INTRODUCTION
MOTIVATION FOR THE STUDY
Higher levels of job satisfaction are also related to reduced absenteeism rates and employee turnover (Slocum & Hellriegel, 2006; French, 2003). This can lead to job satisfaction levels declining and both the organization and employee suffer.
THE AIM OF THE STUDY
RESEARCH OBJECTIVES
To determine whether a relationship exists between the goal orientation dimension of achievement motivation and the respective demographic groups (age, race, gender, and tenure). To determine if there is a relationship between achievement motivation and the respective demographic groups (age, race, gender, and tenure).
RESEARCH HYPOTHESES
HO: There is no significant difference in achievement motivation between the respective demographic groups (age, attitude, race and gender). HO: There is no significant relationship between dimensions of achievement motivation (goal orientation and personal excellence) and dimensions of job satisfaction (intrinsic job satisfaction, extrinsic job satisfaction, overall job satisfaction).
ETHICAL AND CONFIDENTIALITY CONSIDERATIONS
OVERVIEW OF THE STUDY
Chapter four provides a discussion of the research methodology used to help achieve the objectives of the study. The central focus of the study is to examine the relationship between performance motivation and job satisfaction.
INTRODUCTION
DEFINITIONS OF MOTIVATION
In the 1940s, Hull defined motivation as the drive to maintain physiological stability or homeostasis (Wiener, 1992). He stated that the higher the value of the goal, the stronger the motivation.
THEORIES OF MOTIVATION
- Vroom's Expectancy Theory
- Adam's Equity Theory
- Content Theories
- Maslow's Hierarchy ofNeeds
There is no relationship between the dimensions of job satisfaction (intrinsic job satisfaction, extrinsic job satisfaction, general job satisfaction) and achievement motivation dimensions (goal orientation and personal excellence). There is a positive relationship between the dimensions of job satisfaction and the dimensions of achievement motivation.
ACHIEVEMENT MOTIVATION THEORY
- Origin of the Concept
- McClelland's Theory of Motivation
ACHIEVEMENT MOTIVATION AND THE
There is no difference in the level of intrinsic job satisfaction between the respective demographic groups (age, tenure, race and gender). The results of the study show that there is a significant relationship between the dimensions of job satisfaction and the dimensions of achievement motivation.
INDIVIDUAL DETERMINANTS OF ACHIEVEMENT
TECHNIQUES OF ASSESSING ACHIEVEMENT
The PM score or the final score of the Achievement Motivation Questionnaire is calculated by summing the scores of the two main factors (AA and BB) or by summing the scores of the five subfactors (A, B, C, D and E). The score for the Target Orientation (AA) factor is calculated by summing the scores of the first three sub-factors, A, Band C.
CONCLUSION
They put a lot of effort into achieving goals and prefer to run their own business rather than being part of a large organization. High scorers on the Personal Causality (E) sub-factor trust in their own skills and abilities.
JOB SATISFACTION
- INTRODUCTION
- DEFINITIONS OF JOB SATISFACTION
- HERZBERG'S TWO-FACTOR THEORY
- THE EFFECT OF ORGANISATIONAL FACTORS ON
- THE EFFECT OF JOB SATISFACTION ON THE
Brenner and Furnstein (1984) and Jones, James, Bruni, and Sell (1977) found that black employees had higher levels of job satisfaction than their white counterparts. Other studies have shown that men are more satisfied with their work than women (Forgionne & Peeters, 1982). Clark, Oswald and Warr (1996), Malik, Zaheer, Khan and Ahmad (2010) and Oshagbemi (2003) found that there is a positive relationship between job satisfaction and employment.
Studies have found an inverse relationship between job satisfaction and absenteeism (Vroom 1964; Clegg, 1983; Ybema, Smulder & Bongers, 201 0).
RESEARCH METHODOLOGY
- INTRODUCTION
- AIM OF THE STUDY
- RESEARCH OBJECTIVES
- RESEARCH HYPOTHESES
- RESEARCH DESIGN
- THE POPULATION
- SAMPLING TECHNIQUE AND SAMPLE
- RESEARCH lNSTRUMENTS
- Biographical Questionnaire
- The Achievement Motivation Questionnaire
- DATA COLLECTION
- DATAANALYSIS
- Descriptive Statistics
- Inferential Statistics
- CONCLUSION
HO: There is no significant difference in the level of intrinsic job satisfaction among the respective demographic groups (age, tenure, race and gender). There is no difference in the level of external job satisfaction among the respective demographic groups (age, tenure, race and gender). A indicates that there is no significant mean difference in extrinsic job satisfaction based on the different racial groups (F.
Regarding age, the null hypothesis is supported for hypothesis 6 as there is no significant relationship between overall job satisfaction and age.
RESULTS
INTRODUCTION
Regarding age, the null hypothesis is supported for hypothesis 4 as there is no significant relationship between intrinsic job satisfaction and age. Regarding gender, the null hypothesis is supported for Hypothesis 4 as there is no significant relationship between intrinsic job satisfaction and gender. Regarding age, the null hypothesis is supported for hypothesis 5 as there is no significant relationship between extrinsic job satisfaction and age.
In terms of gender, the null hypothesis for Hypothesis 6 is supported, as there is no significant relationship between overall job satisfaction and gender.
DEMOGRAPHIC CHARACTERISTICS OF THE SAMPLE
DESCRIPTIVE STATISTICS OF MEASURES
Descriptive statistics in the form of means and standard deviations for respondents were calculated for the different dimensions of achievement motivation. The means and standard deviations for the dimensions of job satisfaction are shown in Table 3. Compared to the standardized mean of 37.99 and standard deviation of 8.36, it appears that the standardized population had higher levels of extrinsic satisfaction than the respondents in the current research. .
Compared to the standardized mean of 5.33 and standard deviation of 1.44, it appears that respondents to the current study experienced lower levels of overall job satisfaction than the standardized population.
THE RELATIONSHIP BETWEEN THE DIMENSIONS OF
Compared to the standardized mean of 32.61 and standard deviation of 8.25, it appears that respondents in the current study experienced lower levels of intrinsic job satisfaction than the standardized population, and respondents were spread further from the mean than the general population.
In terms of tenure, the null hypothesis for Hypothesis 4 is supported as there is no significant relationship between intrinsic job satisfaction and tenure. In terms of tenure, the null hypothesis for Hypothesis 5 is supported as there is no significant relationship between extrinsic job satisfaction and tenure. In terms of race, the null hypothesis for Hypothesis 5 is supported as there is no significant relationship between extrinsic job satisfaction and race.
There is no difference in the level of overall job satisfaction between the respective demographic groups (age, tenure, race and gender). Regarding tenure, the null hypothesis for Hypothesis 6 is supported as there is no significant relationship between overall job satisfaction and tenure. In terms of race, the null hypothesis for Hypothesis 6 is supported as there is no significant relationship between overall job satisfaction and race.
THE RELATIONSHIP BETWEEN THE DIMENSIONS OF
THE RELATIONSHIP BETWEEN ACHIEVEMENT
CONCLUSION
The means and standard deviations for the performance motivation and job satisfaction dimensions are discussed in this section. This is consistent with the findings of the current study regarding overall job satisfaction and extrinsic job satisfaction. The purpose of this study was to determine whether there is a relationship between achievement motivation and job satisfaction.
An investigation of the sources of job satisfaction and job stress among middle managers in the Western Cape).
DISCUSSION OF RESULTS
INTRODUCTION
Strydom and Meyer (2002) found that there is a positive relationship between achievement motivation and job satisfaction in terms of task enrichment. Respondents were asked to complete a biographical questionnaire, achievement motivation questionnaire and job satisfaction questionnaire. The present study has contributed to the understanding of the concepts of achievement motivation and job satisfaction and the effects of demographic groups on these concepts.
YoTengo La Camiesta (I'm Wearing a Shirt): An Exploration of Job Satisfaction and Commitment among Workers in Mexico.
DEMOGRAPHIC INFORMATION ABOUT THE
CENTRAL TENDENCY OF THE DATA
In terms of achievement motivation, the results in Table 2 show that employees scored higher in Persistence (M = 6.23), Goal Orientation (M = . 5.83) and Time Awareness (M = 5.22. Individuals who have results high in Time Awareness work according to plans and pre-planned plans. In interpreting the results, the Action Orientation subfactor is the most consistent among them.
From the results, it appears that the subjects are generally not motivated to achieve, except in the dimensions of Persistence, Time Awareness and Purpose of Goals.
ACHIEVEMENT MOTIVATION AMONGST THE
It can be concluded that if an organization does not exhibit age discriminatory behaviour, it is highly unlikely that the level of achievement motivation will vary between the different age groups. The results of the current study found no significant differences between purposefulness and the different employment groups; personal expertise and the different employment groups and achievement motivation and the different employment groups. The results of the current study found no significant differences between goal orientation and the gender groups; personal expertise and the gender groups and achievement motivation and the gender groups.
However, significant differences were found between goal orientation and different racial groups and achievement motivation and different racial groups.
JOB SATISFACTION AMONGST THE
The findings of the current study show that there is no significant difference between overall job and job satisfaction, intrinsic job and job satisfaction, and extrinsic job and job satisfaction. The findings of this study regarding job satisfaction and employment are confirmed by Gupta (2009), but most researches have found a positive relationship between job satisfaction and employment (Clark, Oswald and Warr, 1996; Malik and Usman, 2011; Oshagbemi , 2003). The findings of the current study show that there is no significant difference between overall job satisfaction and gender, intrinsic job satisfaction and gender, and extrinsic job satisfaction and gender.
The findings of the present study found significant differences between intrinsic job satisfaction and different racial groups, with blacks experiencing the lowest levels of intrinsic job satisfaction.
ACHIEVEMENT MOTIVATION AND
As they advance and grow within the company, their need for self-actualization is fulfilled (Maslow, 1970). Achievement motivation theory posits that people with a need for achievement need challenging tasks to remain satisfied at work (DuPlessis, 2003; Rothmann & Coetzer, 2002). We can conclude that individuals who are motivated for achievement experience a higher level of job satisfaction.
Basically, an individual with a need for achievement will strive to succeed in an organization through task mastery.
CONCLUSION
Extrinsic job satisfaction does not differ significantly between the categories of age, tenure, race, and gender. Overall job satisfaction does not differ significantly between the categories of age, tenure, race and gender. Further investigation could focus on educational level as a biographical characteristic and its effect on achievement motivation and job satisfaction.
An empirical study of the impact of job satisfaction on job performance in public sector organizations.
CONCLUSION AND RECOMMENDATIONS
INT'R.ODUCTION
Furthermore, the influence of demographic data (i.e. race, gender, age and tenure) on the factors of achievement motivation and the dimensions of job satisfaction was examined. A literature review was conducted in relation to performance motivation and job satisfaction in order to establish a theoretical framework for this investigation. Future research should focus on respondents' perceptions of equality in the workplace and the effect these perceptions have on their levels of job satisfaction and achievement motivation.
Harvard Business School Publishing Corporation, p. Jobs as a Lancaster commodity: Aspects of job satisfaction and overall job satisfaction. The purpose of this study is to determine whether there is a relationship between achievement motivation (ie, the desire to excel in challenging tasks and do better than other individuals) and job satisfaction.
