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Depuis Weber (1930), il est admis que la religion exerce une certaine influence sur l'entrepreneuriat. Cependant, on ignore encore par quels canaux s'exerce cette influence. Le présent travail de recherche, qui privilégie l'approche multidimensionnelle de la religion, arrive à la conclusion que, à traver ses différentes dimensions, la religion influence les motivations à entreprendre. Il démontre aussi, à partir d'un échantillon d'étudiants musulmans, que dans le cas de la religion islamique, seule la dimension rituelle intervient dans l'influence de la motivation entrepreneuriale., Since Weber (1930), it is acknowledged some influence of religion on entrepreneurship. However, it remains unclear through what channels it operates. In this research, which is based on the psychology and sociology of religion and favours the multidimensional approach to religion, we wonder about the influence of the latter upstream of entrepreneurship and, specifically, its influence on the motivation to undertake. We prove the existence of this influence and also demonstrate, from a sample of Muslim students, as in the case of the Islamic religion, only the ritual dimension involved in this influence., Desde Weber (1930), está generalmente admitida cierta influencia de la religión en la clase empresarial. No obstante, a día de hoy aún se ignora cómo se ejerce dicha influencia. En la presente investigación que se apoya tanto en la psicología como en la sociología de la religión y privilegia una metodología multidimensional de la religión, nos planteamos interrogantes sobre la influencia de la misma en las motivaciones primarias de los emprendedores y, más concretamente, su influencia en las motivaciones a la hora de emprender una actividad empresarial. Demostraremos la existencia de esta influencia y demostraremos de igual modo, a partir de la muestra de una población de estudiantes musulmanes, que en el caso del Islam, intervieneúnicamente la dimensión ritual en dicha influencia.

This study contributes to the identification of factors that motivate German employees working at multinational companies. A structured questionnaire was used to collect data from respondents. The questionnaire is the result of the qualitative research, which used primary and secondary sources. The author has conducted the primary research between 1st of January, 2016 and 31st of March, 2017 in various countries. In this period 14 different cultures, twelve Europeans and two Asians, were discovered during 258 one-on-one interviews. Secondary data were collected from books, textbooks, scientific magazines, online articles, presentations and speeches. This paper presents the latest results of an ongoing quantitative research on the field of motivation factors of employees working at multinational companies. The major implication of the study is that setting standards and defining HR policies taking into consideration the evaluated motivation factors help strengthen employee’s motivation and create sustainable bonds between employee and company. Motivation is in the centerpiece of HR policies of multinational organizations. Many companies are strong at attracting talents, but many fail to retain new hires. Digital transformation disrupts the workplace and motivation of talented employees becomes critical for the sustainable future of the companies. As of 20th November 2018, 101 people evaluated the 16 motivation factors identified in the German profile. This article presents the respondents' feedbacks and thus contributes to the search for scarce “Industry-4.0-minded talents”, where companies need to build new understanding of motivation factors of their own and their future employees.

This study analyzes the effect of motivation types on urban-to-rural migrants’ intention and behavior to re-migrate to urban areas. The motivation types are classified into economical and non-economical factors. By using the ordered logit model, we analyze the effect of economical and non-economical factors on the intention to re-migrate from rural to urban areas. The effect of economical and non-economical factors on the actual decision to re-migrate to urban areas is estimated based on the multinomial logit model. According to the estimation results, urban-to-rural migrants who put economical reasons first are more likely to choose to re-migrate to urban ares. On the other hand, it is estimated that urban-to-rural migrants who took prior education before migration or moved with their families are less likely to decide to return to urban areas.

The theme of this thesis is finswimming as a leisure and performance activity - comparison of motivational factors in both training areas. The work is diveded into two parts. The first part is theoretical, in which is further described the finswimming sport, limiting motivational factors affecting children, who are engaged in this sport; and other factors, which during the training process have a motivating effect on the children or, on contrary, demotivate them. The training process is divided into two areas focused on leisure and performance activity. The empirical part of this thesis, within which also deals with this topic research was implemented in the form of a questionnaire method. Motivational factors of children and their coaches were inquired. This work describes the established reality and puts it into context. The results are expressed in graphs. This is a pilot cross-sectional study that can serve both to deeper research and to streamline coaching practice in the given area.

Günümüzün rekabet yoğun dünyasında, örgütler stratejik yönetime önem vermeye ve farklı stratejik araçlardan faydalanmaya başlamıştır. Bir örgütün mevcut çalışanları ve çalışan adayları için çalışılacak ideal yer olarak algılanması anlamına gelen ‘işveren markası’, bahsi geçen stratejik araçlardan biridir. Bu niteliğiyle işveren markası, örgütlere rekabet üstünlüğü sağlayan bir kavramdır. İşveren markası, örgütsel çekicilik ve motivasyon faktörleri ile bağlantılı bir kavramdır. Örgütsel çekicilik, bir örgütün iç ve dış insan kaynağı nezdinde rakip örgütlere kıyasla çalışılması arzulanan örgüt olarak kabul görmesini ifade etmektedir. Başarılı bir işveren markası, başarılı bir örgütsel çekiciliğin yaratılmasını sağlamaktadır. Başarılı bir işveren markası ve örgütsel çekiciliğe sahip olmak ise, mevcut veya potansiyel çalışanlara vaat edilen motivasyon faktörleri ile mümkün olmaktadır. Bu tez çalışmasında motivasyon faktörleri; işveren markası ve örgütsel çekicilik ilişkisinde üstlendiği rol açısından ele alınmaktadır. ‘Ekonomik faktörler’, ‘psiko-sosyal faktörler’ ve ‘yönetsel-örgütsel faktörler’ olmak üzere üç türe ayrılabilen motivasyon faktörleri; mevcut veya potansiyel işgörenleri güdülemede temel alınan araçlardandır. Öyle ki motivasyon faktörleri aracılığıyla, çalışılması arzulanan bir örgüt algısı yaratabilmek mümkündür. Tez çalışması kapsamında, tüm dünyada internet ve yazılım alanında önde gelen şirketlerinden biri olan Google, işveren markası ve örgütsel çekicilik ilişkisi çerçevesinde mercek altına alınmıştır. Araştırma; küresel çapta işveren markası araştırmaları gerçekleştiren Universum Global şirketi tarafından 2017, 2018, 2019 yıllarında yürütülen ‘En Çekici İşveren’ araştırmalarında birinci sırada yer alan Google şirketinin çalışanlarına sunmuş olduğu motivasyon faktörlerinin durum çalışması yöntemiyle incelenmesi esasına dayanmaktadır. Araştırmada elde edilen bulgular ayrıntılı bir şekilde incelenmiş ve alanyazından hareketle oluşturulan kategoriler temel alınarak yorumlanmıştır. Çalışma; gelecek çalışmalara yönelik öneriler ile son bulmaktadır., In today’s intense competitive world, organizations have started to give much attention to strategic management and benefit from a different strategic tools. Employer brand, which is defined as the perception of existing employees and candidates that the organization is an ideal place to work, is one of the strategic tools mentioned. The employer brand is a concept that gives organizations a competitive edge over their competitors. The employer brand is related to organizational attractiveness and motivational factors. In terms of internal and external human resources, organizational attractiveness refers to the place that is most desirable to work against its competitors. A successful employer brand ensures that a successful organizational attractiveness is created. A successful employer brand and organizational attractiveness are possible when there are motivation factors. In this study, motivation factors were addressed in terms of their role on the relationship between employer brand and organizational attractiveness. Motivation factors that consist of ‘economic factors’, ‘psychosocial factors’ and ‘managerial and organizational factors’, are amongst the tools used for motivating existing and potential employees. It is possible to create a perception of an organisation that is desirable to work through motivation factors. Through this study, Google, one of the leading internet and software companies, was examined within the framework of its employer brand and organizational attractiveness. The study is based on the case study analysis of Google, which was first on the ‘World’s Most Attractive Employers’ surveys conducted by Universum Global, a global employer brand company, in 2017, 2018, and 2019, in terms of its motivation factors. The findings of this study were analysed and interpreted by creating certain categories. The study concluded with proposals for further studies.

Journal of Public and Private Management, 27, 1, 5

В статье описано внедрение проектных заданий при изучении рациональных и иррациональных чисел, приведены результаты проведенного анкетирования студентов, будущих учителей начальных классов, при изучении числовой линии в курсе математики. Целью статьи является рассмотрение влияния дополнения материала числовой линии оригинальным содержанием на мотивацию при обучении математике студентов нематематических профилей. Методы. Проведено анкетирование на индифферентное или негативное отношение студентов к изучению теории рациональных и иррациональных чисел. С помощью теоретических и экспериментальных методов проверяется гипотеза о формировании положительной мотивации у студентов через решение проектных задач, составление и реализация которых дает им ощущение самостоятельности, свободы выбора, успешности. Сделаны выводы по результатам исследования. За счет выполнения проектных заданий студенты при изучении дисциплины «Математика» ощутили полезность полученных знаний и продемонстрировали высокие оценки на экзаменах. Делается вывод, о том, что преподавание числовой линии в курсе математики в университете с использованием упомянутых в статье техник позволило повысить уровень положительной мотивации у студентов., The article describes the implementation of project tasks in the study of rational and irrational numbers, presents the results of a questionnaire survey of students, potential primary school teachers, while studying the numerical line in a course on mathematics. The purpose of the article is to consider the effect of supplementing a material of a numerical line with original content on motivation when teaching mathematics to students of non-mathematical profiles. Methods. A questionnaire survey was conducted on the indifferent or negative attitude of students to the study of the rational and irrational numbers theory. Using theoretical and experimental methods, the hypothesis on the formation of positive motivation among students through the solution of project tasks, the compilation and implementation of which gives them a sense of independence, freedom of choice, success, is tested. Conclusions presented in the article are based on the results of the study. Due to the implementation of project tasks, students in the study of the discipline «Mathematics» felt the usefulness of the knowledge gained and showed high marks on exams. It is concluded that the teaching of the numerical line in the course on mathematics at the university using the techniques mentioned below in the article allowed to increase the level of positive motivation among students.

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Perfecting the motivation mechanism of state-owned enterprises is an important research direction under the present circumstances of major changes in state-owned enterprises. Under the background of the continuous development of the construction industry, this thesis takes CSADI Engineering & Technology Co., Ltd. as an example to study the motivation factors of state-owned enterprise personnel, explore and establish motivation mechanism model for state-owned enterprise personnel. In particular, it provides reference for the establishment of motivation mechanisms for small and medium-sized engineering technology-oriented state-owned enterprise to mobilize the enthusiasm of corporate personnel and help achieve corporate goals. This thesis, firstly, abstracts the research on motivation factors of domestic and foreign scholars by literature research. Secondly, it finds out the problems existing in the motivation mechanism of CSADI Engineering & Technology Co., Ltd. and the motivation factors preferred by the personnel of CSADI Engineering & Technology Co., Ltd. through motivation survey questionnaires. Based on this, we designed and perfected the questionnaires on motivation factors for the personnel of CSADI Engineering & Technology Co., Ltd. Using SPSS22.0 statistical analysis software, the reliability and validity of the survey are tested by reliability analysis and validity analysis. Through the factor analysis, the main motivation factors are obtained and classified. Finally, the preferences of the personnel for motivation factors under different background characteristics such as gender, age, education, job title, job type, length of service, salary level, and entry time have been studied through the analysis of variance, providing empirical research basis for the establishment of motivation mechanisms. Then based on the research results of motivation factors, a motivation model for engineering technology-oriented state-owned enterprises is proposed. Besides, the motivationsurvey and employee performance comparison are adopted to test the effectiveness of the model. According to the results of comparative analysis, different types of personnel are separately motivated and the motivation model for engineering technology-oriented state-owned enterprises is modified. Finally, the main contents of the motivation model for engineering technology-oriented state-owned enterprises and the performance evaluation for implementing the motivation mechanism are summarized. Through the research on the motivation factors of CSADI Engineering & Technology Co., Ltd., it has certain reference significance for the establishment of the motivation mechanism for engineering technology-oriented state-owned enterprises. O principal objetivo desta tese é tentar identificar os factores de motivação mais adequados para se gerir empresas público-privadas, dado que estas empresas proliferam na China e são confrontadas com grandes desafios. Esta dissertação irá estudar a empresa CSADI Engineering & Technology Co., Ltd., que é uma empresa público-privada. Pretende-se compreender, explorar e estabelecer um modelo que entenda a motivação dos seus colaboradores. Especificamente, este estudo pretende servir de referência para a compreensão da motivação em pequenas e médias empresas do setor tecnológico que sejam público-privadas, de modo perceber-se a motivação dos seus colaboradores e, em simultâneo, o modo como as empresas atingem os objetivos organizacionais que se propõem atingir. Esta tese apresenta uma revisão da literatura sobre os fatores motivadores preocupando-se em apresentar uma visão global neste domínio. De seguida, estuda-se o caso da empresa CSADI Engineering & Technology Co., Ltd., onde foi aplicado um questionário aos seus trabalhadores procurando compreender quais são os fatores que estes consideram ser mais importantes em termos motivacionais. A partir de uma analise estatística realizada com o SPSS22.0 fez-se um estudo da fiabilidade e validade do questionário. Em seguida foram analisados os principais fatores motivacionais obtidos a partir dos resultados e tendo por base o género, a idade, a educação, a função, o tempo de serviço e o nível salarial. Este estudo foi realizado baseando-se na análise da variância. Através desta análise foi então criado um modelo dos fatores motivacionais para empresas no domínio da engenharia tecnológica que sejam público-privadas. Posteriormente, fez-se uma comparação entre o questionário de motivação e o desempenho do trabalhador de forma a perceber-se a eficiência do modelo proposto.Por último, efetuou-se um resumo dos principais fatores motivacionais para empresas do domínio da engenharia tecnológica público-privadas e também se encontraram fatores de medidas relativas à avaliação de desempenho.

В статье проанализированы и обобщены зависимости особенностей мотивационной структуры предприятий от таких характеристик совокупности персонала, как половозрастная структура, профессиональный стаж, уровень образования и доходов, однако предлагаемая исследователями зависимость от стажа была отвергнута в процессе исследования как дублирующая зависимость от возраста. Выдвинуты предположения о влиянии таких зависимостей на инновационный потенциал предприятий и эффективность инновационной деятельности. Для рассмотрения были использованы статистические данные, полученные в различных странах (США, ЮАР, страны Европы) на протяжении последнего десятилетия. Основной целью многих управленцев на сегодняшний день является максимизация эффективности использования имеющихся в их распоряжении экономических ресурсов в противовес преобладавшему ранее стремлению к приобретению новых. Важнейшим ресурсом экономических субъектов всех уровней является человеческим капитал. Его эффективность может быть повышена путем инноваций в организационноуправленческих процессах, немаловажным из которых являются мотивация и стимулирование. Проведение эффективной мотивационностимулирующей активности невозможно без предварительного изучения объекта такой деятельности, то есть персонала. Однако при излишнем углублении в детали личностной мотивационной структуры происходит отвлечение ресурсов, которые могли быть направлены на более эффективные виды деятельности, в том числе и инновационной. Автором предложены возможные способы применения полученных в исследовании выводов управленцамипрактиками на предприятиях, занятых в современной экономике и стремящихся к инновационному развитию. В качестве дальнейшего направления теоретических разработок автор указывает комплексный анализ обнаруженных зависимостей в рамках единой многофакторной системы, способствующей уточнению и детализации полученных выводов, The article analyzes and summarizes the dependencies of the motivational structure of enterprises from several staff characteristics, such as gender, age, seniority, level of education and level of income. However, the proposed dependence on seniority was rejected in the course of research as a duplicate dependence on age. Assumptions have been made about the impact of such dependencies on the innovative potential of enterprises and the effectiveness of innovation. The statistical data obtained in different countries (USA, South Africa, European countries) during the last decade were used for consideration. The main goal of many managers to date is maximizing the efficiency of the economic resources available to them, in contrast to the previously prevailing desire to acquire new ones. The most important resource of economic actors at all levels is human capital. Its efficiency can be increased by innovations in organizational and managerial processes, motivation and stimulation among others. Carrying out effective motivationalstimulating activity is impossible without preliminary studying of object of such activity, which is the companys personnel. However, redundant detalization of a personal motivational structure causes a distraction of resources that could be directed to more effective kinds of activity, including innovative. The author proposes possible ways to apply the findings of the study to management practitioners at enterprises engaged in the modern economy and aspiring to innovative development. As a further direction of theoretical developments, the author indicates a complex analysis of detected dependencies within a single multifactor system, which facilitates the refinement and detalization of the findings, №3(48) (2019)

[ES] Este trabajo está orientado a la realización de un plan de estudio que sea útil para los trabajadores y directivos de empresas, en cuanto a que descubran la importancia que tiene disponer de unos empleados motivados para alcanzar los objetivos empresariales, el éxito y los máximos beneficios económicos. Todo esto debe efectuarse a través de la instalación de nuevas técnicas y medidas que persiguen una mejora común entre las personas que forman la estructura organizativa de la empresa, para que no pierdan el entusiasmo y la ilusión con la que empezaron a trabajar el primer día. El objetivo principal de este Trabajo Fin de Grado es analizar la política de motivación de una empresa contratista, Obremo S.L. Para ello, primero describiremos la organización sobre la que se va a realizar el análisis, nombraremos sus áreas funcionales y nos centraremos en el área de los Recursos Humanos donde seguidamente definiremos qué es la motivación laboral, qué tipos de motivación existen y qué teorías explican este concepto. Posteriormente, realizaremos el estudio de los factores de motivación con mayor presencia en la empresa y haremos la descripción individual de cada uno de ellos. Terminaremos con su valoración en función de la importancia que tengan para cada trabajador dentro de su puesto de trabajo utilizando como herramienta un coeficiente de adecuación, prestando especial atención a los resultados relacionados con diferencias en cuanto al género., [EN] The aim of this work is the realization of a study plan that is useful for workers and managers of companies, in terms of discovering the importance of having motivated employees to achieve business objectives, success and maximum economic benefits. All this must be done through the installation of new techniques and measures that pursue a common improvement among the people who form the organizational structure of the company, so that they do not lose the enthusiasm and hope with which they started working on the first day. The main objective of this Final Degree Project is to analyze the motivation policy of a contractor company, Obremo S.L. To do this, we will first describe the organization on which the analysis is going to be performed, name its functional areas and focus on the area of Human Resources where we will define what labor motivation is, what types of motivation exist and what theories explain this concept. Subsequently, we will study the motivation factors with greatest presence in the company and we will make the individual description of each one of them. We will finish with their assessment according to the importance they have for each worker within their job using an adequacy coefficient as a tool, paying special attention to the results related to differences in terms of gender.

Treball Final de Grau en Mestre o Mestra d'Educació Primària. Codi: MP1040. Curs acadèmic: 2018/2019 Se sabe que la motivación es un tema que presenta controversia y hay muchos trabajos que plantean esta problemática. En este estudio se ha llevado a cabo una investigación relacionada con la percepción que tiene el profesorado de la motivación de su alumnado correspondiente al último ciclo de primaria. El trabajo está basado en el Modelo de Calidad de Situación Educativa (MOCSE, Doménech, 2018). Para obtener los datos se ha pasado un cuestionario a una muestra de 21 docentes de tres escuelas de la provincia de Castelló. Los objetivos expuestos en este trabajo son: el primero, identificar el nivel motivacional del alumnado preadolescente de primaria, así como los principales factores que influyen en su motivación desde la perspectiva del profesorado; y el segundo, evaluar las estrategias motivacionales que el profesorado utiliza en el aula. Los resultados obtenidos en la investigación reflejan que el profesorado cree que el alumnado está motivado en clase, pero no de forma excesiva. Además, los factores que más influyen en la desmotivación son el currículo y los factores intrapersonales del alumnado. También se observa que el profesorado afronta más los problemas por ellos mismos o piden ayuda que, por el contrario, evitarlos. Aun así, preocupa que en ciertos casos se utilice la evitación como recurso. It is known that motivation is a controversial concept and there are many studies that raise this problem. In this study, an investigation has been done related with the perception of the students teachers have in the last cycle of Primary School. The study is based on the “Modelo de Calidad de Situación Educativa” (MOCSE, Doménech, 2018). To obtain the data, a questionnaire was sent to a sample of 21 teachers from three schools in the province of Castelló. The objectives set out in this paper are: first, to identify the motivational level of the preadolescent students of primary school, as well as the main factors that influence their motivation from the perspective of the teaching staff; and the second, to evaluate the motivational strategies that teachers use in the classroom. The results obtained in the research show that teachers believe students are motivated in class, but not in excess. Moreover, the factors which most influence demotivation are the curriculum and the intrapersonal factors of the students. It is also observed that teachers face problems more by themselves or ask for help that avoiding them. Even so, it is worrying that in some cases avoidance is used as a resource.

The research was focused on the comprehensive understanding of motivation factors that affected empoyee job satisfaction in furniture manufacturing companies in the Slovak Republic in 2015. Questionnaire analysis was selected as the key research method. Questionnaires consisted of 36 most motivating factors organized into 5 sub-cathegories, analyzed on the basis of the degree of satisfaction for respondents. Based on the collected data, top 10 motivation factors, which the employees of Slovak furniture manufacturing companies rated as the most satisfying, were identified. According to respondents, 3 most satisfying factors included physical work demands, “interestingness” of work and the ability to use the qualification. Research outcomes resulted in a series of recommendations for the furniture manufacturing companies to focus on in order to boost employee job satisfaction with regards to the fact that only well-motivated employees can increase the efficiency of the whole enterprise.

In this article, the term linguistically diverse students is used to refer to “students whose first language is other language than Latvian. The scientific data collected by the author are from 2013/2014 academic year until 2015/2016 academic year (3 academic years). Machine translation technology is constantly being applied by linguistically diverse students, but a machine cannot assess whether a sentence sounds good or bad. Motivation is a powerful force in second-language learning. The aim of the research is to find out how to solve linguistically diverse 1st year university students’ problems with machine translation. Educational support and motivation enhancement are very important.

An important condition for the performance sustainability of organizations, in the public and state sector, is the maintenance and improvement of the employee motivation policy model. Motivation for work has a significant impact on the success of modern organizations, the impact is multidimensional and complex, and it has been confirmed empirically. Motivation is influenced by numerous factors, of different influence and hierarchy, which depend on socio-economic conditions and cultural determinants, but also on the characteristics of employees, and it is necessary to constantly monitor them. The paper presents a sustainable model of employee motivation in public administration and the results of research on the hierarchy and the impact of motivation factors on employees of different demographic characteristics. The research was conducted by an anonymous survey of 2128 respondents (1576 employees in the state administration and 552 persons employed in the Republic of Serbia outside the state administration), in the period March&ndash, June 2020. The questionnaire developed for this research has 16 questions on motivating factors with a scale with a high level of internal consistency. Using one-factor analysis of variance (ANOVA), tests of subsequent comparisons, and t-test, statistically significant differences are determined for the influence of motivational factors on respondents of different levels of education, age, role in organization, gender, and family status&mdash, also, the magnitude of influence ranges from small to large. The influence of motivational factors is greater for older people, for people with a higher level of education, for managers in relation to workers, for women in relation to men, as well as for persons in marriage in relation to persons out of wedlock. By applying multi-criteria analysis, the factors are ranked: the amount of salary and good interpersonal relations are at the top, while criticism and information about work are in the last positions. As a factor that negatively affects motivation, low wages stands out. The difference in the motivation of state administration members was determined by comparing the results of motivational factors&rsquo, influence with the appropriate sample of employees outside the state administration. Differences were registered for 15 out of 16 factors (only for the factor high wages, there is no difference), and the magnitude of the impact is medium and small.

Öz Today's organizations must adapt to environmental changes so that they can survive within the rapidly changing conditions of competition. In order to achieve organizational performance and effectiveness in institutional arrangements of organizations, it is necessary to have employees who are educated, qualified, efficient, harmonious, who act in line with organizational goals, feel responsible for solving problems, act collaboratively for the institution to reach its targets and goals, and who are always willing to contribute to increase the organizational productivity and quality. For this reason, it is necessary to use effective leadership styles in order to guide individuals, motivate them towards the targets and goals, and encourage them to show strong organizational citizenship behaviors. Motivation is the power that prompts the individual to act. The highly motivated individual will inevitably develop organizational citizenship behaviors. Individuals who exhibit organizational citizenship behaviors that are defined as extra-role behaviors beyond their jobs are highly motivated individuals. Leadership styles are therefore an important element in the development of organizational citizenship behaviors and the determination of individual motivation levels. The impact of leadership styles in the organizational citizenship behaviors and the level of motivation of health workers in Istanbul, Turkey will be evaluated. Abstract Sağlık kuruluşlarının etkililiğinde ve verimliliğinde sağlık çalışanlarının bilgisi, becerisi, yetkinliği ve etkin iletişimi kurumun başarısında en önemli kaynaktır. Bu kaynağın etkin bir şekilde yönetimi, etkili liderlik ile mümkündür. Liderlik, örgütün etkinliğini ve başarısı etkileyen önemli bir faktördür. Çalışanların örgütsel vatandaşlık davranışı ve motivasyon seviyelerinin örgütsel verimliliği etkileyen faktörler içinde olduğu düşünülmektedir .Motivasyon hedefe odaklı davranışın oluşması için enerji verme ve harekete geçirme eylemini yönlendiren bir süreçtir. Bu araştırma, çalışanların liderlik tarzları algısının örgütsel vatandaşlık davranışı göstermelerinde motivasyon seviyelerinin ara değişken rolü olabileceği varsayımına dayanmaktadır. Bu bağlamda araştırmanın amacı, algılanan liderlik tarzlarının örgütsel vatandaşlığa etkisinde motivasyon seviyelerinin moderatör rolünü araştırmak amacıyla yapılmıştır. Bu araştırma verileri anket yöntemi ile toplanmıştır. İstanbul’da bulunan özel hastanelerde 420 sağlık çalışanına uygulanan araştırmanın sonucunda, çalışanların algıladıkları liderlik tarzının örgütsel vatandaşlık üzerinde anlamlı etkisinin olduğu görülmüştür. Algılanan liderlik tarzının örgütsel vatandaşlık üzerindeki etkisinde motivasyon seviyelerinin ara değişken rolü olmadığı saptanmıştır. Ayrıca çalışanların dönüşümcü, etkileşimci ve babacan liderlik tarzları algısının motivasyon düzeyleri üzerinde anlamlı bir etkiye sahip olduğu, serbest liderlik tarzının ise çalışanların motivasyon düzeylerini olumsuz yönde etkilediği sonucuna varılmıştır.

[EN] The purpose of this investigation is to explore about motivation and its importance in the public sector. To have motivated employees is very important for every company, because it involves the workers being part of the company and it implies having high production levels which makes easier to achieve the objectives of the companies which could be financial, social or corporative. Productivity is closely related with the levels of motivation, because the more motivated the employees are, the better results that the institution will have. Bearing in mind that motivation is a crucial factor, to know the level of motivation that the employees have in comparison with the corporative policies is also important. That is why we want to know the level of motivation of employees, to identify why there are employees who are more motivated than others and what to do to maintain or to improve the situation. Data used in this project are both qualitative and quantitative; it also comes from various sources. First, we are going to revise literature about motivation factors in public organizations. Also, from primary sources through interviews we will get qualitative and quantitate data. Second, we are going to apply an algorithm and some techniques to measure motivation in two public institutions in the Dominican Republic and finally, analyze both institutions., [ES] El propósito de esta investigación es explorar sobre la motivación y su importancia en el sector público. Tener empleados motivados es muy importante para todas las empresas, porque involucra a los trabajadores como parte de la misma y ayuda a tener altos niveles de producción, lo que hace que alcanzar los objetivos de las empresas que podrían ser económicas, sociales o corporativas sea más fácil. La productividad está relacionada con los niveles de motivación, porque cuanto más motivados estén los empleados, mejor serán los resultados obtenidos por la institución. Teniendo en cuenta que la motivación es un factor importante, saber el nivel de motivación que los empleados tienen en comparación con las políticas corporativas también es importante. Por eso, queremos saber el nivel de motivación de los empleados, identificar por qué hay empleados más motivados que otros y qué hacer para mantener o mejorar la situación. Los datos utilizados en este proyecto son tanto cualitativos como cuantitativos y proceden de diferentes fuentes. Primero, vamos a revisar la literatura sobre los factores de motivación en las organizaciones públicas. También de fuentes primarias como entrevistas se obtendrá datos cualitativos y cuantitativos. Segundo, vamos a aplicar un algoritmo y algunas técnicas para medir la motivación en dos instituciones públicas en la República Dominicana y, finalmente, analizar ambas instituciones

The success of any organization depends on its employees and HR Managers. If employees are taken good care by HR manager, the performance and efficiency and productivity level increase. The main objective of this paper is to analyze the motivational tools and its level of the executives in the organization and elicit information regarding the various methods used by the personal managers to motivate the employees used secondary data provided for the basis of the study. The major finding for the paper was that the employees were highly motivated due to good working environment and highly supported by supervisors to perform the task. This paper in Toto has six sections, including this introductory section. The review of literature is presented in the second section and the Research gap followed is given in the third section. A brief note on motivation and tools and the motivational factors are presented in the fourth section. Finally conclusion is presented in the last section. Rajendra Prasad G R | Dr. Manjunath K R "Contemporary Motivation Tools Adopted by Strategic HR Managers" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-4 , June 2018, URL: https://www.ijtsrd.com/papers/ijtsrd14594.pdf

Tyrimo objektas - motyvacijos veiksniai. Tyrimo tikslas – išsiaiškinti veiksnius, kurie įtakoja mokinių motyvaciją kūno kultūros pamokose. Tyrimo uždaviniai: 1. Išsiaiškinti moksleivių vidinius pasitenkinimo veiksnius įtakojančius moksleivių motyvaciją kūno kultūros pamokose. 2. Išsiaiškinti moksleivių vidinius nepasitenkinimo veiksnius įtakojančius moksleivių motyvaciją kūno kultūros pamokose. 3. Nustatyti moksleivių išorinius pasitenkinimo veiksnius kūno kultūros pamokose. 4. Nustatyti moksleivių išorinius nepasitenkinimo veiksnius kūno kultūros pamokose. Išvados: 1. Nustatyta, kad berniukų ir mergaičių dažniausiai nurodytas vidinio nepasitenkinimo veiksnys kūno kultūros pamokoje yra galimybė užsiimti mėgstama veikla. Berniukams kūno kultūros pamokose labai svarbu yra pastangos bei galimybė užsiimti mėgstama veikla. 2. Nustatyta, kad ir berniukams ir mergaitėms daugiausiai motyvacijos sukelia vidinio pasitenkinimo veiksnys gebėjimas padaryti tai, ko ankščiau nemokėjau. Nustatyta, kad didžiausią malonumą kūno kultūros pamokose berniukams sukelia sėkmė, užtikrinimo jausmas. 3. Didžiausią įtaką mergaičių ir berniukų išoriniai nepasitenkinimo motyvacijai dalyvauti kūno kultūros pamokose turi draugai. Taip pat, berniukams labai svarbu, jog mokytojas patiktų, būtų geras. 4. Nustatyta, motyvaciją įtakoja išorinis pasitenkinimo veiksnys: galimybė rungtyniauti su kitais ir gebėjimas padaryti, tai ko nemokėjo., Object - students motivation factors Purpose - To investigate the influence factors of the physical education model on student motivation (intrinsic/extrinsic motivation, goal orientations, and perceived motivational climate) in physical education lesson Tasks: 1. Find out achievement-intrinsic motivation factors of students, which influencing motivation in physical education lesson. 2. Find out nonachievement-intrinsic motivation factors of students, which influencing motivation in physical education lesson. 3. Find out achievement-extrinsic motivation factors of students, which influencing motivation in physical education lesson. 4. Find out nonachievement-extrinsic motivation factors of students, which influencing motivation in physical education lesson. Conclusions: 1. Students influences this achievement-intrinsic motivation factor: get to do my favorite activity. Boys influences these achievement-intrinsic factors: when I do my best, get to do my favorite activity. 2. Students influences this nonachievement-intrinsic motivation factor: learn to do something I couldnʼt do before. Boys influences these achievement-intrinsic motivation factors: when I do my best, When I am successful/feel competent. 3. Students influences this achievement-extrinsic motivation factor: a chance to be with my friend. Boys influences these achievement-extrinsic motivation factors: the teacher is good, when I like the teacher. 4. Students influences this nonachievement-extrinsic motivation factor: a chance to be with my friends.

Having unpleasant feelings about job may lead individuals to search alternative mechanisms in order to reduce the dissatisfaction. This study aims to investigate the motivation factors that influence the employed employees to search for a new job. The data were collected from a well-known Malaysia electricity provider company. Three hundred observation was used to test the hypothesis. The data were analyzed by using Correlation Bivariate analysis. The results illustrate that the environment is the most influential job search motivation factor.

It is highlighted severally that the slow progress of Malaysia third economy transformation is caused by poor collaborations of the innovation ecosystem among education, government, and industry sectors. Without understanding the motivation factors of Malaysia academic citizens towards open innovations, the overall speed of the new economic transformation program will not be accelerated. This working paper, hence has two main objectives; (1) to determine motivation factors that will exert academic citizens’ efforts to participate in open innovation; and (2) to test whether promotion opportunity become a moderator of their motivation towards open innovation. To achieve these objectives, this study proposes a new model of Personal-Environmental Factors which accumulated and developed from comprehensive reviews on motivation theories and empirical findings. The model will be furthered by a quantitative web-based survey method to reach all academic citizens from twenty public universities in Malaysia. It is expected that findings from this study will provide the universities involve as well as the Ministry of Education some key motivation factors which then can be used as a future promotion criteria to motivate academic citizens to collaborate in open innovation actively .

Lietuvai tapus nepriklausoma valstybe, iš esmės pasikeitė kalbų mokymo politika šalies bendrojo lavinimo mokyklose. Daugelis vakarykščių abiturientų nemano, jog yra tikslinga tęsti anglų kalbos mokymąsi universitetuose ir kolegijose. Jų supratimu, baigę mokyklą, jie turi pakankamai anglų kalbos žinių, leidžiančių laisvai komunikuoti šia kalba keliaujant, mokantis ar dirbant užsienio šalyse. Ar toks požiūris atitinka realią nūdienos situaciją? Straipsnyje remiamasi keturiais veiksniais, kurie turėtų motyvuoti įstojusius studentus toliau mokytis anglų kalbos, kaip pagrindinio įrankio jiems įsitvirtinti šiuolaikiniame pasaulyje, negrįžtamai veikiamame visuotinės globalizacijos ir eurointegracijos procesų. VDU UKI dėstytojai 2014 m. pavasario semestrą atliko tyrimą. Buvo sudaryta anketa, kurios tikslas – nustatyti, ar studentų anglų kalbos žinių lygis atitinka visus tarptautinius reikalavimus, apibūdinančius anglų kalbos, kaip užsienio kalbos, mokėjimą, ir pateikti motyvus, kodėl studentai turėtų tęsti anglų kalbos studijas aukštesniu lygiu. Apklausoje dalyvavo 172 įvairių programų studentai. Pagrindiniais anketos punktais buvo siekiama išsiaiškinti, ar studentų anglų kalbos lygis, baigus bendrojo lavinimo mokyklų programą, yra pakankamas, kadangi besimokydami bendrojo lavinimo mokykloje dėl motyvacijos trūkumo jie neįsisavina visos programos siūlomos medžiagos, ar VDU UKI anglų kalbos mokymo politika suteikia galimybę išmokti šią kalbą aukštesniu lygiu, ar kalba yra gyvas, taigi, nuolat kintantis organizmas, tad jos reikia nuolat mokytis, ar nenaudojant kalbos kasdieninėms reikmėms jos mokėjimo lygmuo išlieka toks pats. Susisteminusios apklausos rezultatus, straipsnio autorės daro išvadą dėl tikslingumo mokytis anglų kalbos aukštosiose Lietuvos mokyklose. After Lithuania had regained its independence the policy of foreign languages teaching/learning at secondary schools changed cardinally. The majority or former school leavers do not perceive it to be purposeful and meaningful to prolong the English language learning on the university or college level. According to them, having covered the secondary school programme they possess a full baggage of the English language knowledge allowing them to communicate fluently in the above mentioned language while travelling, studying and working in foreign countries. Does this belief correspond to the reality of today? The article is based on four factors which are supposed to motivate freshmen and senior students to go on learning the English language as the main tool to enhance their position in contemporary world irreversibly affected by massive globalization and Eurointegration processes. VDU UKI in spring semester of 2014 carried out a research. The questionnaire was compiled the goal of which was to determine whether the English language level of the students matches all the international requirements for the language awareness and present the motives for students to continue the English language studies on a higher level. 172 first year students of various programmes participated in the research. The principle points of the questionnaire sought to provide answers to the following questions: whether the level of the English language acquirement is sufficient after having covered the secondary school programme, if VDU UKI English language teaching/learning policy enables students to acquire the language on a higher level, whether a language is a living, thus a constantly changing organism which requires progressive studies and refreshment of knowledge, if the level of language acquisition remains on the same level if it is not exploited on daily basis. Having systematized the questionnaire results the authoresses of the article draw the conclusion for the purposefulness of continuing the English language level on the university and college level.