Motivation increases employees’ productivity: Comparison of public and private employees in Pakistan
DOI:
https://doi.org/10.14738/assrj.54.4405Keywords:
Motivation, ProductivityAbstract
The productive workforce is a cornerstone of any organization that facilitates to achieve the organizational goals in a competitive environment. to enhance the productivity of the employees, motivational tools are used by the managers. Motivation is considered as the driving force that enhance the workers’ productivity. The objective of the present study is to compare themotivational factors among private and public sector employees in Pakistan. To explore the research objective, the survey was conducted from the private and public sector employees of Pakistan. Using the convenient sampling technique, 220 questionnaires were distributed among the employees who work in the different industries (private and public) in Karachi. Out of 220 questionnaires, only 200 questionnaires were received for analyzing the data. The findings highlight that the employees who work in private sector are more motivated by the monetary rewards, regular feedback from the employer and career development opportunities. On the other hand, public employees enjoy more work-life balance than private employees that positively affect their productivity.
References
Arifeen, N. U., Hussain, M., Kazmi, S., Mubin, M., Latif, S., & Qadri, W. (2014). Measuring Business Performance: Comparison of Financial, Non Financial and Qualitative Indicators. European Journal of Business and Management, 6(4), 38-45
Ansar, A., Azhar, T., Aslam, M. F., Qadri, K., & Mubin, M. (2013). Beyond the Quick Fix Model–Evidence from Telecommunication Giant of Pakistan 'PTCL'.
Andersen, L.B., Pallesen, T. and Holm Pedersen, L., (2011). Does ownership matter? Public service motivation among physiotherapists in the private and public sectors in Denmark. Review of Public Personnel Administration, 31(1), pp.10-27.
Becker, T.E., Kernan, M.C., Clark, K.D. and Klein, H.J., (2015). Dual commitments to organizations and professions: Different motivational pathways to productivity. Journal of Management, p.014.
Bellé, N., (2013). Experimental evidence on the relationship between public service motivation and job performance. Public Administration Review, 73(1), pp.143-153.
Chan, A., (2016). China's workers under assault: Exploitation and abuse in a globalizing economy. Routledge.
Choudhary, S., (2016). A study on retention management: how to keep your top talent. International Journal of Advanced Research in Management and Social Sciences, 5(3), pp.17-31.
Crawshaw, J.R., Van Dick, R. and Brodbeck, F.C., (2012). Opportunity, fair process and relationship value: career development as a driver of proactive work behaviour. Human Resource Management Journal, 22(1), pp.4-20.
Daley, D.M., (2012). Strategic human resources management. Public Personnel Management, pp.120-125.
Dobre, O.I., (2013). Employee motivation and organizational performance. Review of Applied Socio-Economic Research, 5(1), pp.53-60.
Elnaga, A. and Imran, A., (2013). The effect of training on employee performance. European Journal of Business and Management, 5(4), pp.137-147.
Goyal, K.A. and Babel, A.A., (2015). Issues and challenges of work life balance in banking industry of India. Paci. Bus. Rev. Int, 8(5), pp.113-118.
Herriot, P., (2013). The employment relationship: A psychological perspective. Routledge.
Jehanzeb, K., Rasheed, A. and Rasheed, M.F., (2013). Organizational commitment and turnover intentions: Impact of employee’s training in private sector of Saudi Arabia. International Journal of Business and Management, 8(8), p.79.
Khalid, S., Irshad, M.Z. and Mahmood, B., (2012). Job satisfaction among academic staff: A comparative analysis between public and private sector universities of Punjab, Pakistan. International Journal of Business and Management, 7(1), p.126.
Kim, H.K., (2014). Work-life balance and employees' performance: The mediating role of affective commitment. Global Business and Management Research, 6(1), p.37.
Landy, F.J. and Conte, J.M., (2016). Work in the 21st Century, Binder Ready Version: An Introduction to Industrial and Organizational Psychology. John Wiley & Sons.
Leblebici, D., (2012). Impact of workplace quality on employee’s productivity: case study of a bank in Turkey. Journal of Business Economics and Finance, 1(1), pp.38-49.
Lewis, S., Anderson, D., Lyonette, C., Payne, N. and Wood, S., (2017). Public sector austerity cuts in Britain and the changing discourse of work–life balance. Work, employment and society, 31(4), pp.586-604.
Linz, S.J. and Semykina, A., (2012). What makes workers happy? Anticipated rewards and job satisfaction. Industrial Relations: A Journal of Economy and Society, 51(4), pp.811-844.
Mafini, C. and Dlodlo, N., (2014). The relationship between extrinsic motivation, job satisfaction and life satisfaction amongst employees in a public organisation. SA Journal of Industrial Psychology, 40(1), pp.01-12.
Manzoor, Q.A., (2012). Impact of employees motivation on organizational effectiveness. Business management and strategy, 3(1), p.1.
Mishra, K., Boynton, L. and Mishra, A., (2014). Driving employee engagement: The expanded role of internal communications. International Journal of Business Communication, 51(2), pp.183-202.
Mubin, M., Vohra, M., Ijaz, S., Rafique, M., & Hassan, T. (2013). Cultural Mapping and Its Ascertainment: A Case Study of PTCL
Mubin, M. et al., 2014. Cultural Mapping and Its Ascertainment: A Case Study of PTCL. European Journal of Business and Management, 6(14), pp.83–94.
Muogbo, U.S., (2013). The impact of employee motivation on organisational performance (a study of some selected firms in anambra state nigeria). The international journal of engineering and science, 2(7), pp.70-80.
Nguyen, P.D., Dang, C.X. and Nguyen, L.D., (2015). Would Better Earning, Work Environment, and Promotion Opportunities Increase Employee Performance? An Investigation in State and Other Sectors in Vietnam. Public Organization Review, 15(4), pp.565-579.
Nica, E., (2013). Organizational culture in the public sector. Economics, Management and Financial Markets, 8(2), p.179.
Oswald, A.J., Proto, E. and Sgroi, D., (2015). Happiness and productivity. Journal of Labor Economics, 33(4), pp.789-822.
Rakowska, A., Valdes-Conca, J. and de Juana-Espinosa, S., (2015). Affecting factors of public employees’ organizational commitment. International Journal of Synergy and Research, 3, p.5.
Ramos-Guajardo, A.B. and Lubiano, M.A., (2012). K-sample tests for equality of variances of random fuzzy sets. Computational Statistics & Data Analysis, 56(4), pp.956-966.
Reeve, J., (2014). Understanding motivation and emotion. John Wiley & Sons.
Scott, W.R. and Davis, G.F., (2015). Organizations and organizing: Rational, natural and open systems perspectives. Routledge.
Suhasini, N. and Babu, T.N., (2014). Employee Aspirations Management: A Critical Analysis of Motivational Aspects and Intention to Leave. International Journal, 2(1), pp.385-389.
Uzonna, U.R., (2013). Impact of motivation on employees' performance: A case study of CreditWest Bank Cyprus. Journal of Economics and International Finance, 5(5), p.199.
Vischer, J.C., (2012). Workspace strategies: Environment as a tool for work. Springer Science & Business Media.
Weng, C., Tsai, C.C. and Weng, A., (2015). Social support as a neglected e-learning motivator affecting trainee’s decisions of continuous intentions of usage. Australasian Journal of Educational Technology, 31(2).
Wright, B. E. (2001). Public-sector work motivation: A review of the current literature and a revised conceptual model. Public Administration Review, 11(4), 559-586.
Downloads
Published
How to Cite
Issue
Section
License
Authors wishing to include figures, tables, or text passages that have already been published elsewhere are required to obtain permission from the copyright owner(s) for both the print and online format and to include evidence that such permission has been granted when submitting their papers. Any material received without such evidence will be assumed to originate from the authors.
