EMPIRICAL ANALYSIS OF MOTIVATIONAL FACTORS FROM ERG THEORY ON EMPLOYEE EFFECTIVENESS AND RETENTION AT BEIJING JINWAN RUICHENG TECHNOLOGY CO., LTD.
คำสำคัญ:
Motivation Factors, Employee Effectiveness, Employee Retentionบทคัดย่อ
The research objectives are twofold: (1) to investigate the motivational factors that influence employee effectiveness at Beijing Jinwan Ruicheng Technology Co., Ltd. and (2) to investigate the motivational factors that influence employee retention at Beijing Jinwan Ruicheng Technology Co., Ltd. The study population includes the employees of Beijing Jinwan Ruicheng Technology Co. Ltd. and the data were collected through questionnaires from a sample of 200 respondents using the non-probability sampling method, specifically convenience sampling. The collected data was analyzed using statistical methods such as frequency, percentage, mean and standard deviation. In addition, the hypotheses were tested using the Partial Least Squares Structural Equation Model.
It was found that the motivational factors of the aspect ‘Growth needs' have a direct and statistically significant impact on employee effectiveness, with a predictive power of 51.4%. In addition, motivational factors in the areas of ‘Existence needs', ‘Relatedness needs’ and ‘Growth needs’ have a direct impact on employee retention and show statistically significant effects at levels between .003 and .029. These factors contribute to a predictive power of 72.3%.
References
Acquah, A., Nsiah, T. K., Antie, E. N. A., & Otoo, B. (2021). Literature review on theories of motivation. EPRA International Journal of Economic and Business Review, 9(5), 25-29.
Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s Two-Factor Theory. Life Science Journal, 14(5), 12-16.
Azeez, S. (2017). Human resource management practices and employee retention: A review of literature. Journal of Economics, Management and Trade, 18(2), 1-10.
Boudreau, J. W., & Ramstad, P. M. (2013). Talentship, talent segmentation, and sustainability: A new HR decision science paradigm for a new strategy definition. Organizational Dynamics, 42(3), 125-134.
Cai, Y., Cai, S., Zhou, Y., & Li, Y. (2019). Organization-oriented leadership and employee work performance: The mediating roles of basic needs satisfaction and work engagement. Frontiers in Psychology, 10, 106.
Cao, X., Zuo, M., & Qin, Q. (2017). Chinese e-commerce enterprises' challenges and strategies in the era of the internet of things. International Journal of E-Business Research, 13(2), 1-17.
Chandani, A., Mehta, M., Mall, A., & Khokhar, V. (2016). Employee engagement: A review paper on factors affecting employee engagement. Indian Journal of Science and Technology, 9(15), 1-7.
Cropanzano, R., Anthony, E. L., Daniels, S. R., & Hall, A. V. (2017). Social exchange theory: A critical review with theoretical remedies. Academy of management annals, 11(1), 479-516.
Davidescu, A. A., Apostu, S. A., Paul, A., & Casuneanu, I. (2020). Work Flexibility, Job Satisfaction, and Job Performance among Romanian Employees—Implications for Sustainable Human Resource Management. Sustainability, 12(15), 6086.
Eggert, M. A. (2015). Motivation pocketbook. Management Pocketbooks.
Estaji, H. (2014). Flexible Spatial Configuration in Traditional Houses: The Case of Sabzevar. International Journal of Contemporary Architecture “The New ARCH”, 1(1), 26-35.
Fannin, R. (2019). Tech Titans of China: How China's Tech Sector is challenging the world by innovating faster, working harder, and going global. Hachette UK.
Ganta, V. C. (2014). Motivation in the workplace to improve the employee performance. International Journal of Engineering Technology, Management and Applied Sciences, 2(6), 221-230.
Guo, J., & Nord, W. R. (2017). A review of employee motivation theories and implications for Chinese companies. Frontiers of Business Research in China, 11(1), 4.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2010). Multivariate data analysis (7th ed.). Pearson Education.
Henseler, J., Hubona, G., & Ray, P. A. (2016). Using PLS Path Modeling in New Technology Research: Updated Guidelines. Industrial Management & Data Systems, 116, 2-20.
Hu, J., & Fan, X. (2019). How perceived CSR linked to employee innovative behavior? A structural analysis on motivation and external factors. Frontiers in Psychology, 10, 1439.
Karaferis, D., Aletras, V., Raikou, M., & Niakas, D. (2022). Factors Influencing Motivation and Work Engagement of Healthcare Professionals. Materia Socio-Medica, 34(3), 216–224.
Khan, M. R. (2019). The application of Herzberg’s two-factor theory in the organizational setting. Global Journal of Management and Business Research, 19(7), 1-10.
Kian, T. S., Yusoff, W. F. W., & Rajah, S. (2014). Job satisfaction and motivation: What are the difference among these two. European Journal of Business and Social Sciences, 3(2), 94-102.
Kwan, H. K., Wei, Q., Hui, C., & Yan, M. (2017). Impact of demographic factors, workers' perceptions, and supervisors' characteristics on supervisors' attitudes towards employees. Asia Pacific Journal of Human Resources, 55(2), 234-254.
Lee, K. (2018). AI Superpowers: China, Silicon Valley, and the New World Order. Houghton Mifflin Harcourt.
Li, J., & Zhang, Y. (2020). An empirical study on turnover intention in the SME service sector in Beijing: A TPB approach. International Journal of Human Resource Management, 31(8), 1045-1062.
Liu, L., Chen, Y., & Tjosvold, D. (2016). Organizational performance in China: The role of intervening employee authority and trust in supervisor. Asia Pacific Journal of Human Resources, 54(3), 336-357.
Liu, S., Wu, L., & Chen, J. M. (2017). Role of motivation on employees' performance in Chinese organizations. The International Journal of Human Resource Management, 28(11), 1526-1543.
López-Cabarcos, M. Á., Vázquez-Rodríguez, P., & Quiñoá-Piñeiro, L. M. (2022). An approach to employees’ job performance through work environmental variables and leadership behaviors. Journal of Business Research, 140, 361-369.
Lunenburg, F. C. (2011). Motivation to learn: From theory to practice. Journal of Education and Learning, 1(2), 25-30.
Mansaray, H. E. (2019). The role of human resource management in employee motivation and performance-An overview. Budapest International Research and Critics Institute (BIRCI) Journal, 2(3), 183-194.
Miner, J. B. (2015). Organizational Behavior 1: Essential Theories of Motivation and Leadership. Routledge.
Mone, E., London, M., & Mone, E. M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge.
Na-Nan, K., Chaiprasit, K., & Pukkeeree, P. (2018). Factor analysis-validated comprehensive employee job performance scale. International Journal of Quality & Reliability Management, 35(10), 2436-2449.
Qin, Y., Song, B., & Shen, Y. (2017). Understanding employee engagement in China: An empirical study. Employee Relations, 39(4), 466-482.
Rong, Z. (2013). Personality traits' influence on college graduates' employability and its social and psychological mechanisms—Focusing on the mediating effect of self-efficacy. Studies in Psychology and Behavior, 11(1), 31-37.
Shen Y. M., Zhu Y. H., Zhou W. R., Zhang L. C., & Liu J. (2019). The influences of team chaxu climate on team members’ performance: An investigation of moderated mediation model. Management World, 25(12), 104–115.
Shikalepo, E. E. (2020). The role of motivational theories in shaping teacher motivation and performance: A Review of Related literature. International Journal of Research and Innovation in Social Science (IJRISS), 64-76.
Tang, Y., & El-demellawy, M. (2020). Employee retention in China: An investigation through the lens of psychological contracts and job embeddedness. Personnel Review, 49(5), 1229-1249.
Tehseen, S., & Hadi, N. U. (2015). Factors influencing teachers’ performance and retention. Mediterranean journal of social sciences, 6(1), 233-244.
Vo, T. T. D., Tuliao, K. V., & Chen, C.-W. (2022). Work Motivation: The Roles of Individual Needs and Social Conditions. Behavioral Sciences, 12(2), 49.
Wang, C., Xu, J., Zhang, T. C., & Li, Q. M. (2020). Effects of professional identity on turnover intention in China's hotel employees: The mediating role of employee engagement and job satisfaction. Journal of Hospitality and Tourism Management, 45, 10-22.
Wang, Y., & Chen, X. (2020). The effect of person-organization guanxi on job satisfaction and turnover intention: The mediating role of work group cohesion. Frontiers in Psychology, 11, 609.
Wu, J., & Zeng, M. (2020). China's Emerging Silicon Valley: How and Why Has Shenzhen Become a Global Innovation Centre. https://www.europeanbusinessreview.com/chinas-emerging-silicon-valley-how-and-why-has-shenzhen-become-a-global-innovation-centre/
Xin, K. R., & Wang, Z. (2016). Investigating how technology entrepreneurship employees’ intrinsic motivation, extrinsic motivation, and passion influence job performance. Frontiers of Business Research in China, 10(3), 345-372.
Xu, H., & Shen, D. (2019). An exploratory study of the relationship between employee effectiveness and innovative behavior in Chinese R&D teams. International Journal of Innovation Studies, 3(3), 225-235.
Yuan, L., & Woodman, R. W. (2010). Innovative behavior in the workplace: The role of performance and image outcome expectations. Academy of Management Journal, 53(2), 323-342.
Zeng, M. (2019). How China Is Changing Its Manufacturing Strategy to Compete in a New Tech Era. https://hbr.org/2019/11/how-china-is-changing-its-manufacturing-strategy-to-compete-in-a-new-tech-era
Downloads
เผยแพร่แล้ว
How to Cite
ฉบับ
บท
License
Copyright (c) 2024 วารสารการจัดการโซ่คุณค่าและกลยุทธ์ธุรกิจ
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
