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Continuous performance management is an emerging global phenomenon adopted by the human resources management discipline that is decentralizing the way performance management is traditionally executed within organizations. This study aims to examine the impact of continuous performance management (CPM) on turnover intention in the banking sector in Dubai and to identify the mediating roles of employee motivation and job autonomy.

The study used surveys to collect primary data from 375 employees at 15 banks operating in Dubai to explore the relationships among CPM, employee motivation, turnover intention, as well as perceived job autonomy. Through a robust analytical methodology that included exploratory factor analysis and confirmatory factor analysis, multiple regression and parallel mediation analysis using the Hayes process macro, not only were the factor structures validated, but the relationships between the constructs were also uncovered. This comprehensive research process helped the present study delve into the depths of the study’s subject matter, thereby enhancing the value of the study to the extant literature which given the multicultural orientation, further contributed to the comprehensiveness of the conceptual relationship between the variables.

From the findings, the current study concludes that the key predictors of employee motivation, job autonomy and turnover intention in the banking sector among employees were CPM factors. In addition, based on the findings from the Hays process macro parallel mediation analysis, the current study identified the mediation effect of employee motivation and job autonomy between CPM and turnover intention. With the confirmation of all the research hypotheses, the output from this study is valuable to HR academicians and practitioners seeking to understand CPM and how to implement performance management drivers for the purpose of employee development and retention.

This paper’s originality lies in its examination of the burgeoning trend of CPM within the unique context of the GCC banking sector, a sector-specific focus that offers fresh insights into the adoption and impact of CPM in a regional context.

The purpose of this study is to determine the role of perceived supervisor listening (PSL) on employee organizational citizenship behavior Islamic perspective (OCBIP) with several mediating variables as a link.

The research was conducted using a purposive sampling technique with a total sample of 100 employees in Islamic financial institutions (IFIs). The collected data were analyzed using SEM-PLS.

The results of this study indicate that PSL is one of the factors that can improve OCBIP attitudes among employees of IFIs. In addition, this study also shows the role of job motivation and satisfaction in mediating the relationship between PSL and OCBIP. However, the results do not indicate affective commitment.

Based on the results of this study, the leadership of IFIs must be able to develop superior attitudes in OCBIP to increase employee motivation and satisfaction and help increase company productivity.

This study confirms the importance of the role of leaders in shaping positive employee behavior and strengthens the literature related to OCBIP variables that can be used for Islamic-based organizations.

Drawing on organismic integration theory, we aim to examine whether the reasons independent contractors choose contract work are related to their on-the-job motivation and job satisfaction and whether their perceived support enhances positive (or buffers negative) effects.

We collected data at three separate time points from 241 adjunct instructors to test a moderated mediation model using bootstrapping analyses.

The positive relationship between pull factors (e.g. autonomy) and job satisfaction is fully mediated by the autonomous motivation contractors experienced at work. The inverse relationship between push factors (e.g. inability to secure desired work role) and job satisfaction is not mediated by autonomous nor controlled motivation experienced at work. Contractors' perceived organizational support does not moderate the relationship between either push or pull factors and autonomous motivation. Post hoc analysis shows a moderating effect of perceived supervisor support on the nonlinear relationship between push factors and autonomous motivation.

Recruiting individuals drawn to the benefits of contract work may have important implications for worker motivation, job satisfaction and potentially beyond. Moreover, organizations may consider whether existing support resources and infrastructure are appropriate for contractors.

Despite the abundance of evidence demonstrating the benefits of organizational and supervisor support among traditional employee populations, such support may be of limited value to those drawn to contract work.

Motivation of the employees is extensively considered as an antidote for the overall success of the organizations. This study primarily aims to investigate the impact of motivation on the job performance of university librarians in Pakistan.

Quantitative research design followed by a survey method under an extended theory of motivation was applied. Data were collected from 123 professional librarians of 79 university libraries in Punjab province, Pakistan. The study tested hypotheses having used regression statistical test through Statistical Package for Social Sciences Software (Version 26).

Results of the study revealed that motivation (intrinsic and extrinsic), the expectation of benefits, satisfaction of meta needs and challenging situations have a strong positive impact on the optimum job performance of university librarians.

This research has theoretical implications for the researchers and practical insights for human resource managers to get maximum outcomes for organizational development. The results of the study may be generalized to the university libraries of other countries having similar socio-economic and cultural situations.

This study developed a framework based upon empirically tested hypotheses that might be used as drivers for different motivation practices to augment employees’ commitment to the organizations.

The purpose of this study is to determine whether the pandemic affects the motivation and job satisfaction of university researchers as a whole and by their separate groups by gender, age, academic position (career stage) and degree.

The authors studied French universities for changes in motivation and job satisfaction among researchers under the impact of the COVID-19 pandemic. For this, two hypotheses were tested, using the one-way ANOVA parametric test and the Kruskal–Wallis nonparametric statistical test with the data collected during the in-depth interviews and surveys with university researchers from the Paris Diderot University and Jean Moulin University of Lyon III in 2019 and 2021.

There were found significant differences between changes in motivation and job satisfaction of respondent groups by gender, career stage and scientific degrees. All these differences in changes confirm hypothesis about the significant impact of the pandemic on certain motivators and elements of job satisfaction of various groups of university researchers. The study showed that pandemic restrictions and fears positively affect the motivation and job satisfaction of the younger generation of researchers and males, and negatively on the older generation and female researchers. During the pandemic, early-stage researchers are mostly unhappy only with the salary and the lack of teaching skills. While experienced and senior researchers do not have time to fulfill all their duties due to overload by a combination of different forms of teaching, many teaching hours, administrative duties and mastering new communication tools.

The results capture the selective impact of pandemic restrictions, its physical and mental effects on academic staff. Although only two universities in a single country were considered, the findings show the heterogeneity of the perception of new (pandemic) working conditions by different groups of university workers. If such heterogeneity is revealed in the example of two universities, then it is very likely to be observable also in broader studies.

The results of this study can help university administrations, higher education regulators and national research agencies address the needs of all groups of researchers, alleviating the most acute restrictions and fears caused by the pandemic and providing the necessary incentives for relevant groups, e.g. higher salary, teaching school and awards for young researchers and a lower teaching loading for experienced and senior researchers.

This is the first study that define pandemic impact on motivation and job satisfaction of university researchers in France.

This paper aims to explore the motivation and job satisfaction of employees in the hospitality industry in Dubai, using Herzberg’s two-factor theory of motivation.

This qualitative research encompassed 20 interviews with employees at four different job levels from a 4-star hotel in Dubai, selected through purposive and quota sampling.

Findings show that achievement, recognition and responsibility are essential motivators. However, these were sources of dissatisfaction amongst employees from the lower job levels. Leader quality is crucial to hygiene. Moreover, it is a key motivator and a powerful source of job satisfaction.

This cross-sectional study entailed a small sample size of 20 employees from one hotel in Dubai. Therefore, the only generalisation to theory is permitted and not to a broader population, such as hospitality workers from other hotels in Dubai or any of the other six United Arab Emirates.

The two specific human resource programmes and practices presented in this paper can exert a positive influence on employees’ motivation and job satisfaction. This, in turn, will bring the hotel in a strong position to compete for motivated and competent human capital to deliver high quality guest services to gain a competitive advantage in the hospitality industry in Dubai.

This paper contributes to the literature first, by identifying the type of motivation of the hotel’s employees as follows: “prosocial motivation”, evoked by satisfaction with motivators and hygienes. Second, by presenting a “Satisfier and Hygiene model for Prosocial Motivation and Job Satisfaction”, illustrating the reciprocal relation between prosocial motivation and job satisfaction.

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.

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.

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.

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.

It has been known for some time that job stress has a wide‐ranging, negative impact on employees. It has also been known that providing employees with autonomy and/or control over their work environment reduces the deleterious consequences of job stress. The purpose of this study is to examine whether control in the form of flex‐time (i.e. allowing employees to create their own work schedules) moderates the impact of stress on intrinsic and extrinsic motivation among Russian, Canadian, and Israeli Arab employees (n=933).

Archival data that was obtained from employees (n=933) residing in three different nations was analysed via hierarchical moderated multiple regression.

In relation to extrinsic motivation, a significant interaction was observed between job stress, flex‐time, and country of residence. Although flex‐time and country of residence were significant predictors of intrinsic motivation, no significant interactions were observed.

This is one of few papers to examine flex‐time from an international perspective. In terms of value, human resource managers are made aware that the impacts of flex‐time on employees' motivation depends, in part, on the nation in which they are employed.

This study aims to investigate the relationship between project management competency, job motivation and performance in people engaged in electronic commerce (e-commerce). A questionnaire was developed for e-commerce workers in various professional aspects including business strategy planning, content management and design, sales services, marketing business sales, host settings, analysis and management. A total of 299 valid questionnaires were retrieved. Multiple regression analysis was applied to the testing and analysis on important competences for project management and the factors influencing job performance.

In this study, the related indexes are measured mainly through appropriate questionnaire design and the questionnaires were mainly distributed among employees and managers of the e-commerce enterprises. Tables 5–1 provide the personal profiles of the e-commerce personnel. A total of 350 questionnaires were distributed and 320 questionnaires were returned. After the 320 questionnaires were sorted and categorized, 21 incompletely-filled and invalid questionnaires were excluded, for a total of 299 valid questionnaires that were returned. Based on the quantitative data obtained from the returned valid questionnaires, files were created and statistical analyzes were conducted by the computerized statistical software statistical product and service solutions 21. According to the research question and nature of this study, the present study mainly adopted statistical methods, including descriptive statistical analysis, reliability analysis, Pearson’s correlation analysis and regression analysis.

The results suggested that the project management competency of those engaged in e-commerce had a positive influence on their work performance. The capabilities in the management of integration, scope and procurement were significantly important factors identified in this study. In addition, the internal and external motivations of those engaged in e-commerce had a positive influence on work performance, and thus, facilitated their influence on the project management competency. The results and statistical analysis could be a reference in e-commerce-related business management and serve as the basis for evaluation of the training of project management competencies for those engaged in e-commerce and further improvements of human capitals and corporate competitive advantages.

This study used literature on project management competence and job performance as a foundation; previous studies argue that project management competence has a positive correlation with job performance. Empirical results reveal that among the e-commerce personnel, most dimensions of project management competence are significantly correlated with job performance. This study reveals that stakeholder management competence, the newly introduced 10th dimension of project management competence, is also significantly correlated with job performance. Therefore, study results reveal that project management competence has a significant positive correlation with job performance. In this study, the two constructs of internal motivation and external motivation in job motivation are introduced for use as disturbing factors. Empirical results reveal that internal motivation and external motivation have a significant positive disturbing effect with respect to the influence of cost management competence and human resource management competence on job performance. Hackman and Oldham (1975) contend that the jobs calling for a variety of skills can boost the job motivation of employees. Study results reveal that job motivation is of great importance to the influence of project management competence on job performance and can be used as the basis for improving job performance.

The purpose of this paper is to examine the factors influencing the decision of managers to work in the nonprofit sector and how these choices are shaped by intrinsic and extrinsic motivations. Additionally, this research examines the impact of job choice motivation on social, community and professional outcomes and the unique characteristics of managers in the nonprofit sector.

This research employed data from the National Administrative Studies Project (NASP-III) survey, which measured the mid- and upper-level managers working in nonprofit organizations in Illinois and Georgia. The survey measured the manager’s perceptions of various organizational issues, including work motivation, mentoring and communication, career histories, hiring practices, and organizational cultures and structures. The data were then analyzed using a hierarchical regression model.

The findings of this research support the idea that intrinsic motivation is an important aspect of job choice motivation for individuals in the nonprofit workforce. In addition, the findings suggest other characteristics, including policies that enhance work life balance (WLB), advancement, and job security, are important to understand the job choice motivations of nonprofit managers. This research also found not all types of nonprofit agencies attract similarly motivated individuals, or lead to equivalent community outcomes.

The organizations represented in the NASP III sample included more membership and professional associations than the overall nonprofit sector. This over representation partially limits the generalizability of these findings but it also allows the research to more thoroughly understand this unique subset of organizations that serve predominantly the narrow interests of their members.

This research highlights the advantage nonprofit employers have over other organizations in terms of using intrinsic motivations to attract employees. However, the findings also suggest nonprofit organizations need to focus on human resource (HR) strategies including policies that enhance WLB, advancement, and job security to compete with other employers for talent. Finally, the research also suggests the need to tailor HR strategies to groups of nonprofit employees based upon important employee characteristics such as gender, job type, and prior career experience.

This study extends a well-developed body of knowledge on motivations and selection of career paths to individuals working in the nonprofit sector. It also suggests variations among employees and organizations matter in terms of the type of individuals attracted to particular career path in nonprofits. Additionally, this research suggests future research needs to include more nuanced examinations of the differences which exist among organizations in the nonprofit sector rather than simply focussing upon similarities across the most prevalent types of nonprofit organizations.