Effect of monetary motivation and demographic factors on employee job satisfaction and performance in Malaysian oil and gas industry

• Main Author: Mak, Met
• Format: Thesis
• Language: English
• Published: 2015
• Subjects: HD Industries. Land use. Labor
• 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/

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.