Employee Motivation Levels

Levels of employees’ motivation

Mosley, Megginson and Pietri (2001) found in their study that there are three levels of motivation of employees:

1. The direction of an employees' behaviour, refers to these behaviours, which employee chooses to perform.

2. The effort level, it refers to how much the employee is willing to work on behaviour.

3. The level of persistence, refers to the readiness of the employees to pursue a behaviour despite the obstacles.

2.3 Job Satisfaction.

Job satisfaction is a term defined by Locke (1976) as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences". Other definitions given by various authors and scholars argue that job satisfaction is also an attitude which

A person who is not satisfied will leave of the company, and a person properly motivated will stay. Mistake is to consider a single thing, which affects job satisfaction. There are many things that can impact on satisfaction job. Feinstein also preached concept, that actual work and job security are the biggest satisfiers, and working conditions are less satisfier.

According Sirin (2009), a person who reaches perfection in its profession, will experience greater satisfaction. Shah and Shah (2008) in their study of job satisfaction and fatigue variables found a negative relationship between fatigue, and job satisfaction. It turned out that fatigue is a negative predictor of job satisfaction. They proving in their study, that if the fatigue is minimized the level of motivation increases.

According Velnampy (2008), job satisfaction has a positive effect on the performance of employees, as well as increases the commitment to work by

Employee's performance is the result of satisfaction and performance can be considered as a determinant of satisfaction. They explain if a higher level of motivation that employee feel more involved to perform its assigned tasks, easier reaches goals and when it reach this feels fulfilled. Since most of the time they spend at work need to feel a satisfaction at the place.

Roberts (2005) stated independently that organizations that could have a systematic process build into the company's policies or practices, and by creating the environment that constantly promote and apply the right motivational catalyst on the employees, would certainly yield the desired effect on having higher productivity and creativity from the employees.

Herzberg (1976) explain connection between motivation to work and job satisfaction based on two types of factors. The first group are internal factors, which increase a job satisfaction level and refer internally employees: promotion opportunities, accepts the challenge, responsibility, etc. The second group are external factors such as: salary, work environment, organization policy, etc. If these factors are met this decreases the level of job