The Influence of Job Motivation on the Psychological Well-Being of Employees
Chapter One
Objectives of Study
The main objective of the study is to investigate the relationship between employee motivation and their psychological well-being.
Other objectives include:
- Verifying if there is evidence for relationships between some job stressors or well-being and organizational citizenship behavior.
- Examining any positive and high workplace performance that will yield high productivity for an organization and even spread into the economy of a state or country as a whole. This can be achieved when employees are well motivated and this motivation in turn affects or influences the psychological well-being of the employee in the workplace.
The study may provide a good enough basis for effective intervention. Lastly, the study may bring more light on how job motivation influences the quality of work performance which in turn affects quality of life.
CHAPTER TWO
REVIEW OF RELATED AND RELEVANT LITERATURE
Introduction
In the modern world of globalization the work place realities of (yesterday) past organizations no longer exists. It is a matter of past and needs to be revised carefully. It is important for the organizations to meet and introduce new motivational needs of employees since the change have been observed on the work place realities in today’s organizations (Roberts, 2003). Beer et al, (1984) strongly assert in their research of changing work environment the reality that organizations today have changed, therefore it is more important for the top management to carry out new methodologies of developing strong and durable relationships between the organization and employees for meeting the organizational goals and fulfilling the continually changing needs of both parties. A complete and thorough understanding of employee motivation is required for organizations to address and accomplish these expectations (Beer et al, 1984). It is clear from the above that a strong relationship between organizations and employees is an instrument for success in fulfilling the needs of changing work environment for both parties. To make a strong bond with employees the role of top management is crucial in this respect.
Carnige (1985) focused on the human aspect regarding management, and strongly believes people who craft a formulation for an organization’s success or failure are the chief executive responsible for motivating his company employees in respect of their satisfaction and assurance of organizational success. Carnegie mainly insists on human capital which plays pivotal role in organizational effectiveness compared to financial capital. People rather than finance are observed in modern times as the primary source of a company’s competitive advantage.
Organizations require several resources, strategies, and techniques to succeed. From capital to a business site and to employees, all of these are essential for a business to work while these components are significant, values, particularly motivation is recognized as vital business element, especially in enabling organization transformation and enhancement. Motivation permits the business owners and employees to be resourceful, responsible and productive in performing daily business tasks which in turn helps in uniting the business with it consumers by means of motivating the employees, managers are able to encourage them to work towards a common goal. This business principles also helps the employee to become more productive, enabling enhancement and transformation to place.
CONCEPTUAL FRAMEWORK
MOTIVATION
Motivation can be defined as a reason or reasons for acting or behaving in a particular way and a desire or willingness to do something. It can be considered a driving force; a psychological drive that compels or reinforces an action toward a desired goal. Motivation elicits, controls, and sustains certain goal directed behaviors. Motivation has been considered using approaches considered to be physiological, behavioral, cognitive, and social. Motivation is conceptually related to, but distinct from, emotion, and may be rooted in a basic response to optimize well-being, minimize physical pain and maximize pleasure, or originate from specific physical needs such as eating, sleeping or resting. Motivation can be divided into two types: internal, or intrinsic motivation, and external, or extrinsic motivation.
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought to examine the influence of Job motivation on the psychological well-being of employees.
Sources of data collection
Data were collected from two main sources namely:
- Primary source and
- Secondary source
Primary source:
These are materials of statistical investigation which were collected by the research for a particular purpose. They can be obtained through a survey, observation questionnaire or as experiment; the researcher has adopted the questionnaire method for this study.
Secondary source:
These are data from textbook Journal handset etc. they arise as byproducts of the same other purposes. Example administration, various other unpublished works and write ups were also used.
Population of the study
Population of a study is a group of persons or aggregate items, things the researcher is interested in getting information which will aid to examine the influence of Job motivation on the psychological well-being of employees. Two hundred (200) respondents were randomly selected randomly by the researcher as the population of the study.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to reiterate that the objective of this study was to examine the influence of Job motivation on the psychological well-being of employees.
In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in examining the influence of Job motivation on the psychological well-being of employees.
Summary
This study was undertaken to examine the influence of Job motivation on the psychological well-being of employees. The study opened with chapter one where the statement of the problem was clearly defined. The study objectives and research hypotheses were defined and formulated respectively. The study reviewed related and relevant literatures. The chapter two gave the conceptual framework, empirical and theoretical studies. The third chapter described the methodology employed by the researcher in collecting both the primary and the secondary data. The research method employed here is the descriptive survey method. The study analyzed and presented the data collected in tables and tested the hypotheses using the chi-square statistical tool. While the fifth chapter gives the study summary and conclusion.
CONCLUSIONS AND RECOMMENDATION
Researchers have agreed that some employees have stressful job (Maslach, Schaufeli, & Leiter, 2001; Shaufeli & Buunk, 2002 cited in Jayakaran Mukundan et al., 2015) as they are required to carry out multiple duties (Houston et al., 2006). They also have indicated that employees who are psychologically healthy will contribute significantly in their career and also for personal growth. The present data of the study accepted the null hypotheses regarding the employees’ psychological well-being and job satisfaction. However, their level of psychological well-being is slightly higher than the job satisfaction. Basically, we can determine that most employees has moderate level of job satisfaction as Aziz (2014) has pointed out. It is also has come to the attention that most employees are dissatisfied with the organizations’ administration. If this issue is not taken into consideration, the tendency of getting physical illness and mental distress among the employees would be high (Kinman, 2001).
This dissatisfaction could affect their personal growth (Haidt & Rodin, 1999; Taylor, Repetti & Seeman, 1997). This is quite evident in this study as the overall psychological well-being among the employees is low. It is also essential to identify that the state of job satisfaction among few employees in the present study is not affected by their psychological well-being although their level of job satisfaction is moderate. The findings of the present study reveal that the participants show quite a positive attitude towards certain areas of their job despite having low level of psychological well-being.
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