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مقاله ترجمه شده انگیزش سازمانی، رضایت شغلی کارکنان و عملکرد سازمانی

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دانلود رایگان مقاله بیس انگلیسی خرید و دانلود ترجمه ی مقاله انگلیسی

کد محصول: M777

قیمت فایل ترجمه شده: ۲۸۰۰۰ تومان

تعداد صفحه انگلیسی: ۱۸

سال نشر: ۲۰۱۸

تعداد صفحه ترجمه فارسی: ۲۴ صفحه word

عنوان فارسی:

مقاله ترجمه شده : انگیزش سازمانی، رضایت شغلی کارکنان و عملکرد سازمانی : یک مطالعه تجربی در شرکت های حمل و نقل کانتینری در تایوان

عنوان انگلیسی:

Organizational motivation, employee job satisfaction and organizational performance An empirical study of container shipping companies in Taiwan

چکیده فارسی:

هدف – هدف از این مطالعه بررسی تاثیر انگیزه بر رضایت شغلی و عملکرد سازمانی در شرکت های حمل و نقل کانتینری در تایوان می باشد. چهار بعد انگیزه بر اساس یک تحلیل عامل اکتشافی شناسایی شدند که شامل پاداش، موفقیت شغلی، امنیت شغلی و محیط کار می باشد. علاوه بر این، پنج بعد رضایت شغلی شناسایی شد که عبارتند از: سیاست شغلی، استقلال شغلی، سختی کار، عملکرد شغلی و وضعیت شغلی. ابعاد عملکرد سازمانی شامل عملکرد مالی و غیر مالی است.

طراحی / روش شناسی / رویکرد – به منظور خلاصه کردن تعداد زیادی ازداده های متغیرهای انگیزش، رضایت شغلی و ویژگی های عملکرد سازمانی برای شناسایی عوامل اصلی، از تحلیل عاملی استفاده شده است. آزمونهای پایایی بر اساس آلفای کرونباخ و ضرایب همبستگی اصلاح شده برای بررسی سازگاری داخلی پاسخ های پرسشنامه استفاده شده است. آزمون های آنوا برای بررسی تفاوت در نگرش پاسخ دهنده ها برای این عوامل با توجه به نمونه آماری استفاده شدند. در نهایت، تحلیل مدل رگرسیون چندگانه برای بررسی روابط بین انگیزش، رضایت شغلی و عملکرد سازمانی انجام شد.

یافته ها – نتایج نشان داد که پاداش و عملکرد شغلی تاثیر مثبتی بر روی ابعاد عملکرد مالی مانند بازده دارائی، نرخ رشد معاملات و سودآوری دارد در صورتی که محیط کاری و استقلال شغلی تاثیر مثبتی بر ابعاد عملکرد غیر مالی، مانند خدمات مشتری، بهره وری کارکنان و کیفیت خدمات دارد.

Abstract:

Purpose

The purpose of this study is to evaluate the effect of motivation on job satisfaction and organizational performance in the context of container shipping companies in Taiwan. Four motivation dimensions were identified based on an exploratory factor analysis, including remuneration, job achievement, job security and job environment. In addition, five job satisfaction dimensions were identified, namely: job policy, job autonomy, job workload, job performance and job status. Organizational performance dimensions included financial and non-financial performance.

Design/methodology/approach

Factor analysis was used to summarize a large number of motivation, job satisfaction and organizational performance attributes to identify the crucial factors. Reliability tests based on Cronbach’s alpha and corrected item-total correlation coefficients was used to test the internal consistency of questionnaire responses. ANOVA tests were subsequently used to test for differences in respondents’ perception of these factors according to selected demographics. Finally, a multiple regression model analysis was conducted to examine the relationships between motivation, job satisfaction and organizational performance.

Findings

Results indicated that remuneration and job performance had a positive effect on financial performance dimensions such as return on assets, turnover growth rate and profitability while job environment and job autonomy had a positive effect on non-financial performance dimensions, such as customer service, employee productivity and service quality.

Originality/value

This study has drawn attention to the importance of the relationships between motivation, job satisfaction and organizational performance in the container shipping context. The findings have significant implications for researchers and shipping practitioners. Despite the existence of research on the inter-relationships between motivation, job satisfaction and organizational performance in other disciplines, no empirical study was discussed in previous shipping or transportation-related research.

Introduction

The container shipping industry plays a vital role in the world’s economy. World container throughput reached 171 million TEUs in 2014 accounting for more than 85 per cent of total world trade output (UNCTAD, 2015). It helps to facilitate the seamless movement of containerized cargoes on regularly scheduled service routes connecting countries, markets, businesses and people on a global scale. As nations become more interdependent on each other for goods and services, the container shipping industry is a crucial link generating choices, improving economies and creating employment. However, container shipping companies compete aggressively to survive in a highly volatile environment through a low-cost pricing structure with good service quality with little distinction in the types of services it provides (Lu et al., 2009). As a result, companies constantly look for ways to differentiate itself from their competitors through operations management and strategy, organizational management and human resources management. Developing a well-structured motivation system is crucial for organizations to retain talent and to enable employees to produce the maximum benefits for the organizations (Al-Alawi, 2005). An organization’s motivation system will directly affect employees’ efficiency, morale and job satisfaction (Parsons and Broadbridge, 2006). In addition, a developed motivation system to improve employees’ job satisfaction has a positive impact on organizational performance (Analoui, 1999).

In container shipping, shore-based personnel perform a variety of important functions, especially sales and marketing, which contributes to overall organizational performance. These tasks require employees to be motivated to achieve intended targets. To the author’s knowledge, few empirical studies have discussed the relationships between organizational motivation on job satisfaction and organizational performance in the shipping industry. Talley (2013) summarized the different topics that has been research in the maritime academic field. Much focused has been placed on shipping performance/management with a growing emphasis on environmental protection. Accordingly, the objectives of this research are to examine the effect of organizational motivation on job satisfaction and their effects on organizational performance in container shipping firms in Taiwan.

The following section provides a theoretical background on, organizational motivation, job satisfaction and organizational performance and suggests three hypotheses. It then describes the methodological approach to the research issues. The fourth section presents the results and findings of the survey. Conclusions are drawn from the analyses and strategic implications for container shipping companies are discussed in the final section.