I am searching for articles on the impact of extrinsic and intrinsic motivation and employees' turnover intention or job retention in the context of public organizations.
Engaging Staff in the Workplace, available at https://www.researchgate.net/publication/254582894_Engaging_Staff_in_the_Workplace, may be of interest. That article defines engagement (and its benefits), lists barriers to it, and elucidates the related drivers of workplace excellence.
Article Engaging Staff in the Workplace
Motivation is an important aspect of Human resource Management. Retention of the employees will depend not only on motivation, but also on other factors like: organization culture, employee engagement, empowerment, transparency and mutual trust. Recognition through monetary and non-monetary means will motivate the employees to get further recognition, but will not create sense of belonging or loyalty to the organization. Commitment is more important than compliance. compliance may lead to recognition, but commitment will lead to retention. Therefore, Employee retention is the result of integration of motivation and all other factors mentioned above.
Hi
Employee retention can be practiced better by motivating the employees in the following aspects: Open communication, Employee reward program, Career development program, Performance based bonus, Recreation facilities, Gifts at
some occasions.
you can consult the article of: K.Sandhya and D. Kumar entitled:
Employee retention by motivation
here you are the link:
www.academicpublishingplatforms.com/.../pdfs/.../201201031106...
good luck dear colleague
thank you for your valuable insight and moreover for sharing the study papers with me
One of the most foundation theories regarding employee satisfaction is Herzberg’s 2-Factor Theory of Motivation. He suggested that job satisfaction (motivators) and job dissatisfaction (hygiene factors) act independently of each other.
Two of his important pieces are:
Herzberg, Frederick (964). "The Motivation-Hygiene Concept and Problems of Manpower". Personnel Administrator (27): 3–7
Herzberg, Frederick (1968). "One More Time: How Do You Motivate Employees?". Harvard Business Review. 46 (1): 53–62.
thank you Andrew! I guess I can relate this theory to link up with turnover intentions
As we know well that there is a quite difference between private limited organization & public organization .In private limited organization it runs with the shareholder of the company & the company is answerable to shareholder in their AGM .The management of organization as an attraction of expertise personnel in various areas & management has to take care of the progressive development of the organization by scrutinizing periodical progress of the company & any deviation in planning schedule can be rectified under the immediate action.
In public limited company major stake is with the public sector so to say government organization .All though the management is under the expert personnel the method of working with the organization is the line with the government set up & as such there is the difference between the working system ,recruitment policy ,promotion system ,trainee system & HRD method are also viewed under the different line .
This is my personal opinion
lot of research has been done on this topic. Some of the articles I have linked below.
http://www.ijarcsms.com/docs/paper/volume3/issue3/V3I3-0039.pdf
http://s3.amazonaws.com/academia.edu.documents/33255388/1571400.pdf?AWSAccessKeyId=AKIAJ56TQJRTWSMTNPEA&Expires=1471955599&Signature=45QcWspvhhKZXyEk%2BBug7UhKJDs%3D&response-content-disposition=inline%3B%20filename%3DConstructing_factors_related_to_worker_r.pdf
http://search.proquest.com/openview/cd0d8ac12a3af7c067afc22a16edb069/1?pq-origsite=gscholar
Article Specific determinants of intrinsic work motivation, burnout ...
Thank you very much. As identified by Mr. Parikh, the motivational factors in public organizations are different than those in private ones. In this respect, I can refer to these articles above to a great extent. I am thankful to Jyoti Madam.
(P.S. the second article won't open)
This is an interesting research published this year about turnover in public sector and satisfaction with a kind of HR programs. Enjoy