Investigating and identifying factors affecting the job motivation of Shahrood Municipality employees

Dissertation for Master's Degree (M.A)

Trend: Human Resource Management

Abstract

Work motivation refers to situations and conditions that stimulate, guide and continue behaviors related to people's job positions. Experts believe that creating motivation plays an important role in determining the performance level of employees and their performance is also effective in achieving organizational goals. Some have even stated that job motivation is necessary and necessary for continued employment. If a person is not interested in his job and the job does not motivate him, the continuation of employment will be boring and even impossible. In any case, if the motivations of people in the organization are known and their desires and needs are met, it will cause them to gain satisfaction and positive and valuable results will be achieved, because while satisfying their needs, people will also serve others and achieve organizational goals. This research has been conducted in order to investigate and identify the effective factors on the motivation of employees of Shahrood Municipality. In this research, while expressing the definitions and theories about job motivation, a researcher-made model of factors affecting job motivation has been designed. These factors include: organizational factors, environmental factors, individual factors and the nature of the job. The relationship between these factors and job motivation has been measured with the help of two questionnaires among Shahrood Municipality employees. The sample includes 125 people who were randomly selected based on Morgan's table. Pearson's correlation test was used to check the research hypotheses. The results of the research indicate that career motivation has the highest correlation with: salary with a correlation coefficient of 0.776, promotions with a correlation coefficient of 756, leadership style with a correlation coefficient of 0.783 and work group with a correlation coefficient of 0.713 respectively. On the other hand, it has been confirmed that the age variable has no significant relationship with job motivation. So it can be concluded that organizational factors and environmental factors have the greatest effect on the job motivation of Shahrood municipality employees. Keywords: job satisfaction, organizational factors, environmental factors, individual factors, job nature. Introduction Human behavior is influenced by two categories of factors. One category of characteristics, abilities and powers are more or less permanent, and the other category is a series of temporary factors, the most important of which is motivation (Azeimi: 1381: 32). Motivation is derived from the Latin root movere which means to move (Sters and Fuller). Motivation can be assumed to be a necessary structure for the activity of a living organism, and the constituent components of its perception, which is related to a specific type of behavior, are called motivation [1] (Richard and Bari, 1377: 4). From another point of view, it can be said that motivation is a special tendency or a relatively constant tendency when it does not depend on the situation. Such as the motivation to progress and the motivation to connect. Motivation is a set of complex organismic and environmental variables whose action leads to general and directed activity of feeling and behavior (Khodpanahi: 1386: 54).

Victororum[2] (1964) imagines motivation as a process that influences the tendencies that are made by humans or other living beings (Sters and Perter, 1979: 134). The process of motivation refers to the complex forces of needs, action-generating conditions or other mechanisms that initiate and continue a person's activity to achieve his goals (Nayli, 1372: 122). Also, motivation can be considered as an internal process that leads a person to take a special action or behavior. So it is necessary to say that motivation is a hypothetical structure, that is, it cannot be directly observed. The only thing we can see is the behavior of the person and the environment in which he operates. Motivation is something that stimulates, directs and stabilizes behavior within the individual and in the action of the environment that we have assumed. Motivation is not directly measurable according to our current knowledge. The motivation has a conceptual application, because it reminds us that the motivation is talking about a conceptual scheme that helps in understanding the behavior of the snake. In this case, we will say that our perceptions and concepts are correct, but they will still remain perceptions and concepts, they are permissible to make mistakes, and we should still be ready to revise them (Mohammad Abadi, 2012: 31). In this chapter, we will explain the topic of the research, importance, necessity, statement of the problem, objectives, questions and hypotheses of the research and at the end we will briefly define the variables of the research. The human factor in the organization includes all employees working in the organization, including managers, supervisors, experts, employees and workers at different job levels, and employment is one of the issues that always preoccupy governments and nations. Although jobs and professions appear to be related to the livelihood aspect of humans, it is also closely related to their individual, family, social, political and cultural aspects. It is clear that insufficient attention to human resources is one of the most important problems of management in industrial societies, and adequate attention to human resources creates effective and efficient human resources in the organization and can be a competitive advantage for any organization. Career motivation is a field in which the perspectives of social psychology, sociology, economics, political science, and education have each given their share in it. Today, in every country, there are thousands and thousands of jobs and professions that people are engaged in and continue their lives. What has always been the focus of psychologists and social science thinkers is people's career motivation and the effects of this motivation on their morale and their work efficiency. If someone is interested in his job, his creativity and talent will flourish in his field of work and he will never get tired or depressed. On the contrary, if someone from If he is not satisfied with his career and has no motivation to do work in the organization, he will be depressed and frustrated and his work will be fruitless. The discussion of productivity and improving the motivation of employees and their job motivation is one of the management topics of today, which is of particular importance. From the point of view of today's management science, motivation is considered the most important factor for doing work in organizations and ultimately productivity. 1-3 The importance and necessity of research In the necessity of knowing the motivations of human resources, it is also important that almost all people spend most of their lives in organizational environments, and work is an experience that the majority of people acquire, and because our society is strongly focused on performance. Effective and efficient organizations rely on themselves, so it is necessary to have a motivated force. Today, the importance of motivation in work is a well-known and obvious thing, and it is also a matter of concern in human resource management. Paying attention to this factor shows the importance that managements attach to human power as one of the valuable assets. Management theorists believe that motivation is a tool in the hands of managers who continuously create the desire to achieve a certain goal in employees. The most obvious secret of managers' success is to recognize and create the internal motivations of people in the organization, and management in its true sense is: creating encouragement and persuasion of organizational people on the way to achieving the results of public activities in a desirable way. So, in order to mature and expand the encouragement and persuasion in organizational people, it is necessary to know the use of people's motivational forces.

The factor of human motivation for work is beyond all factors because the main condition for dealing with any matter is the existence of a stimulus or motivation. Therefore, any effort that is made in the field of how to manage people better requires discovering the basic needs, understanding the behavioral motivations of people and the reactions of different work groups. Therefore, knowing the person in the organization and understanding the basics of his behavior and as a result his motivation is actually one of the most vital and difficult tasks of managers.

Researches have shown that if the main and important motivations of the person are satisfied in the context of his job and the work he does, job satisfaction will increase and the motivation to work will increase and such people will be more successful in achieving the goals of the organization. The human resources of any organization are people with feelings who, if they have enough motivation, will use their talents and skills to serve the organization and set its wheels in motion, and this is why the success and progress of any organization depends on its human resources. The motivation of people depends on the strength of their motivations. Motivations are sometimes defined as needs, inclinations, tastes, and internal drivers. Motives, which are reasons for behavior, are essentially the main reason for action.