Understanding and Assessing the Work Motivations of Employed Women

Bezzina, Frank; Azzopardi, Rose Marie; Vella, George

doi:10.1177/2158244013502987

Cited by 5 publications

(1 citation statement)

References 37 publications

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“…The study identifies 16 aspects that motivate the employed women in Malta to work. These are: for financial independence; to pay for necessities (or day-to-day needs); to meet people and to make new friends (socialization); to keep busy; for skill/ability utilization; to gain a sense of achievement; responsibility; recognition; to increase self-esteem; for career advancement; for supervision; to climb up the social ladder; to contribute to the economy of the country; to be creative; variety from housework; to enjoy a more comfortable lifestyle; and to escape from personal problems or bad habits (protection) (Bezzina et al, 2013).…”

Section: Reinforcement (By Skinner)mentioning

confidence: 99%

The Impact of Motivation on Work Efficiency for Both Employers and Employees also During COVID-19 Pandemic: Case Study from Armenia

Tovmasyan

Minasyan

2020

BEL

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The article summarizes the main arguments and counterarguments within the scientific discussion on motivation and its impact on work efficiency. The main goal of the research is to analyze the impact of motivation on work efficiency for both employees and employers during the COVID-19 pandemic. A systematization of the literary sources on motivation indicates that there are different factors of motivation. Some people are motivated by intrinsic factors, while others by extrinsic. Also, the discussion of some recent studies revealed the influence of pandemic on the motivation of people to work remotely. The majority wants to work from the office as face-to-face contacts and collaboration derives innovation. Analysis in the paper for Armenia is carried out in the following logical sequence: a survey is done, which reveals how employees and employers evaluate the impact of motivation on their work efficiency, which factors of motivation they value, also their suggestions for improving the motivation policy in their workplaces. Methodological tools of the research methods were analysis and synthesis, survey, Pearson Chi square testing. The study reveals that people mainly appreciate both intrinsic and extrinsic motivation factors. From the material incentives which are more important for respondents, the most popular are salaries, rewards and health insurance, and from nonmaterials – career advancement, healthy moral and psychological atmosphere of the organization, flexible work schedule, fair and equal conditions, training courses. According to employees, the organization’s motivation policy affects their work efficiency and plays an essential role in the organization’s success. This fact is also proved by the statistical testing, that the relationship between these two factors is significant. The main reasons why employees leave the job may be the low salary, conflicts in the team, and the impossibility of career advancement. According to employers, employees are most interested in material incentives. The survey also reveals that people are most motivated when they are in the workplace, and for only 12% of respondents remotely working is motivating. It shows that in Armenia, people prefer to work from the office. The results have both theoretical and practical significance. It may be useful for organizations to improve motivation policy by changing the available problems, especially after the pandemic. Keywords: Motivation, Work Efficiency, Intrinsic and Extrinsic Factors, COVID-19, Remotely Work.

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Section: Reinforcement (By Skinner)mentioning

confidence: 99%

The Impact of Motivation on Work Efficiency for Both Employers and Employees also During COVID-19 Pandemic: Case Study from Armenia

Tovmasyan

Minasyan

2020

BEL

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Becoming self-employed from inactivity: an in-depth analysis of satisfaction

2019

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Understanding Female Inactivity in Malta

Azzopardi

Bezzina

2014

Sage Open

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This empirical study is based in Malta, a small island state with the highest rate of economically inactive women in the European Union (EU). Using a random sample of 402 inactive female homemakers, the responses to a telephone survey revealed that (a) this inactive group is motivated by aspects of social and economic well-being and to a lesser extent by aspects of personal and professional development; (b) work hindrances include low wages, family responsibilities, and a dependency on social security contributions/benefits; (c) the intention to work in the future is significantly associated with work motives, work hindrances, and demographic variables, resulting in an overall holdout accuracy of 84.8%; and (d) the respondents would be encouraged to work if there are more supportive/flexible work structures available for working mothers, equal opportunities for women at the workplace, and employment opportunities through in-work benefits that make work pay (particularly for those aged 40+, with limited skills and with low work intensity). The findings are discussed, and the study concludes by providing four policy recommendations aimed at addressing the present shortcomings of the Maltese labor market.

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Understanding and Assessing the Work Motivations of Employed Women

Cited by 5 publications

References 37 publications

The Impact of Motivation on Work Efficiency for Both Employers and Employees also During COVID-19 Pandemic: Case Study from Armenia

The Impact of Motivation on Work Efficiency for Both Employers and Employees also During COVID-19 Pandemic: Case Study from Armenia

Becoming self-employed from inactivity: an in-depth analysis of satisfaction

Understanding Female Inactivity in Malta

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