Examining the Mediating Role of Job Satisfaction between Motivation, Organizational Culture, and Employee Performance in Higher Education: A Case Study in the Arab Region

Abstract

This study aimed to examine the correlation among motivation, organizational culture and employee performance and the mediation role of job satisfaction in higher education. A more productive and positive work environment was created by organizations by understanding the connection among these factors. This study provided valuable insight into how to create a culture of motivation and satisfaction to improve employee performance. 364 participants were selected from Yemeni and Omani universities, including academics and staff. A cross-sectional survey design was employed, with participants selected using stratified random sampling. Questionnaires were contributed online using emails and social media applications and analyzed by PLS-4. Results of Partial Least Squares Structural Equation Modeling (PLS-SEM) revealed that extrinsic motivation had a negative impact on employee performance while organizational culture had a significant positive impact in dynamic environment. Results also highlighted the positive role of job satisfaction represented by supervisoremployee engagement, incentives and promotion in enhancing performance in dynamic environment. Researchers recommended to aggressively increase job satisfaction and employee performance with extrinsic motivation in dynamic environment in Arabic region.

Students’ Attitudes About STEM Teaching Case Study From Brčko District of Bosnia and Herzegovina

“…The obtained factors were used to examine the reliability of the measurement scale of the questionnaire via CA indicators. The value of this indicator should be greater than 0.70 (Al-Ansi, et al, 2023).…”

Intelligent Risk Analysis of Investment Projects in the Extractive Industry

“…The methodological and instrument-technological basis of this research is automated system cognitive (ASC) analysis and the intellectual system "Eidos" (from the English word "cognition"). ASC analysis is a new promising mathematical and instrumental economic method, which is characterized by a universal non-parametric mathematical model based on semantic information theory, the presence of numerical calculation techniques and software tools that implement them [17,26]. ASC analysis can be applied in all subject areas where a scientist or practitioner solves his professional problems and constantly improves his knowledge using the latest achievements in the field of artificial intelligence.…”

The Relationship between Discrepancies in Career Anchors of Information Technology Personnel and Career Satisfaction

“…Because discrepancy theory suggests that individual satisfaction is determined by the gap between actual rewards or performance and the individual’s goals or expectations, the higher initial expectations would later be less satisfied, and there would be a greater expectation–performance gap for entrepreneurs [ 24 , 37 ]. Because job satisfaction is principally determined by the appraisal of job experiences against “job wants”, management focused on want-have discrepancies (gap) (e.g., the gap between “what workers have been supported by their organization” and “what they want”) can predict satisfaction [ 21 , 23 , 24 , 35 , 36 , 38 ]. In addition, goal–achievement gap can explore the cause of the stress problem of employees and resolve the gap between “person wants” and “workplace have” problems, and it can predict job satisfaction, organizational commitment, intention to leave, job survival, and job performance for newcomers [ 39 ].…”

“…The discrepancy theory figures out that the discrepancy is the result of a psychological process of comparison between an individual’s current job experiences and their desired level, and the result will influence an individual’s job satisfaction. (e.g., what workers want now and what they have experienced in the past) [ 38 , 40 ]. Meanwhile, there are positive and negative discrepancies, and the result comparison depends on the individual’s emphasized level of and their job facet [ 24 ].…”

“…Because of cultural impact, one’s values and needs will be shaped by career anchors [ 37 , 38 , 43 , 44 ]. Therefore, one’s workplace will influence the value of one’s career anchors [ 36 , 43 ], and it is necessary to investigate the career anchors of ITP from different cultures [ 45 , 46 ].…”