EMAAN JOURNAL OF MANAGEMENT SCIENCES

Dynamics of Motivation on Employee Performance An

Analysis of Local Government Department’s Karachi Pakistan

Saleem Raza Bhatti
Muhammad Arif
Emaan Institute of Management & Sciences Karachi
srbhatti@emaan.edu.pk

Abstract

Rational
The Intent and rational of the study is to analysis determinants of motivation influencing employee performance through mediating role of motivation of public sector(PS) local government(LG)of Sindh Karachi Pakistan

Methodology
Entirely study based on the quantitative research approach is applied theoretical approach is reviewing of related literature for background of the study employee performance (EP) and determinants of motivation. Secondly, for field collection of data primary and secondary data was collected   and convenience-sampling technique is used a pretested questionnaire is incorporated as an instrument of the study.

The target population of the study was four municipal committees of Karachi Metropolitan Corporation (KMC) district East, West, South, and Central.

The population comes to 454 employees and the sample size calculated through http//www.creative research system sample size comes to 208.

Tools of Analysis
AMOS, SPSS and Smart PLS-3 software’s are used for acquiring the reliability and variability of the constructs and al so Cronbach’s Alpha and to test the hypothesis of the study PLS-SEM (Partial Least Square-Structuring Equation Modeling is employed for inferential statistics.

Results/Findings
The results reveal that there is a partial mediation between employee performance and motivation; results indicate significant association between pay and employee performance and significant impact of recognition on motivation.

Future direction and Limitation of Study  

Mainly every research require limitation obviously no one can be ideal in all directions in this study many limitations were present however these limitations give an exceptional track for further study we can proposed for conducting future study in this regard.

 Conclusions
Consequently performance of the employee can be enhanced by increasing motivation and sufficient pay recognition to achieve the organizational objectives.

Key Words: Performance, Employee, Motivation, PLS-SEM, AMOS, SPSS
JEL:  Classification M100, M120, M140

Introduction
Bartol & Martin,(2005) to enrich the worker’s performance is an ultimate objective’s of firm in the shape of enhanced service excellence and efficiency. According to Bartol&Martin (1998) he figure out the ways to motivate the worker’s is become a big apprehensive for various companies, though motivation at rest remain a dynamic force that vitalities behavior and offer a track to underlies the force to carry on as  motivation and de-motivation are significant determinants for the employees and organizational performance.

 Reinhold (2006) concluded that the organizational discipline text for motivation has been long divided into two main categories; the organizational financial state concentrating on, Extrinsic motivational factor and behavior of an organizational arrangement emphasizing Intrinsic motivational factor’s. Frederick Herzberg’s Two-Factors Theory (1964) According to this theory the reasons for employees getting satisfied is one set of factors whereas the reasons for getting employees dissatisfied is just another set of factors.  Intrinsic rewards actually fulfill employee’s intrinsic factors or motivators and thus motivate him. Extrinsic rewards actually fulfill employee’s extrinsic factors or hygiene factors. Examples include; pay rise, bonuses, paid leaves, annual recreational plans etc. In fact employee performance (EP) and organizational performance (OP) is crucial factors in the public, and private, non governmental organizations (NGO’s). Motivation and de-motivation is an immense problem for these organizations as well as for researchers and leaders. To give the answer of this unresolved problem various theories and paradigm are derived to answer these questions the causes and consequences of employee motivation at the work place. The aim of this study is to probe the financial and non-financial motivational factors applied by the researcher for the study in the public and private sector. The study tries to explore the Intrinsic and Extrinsic factors which increase motivation level of an employee in the organization, the study investigate the intensity of motivation on performance of an employee in the work place. All of them merely depend up on the formulation of variables in the hypothesized conceptual model of motivation. Flaxen payment made key components of the organization policies over the years that are enable employees to put their best efforts while they are working and turn their efforts into organizational performance. In addition the level of performance can be determined at every level in the services for example, decision making linking to elevation and job spin and job enhancement etc . The efficiency of an organization and worker inspiration has a pivotal point of laborious, research efforts in up to date. In what way how much smooth an organization encourages its employee to accomplish their task and vision is of vigorous apprehension. Employees in civic and private regions organizations are appropriately and gradually become more focused that motivation enhance the capability of an employee.  Since the past and watching at present line of work and occupational development hereafter it is exciting that the speediness of alteration in our occupation trope domain existing innovative tasks are day to day even but there is no investigation work has plagued to inspect the effect of an a employee’ inspiration and organizational efficiency the outcome of leaders and clean lines on job performance. 

2.1 Relevent Literature
Aim of motivation is to   enable and ease up as improving their innovative capabilities to recognize the relations among employees and their competences to work (Nazzal2, Mohammed T. Abusharbeh1 & Hanan Hasan, 2018) et. al 2018). Moktara & Zozo (2014) discussed that a moral motive supports employees to accomplish their psychological desires to enhance their faithfulness at the workplace.   

 Inspiration has a traditional arrangements linked a kind of influence which increase the efficiency and to enhance and achieve positive goals and objects (Kalimulla et al, 2010). In human resources employee motivation is the newest and more vital and has the expertise to provide an enterprise with workable force as connected for others (Rizwan et al, 2010). Organizational performance is theoretical concepts and how an organization is accomplishing   the outcomes and goals (Muhammad et al, 2011).   Investigation devises and recommends motivation to day become basis of fulfillment of the individuals that has impact straight on the performance. (Kalimulla et al, 2010). Remunerations of organizations are techniques and enthusiastically pay to companies ‘efficiency by inducing single group manners. In service organizations motivation, pay and encouragement, reward and another sorts of remunerations to motivate and inspire the great level of an employee motivation (Reenaet al, 2009). By applying wages a tool of motivation efficiently, leaders should reflect pay structure which should consist the status of an  organization attachment to all tasks, compensation rendering for the betterment of an individual or distinct pay and marginal pay, backs, allowances and carry on. On condition that can be enlargement of practical human capabilities authorized employees emphasis their occupation and work-life with extra significant and this give the direction for the consistently advancement in organizing and techniques of work. In addition, they work with logic of accountability and to give preferences wellbeing of the organization (Yazdani, 2011). Faith has been explained the observation of an individual’ regarding an others, judgment completely depend up on the communication, conduct and the judgment (Hassan et al., 2010). When an organization need to increase performance, in which faith has a vital role and must be constantly can be preserved for the confirmation of a firm survival try to improve employees’ inspiration (Annamalaiet al., 2010)