Impact of Reward and Recognition on Job Satisfaction and Motivation: An Empirical Study from Pakistan

By R. Danish, Ali Usman. 2010

662 citations recorded by the source corpus.

Human resources are the most important among all the resources an organization owns. To retain efficient and experienced workforce in an organization is very crucial in overall performance of an organization. Motivated employees can help make an organization competitively more value added and profitable. The present study is an attempt to find out the major factors that motivate employees and it tells what is the relationship among reward, recognition and motivation while working within an organization. The data were collected from employees of diverse type of organizations to gain wide representation of sectoral composition. In all, 250 self administered questionnaires were distributed among the employees of different sectors and they returned 220 completed useable questionnaires for response rate of 88%. The participation in survey was voluntary and confidentiality of responses was ensured. The statistical analysis showed that different dimensions of work motivation and satisfaction are significantly correlated and reward and recognition have great impact on motivation of the employees. Implications of the study for managers and policy makers in the context of human resource practices have been discussed. Limitations and guidelines for future research are also provided.

Subfields: Artificial Intelligence, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/76bca925724c8fad465c6f0701a4d5cbd74b0d23

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Artificial Intelligence

In Organizational Behavior and Human Resource Management

In Strategy and Management

Citations in the corpus

The role of leadership styles on staff's job satisfaction in public organizations (2014, positive): “Furthermore, leadership styles can change the amount of job satisfaction among staff and it has considerable role in organizational behavior and society (Bahadori, 2012; Danish & Usman, 2010; De Nobile & McCormick, 2008; Noordin, 2009; Sohail & Delin, 2013).”
Impact of Reward and Recognition on Job Satisfaction and Motivation (2015, background): “This means that, rewards (extrinsic and intrinsic) are positively related to work motivation (Commey, 2008; Eshun & Duah, 2011; Danish & Usman, 2010; La Motta, 1995; Zakaria et al., 2011).”
What Is a Resource: Toward a Taxonomy of Resources for Employee Engagement (2020, background): “Feelings of being valued and appreciated increase organizational commitment and performance (Danish & Usman, 2010).”
HERZBERG'S TWO FACTORS THEORY ON WORK MOTIVATION: DOES ITS WORK FOR TODAYS ENVIRONMENT? (2013, background): “The factor of job security towards employees’ job satisfactions has been tested by Danish and Usman (2010).”