Extrinsic Motivation: A Case Study
Type of theory
Theorists
summary of theory
Implications
Two factor
Herzberg
two factors influence job satisfaction: Intrinsic /satisfiers and Extrinsic motivators / dissatisfiers (fig) identifies the basic needs and impacts approaches to job design. Attracted attention to the concept of intrinsic and extrinsic motivation.
Expectancy
Vroom, Porter and Lawler
The recognised relationships between effort and performance, effort and results, and the importance of the outcomes to the person influence motivation and performance.
inform approaches to rewards, i.e. that there must be a relationship between effort and reward (reward should be obtainable and worthy).
Goal
Latham and Locke
Motivation and performance will develop if people have agreed
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(Armstrong, 2006). (Swarnalatha and Prasanna, 2012) All these motivation theories used as a framework for this study and formed a ground for the development of job satisfaction assessment. The concept of job satisfaction is varied hence a number of theories are formulated to describe what it means and how these could be enforced to promote job satisfaction and performance of the employees.
According to the study by Aaron Cohen and Ronit Golan (2007), job satisfaction is a strong indicator of absenteeism and turnover intentions. Syed and Yan (2012) reported that job rotation, Employee participation, empowerment, pay and Promotions, and Grievance handling procedures, were positively tied with employee’s job satisfaction. The study done by (Blaauw et al., 2013) proved that job satisfaction and intention to leave are statistically linked. Alam and Mohammad (2009) stated that the nursing staffs exhibited lower level of intention to leave the job / hospital while they were moderately satisfied with their job in all the six levels of job satisfaction such as interaction with supervisor, variety in their job, relationship with colleagues, rewards, pay and HR policies. Coomber and Barriball (2006)
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It was also proved, that there exist positive relationship between job satisfaction and these motivation factors. The outcome of the results regarding the influence of demographic factors such as age, marital status, nationality, qualification, and experience,on job satisfaction levels have been contrary. After the thorough literature research, it was found that the Minnesota job satisfaction questionnaire (MSQ) has been a valid tool to measure job satisfaction of employees of any industry. MSQ is a valid instrument for measuring job satisfaction of hospital workers(Martins and Proença, 2012) . My research investigates the factors which impact the job satisfaction of nurses the most and analyse their effect on their retention. MSQ is a valid instrument for measuring job satisfaction of hospital workers (Martins and Proença, 2012) . No detailed study on this topic has been done in Ireland so far. Hence my research aims to build on previous studies, to consider other factors that lead to job satisfaction and to investigate the relationship that exist between job satisfaction and demographic factors, and between job satisfaction and intention to leave. Job satisfaction plays a critical part in terms of employees ' performance, their well-being and to
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