BEARING OF JOB ENRICHMENT, JOB ENLARGEMENT, JOB TRAINING AND COMPENSATION ON EMPLOYEE MOTIVATION

Dr. Mamta Malhotra

Abstract

:One of the important aspects that is crucial for the success of a business is motivation, which is the act of increasing employee dedication. Implementing a successful remuneration structure, expanding, and enhancing jobs, and providing the right training are some of the major issues that firms have in keeping their employees motivated in a worldwide workplace. The goal of the current study is to ascertain the potential influences on employee motivation in the Indian telecommunications industry, including salary, work enrichment and expansion, training, and their consequences. All investigative aspects have a substantial association with employee motivation, according to the research. This study recommends that telecommunications companies create a proper compensation system that includes both monetary and non-monetary rewards, offer job training to improve knowledge and skills, as well as offer job enrichment and expansion opportunities for the employees to increase their motivation and, as a result, lead to organisational success. The study's shortcomings and suggestions for additional research are discussed at the conclusion.

Keywords:

:job training, job enrichment, job enlargement, compensation, employee motivation, telecommunication companies.


Full Text:

PDF


References


Achim, I. M. Dragolea, L. Balan, G. (2013). The importance of employees’ motivation to increase organizational performance. Annales Universitatis Apulensis, Series Oeconomica, 15(2), 685–691. Al-Ali, N. M. Al Faouri, I. Al-Niarat T., F. (2015). The impact of training program on nurses’ attitudes toward workplace violence in Jordan. Applied Nursing Research, 30, 83–89. Alhgig, A. N. Mehta, R. (2018). A study on communications and information technology in Libya over the past decades. IOSR Journal of Business and Management, 20(3), 7–11. Ali, I. Rehman, K. U. Ali, S. I. Yousaf, J. Zia, M. (2010). Corporate social responsibility influences, employee com- mitment and organizational performance. African Journal of Business Management, 4(13), 2796–2801. Almadani, A. (2017). Economic development and e-commerce in Libya. Economic and Social Development: (Book of Proceedings), 21st International Scientific Conference on Economic and Social Development, (p.437. Aslam, A. Ghaffar, A. Talha, T. Mushtaq, H. (2015). Impact of compensation and reward system on the perfor- mance of an organization: An empirical study on banking sector of Pakistan. European Journal of Business and Social Sciences, 4(08), 319–325. Baral, R. Bhargava, S. (2010). Work-family enrichment as a mediator between organizational interventions for work-life balance and job outcomes. Journal of Managerial Psychology, 25(3), 274–300. Becker, T. E. Billings, R. S. Eveleth, D. M. Gilbert, N. L. (1996). Foci and bases of employee commitment: Implications for job performance. Academy of Management Journal, 39(2), 464–482. Bentler, P. M. Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological Bulletin, 88(3), 588. Berry, L. L. Zeithaml, V. A. Parasuraman, A. (1990). Five imperatives for improving service quality. MIT Sloan Management Review, 31(4), 29. Bollen, K. A. (1990). Overall fit in covariance structure models: Two types of sample size effects. Psychological Bulletin, 107(2), 256. Byrne, B. M. (2016). Structural equation modeling with AMOS: Basic concepts, applications, and programming: Routledge. Chiang, C. F. Jang, S. Canter, D. Prince, B. (2008). An expectancy theory model for hotel employees’ motivation: Examining the moderating role of communication satisfaction. International Journal of Hospitality & Tourism Administration, 9(4), 327–351. Conger, J. A. (1989). Leadership: The art of empowering others. Academy of Management Perspectives, 3(1), 17–24. Conrad, D. Ghosh, A. Isaacson, M. (2015). Employees’ motivation factors: A comparative study of the perceptions between physicians and physician leaders. International Journal of Public Leadership, 11(2), 92–106. Danish, R. Q. Usman, A. (2010). Impact of reward and recognition on job satisfaction and motivation: An empirical study from Pakistan. International Journal of Business and Management, 5(2), 159. Donate, M. J. Peña, I. Sanchez de Pablo, J., D. (2016). HRM practices for human and social capital development: Effects on innovation capabilities. The International Journal of Human Resource Management, 27(9), 928–953. Dost, M. K. B. Khan, H. J. (2012). Job enrichment causes high level of employee commitment during the performance of their duties: A behavioral study. Arabian Journal of Business and Management Review, 1(10), 95. Early, D. M. Winton, P. J. (2001). Preparing the workforce: Early childhood teacher preparation at 2-and 4-year institutions of higher education. Early Childhood Research Quarterly, 16(3), 285–306. Elding, D. J. (2005). Modelling employees’ motivation and performance [Doctoral dissertation, University of Birmingham]. Frankfort-Nachmias, C. Nachmias, D. (2007). Study guide for research methods in the social sciences. Macmillan. Garg, P. Rastogi, R. (2006). New model of job design: Motivating employees’ performance. Journal of Management Development, 25(6), 572–587. Grant, A. M. (2008). Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persis- tence, performance, and productivity. Journal of Applied Psychology, 93(1), 48. Güngör, P. (2011). The relationship between reward management system and employee performance with the mediating role of motivation: A quantitative study on global banks. Procedia-Social and Behavioral Sciences, 24, 1510–1520. Hair, J. F. Anderson, R. E. Babin, B. J. Black, W. C. (2010). Multivariate data analysis: A global perspective (Vol. 7). Pearson. Hamblin, R. L. Hathaway, C. Wodarski, J. S. (1971). Group contingencies, peer tutoring, and accelerating academic achievement. A new direction for education. Behavior Analysis, 1, 41–53. Hameed, A. Ramzan, M. Zubair, H. M. K. (2014). Impact of compensation on employee performance (empirical evidence from banking sector of Pakistan). International Journal of Business and Social Science, 5(2), 302–309. Hanaysha, J. R. Hussain, S. (2018). An examination of the factors affecting employees’ motivation in the higher education sector. Asia-Pacific Journal of Management Research and Innovation, 14(1–2), 22–31. Hart, C. W. Heskett, J. L. Sasser, W. E. (1990). The profitable art of service recovery. Harvard Business Review, (July/August), 148–156. Hu, L. T. Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A multidisciplinary Journal, 6(1), 1–55. Hughes, M. C. McCulloch, E. Valdes, E. (2018). The impact of story-based video back injury prevention training on employee motivation, engagement, knowledge, and behavior. Occupational Health Science, 2(2), 203–214. Igalens, J. Roussel, P. (1999). A study of the relationships between compensation package, work motivation and job satisfaction. Journal of Organizational Behavior, 20(7), 1003–1025. Jaworski, C. Ravichandran, S. Karpinski, A. C. Singh, S. (2018). The effects of training satisfaction, employee benefits, and incentives on part-time employees’ commitment. International Journal of Hospitality Management, 74, 1–12. Jiang, Z. Xiao, Q. Qi, H. Xiao, L. (2009). Total reward strategy: A human resources management strategy going with the trend of the times. International Journal of Business and Management, 4(11), 177. Johnson, J. V. (2008). Globalization, workers’ power and the psychosocial work environment—Is the demand- control-support model still useful in a neoliberal era? Scandinavian Journal of Work, Environment & Health, 34(6), 15. Jöreskog, K. G. Sörbom, D. (1993). LISREL 8: Structural equation modeling with the SIMPLIS command language. Scientific Software International. Kinnie, N. Hutchinson, S. Purcell, J. Rayton, B. Swart, J. (2005). Satisfaction with HR practices and commitment to the organisation: Why one size does not fit all. Human Resource Management Journal, 15(4), 9–29. Khan, Z. Rao-Nicholson, R. Akhtar, P. Tarba, S. Y. Ahammad, M. F. Vorley, T. (2017). The role of HR practices in developing employee resilience: A case study from the Pakistani telecommunications sector. The International Journal of Human Resource Management, 30(8), 1342–1369. Kline, R. B. (2015). Principles and practice of structural equation modeling. Guilford Publications. Kuvaas, B. Buch, R. Dysvik, A. (2018). Individual variable pay for performance, incentive effects, and employees’ motivation. In Annual meeting of the Academy of Management, Chicago, USA. Kum, F. D. Cowden, R. Karodia, A. M. (2014). The impact of training and development on employee performance: A case study of ESCON Consulting. Singaporean Journal of Business, Economics and Management Studies, 51(1810), 1–68. Küster, I. Canales, P. (2011). Compensation and control sales policies, and sales performance: The field sales man- ager’s points of view. Journal of Business & Industrial Marketing, 26(4), 273–285. Lindner, J. R. (1998). Understanding employees’ motivation. Journal of Extension, 36(3), 1–8. Madhani, P. M. (2009). Sales employees compensation: An optimal balance between fixed and variable pay. Compensation & Benefits Review, 41(4), 44–51. Mayson, S. Barrett, R. (2006). The ‘science’ and ‘practice’ of HRM in small firms. Human Resource Management Review, 16(4), 447–455. Milne, P. (2007). Motivation, incentives and organisational culture. Journal of Knowledge Management, 11(6), 28–38. Moore, D. S. Kirkland, S. (2007). The basic practice of statistics (Vol. 2). WH Freeman. Murphy, G. B. Trailer, J. W. Hill, R. C. (1996). Measuring performance in entrepreneurship research. Journal of Business Research, 36(1), 15–23. Paarlberg, L. E. Lavigna, B. (2010). Transformational leadership and public service motivation: Driving individual and organizational performance. Public Administration Review, 70(5), 710–718. Pallant, J. (2010). SPSS survival manual (4th ed.). Maidenhead. Porter, L. W., & Miles, R. E. (1974). Motivation and management. In J.W. McGuire (ed.), Contemporary manage- ment: Issues and viewpoints (pp. 545–570). Englewood Cliffs, NJ: Prentice-Hall. Purcell, J. Kinnie, K. Hutchinson, S. Rayton, B. Swart, J. (2003). People and performance: How people manage- ment impacts on organizational performance. CIPD. Ramlall, S. (2004). A review of employees’ motivation theories and their implications for employee retention within organizations. Journal of American Academy of Business, 5(1/2), 52–63. Robbins, T. W. Everitt, B. J. (1996). Neurobehavioural mechanisms of reward and motivation. Current Opinion in Neurobiology, 6(2), 228–236. Ryan, R. M. Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social develop- ment, and well-being. American Psychologist, 55(1), 68. Safiullah, A. B. (2015). Employees’ motivation and its most influential factors: A study on the telecommunication industry in Bangladesh. World Journal of Social Sciences, 5(1), 79–92. Sahinidis, A. G. Bouris, J. (2008). Employee perceived training effectiveness relationship to employee attitudes. Journal of European Industrial Training, 32(1), 63–76. Saleem, S. Shaheen, W. A. Saleem, R. (2012). The impact of job enrichment and job enlargement on employee sat- isfaction keeping employee performance as intervening variable: A correlational study from Pakistan. Kuwait Chapter of the Arabian Journal of Business and Management Review, 1(9), 145. Sedarmayanti. (2010). Human resource management (reforms and civil service management). PT. Steers, R. M. Porter, L. W. (1983). Employee commitment to organizations. Motivation and Work Behavior, 99, 441–451. Steiger, J. H. (1990). Structural model evaluation and modification: An interval estimation approach. Multivariate Behavioral Research, 25(2), 173–180. Summers, L. (2005). Integrated pay for performance: The high-tech marriage of compensation management and performance management. Compensation & Benefits Review, 37(1), 18–25. Tabassi, A. A. Ramli, M. Bakar, A. H. A. (2011). Training, motivation and teamwork improvement: The case of construction firms. African Journal of Business Management, 5(14), 5627–5636. Tai, W.-T. (2006). Effects of training framing, general self-efficacy and training motivation on trainees' training effectiveness. Personnel Review, 35(1), 51–65. Teclemichael Tessema, M. Soeters, J. L. (2006). Challenges and prospects of HRM in developing countries: test- ing the HRM—Performance link in the Eritrean civil service. The International Journal of Human Resource Management, 17(1), 86–105. Tucker, L. R. Lewis, C. (1973). A reliability coefficient for maximum likelihood factor analysis. Psychometrika, 38(1), 1–10. Upneja, A. Ozdemir, O. (2014). Compensation practices in the lodging industry: Does top management pay affect corporate performance? International Journal of Hospitality Management, 38, 30–38. Wood, S. (2018). HRM and organizational performance. In Human resource management (pp. 74–97). Routledge. Wright, P. C. Geroy, G. D. (2001). Human competency engineering and world class performance: A cross-cultural approach. Cross Cultural Management: An International Journal, 8(2), 25–46. Yang, S.-B. Ok Choi, S. (2009). Employee empowerment and team performance: Autonomy, responsibility, infor- mation, and creativity. Team Performance Management: An International Journal, 15(5/6), 289–301.

Refbacks

  • There are currently no refbacks.