impact on departure intention, while job incentive had a significant negative effect. According to the research, work tension and job desire are essential indicators of departure purpose among Chinese hotel employees.

Guo, F., Xu, S., & Liu, S. (2020). Linking abusive supervision to employees’ turnover intention and deviance: The role of job stress and emotional exhaustion. International Journal of Environmental Research and Public Health, 17(12), 4325. doi: 10.3390/ijerph17124325

This study investigates harsh oversight, job stress, emotional fatigue, exit purpose, and deviance. 370 Chinese industry workers provided data. Abusive administration significantly reduced job stress and mental fatigue, which in turn reduced.

Riaz, M. T., Arif, S., Azam, S., & Ramzan, M. (2020). Impact of rewards on employee motivation: A study of National bank of Pakistan. Journal of Applied Environmental and Biological Sciences, 10(10), 14-22.

This study examined how awards motivate National Bank of Pakistan employees. The writers collected data from 200 bank workers using poll surveys and semi-structured interviews. Rewards increased staff enthusiasm and efficiency. The writers recommend offering financial and non-financial prizes to inspire bank workers. Through award systems, this study helps banking managers and lawmakers improve staff morale and performance.