Asian Academy of Administration Journal, Vol. 16, No. 1, 73–94, January 2011 HERZBERG’S MOTIVATION-HYGIENE THEORY AND JOB SATISFACTION IN THE MALAYSIAN RETAIL SECTOR: THE MEDIATING EFFECT OF LOVE OF MONEY Tan Teck-Hong* and Amna Waheed Sunway School, School of Enterprise 5, Jalan Universiti, Bandar Sunway 46150 Petaling Jaya, Selangor, Malaysia * Corresponding creator: [email protected] edu. my ABSTRACT This paper examines what motivates workers throughout the retail commerce , and examines their stage of job satisfaction, using Herzberg’s hygiene elements and motivators.
On this analysis, consolation sampling was used to choose product sales personnel from women’s outfitters in Bandar Sunway purchasing heart throughout the state of Selangor. The outcomes current that hygiene elements have been the dominant motivators of product sales personnel job satisfaction. Working conditions have been basically probably the most very important in motivating product sales personnel. Recognition was second, adopted by agency protection and wage. There is a should delve additional deeply into why salespeople place such a extreme significance on money.
Further analysis was carried out to judge how rather a lot the love of money mediates the connection between wage and job satisfaction. Primarily based totally on the general check out for mediation, the love of money could make clear the connection between wage and job satisfaction. The first implication of this analysis is that product sales personnel who value money extraordinarily are glad with their wage and job as soon as they get hold of a elevate. Key phrases: Herzberg’s motivation-hygiene; job satisfaction; love of money, mediator, pay satisfaction, retailing, Malaysia
INTRODUCTION This paper explores the influence of motivational variables on the job satisfaction of salespeople throughout the Malaysian retail sector. Retail is important to the economies of most nations, primarily on account of its large scale the least bit ranges; native, nationwide and even worldwide. The retailing sector in Malaysia has undergone regular and very important change over the last few a very long time. New facilities ranging from superstores to retail warehouses have widened the retail panorama (Market Evaluation, 2009).
Retail has flip into one of many dynamic sectors of the Malaysian financial system because of it is not solely employs 20% of Malaysia’s full inhabitants, nonetheless may be the second largest contributor to the nationwide GDP, © Asian Academy of Administration and Penerbit Universiti Sains Malaysia, 2011 Tan Teck-Hong and Amna Waheed contributing about US$ 35 billion in 2009, with a projection of US$ 58 billion in 2014 (PwC, 2009). Tourism contributes vastly to Malaysia’s retail product sales progress, as procuring revenue, which totalled US$ 4. 6 billion in 2008 (Market Evaluation, 2009), is the second highest factor of the nation’s tourism revenue.
Thus, the retail commerce is taken under consideration to be an enormous contributor to the growth, financial system and stability of Malaysia. The retail commerce is subject to quite a few points and challenges. First, intense opponents has resulted in worth wars between worldwide and native retailers. The overwhelming majority of modern retail operations are foreign-owned and located in metropolis areas, whereas native outlets dominate exterior metropolis areas. Worldwide retailers in Malaysia embody Every day Farm (Huge), Tesco, Jaya Jusco, and Carrefour. As reported by Bailey (2009), Huge has the most effective market share with eight%, adjust to by Tesco (4%), Jusco (three%) and Carrefour (2%).
Most native retailers is not going to be geared to fulfill the challenges of globalization and wouldn’t have ample data to compete with worldwide retailers. Second, customers as of late favor spacious procuring areas, partaking and stylish merchandise, and ample parking home; preferences which could be a important concern of many native retail outlets as they try to battle opponents. Third, shopper requires and procuring patterns are altering. Retailers are struggling to change their promoting and advertising and marketing method to swimsuit shopper preferences. Malaysian prospects have flip into additional educated and discerning, and are ot merely influenced by commercials and promotions. Together with being price- and quality-conscious, and they also moreover care regarding the service they get hold of in outlets. In response to ACNielsen (2006), 75% of purchaser purchase picks are influenced by the service the consumer receives. With the enlargement of the retail commerce, the issue of how retailers attempt to seize and retain their best staff turns into associated. The difficulty and contribution of workers is a key aggressive profit and is important to the success of the company (Bent ; Freathy, 1997).
In any institution, be it throughout the retail commerce or each different commerce, it may be essential for administration to increase workers’ productiveness by allowing workers to realize their most potential. Holding product sales of us impressed is probably going one of the troublesome duties confronted by retail organizations. Throughout the retail sector, workers have a direct have an effect on on the consumer, and the employee-customer relationship is an important consideration in a corporation’s success. Salespeople deal straight with prospects, so salespeople’s attitudes, behaviour, and the way in which they take care of prospects will resolve whether or not or not prospects may be loyal to a particular retailer.
Companies spend tens of thousands and thousands of dollars yearly recruiting, teaching and compensating their product sales personnel in an effort to encourage them to hold out properly and thus improve agency revenue (Susan, 2003). An unmotivated workforce could end in extreme product sales energy supervision costs, extreme absenteeism, and extreme turnover prices. In Malaysia, product sales jobs are faraway from 74 The mediating influence of affection of money thrilling, and the overwhelming majority of outlets make use of numerous poorly paid parttime staff, which might contribute to low morale and extreme turnover.
Organizations, regardless of their dimension, are going via retention challenges (Ramlall, 2004). Sempane (2002) talked about that voluntary turnover is a big draw back f or corporations in Malaysia and that job-hopping has flip into a part of the nation’s custom. This paper explores what motivates product sales personnel throughout the retail commerce, and explores their stage of job satisfaction, using Herzberg’s motivation-hygiene challenge precept. Senior managers would possibly revenue from the outcomes of this evaluation because of they may alter their reward system to greater encourage their staff, which can end in bigger job atisfaction and better effectivity. Primarily based totally on earlier evaluation, wage seems to be important to salespeople. Nonetheless, it is reasonably priced to contemplate that the outcomes of such findings by quite a few college students is also overstated. Because of this reality, extra analysis has been carried out to have a look at whether or not or not there is a mediating variable affecting the connection between wage and job satisfaction. As recognized by Tang, Luna-Arocas, Sutarso and Tang (2004), one such mediating variable is the love of money. LITERATURE REVIEW Herzberg’s Motivation-Hygiene Idea of Motivation
As pointed by Vroom (1964), the phrase “motivation” is derived from the Latin phrase movere, which suggests “to maneuver”. Motivation is an internal energy, relying on the desires that drive a person to realize. Schulze and Steyn (2003) affirmed that with the intention to understand of us’s behaviour at work, managers or supervisors ought to focus on the concept of desires or motives, which is ready to help “switch” their workers to behave. In response to Robbins (2001), motivation is a needs-satisfying course of, which signifies that when a person’s desires are glad by positive elements, the actual individual will exert superior effort in direction of attaining organizational targets.
Theories of motivation may be utilized to elucidate the behaviour and angle of workers (Rowley, 1996; Weaver, 1998). The theories embody content material materials theories, based totally on the concept people have explicit individual desires, which encourage their actions. Theorists much like Maslow (1954), McClelland (1961), Herzberg (1966) and Alderfer (1969) are renowned for his or her works on this topic. In distinction to content material materials theories, course of theories decide relationships amongst variables which make up motivation and comprise works from Heider (1958), Vroom (1964), Adams (1965), Locke (1976) and Lawler (1973).
The first focus of this paper, nonetheless, is on Herzberg’s precept of motivation. 75 Tan Teck-Hong and Amna Waheed Herzberg’s motivation-hygiene precept, additionally known as the two-factor precept, has obtained widespread consideration as having a wise technique in direction of motivating workers. In 1959, Herzberg printed his analysis of the emotions of 200 engineers and accountants from over 9 corporations within the US. These professionals have been requested to clarify experiences via which they felt each terribly unhealthy or exceptionally good about their jobs and to cost their feelings on these experiences.
Responses about good feelings are often related to job content material materials (motivators), whereas responses about unhealthy feelings are associated to job context (hygiene challenge). Motivators comprise elements constructed into the job itself, much like achievement, recognition, accountability and improvement. Hygiene elements are extrinsic to the job, much like interpersonal relationships, wage, supervision and agency protection (Herzberg, 1966). Throughout the retail setting, Winer and Schiff (1980) have carried out analysis using Herzberg’s two-factor precept. They found that “achievement” was the most effective rated motivator.
Likewise, “making additional cash” obtained the second-highest rating throughout the analysis, adopted by “possibilities of promotion” and “recognition”. In distinction, Lucas (1985) discovered that the “supervisor-employee relationship” was an enormous challenge influencing worker satisfaction in a analysis of U. S. retail outlets, and two hygiene elements have been reported as very important, notably “agency protection” and “relationship with associates”. Herzberg perceived motivational and hygiene elements to be separated into two dimensions affecting separate options of job satisfaction.
This notion differed from the usual technique of viewing job satisfaction and dissatisfaction as reverse ends of the equivalent continuum (Herzberg, 1966). Hygiene elements cease dissatisfaction nonetheless they do not end in satisfaction. They’re important solely to avoid unhealthy feelings at work. Nevertheless, motivators are the true elements that encourage workers at work. The two-factor precept was examined by many various researchers, who confirmed very completely totally different outcomes. Some evaluation has confirmed that just a few of the elements declared by Herzberg (1966) as hygiene elements are actually motivators.
The outcomes of Herzberg’s precept can fluctuate if the check out is carried out in quite a few industries. The variations are because of depth of the labour requirement and the interval of employment (Nave, 1968). Intensive commentary has emerged about the easiest way to differentiate between hygiene elements and motivators. Whereas some elements have proved to fall clearly in considered one of many two lessons, totally different elements, notably wage, have confirmed to be ambiguous as as to in the event that they’re motivators or a hygiene elements. 76 The mediating influence of affection of money Job Satisfaction
Job satisfaction is important to an organization’s success. Lots evaluation has been carried out into strategies of bettering job satisfaction of workers in quite a few sectors of the Malaysian financial system, along with the tutorial sector (Wong ; Teoh, 2009; Noordin ; Jusoff, 2009), the resort sector (Abd. Patah, Radzi, Abdullah, Adzmy, Adli Zain, ; Derani, 2009), the federal authorities sector (Yahaya, A. , Yahaya, N. , Arshad, ; Ismail, 2009), the non-profit sector (Ismail ; Zakaria, 2009), the naval sector (Mohd. Bokti ; Abu Talib, 2009), and the auto manufacturing sector (Santhapparaj, Srinivasan, ; Koh, 2005).
There was comparatively little evaluation into the determinants of job satisfaction throughout the retail sector using Herzberg’s two-factor precept. Because of this reality, this paper endeavours to take care of this literature gap. Earlier analysis often found that job satisfaction is expounded to wage, occupational stress, empowerment, agency and administrative protection, achievement, personal progress, relationship with others, and the overall working scenario. It has been argued that a rise in job satisfaction will improve worker productiveness (Wright ; Cropanzano, 1997; Shikdar ; Das, 2003).
As talked about by Dunnette, Campbell and Hakel (1967) and Robbins (2001), job satisfaction is an emotional state via which a person perceives quite a few choices of his/her work or the work environment. Because of this reality, job satisfaction has a big influence on of us’s lives. Locke (1976) indicated that job satisfaction largely impacts a person’s bodily properly being, psychological properly being and social life. Moreover, Rain, Lane and Steiner (1991) wrote that job satisfaction is linked to life satisfaction, whereby individuals who discover themselves glad with their jobs will are sometimes pleased with their lives as properly, and vice versa.
Coster (1992) supported the view that work can have on of us’s lives. Furthermore, Breed and Breda (1997) indicated that job satisfaction would possibly affect absenteeism, complaints, and labour unrest. Because of this reality, it is understood that glad workers may be far more productive and be retained contained in the organisation for an prolonged interval, in distinction to displeased workers who may be a lot much less useful and who can have a bigger tendency to surrender their jobs (Crossman, 2003). Further importantly, glad workers not solely perform greater however moreover current greater service to prospects, which can finish in bettering purchaser satisfaction.
In response to Dawson (2005), employee satisfaction is expounded to constructive employee behaviour. It is plain that glad workers generate prospects who’re glad and reliable. It is assumed that motivation and satisfaction are very associated and that, in plenty of cases, they’re considered to be synonymous phrases. In response to Hersey and Blanchard (1988), motivation and satisfaction are pretty completely totally different from each one different by means of reward and effectivity. The authors recognized that motivation is influenced by forward-looking perceptions regarding the relationship 77 Tan Teck-Hong and Amna Waheed etween effectivity and rewards, whereas satisfaction consists of how of us actually really feel regarding the rewards they’ve obtained. In numerous phrases, motivation is a consequence of expectations of the long run whereas satisfaction is a consequence of earlier events (Carr, 2005). Huselid (1995) believes that if workers is not going to be motivated, turnover will improve and workers will flip into aggravated and unproductive. Diversified totally different researchers who’ve investigated motivation and job satisfaction assist this assertion (Maidani, 1991; Tietjen ; Myers, 1998; Robbins, 2001; Parsons ; Broadbridge, 2006).
Beneath Herzberg’s (1966) precept, workers who’re glad with every motivation and hygiene elements may be excessive performers, and people who find themselves dissatisfied with every elements may be poor performers. Christopher (2005) found no assist for this, and his evaluation concluded that Herzberg’s outcomes present appropriate solely under his genuine methodology. Theories of worker motivation deal with a model connecting job satisfaction, motivation and effectivity. Considerable significance is linked to these concepts, and there is a need for clarification on how satisfaction and motivation differ from each other.
Job satisfaction is an emotional response accompanying actions or concepts relating to work, whereas motivation is the tactic that prompts behaviour. As satisfaction is an angle, it is attainable for a worker to be glad alongside along with his job nonetheless not be motivated. Subsequently, motivation and satisfaction is not going to be synonymous with each other. It is vital to clarify the excellence between the concepts so that it is easier to understand that motivation leads to satisfaction, which lastly leads to enhanced effectivity.
The Operate of Wage, the Love of Money, and Pay Satisfaction It is plain that product sales managers on a regular basis use extreme wage to attract, retain and encourage workers. Robbins (2001) recognized that money might be considered “scorecard” by which workers can assess how rather a lot an organization values them. Nonetheless, there have been pretty plenty of nonconformist views on the place of wage. Kochan (2002) argued that money outcomes solely in momentary obedience from workers and that money would not rework workers’ angle and conduct in the long term.
He recognized that money solely motivates workers to hunt extra rewards and that, throughout the course of, can undermine workers’ intrinsic curiosity of their jobs. Money would possibly or won’t encourage of us. In response to the contingency view, workers from completely totally different nations, age groups, earnings ranges, occupation phases, and cultural backgrounds would possibly rank the need for money in one other approach. As talked about by Furnham (1994), the need for money is rated bigger by youthful workers in Far East and Heart East as in distinction with these in North America and South 78 The mediating influence of affection of money
America. Primarily based totally on a analysis of 1,000 workers, Kovach (1987) confirmed that youthful workers with low incomes are additional concerned about money, whereas older workers with extreme incomes and administration positions are motivated additional by job security, fascinating work and recognition. Beneath Maslow’s hierarchy of desires precept, wage is expounded to the lowerlevel desires, much like bodily and security desires. Maslow (1954) stat ed that after the lower-order desires are met, higher-order desires will flip into most significant. Thus, additional wage will improve do not encourage workers any extra.
To boost job satisfaction and effectivity stage of workers, managers ought to work on motivators by providing options for occupation improvement and enchancment, as workers value motivators higher than hygiene elements (Ramlall, 2004). As indicated in lots of the literature, wage performs an very important place in motivating salespeople. Nonetheless, the ability of the connection between wage and job satisfaction is also influenced by a mediator. The mediator would possibly serve to clarify and make clear how and why such relationships occur. The concept of affection of money was launched by Tang et al. 2004), who argued that the love of money shows an employee’s wants and values, and mentioned that anyone who values money extraordinarily may be glad alongside along with his wage and at last his job when he receives a desired elevate. Sloan (2002) talked about that a person under no circumstances has enough money and wishes to have additional cash as having money is taken under consideration to be a really highly effective goal in life. In response to Lawler (1973), workers’ pay satisfaction usually influences their job satisfaction. Tang et al. (2004) found that pay satisfaction is a part of job satisfaction, which can end in bigger worker productiveness.
Staff are impressed to realize additional and to supply full effort offered that they are glad with their pay. Lawler (1973) reported that absenteeism could find yourself when pay dissatisfaction is present. In response to Mani (2002), workers who’ve been absent from their works repeatedly weren’t glad with their pay, whereas 69% who’ve been absent at the least as soon as in six months weren’t glad with their pay. Primarily based totally on the dialogue above, there are two evaluation questions for this paper. The first evaluation question is to seek out out job satisfaction of product sales personnel via the usage of Herzberg’s two-factor precept.
The second evaluation question is to judge whether or not or not the love of money mediates the connection between job satisfaction and money. Evaluation Question 1: Which of Herzberg’s motivation-hygiene elements is valued additional by salespeople in Malaysia? 79 Tan Teck-Hong and Amna Waheed Evaluation Question 2: To what extent does love of money mediate the connection between money and job satisfaction? METHODOLOGY On this analysis, 180 product sales personnel from women’s outfitters throughout the purchasing heart of Bandar Sunway throughout the state of Selangor have been administered a questionnaire after that that they had been chosen by consolation sampling.
Of the 180 questionnaires, 152 have been found to be useful for analysis. The alternative 28 questionnaires contained incomplete knowledge. The questionnaire, written in English, was handed to the salespeople at their administrative heart. Researchers did not ask permission from the store supervisor to conduct the survey. The questionnaire included a sequence of statements and the respondents have been requested to level their diploma of settlement with each assertion. Responses have been scored on a five-point scale: 1 for “strongly disagree”, 2 for “disagree”, three for “neutral”, 4 for “agree”, and 5 for “strongly agree”.
All questions used throughout the survey pertaining to determinants of job satisfaction have been derived from Ewen, Smith, and Hulin (1966), Graen (1966), Sergiovanni (1966), House and Wigdor (1967), Lindsay, Marks, and Gorlow (1967), Maidani (1991), Pizam and Ellis (1999), Klassen, Usher, and Bong (2010), and Tang et al. (2004). Linear regression analysis was carried out to verify the connection between Herzberg’s motivation-hygiene elements and job satisfaction. Further analysis was carried out to judge to what extent the love of money mediates the connection between money and job satisfaction.
In response to Baron and Kenny (1986), testing for mediation features a four-step course of. First, the connection between the predictor variable and the criterion variable is examined to seek out out whether or not or not these two variables are correlated. Second, the connection between predictor and mediator variables have been examined to seek out out whether or not or not these variables correlate. Third, the connection between the mediator and the predictor on the criterion variable, controlling for the predictor, is assessed to determine the influence of the mediator on the criterion variable.
Fourth, the influence of the predictor on the criterion variable, controlling for the mediator, is examined to seek out out whether or not or not the mediator totally or partially mediates the connection between the predictor and the criterion variable. The results in every step three and 4 are estimated within the equivalent equation to seek out out whether or not or not the beta ranges change. If all four of these steps are fulfilled, then the mediator totally mediates the predictorcriterion relationship. If solely the first three steps are glad, then partial mediation is confirmed. 80 The mediating influence of affection of money
Motivation ranges of members have been measured using the scales developed by Ewen et al. (1966), Graen (1966), Sergiovanni (1966), House and Wigdor (1967), Lindsay et al (1967), Maidani (1991), and Pizam and Ellis (1999). For each challenge, plenty of questions have been requested with the intention to compute a median and to bolster the accuracy of the measure. A person’s attachment to money was measured using eight devices and workers’ satisfaction with their pay was measured using three devices. Every of those scales have been adopted from Tang et al. (2004). Job satisfaction was measured using four devices from Klassen et al. 2010) (see Appendix 1). ANALYSIS AND RESULTS A reliability check out was carried out to check the consistency and accuracy of the measurement scales. Desk 1 reveals that the outcomes of Cronbach’s coefficient alpha have been satisfactory (between zero. 70 and nil. 84), indicating questions in each assemble are measuring a similar concept. As suggested by Cronbach (1951) and Nunnally (1978), the reliability coefficients between zero. 70–zero. 90 are often found to be internally fixed. Desk 1 Testing reliability with Cronbach’s coefficient alpha The job satisfaction elements Number of devices Cronbach’s alpha Achievement (AC) zero. 70 Recognition (R) three zero. 71 Improvement (AD) 2 zero. 70 Work Itself (W) three zero. 72 Improvement (G) three zero. 71 Agency Protection (P) three zero. 72 Security at Work (S) three zero. 76 Relations with Pals (RP) three zero. 80 Money Situation (M) 2 zero. 84 Relations with Supervisor (RS) three zero. 74 Working Circumstances (WC) 2 zero. 80 Love Of Money Scale (LM) eight zero. 84 Pay Satisfaction (PS) three zero. 80 Job Satisfaction (JS) 4 zero. 75 Desk 2 reveals the profile of respondents by means of gender, age, ethnicity, education stage, number of years of labor experience, and month-to-month earnings. Of the 81 Tan Teck-Hong and Amna Waheed 152 respondents, 91 have been males (59. %) and 61 have been women (40. 1%). By means of age, 73% of the respondents have been between 15 and 24 years of age, 22% throughout the 25–35 age range, three. three% throughout the 35–44 age range, and 1. three% aged 45 and above. Most respondents have been Chinese language language (46%), adopted by Malays (32. 2%), and Indians (21. three%). The education stage of 76. three% of the respondents was below an undergraduate diploma. By means of number of years of labor experience, lots of the respondents had 5 years or a lot much less (79. 6%), adopted by 6–10 years (16. 5%), and 10 years or above (three. 9%). As for the month-to-month earnings, 39. 5% of the respondents earned between RM1,000 and RM2,000, 37. % earned decrease than RM1,000, and 23% earned RM2,000 and above. On this survey, respondents have been often youthful and had obtained solely a predominant or secondary education, which is sort of similar to the profile of the respondents throughout the analysis of Parsons and Broadbridge (2006). On account of about three-fourths of the respondents have been decrease than 25 years outdated, the analysis won’t be generalizable to all the inhabitants of product sales personnel. Older salespeople would possibly differ from their youthful colleagues in attitudes, beliefs, behaviour, and attributes related to motivation and job satisfaction. Desk 2
Traits of the respondents Respondents’ traits Amount Percentages Male 91 59. 9% Female 61 40. 1% Gender Age 15–24 111 73% 25–35 34 22% 35–44 5 three. three% 45 and above 2 1. three% Malay 49 32. 2% Chinese language language 70 46% Indian 32 21. three% 117 76. three% 35 23. 7% Race Education Beneath Bachelor’s diploma Bachelor’s diploma and above (continued) 82 The mediating influence of affection of money Desk 2 (continued) Respondents’ traits Amount Percentages Years of Experience zero–5 years 121 79. 6% 6–10 years 25 16. 5% 6 three. 9% Beneath RM1000 57 37. 5% RM1000–2000 60 39. 5% RM2000 and above 35 23% 10 and above Income
Desk three presents the correlation matrix of the motivational elements and job satisfaction. Work itself (r = zero. 271) and recognition (r = zero. zero55) correlated in a statistically very important methodology with job satisfaction on the zero. 01 stage, whereas solely achievement (r = –zero. 135) was significantly correlated to job satisfaction on the zero. 05 stage. As far as hygiene elements are concerned, agency protection (r = zero. 017), relationship with associates (r = zero. 381), money (r = zero. 383), and dealing conditions (r = zero. 376) have been significantly and positively associated to satisfaction. Desk three Correlation analysis Phrase: * Correlation is vital on the zero. 5 stage (1-tailed); ** Correlation is vital on the zero. 01 stage (1tailed) Regression analysis was carried out to seek out out the connection between Herzberg’s two-factor precept and job satisfaction in Malaysia. To judge whether or not or not the regression analysis suffers from multicollinearity, the variance inflation challenge (VIF) was calculated. As indicated in Desk 4, all VIF values are decrease than 5, indicating there isn’t any such factor as a multicollinearity draw back throughout the model. The outcomes suggested that 54% of the variance in job satisfaction in Malaysia might probably be outlined by Herzberg’s motivational and hygiene elements. The F-ratio of 14. zero 83 Tan Teck-Hong and Amna Waheed (p = zero. 00) indicated that the regression model of labor motivation and satisfaction on the motivational variables assessed was statistically very important. The outcomes moreover revealed that solely four of the ten motivational variables have been found to be very important throughout the Malaysian context. The analysis demonstrated that basically probably the most very important motivational variable of job satisfaction was the working scenario s, indicating that salespeople value most the working environment provided by product sales managers. Recognition was the second very important challenge, adopted by agency protection, and the money challenge.
Of four foremost motivational variables of salespeople in Malaysia, solely recognition was an enormous motivator. The proof is ample to conclude that hygiene elements are easier than motivators in motivating salespeople in Malaysia. Desk 4 Regression analysis (Dependent variable: Job Satisfaction) Motivational elements B Std. error t VIF AC .zero63 R .241* .113 .563 1. 758 .100 2. 416 1. 543 AD .zero39 .089 .440 1. 637 W .067 .zero88 .759 1. 601 G .019 .091 .215 1. 736 .215* P S RP RS M WC F .zero94 2. 283 2. 745 –. 060 .085 –. 702 2. 572 –. zero59 .060 –. 984 1. 754 .073 –. 191 1. 574 .199** .073 2. 711 1. 03 .262** .091 2. 888 1. 555 –zero. 14 14. 9 R2 .540 Adjusted R2 .504 Phrase: *very important on the zero. 05 stage (1-tailed); ** very important on the zero. 01 stage (1-tailed) Equally, the difficulty of multi-collinearity was addressed sooner than performing mediation analysis. As soon as extra, VIF values are decrease than 5 for the variables of money (M), love of money (LM), and pay satisfaction (PS). As confirmed in Desk 4, money was considered one of many very important elements in motivating salespeople by means of job satisfaction. Nonetheless, there is a should delve additional deeply into the reasons that salespeople place such extreme significance on money.
To provide a clearer picture of the place of wage, the general check out for mediation was carried out to have a look at whether or not or not there is a mediating variable affecting the connection between the money challenge and job satisfaction. As indicated in literature, the love of money 84 The mediating influence of affection of money would possibly make clear why there is a strong relationship between money and job satisfaction. Primarily based totally on Tang et al. (1992), pay satisfaction was used on this analysis to level job satisfaction. As recognized by Lawler (1973), pay satisfaction usually influences the job satisfaction of workers.
Following Baron and Kenny (1986), mediation analysis was used to judge whether or not or not the love of money mediates the connection between money and pay satisfaction. The results in Desk 5 current that money was significantly and positively related to pay satisfaction (very important at ;lt; zero. 01). The outcomes of the regression check out of money (predictor) on love of money (mediator) confirmed that money significantly correlated with love of money on the zero. 05 stage. The outcomes moreover confirmed that the influence of affection of money (mediator) on pay satisfac tion (criterion) was very important on the zero. 05 stage after controlling for the money variable (predictor).
Lastly, the influence of money (predictor) on pay satisfaction (criterion), controlling for the love of money (mediator), was moreover statistically very important. In consequence, it is reasonably priced to contemplate that the love of money would possibly make clear why there is a relationship between the money challenge and job satisfaction amongst salespeople throughout the retail sector. On this survey, salespeople who value money extraordinarily are glad with their wage and job as soon as they get hold of a desired elevate. Desk 5 Testing love of money (LM) as a mediator on the connection between money (M) and pay satisfaction (PS) DV: PS DV: LM DV: PS w/o mediator) (w mediator) B M t B t B t zero. 510** 7. 234 zero. 137* 2. 496 zero. 168* 2. 042 zero. 21** 2. 638 LM Phrase: *. very important on the zero. 05 stage; ** very important on the zero. 01 stage) DISCUSSION This paper examines what motivates product sales personnel throughout the retail commerce in Malaysia and examines their stage of job satisfaction due to Herzberg ‘s hygiene elements and motivators. The first evaluation question addresses whether or not or not motivators really do end in job satisfaction, as proclaimed by Herzberg in his analysis on product sales personnel in Malaysia, and addresses whether or not or not hygiene elements contribute to job satisfaction. 5 Tan Teck-Hong and Amna Waheed The outcomes obtained reveal that solely four of the 11 determinants are found to be very important throughout the context of Malaysian retail workers. Reverse to the discovering of Herzberg (1966), the analysis demonstrates that the strongest motivation challenge with the most effective significance stage on job satisfaction throughout the women’s garments retailer was the working conditions, which is a hygiene challenge. It was observed that outlets throughout the surveyed mall are air-conditioned and have music collaborating in and that salespeople deem the outlets to be cosy.
In line with the findings of Winer and Schiff (1980) and Lucas (1985), recognition, agency protection, and the money challenge seem like very important elements in motivating product sales personnel on this survey. Of four very important elements, solely recognition is a motivator as outlined by Herzberg’s two-factor precept. Because of this reality, it is observed that hygiene elements dominate the motivators by means of job satisfaction amongst product sales personnel in Malaysia. This commentary is supported by Islam and Is mail (2008).
They’re saying that in distinction with American workers, Malaysian workers are often additional concerned about hygiene elements (money and dealing conditions) than about motivators (full appreciation of labor completed). Associated findings are moreover reported in Bangkok (Sithiphand, 1983) and Yemen (Al-Mekhlafie, 1991). This analysis observes the importance of money throughout the lives of product sales personnel. The second evaluation question examines whether or not or not the love of money mediates the connection between money and pay satisfaction amongst workers throughout the retail sector. Similar to the findings of Tang et al. 2004), the love of money appears to be acknowledged as a mediator influencing the connection between money and job satisfaction. Product sales personnel often is not going to be the most effective paid of us in Malaysia, and they also would possibly experience pay compression even once they’ve been in service for a really very long time. CONCLUSIONS AND RECOMMENDATIONS Salespeople in Malaysia place bigger emphasis on hygiene elements than motivators, notably working conditions, money and agency protection. Among the many many motivators outlined by Herzberg, only one – recognition – was found to be very important on this survey.
The analysis moreover found that the love of money has a mediating influence on the connection between money and job satisfaction. These findings advocate that any retail group in Malaysia preparing a reward scheme may need to ponder the four motivational elements of working conditions, recognition, agency protection, and money and emphasize them over totally different motivational elements. These four elements may be utilized to help improve job satisfaction, productiveness and effectivity of salespeople.
The first implication of this analysis is that product sales managers and supervisors should maintain salespeople fully completely satisfied and preserve workers’ concerns and desires. Glad 86 The mediating influence of affection of money salespeople will discuss how good their j ob is and they are going to perform greater of their jobs. Which will finish in retailers making bigger revenue ensuing from purchaser satisfaction. Furthermore, if retailers improve working conditions, employee turnover may be lower, which, in flip, will reduce the considerable costs that retailers incur in teaching new salespeople.
The importance of money to salespeople throughout the Malaysian retail sector is clearly confirmed on this analysis. Product sales managers and supervisors should ponder: 1. Providing salespeople with a flexible working schedule 2. Linking the effectivity of salespeople with the acceptable monetary rewards and incentives three. Providing salespeople with options to develop of their job In addition to, the morale of salespeople might be improved if agency protection in direction of salespeople is productive. A superb protection can exert very important have an effect on on how salespeople perform their jobs.
As an illustration, a corporation should assemble a strong product sales custom as the first step to bettering effectivity. With out the correct product sales custom, product sales managers will not assemble a sturdy product sales energy. In plenty of smaller retail corporations, the product sales chief would not know the easiest way to assemble a product sales energy and relies upon intently on hiring expert salespeople throughout the hope that they’re going to assemble the company. In mid-size and large-size retailers, the on a regular basis custom is “nothing points nonetheless outcomes”. Most of these product sales managers want outcomes nonetheless they do not adequately follow or encourage the salespeople.
If a corporation develops a strong product sales custom, product sales leaders and salespeople can work collectively effectively to realize the company’s targets. The outcomes talked about proper right here level out that workers might be concurrently intrinsically and extrinsically motivated. With that in ideas, managers ought to make use of a mixture of methods – along with monetary rewards, reward and recognition – to efficiently encourage workers and promote job satisfaction. LIMITATIONS AND FUTURE RESEARCH Given the scarcity of empirical analysis on the Malaysian retailing commerce, there is a should undertake additional evaluation addressing the motivations of product sales personnel.
Although quantitative evaluation was used on this analysis, it is believed that qualitative evaluation may be helpful in serving to to bolster our understanding of how salespeople are motivated. Observing employee behaviour and interviewing workers can permit researchers to appreciate notion that often is troublesome to amass by quantitative analysis. The findings obtained from the questionnaire administered on this analysis are restricted by the perceptions and opinions of the respondents. It is assumed that the respondents have answered the questions exactly and really. The findings 87
Tan Teck-Hong and Amna Waheed apply solely to product sales personnel in Bandar Sunway in Selangor. Which signifies that the outcomes won’t be generalizable to totally different areas in Malaysia. Future evaluation should obtain knowledge relating to product sales personnel in several areas of Malaysia to permit a comparability of perceptions and expectations from salespeople all via Malaysia. Furthermore, extra evaluation could embody a analysis evaluating job satisfaction ranges of salespeople in Malaysia and totally different nations. One different concern is that the questionnaires used on this analysis have been obtainable solely in English.
Although the respondents could understand English, it’s strongly beneficial that eventually the questionnaire be translated into Malay, Chinese language language and Tamil to cut back the hazards of confusion and misinterpretation which can have an effect on the outcomes. It moreover needs to be well-known that the evaluation focuses solely on Herzberg’s precept. It’s strongly beneficial that future evaluation uncover totally different elements of motivations much like ideas, administration sorts and employee confidence to see whether or not or not they might finish in any elevated variance in motivation and satisfaction. REFERENCES Abd. Patah, M. O. R. , Radzi, S. M. , Abdullah, R. , Adzmy, A. Adli Zain, R. , ; Derani, N. (2009). The have an effect on of psychological empowerment on basic job satisfaction of entrance office receptionists. Worldwide Journal of Enterprise and Administration, 4(11), 167–176. ACNielsen. (2006). Asia Pacific retail and shopper developments. Shopper Report. Retrieved from http://www. au. nielsen. com. Adams, J. S. (1965). Inequity of social exchanges, advances in experimental social psychology. New York: Tutorial Press. Al-Mekhlafie, M. S. (1991). A analysis of job satisfaction of faculty members at Sana’s School in Yemen: a scientific analysis based totally on Herzberg’s two-factor precept.
Unpublished doctoral dissertation, School of Pittsburgh, USA. Alderfer, C. (1969). An empirical check out of a model new precept of human desires. Organizational Conduct and Human Effectivity, 4, 142–175. Bailey, M. (2009). Malaysia summerfruit market overview (pp. eight–10). Victoria, Australia: Division of Predominant Industries, Farm Service Victoria. Baron, R. M. , ; Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological evaluation: conceptual, strategic, and statistical consideration. Journal of Character and Social Psychology, 51, 1173–1182. 88
The mediating influence of affection of money Bent, R. , ; Freathy, P. (1997). Motivating the employee throughout the unbiased retail sector. Journal of Retailing and Shopper Firms, 4(three), 201–208. Breed, M. , ; Breda, V. (1997). The connection between employee motivation and job satisfaction. Administration, 34(1), 54–63. Carr. G. (2005). Investigating the motivation of retail managers at a retail group throughout the Western Cape. Unpublished mini-thesis, School of the Western Cape, South Africa. Christopher, M. (2005). Important motivation for work motivation precept. Journal of Administration Overview, 2, 235–238.
Coster, E. A. (1992). The perceived prime quality of working life and job side satisfaction. Journal of Industrial Psychology, 18, 6–9. Cronbach, L. J. (1951). Coefficient alpha and the internal development of check out. Psychometrika, 16(three), 297–334. Crossman, A. (2003). The relationships of age and measurement of service with job satisfaction: An examination of resort workers in Thailand. Managerial Psychology, 18, 745–758. Dawson, B. (2005). Motivation leaders to greater outcomes. Journal of Rubber and Plastics, 37, 11–15. Dunnette, M. D. , Campbell, J. P. , ; Hakel, M. D. (1967).
Parts contributing to job satisfaction and job dissatisfaction in six occupational groups. Organizational Conduct and Human Effectivity, 2, 143–174. Ewen, R. B. , Smith, P. C. , ; Hulin, C. L. (1966). An empirical check out of the Herzberg two-factor precept. Journal of Utilized Psychology, 50(6), 544–550. Furnham, A. (1994). Nationwide attitudes to competitiveness, money and work amongst youthful of us: first, second and third world variations. Human Relations, 47,119–32. Graen, G. B. (1966). Motivator and hygiene dimensions for evaluation and enchancment engineers. Journal of Utilized Psychology, 50(6), 563–566. Heider, F. 1958). The psychology of interpersonal relations. New York: John Wiley. Hersey, P. , ; Blanchard, Okay. H. (1988). Administration of group conduct: utilizing human helpful useful resource. Atlanta: Prentice Hall. Herzberg, F. (1966). Work and the character of man. Cleveland, OH: World Publishing Agency. House, R. J. , ; Wigdor, L. A. (1967). Herzberg’s twin challenge precept of job satisfaction and motivation: A overview of the proof and a criticism. Journal of Personnel Psychology, 20, 369–390. Huselid, M. A. (1995). The have an effect on of human helpful useful resource administration practices on turnover, productiveness, and firm financial effectivity.
Academy of Administration, 38(three), 635–672. Islam, R. , ; Ismail, A. (2008). Employee motivation: a Malaysian perspective. Worldwide Journal of Commerce and Administration, 18, 344–362. 89 Tan Teck-Hong and Amna Waheed Ismail, A. , ; Zakaria, N. (2009). Relationship between worldwide justice and pay for effectivity as an antecedent of job satisfaction: an empirical analysis in Malaysia. Worldwide Journal of Enterprise and Administration. 4(three), 190–199. Klassen, R. M. , Usher, E. L. , ; Bong, M. (2010). Lecturers’ collective efficacy, job satisfaction, and job stress in cross-cultural context.
The Journal of Experimental Education, 78, 464–486. Kochan, T. A. (2002). Addressing the catastrophe in confidence in corporations: root causes, victims, and methods for reform. Academy of Administration Executives, 16(three), 139–141. Kovach, Okay. A. (1987). What motivates workers? Staff and supervisors give completely totally different options. Enterprise Horizons, 58–65. Lawler, E. E. (1973). Employee reactions to job traits. Journal of Utilized Psychology, 55, 259–286. Lindsay, C. A. , Marks, E. , ; Gorlow, L. (1967). The Herzberg precept: a critique and reformulation. Journal of Utilized Psychology, 51(4), 330–339.
Locke, E. A. (1976). The supervisor as “motivator”: his have an effect on on employee effectivity and satisfaction. Washington: Heath and Agency. Lucas, G. H. (1985). The connection between job attitudes, personal traits, and job outcomes: a analysis of retail retailer managers. Journal of Retailing, 61(1), 35–62. Maidani, E. A. (1991). Comparative analysis of Herzberg’s two-factor precept of job satisfaction amongst personal and non-private sectors. Public Personnel Administration, 20(4), 441–448. Mani, B. G. (2002). Effectivity appraisal methods, productiveness, and motivation: a case analysis.
Public Personnel Administration, 31, 141–59. Market Evaluation. (2009). Malaysia Retail Report. Retrieved 17 December 2009 from http://www. marketresearch. com. Maslow, A. (1954). Motivation and persona. New York: McGraw Hill. McClelland, D. C. (1961). The attaining society. Princeton: Van Norstrand. Mohd. Bokti, N. L. , ; Abu Talib, M. (2009) A preliminary analysis on occupational stress and job satisfaction amongst male navy personnel at a naval base in Lumut, Malaysia. Journal of Worldwide Social Evaluation, 2(9), 299–307. Nave, J. H. (1968). Constructing personnel administration.
Journal of Constructing Division, 94, 95–105. Noordin, F. , ; Jusoff, Okay. (2009). Ranges of job satisfaction amongst Malaysian tutorial staff. Asian Social Science, 5(5), 122–128. Nunnally, J. C. (1978). Psychometric precept. New York: McGraw Hill. Parsons, E. , ; Broadbridge, A. (2006). Job motivation and satisfaction: unpacking the vital factor elements for charity retailer managers. Journal of Retailing and Shopper Service, 13(2), 121–131. 90 The mediating influence of affection of money Pizam, A. , ; Ellis, T. (1999). Purchaser satisfaction and its measurement in hospitality enterprises.
Worldwide Journal of Updated Hospitality Administration, 11(7), 326–339. Value Waterhouse Coopers (PWC). (2009). Malaysia. Retrieved 23 December 2009, from http://www. pwc. com. Rain, J. S. , Lane, I. M. , ; Steiner, D. D. (1991). A gift check out the job satisfaction/life satisfaction relationship: overview and future points. Human Relations, 44, 287–307. Ramlall, S. (2004). A overview of employee motivation theories and their implications for employee retention inside organizations. American Academy of Enterprise, 5, 52–63. Robbins, S. P. (2001). Organizational conduct, (ninth ed. ).
New Jersey: Prentice Hall. Rowley, J. (1996). Motivation and tutorial staff in bigger education . Prime quality Assurance in Elevated Education, 4, 11–16. Santhapparaj, A. S. , Srinivasan, J. , ; Koh, L. L. (2005). Job satisfaction amongst girl managers in Malaysian automobile manufacturing sector. Journal of Utilized Science, 5(9), 1553–1558. Schulze, S. ; Steyn, T. (2003). Educators’ motivation: Variations related to gender, age and experience. Acta Academica, 35(three), 138–160. Sempane, M. E. (2002). Job satisfaction in relation to organizational custom. Journal of Industrial Psychology, 28, 23–30.
Sergiovanni, T. J. (1966). Investigation of issues which affect job satisfaction and job dissatisfaction of lecturers, Journal of Administration, 28, 23–25. Shikdar, A. A. , ; Das, B. (2003). A technique for bettering worker satisfaction and job attitudes in a repetitive industrial course of: software program of producing necessities and effectivity ideas. Ergonomics, 46(5), 466–481. Sithiphand, C. (1983). Testing employee motivation based totally on Herzberg’s motivation-hygiene precept in chosen Thai industrial banks. Unpublished doctoral dissertation, Oklahoma State School, USA. Sloan, A. (2002, June 24).
The jury is in: greed isn’t good, Newsweek, 37. Susan, J. (2003). Motivation and reward. Problems with Publish-Communism, 50, 44. Tang, T. L. P. , Luna-Arocas, R. , Sutarso, T. , ; Tang, D. S. H. (2004). Does the love of money common and mediate the income-pay satisfaction relationship? Journal of Managerial Psychology, 2, 111–135. Tietjen, M. , ; Myers, R. (1998). Motivation and job satisfaction. Administration Willpower, 36, 226–232. Vroom, V. H. (1964). Work and motivation. New York: John Wiley. Weaver, T. (1988). Idea M: motivating with money. Cornell HRA Quarterly, 29(three), 40–45. Winer, L. ; Schiff, J. S. (1980).
Industrial salespeople’s views on motivation, Industrial Promoting and advertising and marketing Administration. 9(4), 319–323. 91 Tan Teck-Hong and Amna Waheed Wong, E. S. Okay. , ; Teoh, N. H. (2009). Case analysis of issues influencing jobs satisfaction in two Malaysian universities. Worldwide Enterprise Evaluation, 2(2), 86–98. Wright, T. A. , ; Cropanzano, R. (1997). Correctly being, satisfaction and job effectivity: one different check out the fully completely satisfied/productive worker thesis. Academy of Administration Proceedings, 364–368. Yahaya, A. , Yahaya, N. , Arshad, Okay. , ; Ismail, J. (2009). Occupational stress and its leads to the course of the group administration.
Journal of Social Science, 5(4), 390–397. APPENDICES Appendix A Measurement scales of the analysis Situation Questions Motivators Achievement I am proud to work on this agency because of it acknowledges my achievements I actually really feel glad with my job because of it offers me feeling of accomplishment I actually really feel I’ve contributed within the course of my agency in a constructive methodology Improvement I will choose occupation improvement moderately than monetary incentives My job permits me to review new experience for occupation improvement Work itself My work is thrilling and I’ve plenty of choice in duties that I do I am empowered enough to do my job
My job is tough and thrilling Recognition I actually really feel appreciated after I get hold of or full a course of My supervisor on a regular basis thanks me for a job properly completed I get hold of ample recognition for doing my job properly Improvement I am proud to work in my agency because of I actually really feel I’ve grown as a person My job permits me to develop and develop as a person My job permits me to boost my experience, experience and effectivity Hygiene Parts Agency protection The angle of the administration might be very accommodative in my agency I am proud to work for this agency because of the company protection is useful for its workers
I totally understand the mission of my agency (continued) 92 The mediating influence of affection of money (continued) Situation Relationship with associates Questions It is easy to get along with my colleagues My colleagues are helpful and nice Colleagues are very important to me Work security I contemplate protected working at my workplace I contemplate my job is protected My workplace is located in an house the place I actually really feel cosy Relationship with supervisor I actually really feel my effectivity has improved as a result of assist from my supervisor I actually really feel glad at work on account of my relationship with my supervis or My supervisors are strong and dependable leaders
Money I am impressed to work harder on account of my wage I contemplate my wage is truthful Working conditions I actually really feel glad as a result of comfort I am provided at work Job Satisfaction I am glad with my job I am proud to work for my agency as a result of good working conditions I am pleased with the easiest way my colleagues and superiors take care of me I am glad with what I get hold of at work I actually really feel good at work Love of Money Money reinforces me to work harder I am motivated to work onerous for money Money shows my accomplishments Money is how we study each other
Money is a brand of success for me Money reinforces me to work with additional enthusiasm and vigor Money is partaking Money is an important contemplate our lives Pay Satisfaction I am glad with my pay The pay I get hold of is appropriate for the work I do My pay is extreme in comparison with my colleagues pay for doing a similar job 93 Tan Teck-Hong and Amna Waheed Appendix B Conceptual Model Improvement Work Itself Achievement Recognition Job/Pay Safisfaction Working State of affairs Improvement Love of Money Protection Peer Relationship Work Security Supervisor Relationship Money 94
