Effect of monetary motivation and demographic factors on employee job satisfaction and performance in Malaysian oil and gas industry
Oil and gas industry in Malaysia is facing shortage of skilled workforce compounded by attrition of skilled employees. Hence, the need to increase employee motivation, job satisfaction and performance in order to attract, retain and motivate them in the organisation. While monetary reward has...
Saved in:
| Main Author: | |
|---|---|
| Format: | Thesis |
| Language: | English |
| Published: |
2015
|
| Subjects: | |
| Online Access: | http://ur.aeu.edu.my/95/1/Effect%20of%20monetary%20motivation%20and%20demographic%20factors%20on%20employee%20job%20satisfaction%20and%20performance%20in%20Malaysian%20oil%20and%20gas%20industry.pdf http://ur.aeu.edu.my/95/ |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Summary: | Oil and gas industry in Malaysia is facing shortage of skilled workforce compounded by
attrition of skilled employees. Hence, the need to increase employee motivation, job
satisfaction and performance in order to attract, retain and motivate them in the
organisation. While monetary reward has been used to increase employee job
satisfaction and performance, extant literature provides scanty and divergent views on the effect of monetary motivation and moderating demographic factors on employee job
satisfaction and performance in Malaysian oil and gas industry. Thus, this quantitative
study investigated the effect of monetary motivation and moderating demographic
factors (age, gender, education level, tenure and job level) on employee job satisfaction
and performance in Malaysian oil and gas industry. Data were collected using self-administered 46-item survey questionnaire from 341 convenience sampled employees of
the four selected companies in Malaysia. The Statistical Product and Service Solution
version 21 was used to conduct data analysis. At the .05 level, the results of the general
linear model univariate analysis of variance showed that there was a significant positive
effect of monetary motivation on employee job satisfaction and performance. Age,
gender and job level showed a significant moderating effect on the relationship between
monetary motivation and employee job satisfaction while tenure showed a weak
moderating effect. Tenure and job level have a significant moderating effect on the
relationship between monetary motivation and employee job performance while age and
education level showed a weak moderating effect. Managers and supervisors scored a
significantly higher level of job satisfaction and performance than technicians.
Recommendations for future research were also given. |
|---|