Tasks, Individual Differences, and Job Satisfaction

Abstract:Purpose: The paper empirically compares employee motivation and its impact on performance in Ghanaian Mining Companies, where in measuring performance, the job satisfaction model is used.Design/methodology/approach: The study employed exploratory research design in gathering data from four large-scale Gold mining companies in Ghana with regards to their policies and structures in the effectiveness of motivational tools and strategies used by these companies. Findings:The study observed that, due to the risk factors associated with the mining industry, management has to ensure that employees are well motivated to curb the rate at which employees embark on industrial unrest which affect performance, and employees are to comply with health and safety rules because the industry contribute hugely to the Gross Domestic Product (GDP) of the country. Research limitations/implications:Limitation to the present study include the researcher's inability to contact other mining companies. However, the study suggests possibilities for future research including contacting other mining companies, expanding the sample size, managers ensuring that the safety and health needs of staff are addressed particularly those exposed to toxic and harmful chemicals.-255-Journal of Industrial Engineering and Management -http://dx.doi.org/10.3926/jiem.1530 Originality/value: A lot of studies have been done on mining companies in the past. This paper fills a gap perceived that employees in this sector are highly motivated in spite of the challenges being faced by them, and knowing more about what keeps employees moving is still of national interest.

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“…Several studies support this finding (for example : Bhargava & Kelkar, 2000;Gouws, 1995;Herzberg, 2003;Moon, 2000;Stinson & Johnson, 1977). …”

Section: H2: There Is a Significant Relationship Between Extrinsic Mosupporting

confidence: 48%

Employee motivation and work performance: A comparative study of mining companies in Ghana

Kuranchie-Mensah

Amponsah‐Tawiah

2016

JIEM

103

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“…By contrast, employees who routinely perform a task are likely to feel unchallenged and unsatisfied (Stinson and Johnson 1977). Kalleberg (1977) and Emmert and Taher (1992) found that work environment can also have a positive effect on the satisfaction of an employee.…”

Section: The Determinants Of Job Satisfactionmentioning

confidence: 99%

The Determinants of Job Satisfaction among Federal, State, and Local Government Employees

Durst¹,

DeSantis

1997

State and Local Government Review

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“…According to him, there exist positive relationships between gender and job satisfaction and gender and organizational commitment, but these relationships are not significant. At the same time some studies also failed to show any significant relationship between gender and employee motivation Moon, 2000;Stinson & Johnson, 1977).…”

Section: Effect Of Gender On Employee Motivational Forcementioning

confidence: 99%

The Effect of Biographical Characteristics on Employee Motivational Force and their Tenure in Job: A study in Indian Academic Sector

Banerjee¹

2018

IJTSRD

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In today's environment, organizations thrive and survive on human resources. Values, attitude, perception and behaviour of employees, which form this resource, influence their performance. Therefore, it has become important to realize organizational and individual goals, which in turn depend on self motivation as well as self-satisfaction. The study aims to measure the effect of the biographical characteristics (age, gender, educational qualifications and work experience) on employee motivational force and the tenure of the employees in Academic (Technical Education) Sectors in India. methodology was used for the study and questionnaire method was used as the measuring instrument. Participants were 157 employees (randomly selected) from different Technical Academic Institutes in India. The four independent variables of our study were age, gender, educational qualification and work experience of employees and the dependent variables were employee motivational force and the tenure in job of the employees. The data was subjected to a number of statistical analyses such as T-test, Correlation, One way ANOVA and Regression Analysis. Results indicated that the biographical characteristics mainly educational qualification (positively significant relation) has a great influence on the motivational force of the academic professionals whereas gender and experience (positively significant relation) have great influences on the decision to turnover intention of the academicians. The present study revealed that the organizational managements and psychologists can consider different strategies and policies to

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Tasks, Individual Differences, and Job Satisfaction

Cited by 16 publications

References 9 publications

Employee motivation and work performance: A comparative study of mining companies in Ghana

Employee motivation and work performance: A comparative study of mining companies in Ghana

The Determinants of Job Satisfaction among Federal, State, and Local Government Employees

The Effect of Biographical Characteristics on Employee Motivational Force and their Tenure in Job: A study in Indian Academic Sector

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