Abstract:Communication is one of the processes that take place within a company. However, employees may be more or less satisfied with the communication that takes place in their work environment. Thus, if employees are satisfied with communication inside their company, such communication satisfaction can be expected to have a positive impact on job satisfaction (JS). Employee JS can initiate many other positive consequences in terms of their attitudes and behaviors. One way to achieve this is to increase satisfaction … Show more
Organizations invest in different types of resources, which enable them to achieve and maintain their market position and remain competitive. With global competition and changing market environment, one of the key resources, which considerably contributes to improvement of organizations’ competitive posture, are human resources, i.e. employees. The subject of research presented in this paper are factors of employees’ motivation. The aim of the research is to determine the impact of certain factors on employee motivation, based on the importance that different motivation factors have, depending on certain personal and professional characteristics of employees. Based on the results of the survey, the most important factors of motivation are financial factors, specifically the “salary” and “financial rewards”, as well as “job security” as non-financial factor. The variance of repeated measurements showed that there is statistically significant influence of financial motivation factors on employee motivation. However, the results of the analysis of the variance indicate that it is necessary to find the appropriate combination of financial and non-financial motivators, having in mind different characteristics and needs of employees, in order for the employee motivation system to show the expected results.
Organizations invest in different types of resources, which enable them to achieve and maintain their market position and remain competitive. With global competition and changing market environment, one of the key resources, which considerably contributes to improvement of organizations’ competitive posture, are human resources, i.e. employees. The subject of research presented in this paper are factors of employees’ motivation. The aim of the research is to determine the impact of certain factors on employee motivation, based on the importance that different motivation factors have, depending on certain personal and professional characteristics of employees. Based on the results of the survey, the most important factors of motivation are financial factors, specifically the “salary” and “financial rewards”, as well as “job security” as non-financial factor. The variance of repeated measurements showed that there is statistically significant influence of financial motivation factors on employee motivation. However, the results of the analysis of the variance indicate that it is necessary to find the appropriate combination of financial and non-financial motivators, having in mind different characteristics and needs of employees, in order for the employee motivation system to show the expected results.
The aim of this research is to verify the reliability and factoral validity of the constructed scale for the evaluation of job satisfaction of professional soldiers. The constructed scale consists of seven subscales. An initial version of the survey contained the total of 49 items, including five socio-demographic questions. Empirical verification covered the sample of 157 professional soldiers of the Guard. The analysis of metric characteristics, reliability of items and subscales, and the factoral validity of theoretically presumed scale for the evaluation of job satisfaction of professional soldiers, was carried out by analysing internal congruence of subscales and factoral analysis. After the analysis has been concluded, a scale was derived that contains 33 items. The factoral analysis has offered 7 factors with explained variance of 70.945%. It was determined that the reliability of the empirically obtained subscales was satisfactory: Emoluments (5 items; a=0,840), superior officer (5 items; a=0,897), work load (4 items; a=0,818), job category (7 items; a=0,919), prospect for career advancement (4 items; a=0,901), working environment conditions (4 items; a=0,862) and interpersonal relations (4 items; a=0,820). As a whole, the constructed scale enables a reliable and valid evaluation of professional soldiers' job satisfaction, and it is suitable to be applied for research purposes.
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