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Sustainable Work Motivation: Increasing Productivity, Work Satisfaction, and Employees' Well-Being

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A special issue of Sustainability (ISSN 2071-1050). This special issue belongs to the section "Psychology of Sustainability and Sustainable Development".

Deadline for manuscript submissions: closed (25 October 2022) | Viewed by 63169

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Dr. Guy Hochman

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Guest Editor

School of Psychology, Interdisciplinary Center Herzliya, Herzliya 4610101, Israel
Interests: decision-making; behavioral economics; moral behavior; motivation
Special Issues, Collections and Topics in MDPI journals

Special Issue Information

Dear Colleagues,

The work environment of the current age is characterized by rapid changes, a short-term focus, and frequent reforms. Organizations are dealing with a changing workforce in a global, highly competitive environment. As human resources are the most important asset of organizations, managers see work motivation as an integral part of the performance equation at all organizational levels. Although research on work motivation has advanced in recent years, many questions remain about the recent changes to and current characteristics of workers' motivation and how it relates to the sustainability of workers andorganizations. For example, the coronavirus pandemic has forced remote work on employees. This change in the work environment has a tremendous effect on workers' motivation, which scholars only are beginning to understand. In addition, the aging population has created a unique situation in which organizations have to deal with workers from different generations. Finally, researchers are only starting to examine how work motivation affects the organization's sustainability and how it can affect satisfaction and well-being, not just performance. The goal of this Special Issue is to promote research from different perspectives on sustainable work motivation.

We encourage submissions of empirical research from any theoretical perspective that fall broadly into one of the following areas. Submissions in related areas that include valuable discussions in these directions will also be considered:

The effects of the pandemic and working from home on work motivation
The cognitive and physiological processes underlying work motivation
The effects of motivation on well-being and work satisfaction
Field experiments on work motivation
Practical interventions and remedies aimed at increasing motivation
Generational differences in work motivation

Dr. Guy Hochman
Guest Editor

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Sustainability is an international peer-reviewed open access semimonthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 2400 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

intrinsic and extrinsic motivation
self-determination theory
coronavirus
remote working
well-being and work satisfaction

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Published Papers (11 papers)

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Research

20 pages, 368 KiB

Open AccessArticle

Through the Lens of Workers’ Motivation: Does It Relate to Work–Family Relationship Perceptions?

by Sílvia Lopes, Ana Sabino, Paulo C. Dias, Anabela Rodrigues, Maria José Chambel and Francisco Cesário

Sustainability 2022, 14(23), 16117; https://doi.org/10.3390/su142316117 - 2 Dec 2022

Cited by 3 | Viewed by 2833

Abstract

Workers’ motivations and the work–family relationship are two subjects that have been capturing the attention of researchers and practitioners. However, to date, little is known about the link between the two subjects. Thus, this research aimed to investigate the relationships among each type of motivation conceptualized in self-determination theory and work–family conflict, work–family enrichment, and work–family balance. In addition, the current study intended to investigate the relationships among work–family conflict, work–family enrichment, and Work–family balance. Data were collected through a self-administered questionnaire. To test the hypotheses, the PROCESS macro was used. The results suggested that intrinsic motivation is negatively associated with work–family conflict and positively associated with work–family enrichment and work–family balance. Additionally, identified regulations seem to be positively associated with work–family enrichment and work–family balance. However, contrary to expectations, this study revealed a positive relationship between introjected regulation and work–family enrichment and work–family balance. Concerning external regulation (material and social) and amotivation, globally, the findings were consistent with the hypotheses, i.e., the higher the external regulation and amotivation, the higher work–family conflict and the lower the work–family enrichment and work–family balance. Moreover, the higher the work–family conflict, the lower the work–family balance, and the higher the work–family enrichment, the higher the work–family balance. Theoretical and practical implications are discussed. Full article

(This article belongs to the Special Issue Sustainable Work Motivation: Increasing Productivity, Work Satisfaction, and Employees' Well-Being)

24 pages, 2156 KiB

Open AccessArticle

Telework Implications on Work-Life Balance, Productivity, and Health of Different Generations of Romanian Employees

by Ioana Simona Ivasciuc, Gheorghe Epuran, Daniela Roxana Vuță and Bianca Tescașiu

Sustainability 2022, 14(23), 16108; https://doi.org/10.3390/su142316108 - 2 Dec 2022

Cited by 14 | Viewed by 6486

Abstract

The purpose of this article is to analyse the impact of telework on the work-life balance, productivity, and health of different generations of Romanian employees. Qualitative and quantitative methods provide the means to exploit the richness of data and deepen the understanding of the phenomenon studied. The quantitative data derived from a research instrument was associated with qualitative data collection. Quantitative research was conducted to achieve the stated purpose using the survey method, the number of respondents being 1098 persons. The research tool was an online questionnaire. Results highlight how telework affected each generation of employees. The satisfaction towards teleworking achieved by Generation Z and Baby Boomers is, on average, higher than that of Generation Y and X. The differences between the age groups (Generation Z, Y, X, and Baby Boomers) in terms of telework satisfaction levels were also tested, considering each of the three aspects examined and presented in the article’s title. At the conceptual level, research brings a new methodological approach as an element of originality that can be used for similar future research. Moreover, new concepts on the effects of telework on employees were connected and analysed simultaneously: work-life balance, productivity, and health of employees during teleworking. At the operational level, this type of research can determine the degree of satisfaction of employees in different companies/organizations and identify solutions to increase employee engagement. Full article

(This article belongs to the Special Issue Sustainable Work Motivation: Increasing Productivity, Work Satisfaction, and Employees' Well-Being)

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15 pages, 701 KiB

Open AccessArticle

In the Eye of the Hurricane: Careers under Lockdown

by Maria Mouratidou and Mirit K. Grabarski

Sustainability 2022, 14(22), 15098; https://doi.org/10.3390/su142215098 - 15 Nov 2022

Cited by 1 | Viewed by 2548

Abstract

The COVID-19 pandemic has created career disruptions and shocks for many individuals, due to layoffs, reduced work hours and increased work–life conflict. Our study aimed to explore individual-level perceptions of people regarding their careers during the first lockdown in the UK, and to test potential implications of the situation for individuals’ career sustainability. For a deeper understanding of these perceptions, we used a sequential mixed-methods research design. First, we conducted a qualitative study, using semi-structured interviews to explore how people perceive their careers during early stages of the pandemic. We identified two themes that characterize the common experiences during this time period, namely employer support and careful optimism, that play an important role in the way careers unfold. Then, in the quantitative study, we conducted an online survey to empirically test a research model that links the concept of employer support with employability, career satisfaction and mental well-being. We also investigate the mediating role of career empowerment, which is a motivational cognitive construct that captures individual cognitions of agentic control over one’s career. Our research provides a rich snapshot that depicts people’s perceptions of careers during a shock event, which has both theoretical and practical implications. Full article

(This article belongs to the Special Issue Sustainable Work Motivation: Increasing Productivity, Work Satisfaction, and Employees' Well-Being)

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16 pages, 474 KiB

Open AccessArticle

The Impact of Entrepreneurial Leadership and Ethical Climate on Public Service Motivation in Korea and China: Moderating Role of Confucian Values

by Hyo Joo Lee, Kyoung Ryoul Min, Min Young Kim and Sung Min Park

Sustainability 2022, 14(21), 14162; https://doi.org/10.3390/su142114162 - 30 Oct 2022

Cited by 3 | Viewed by 2397

Abstract

Public administration has recently seen paradigm shifts to integrate and enhance public value. Regardless of the focus on innovation and organizational performance in government, the public sector must foster public values. Although studies to identify important determinants of public service motivation (PSM) have been conducted, there has been little scholarly inquiry into the influence of leadership, organizational climate, and Confucian values on public management. Employing the theoretical lenses of social learning and social identity theories, this study examines the influences of entrepreneurial leadership, an ethical climate, and Confucian values on PSM. A total of 1215 Korean and 552 Chinese public employees were surveyed to test direct and moderating effects through multivariate regression, showing that entrepreneurial leadership (EL) has positive effects on societally driven PSM in both countries, but its effects on policymaking-oriented PSM depends on the country. An ethical climate is positively associated with policymaking-oriented PSM in Korea, but with societally driven PSM in China. Confucian values positively influence PSM in both countries except for societally driven PSM in Korea. Contrary to our hypotheses, a moderating role of Confucian values does not hold in either country. The article outlines the theoretical and practical implications of this study and directions for future research. Full article

(This article belongs to the Special Issue Sustainable Work Motivation: Increasing Productivity, Work Satisfaction, and Employees' Well-Being)

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24 pages, 1606 KiB

Open AccessArticle

Reduction of Academic Burnout in Preservice Teachers: PLS-SEM Approach

by Le Qin, Jie Lu, Ying Zhou, Tommy Tanu Wijaya, Yongxing Huang and Mohammad Fauziddin

Sustainability 2022, 14(20), 13416; https://doi.org/10.3390/su142013416 - 18 Oct 2022

Cited by 6 | Viewed by 3989

Abstract

Academic stress and burnout are the predominant factors that can negatively affect student performance and sustainable learning. Therefore, it is important to analyze the factors related to student academic burnout in preservice teachers in western China. 212 respondents from public universities in Guangxi Province participated, and the data were analyzed using partial least-squares structural equation modeling (PLS-SEM) to check reliability, validity, and initial hypothesis testing. The results show that perfectionism, excessive self-efficacy, and workload are the main factors causing academic stress and burnout in preservice teachers. These problems can be reduced by increasing self-efficacy and coping strategies of preservice teachers. In addition, this study provides important knowledge to universities based on factors related to preservice teachers’ academic stress and burnout, as well as strategies and solutions to reduce these problems in students. Full article

(This article belongs to the Special Issue Sustainable Work Motivation: Increasing Productivity, Work Satisfaction, and Employees' Well-Being)

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19 pages, 651 KiB

Open AccessArticle

The Effects of Organizational Justice on Employee Performance Using Dimension of Organizational Citizenship Behavior as Mediation

by Yustinus Budi Hermanto and Veronika Agustini Srimulyani

Sustainability 2022, 14(20), 13322; https://doi.org/10.3390/su142013322 - 17 Oct 2022

Cited by 18 | Viewed by 6161

Abstract

One of the important factors that can affect employee performance (EP) is the employee’s perception of organizational justice (OJ) in the workplace and the employee’s willingness to carry out the employee’s primary role (in the role) optimally and the employee’s willingness to carry out tasks outside the employee’s primary job (extra-role), commonly called organizational citizenship behavior (OCB). OCB is divided into two dimensions: OCB at the individual level (OCBI) and OCB at the organizational level (OCBO). In educational organizations, the OCB of teachers is a strategic matter, so it needs to be a concern for school management if schools want to continue to survive and develop in the era of globalization characterized by changes in a dynamic and competitive environment. OCB from teachers can be said to be a form of teacher gratitude because the school has supported the welfare of teachers a lot, appreciates the contributions of teachers, and feels organizational justice practiced by the school. The respondents to the study were 820 full-time teachers from high schools and vocational high schools spread across several regions in East Java Province and Central Java Province, Indonesia, who were taken using convenient sampling techniques. This study aims to analyze: (1) the effect of OJ on OCBI and OCBO; (2) the direct effects of OJ and indirect effects on EP with OCBI and OCBO as mediation. Data analysis used the structural equation model (SEM) and Sobel test. The results of hypothesis testing show that: (1) OJ can significantly improve OCBI; (2) OJ can significantly improve OCBO; (3) the OJ was found to have a significant positive effect on EP; (4) OCBI can significantly improve EP; (5) OCBO can significantly improve EP; (6) OCBI partially mediates the influence of OJ on EP; (7) OCBO partially mediates the influence of OJ on EP. The results of this study explain the essential aspects of behaviour in the workplace, such as OJ, OCB, and EP, with a particular focus on high schools and vocational high schools in several regions in East Java Province and Central Java Province, Indonesia. The results showed that improving the EP of teachers can be achieved by organizational management through OJ practices in the work environment as well as organizational management efforts in improving the OCB of employees, considering that employees play an essential role in improving organizational performance. Full article

(This article belongs to the Special Issue Sustainable Work Motivation: Increasing Productivity, Work Satisfaction, and Employees' Well-Being)

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17 pages, 337 KiB

Open AccessArticle

Personality Characteristics as Predictors of the Leader’s Ethical Leadership in Regular Times and in Times of Crisis

by Shirel Damti and Guy Hochman

Sustainability 2022, 14(16), 9800; https://doi.org/10.3390/su14169800 - 9 Aug 2022

Cited by 4 | Viewed by 4506

Abstract

Personality traits broadly impact people’s behavior and decisions in the organizational realm. One of the leading personality models suggests that people’s personalities can be expressed by five dimensions: openness to experience, conscientiousness, pleasantness, extroversion, and neuroticism. While these characteristics are stable in most human lives, they are assumed to be more pronounced in times of crisis, since crises are weak situations. According to the situational strength theory, people are less aware of the desired rules and codes of conduct in weak situations. Thus, they tend to rely more on their traits and less on the existing procedures. The current work aimed to examine if, during a crisis, the personal characteristics of the manager will be more pronounced and thus have a larger influence on their ethical leadership. In three studies, we show a strong link between agreeableness and conscientiousness and the ethical leadership of managers. However, contrary to our hypotheses, the link between personality traits and ethical leadership is stronger in regular times and not during a crisis. Our findings emphasize the importance of characterizing managers’ personality traits for organizations’ sustainability. Second, they highlight how significant is the relationship between managers and their employees. Full article

(This article belongs to the Special Issue Sustainable Work Motivation: Increasing Productivity, Work Satisfaction, and Employees' Well-Being)

12 pages, 484 KiB

Open AccessArticle

Providing Safe Space for Honest Mistakes in the Public Sector Is the Most Important Predictor for Work Engagement after Strategic Clarity

by Thais Gargantini, Michael Daly, Joseph Sherlock and Teddy Lazebnik

Sustainability 2022, 14(12), 7051; https://doi.org/10.3390/su14127051 - 9 Jun 2022

Cited by 8 | Viewed by 13790

Abstract

Multiple studies highlight the link between engagement at work and performance, influencing organizations to put more effort into improving employee engagement levels. In this study, we begin to examine the influence of multiple psychological parameters on employees’ work engagement (WE) within the public sector. The idea is to break the concept of WE down into eight individually measurable parameters that will allow for a better understanding and development of stronger interventions. Based on this analysis, we reproduce the outcome that strategic clarity is the most connected property to WE. More importantly, we introduce a new concept, honest mistakes, and show that having a safe space for making mistakes and learning from it is the second most important property of WE. This result is of interest, as allowing mistakes, even if they were made innocently, is considered taboo in the public sector. These outcomes are based on the reports of

n = 7682

public sector employees from Brazil. In particular, the analysis shows that these outcomes hold for both professional and management positions across the health, administrative, justice, police, social work, and education offices. Full article

(This article belongs to the Special Issue Sustainable Work Motivation: Increasing Productivity, Work Satisfaction, and Employees' Well-Being)

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16 pages, 421 KiB

Open AccessArticle

The Contribution of Individual Characteristics of Managers to the Success of Equivalency Education Programs of the Community Learning Center in Indonesia

by Sucipto, Bambang Budi Wiyono, Ach. Rasyad, Umi Dayati and Lasi Purwito

Sustainability 2021, 13(19), 11001; https://doi.org/10.3390/su131911001 - 4 Oct 2021

Cited by 2 | Viewed by 2522

Abstract

The community learning center provides a means of completing compulsory education and increasing the level of educational participation in Indonesia. Through this program, regardless of age, people can continue their education to a level equivalent to junior or senior high school. However, factors that contribute to the success of the program are still in question. This study aimed to determine the contribution of individual characteristics, including work experience, work perception, work motivation, and work discipline, to the success of the equivalency education program at the community learning center. This research was conducted in East Java using a quantitative approach and an explanatory research design. The research sample was taken from 101 program managers through random sampling techniques and the Slovin formula. The data were collected using a questionnaire and then analyzed using multiple regression techniques. The results showed that the education program had high success, with the participants achieving examination pass rates of 96.4% in package B, which is equivalent to junior high school, and 98.2% in package C, which is equivalent to senior high school. The average involvement of community members in the program implementation was 68.6%, and the financial support reached 75.5%. The work experience, work perception, work motivation, and work discipline of the program managers had a significant effect, both simultaneously and partially, on the success of the equivalency education program. In addition, the four independent variables also had a significant predictive effect on the dependent variable, with a simultaneous contribution of 53.8%. Based on these findings, it was recommended that these factors be considered to improve the success, sustainability, and development of education programs at the community learning center. Full article

(This article belongs to the Special Issue Sustainable Work Motivation: Increasing Productivity, Work Satisfaction, and Employees' Well-Being)

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23 pages, 350 KiB

Open AccessArticle

Sustainable Careers: Reliability of Job Satisfaction Predictors for Employees Aged 50+. Evidence from Romanian Development Regions

by Aurelian-Petruș Plopeanu, Daniel Homocianu, Ionel Bostan, Ana-Iolanda Vodă and Nelu Florea

Sustainability 2021, 13(15), 8133; https://doi.org/10.3390/su13158133 - 21 Jul 2021

Cited by 5 | Viewed by 3013

Abstract

In this paper, we analyze the determinants of job satisfaction for employees over the age 50 or more, using the latest SHARE-ERIC dataset (Wave 7) filtered for Romania (over 2000 records). After applying logistic regressions with average marginal effects, we obtained an overall and seven regional models which emphasize that a good atmosphere at the workplace and the deserved recognition received for the work done are the most reliable predictors of career satisfaction, confirmed in this order of importance by many other robustness checks. Particularly, in the case of respondents from the Western part of Romania, we found that meritocracy-based influence, namely deserved recognition, counts almost as much as the workplace atmosphere. For these individuals, previous educational performance and lifetime employment at a single job matter more than the previous dual-core on job satisfaction. Unexpectedly, the adults from central romania present a negative influence of life satisfaction on job satisfaction due to an unbalanced work-family vision of life. The locus of control has different effects on job satisfaction in south and south-western regions, while in the north-east, meaning in life is negatively influencing job satisfaction. Bridge employment exerts a negative influence on career satisfaction in the north-west, and in the South-East, and interpersonal trust has a positive effect. Full article

(This article belongs to the Special Issue Sustainable Work Motivation: Increasing Productivity, Work Satisfaction, and Employees' Well-Being)

20 pages, 1873 KiB

Open AccessArticle

The Influence of Person–Job Fit, Work–Life Balance, and Work Conditions on Organizational Commitment: Investigating the Mediation of Job Satisfaction in the Private Sector of the Emerging Market

by Tania Hasan, Mehwish Jawaad and Irfan Butt

Sustainability 2021, 13(12), 6622; https://doi.org/10.3390/su13126622 - 10 Jun 2021

Cited by 21 | Viewed by 13142

Abstract

This study aims to provide critical managerial implications for human resource (HR) practitioners at private-sector organizations from an emerging economy perspective. The study helps to optimize organizational commitment in the assessment of work–life balance, person–job fit, work condition, and the mediation of job satisfaction. It also investigates the influence of certain demographic variables on organizational commitment. The population comprises employees working in private sector organizations across Pakistan. A total of 1100 survey questionnaires were sent to potential respondents; 843 responded, giving a response rate of 77%. SmartPLS 3 software and SPSS were used to perform structural equation modeling. The study revealed that work–life balance, person–job fit, and job satisfaction have a positive influence on organizational commitment. Job satisfaction intervenes complementarily with the relationship of work–life balance and person–job fit with organizational commitment, while full mediation of job satisfaction was found for work conditions. Age, female gender, experience with current employee, and total industry experience were positively related to organizational commitment. HR managers at private-sector organizations must strive to provide work–life balance, person–job fit, and better work conditions so that employees are optimally satisfied on the job and exercise strong affective organizational commitment. Full article

(This article belongs to the Special Issue Sustainable Work Motivation: Increasing Productivity, Work Satisfaction, and Employees' Well-Being)

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