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This present study aims to identify the relationships between public service motivation (PSM), job satisfaction, and level of commitment for the study population of 139 executive directors (N=42) and full-time employees (N=97) working with the YMCA in either Mississippi, Alabama, Arkansas, Louisiana, or Tennessee. The study was conducted using an online questionnaire, where executive directors or a representative were contacted to attain consent prior to their participation in the study. For this study, the dependent variable (Global PSM) serves as a means to understand its influence on job satisfaction and level of commitment for the two-group (executive directors and full-time employees) sample population. Once considered to be applicable only to employees in the public sector, this study discusses the application of PSM to employees in the nonprofit sector using the research of Mann (2006) and Word and Carpenter (2013). The employment of PSM to the nonprofit sector guides this research to understand Global PSM's influence on job satisfaction and level of commitment for executive directors and full-time employees. Moreover, Pandey and Stazyk (2008) posited job satisfaction and organizational commitment are viewed as correlates to PSM. Using ordinary least-squares regression (OLS), the findings for this study indicated four of the nine job satisfaction facets (nature of work, pay, supervision, and coworkers) were significant to increase the Global PSM of executive directors. However, none of the commitment components (affective, continuance, and normative) or demographic variables were found to be significant for this group. Likewise, the findings for the full-time employee group revealed nature of work and operating conditions as the two significant job satisfaction facets. Although slightly significant, normative commitment was the only significant variable of the three-component model of commitment when regressed together or with the job satisfaction or demographic variables in the study.
This project paper will review the literature on employee motivation in the nonprofit sector, by identifying major and current types of employee motivation in nonprofit organizations, as well as some of the models utilized in the for-profit industry. By utilizing current literature and taking a mixed research methods approach, this research paper aims to identify the actual and currents effects that organizational and management practices have on employees' motivation, personal and professional productivity and growth. Additionally, this paper will also attempt to promote continuous discussion and research on employee motivation.
Abstract: The issue of employee motivation received much attention in the last few decades. That attention came from its significant practical and theoretical role in the field of management. To understand how motivation influences employees' behavior, we have to know that every employee is motivated differently based on their preferences and characteristics. Therefore, it is essential to discover individual motivation factors for each employee. This study examines the factors that stimulate employees' motivation and explain how to use those motivational factors to improve employees' performance and engagement. It focuses on three non-profit organizations in Egypt and provides empirical evidence of the link between the motivation and selected variables, which are the style of leadership, the reward system, and the organizational climate. A purposive sampling approach was adopted to collect data from administrative and technical staff members. The data were collected using the qualitative method by interviewing twelve participants from the professional and managerial levels at three non-profit organizations in Egypt. The findings showed that career growth, equitable pay and benefits, leadership style, and policies and procedures positively impact employees' motivation. Based on the findings of this study, the recommendations are to give more attention to the professional growth opportunity through using the succession plan technique to fill in the managerial role within the organization, which in turn helps in remapping the leadership style to a more impactful tool to increase motivation and engagement. Organizations can also adopt some strategies to boost their employees' motivation, from creating a positive workplace environment, opening a communication channel between employees and senior management, and creating more flexible and competitive policies and procedures that ensure equitable pay and benefits.
The nonprofit industry is currently in a state of flux. With the shifting dynamics of generations entering and leaving the workforce and the high turnover rates of volunteers, there is an increasing need for organizations to adjust current practices to hold on to skilled workers. This cannot be accomplished unless organizations make an effort toward sustainable motivational practices that train and retain their workers. This paper examines motivation strategies and how they can presently be seen in the nonprofit sector. There are also several practical applications of these motivational theories, referred to as motivational strategies, which will be presented. Special consideration is given to the importance of the human resource department in fostering a culture of motivation.
This book examines volunteering in detail from a civil society perspective, using empirical data garnered from various sources for countries all over the globe. The contributions deal with a broad spectrum of questions, ranging from the diversity, social and cultural determinants and organizational settings of volunteering, to its possible individual, social, and political effects.
In this paper, I argue that because nonprofit organizations rely disproportionately on intrinsically motivated employees, they provide a particularly interesting context for examining the relationship between wage dispersion and employee motivation. If certain hypotheses put forth in the literature on psychology and employee motivation are correct, then wage dispersion should be less apparent in the nonprofit sector than in the for-profit sector. I examine labor market data from the 1990 US Census on nonprofit and for-profit employees and find a strong link between wage equity and sector of employment. This finding is supportive of the view that wage equity is related to worker motivation. Alternative explanations for the observed wage patterns are examined and rejected.
Are public servants self-interested, or motivated by a sense of duty and commitment far above what we would expect given their often modest compensation and frequent public criticism? This book looks at research on this and related questions in assessing the current state of our scientific knowledge.
This book will help you develop a dynamic, motivated, reliable team of volunteers for your nonprofit organization. Included in this updated version are new statistics for research regarding volunteers, as well as more discussion on the topic of social media and technology in today’s modern world.