review of literature for employee motivation

Academia.edu no longer supports Internet Explorer.

To browse Academia.edu and the wider internet faster and more securely, please take a few seconds to  upgrade your browser .

Enter the email address you signed up with and we'll email you a reset link.

• We're Hiring!
• Help Center

EMPLOYEE MOTIVATION AND PRODUCTIVITY: A REVIEW OF LITERATURE AND IMPLICATIONS FOR MANAGEMENT PRACTICE

A substantial body of theory and empirical evidence exists to attest to the fact that motivation and productivity are concepts which have been subjects of immense interest among researchers and managers. The objective of this paper is to conduct a literature review and analysis on theories and empirical evidence on the relationship between employee motivation and organizational productivity with a view to drawing important lessons for managerial practice. To achieve this, the paper conducted a review of some of the key theories and empirical studies on motivation and its impact on employee productivity drawing experiences from diverse organizational settings in Nigeria and several other countries. The study revealed that there are different factors to consider in motivating employees: some monetary or financial such as pay and others are non-financial like recognition and challenging jobs. Important implications are presented for managerial practice.

Related Papers

Sirkka Naundobe

This study examines the relationship between Motivation and Employee productivity, using First Bank Nigeria Plc. as a case study. First Bank of Nigeria, is a Nigerian multinational bank and financial services company. It is the country's largest financial services company serving about eight Million (8,000,000) strong customer base through over 750 nationwide branches , as well as online services, with its global reach and currently it is Nigerian's largest bank by assets. Just like any long standing big organization First Bank Plc. is faced with the problem of developing and sustaining staff engagement through motivation to achieve high employee and organization productivity and prevent low employee morale and low overall organizational performance, the paper aimed at identifying various strategies and motivational techniques that exist in the organization, determination of the best motivational techniques that bring the best out of employees and to determine ways of improving overall organizational performance through appropriate motivational approach. This study was carried out among the employees of First bank Nigeria Plc. spanning through branches and the headquarter in Lagos, Nigeria. 450 well –structured questionnaire were administered on the six (6) geopolitical zones of Nigeria where First Bank Plc is evenly represented in branches with a total of 300 questionnaires received back and passed through statistical analyses. Research questions were raised based on the research objectives and hypotheses. Chi () statistical test was deployed to test the various hypotheses formulated in the study. The result showed that quality of supervision has positive effect on employee motivation to work better. It was also found that workers perception on what obtained in his

Academic Research

Emmanuel O . Olusanya

Employees are a company's livelihood. How they feel about the work they are doing and the results received from that work directly impact an organization's performance and, ultimately, its stability. An unstable organization ultimately underperforms. The study had the following objectives: to find out the motivational factors put in place by the organization to enhance performance, to find out the relationship between employee motivation and performance, and to find out the challenges that organizations face in its attempt to motivate staff. To achieve these goals, a questionnaire was designed based on the objectives. The completed questionnaires were processed and analysed using the SPSS version 20 The study used descriptive sample survey for the representation and the analysis of the findings. A sample of 100 respondents was used. The study relied on both primary data, collected through a questionnaire, and secondary data collected from journals and the internet. The result shows that 11 % of the respondents functioned as management, 29 % as senior staff, 48 % as junior staffs and the remaining 12 % were contract staff. Summary of findings shows that 99% of the respondents strongly agreed that employees are motivated through monetary rewards, 65% of the respondents agreed that receiving Recognition for Work Done Affects Employees Output, one respondent was undecided while 34% strongly agreed. Finally, 98% of the respondents strongly agreed to the notion that motivated staff have higher productivity while 2% are also in agreement. The study, therefore, recommends that management should do well by adopting on the spot praise as a medium for recognition and appreciation for hard work for promptness equal effectiveness.

sherry shinwari

This study is aimed at looking into the importance of motivation in the management of people at work, no system moves smoothly without it, and no organization achieve its objective without motivating its human resources. The study therefore is to study and come out with the effect and ways of motivating worker in organization, hence comparative study of Manufacturing firms in Nnewi, Descriptive and inferential statistics were used in the analysis of the data. Necessary literatures were reviewed. During the analysis of the data it was discovered that the goal of motivation is to cause people to put fourth their best efforts with enthusiasm and effectiveness in order to achieve and hopefully surpass organizational objective. It is evidence that workers of manufacturing firms in Nnewi are poorly motivated; hence low productivity. Findings from the research on productivity of manufacturing firm's staff are reported. Two sets of questionnaires were employed in the study. One set was administered on management staff and the other on junior staff. The study reveals that salaries paid to junior staff in the company were very below the stipulations of Nigerian National Joint Industry Council. It further shows that the junior staff is rarely promoted and the junior staff prefers financial incentives than non financial incentives. The study recommended that increase in salary via promotion; overtime allowance and holiday with pay should be used as motivational tools.

FEMI P R A I S E MOYIN

Femi Praise

MOYIN P R A I S E FEMI

One of the most important functions of management is to ensure that employee work is more satisfying and to reconcile employee motivation with organizational goals. With the diversity of current jobs, this is a dynamic challenge. What people value and enjoy is influenced by many factors, including the influence of different cultural backgrounds. This research report examines employee motivation and its impact on employee performance. The study examines some common theories of motivation that can be used in an organization to improve employee performance. The study showed that employees have their differences in terms of the concept of motivation. Various forms of theories of motivation in literature have been debated along with their applications and implications. Three questions were examined: What is motivation? What kind of motivation can best be used to increase employee performance? The results of the study show that motivation can increase or decrease employee performance. If the chosen form of motivation meets the needs of the employee, their performance increases. If, on the other hand, the chosen form of motivation does not satisfy the needs of the employee, the benefit decreases. It therefore encourages organizations to understand the motivating need of each employee to improve performance.

SAU Journal of Management and Social Sciences

Prof. Oyedokun E M M A N U E L Godwin , Modupeola Adeolu-Akande

The researchers investigated the impact of motivation on employee productivity in the Nigerian Baptist Convention, Survey research design was adopted while questionnaire was used as the questionnaire of data collection. The reliability of the research instrument was calculated and all variables have Cronbach's alpha value, ranging from 0.907 to 0.935, which achieved the minimum acceptable level of coefficient alpha above 0.70. The data collected were analysed, using the Special Package for Social Scientists (SPSS) to generate tables as well as percentages. This was done to ensure an easy and clear understanding of the work. Multiple linear regression and correlation were used to test the validity of the hypotheses to establish the link between motivation and productivity. The R-square coefficient of the variables (work environment, training and development, recognition, leadership style and workers' efficiency) was 0.999. This shows that the variables constitute 99.9% of total variance which is a high coefficient on the employment motivation (dependent variable). This shows that they have a significant impact on employee motivation at Nigerian Baptist Convention. Thus, organisations, managers and employers should take the issue of motivation seriously.

SSRN Electronic Journal

Stephen Dugguh

Employees are the most important resources in any organization. They are needed to use inputs to enhance outcomes. Low productivity in manufacturing companies in Nigeria in general may be traceable to poor employee motivation. The objective of the paper therefore is to determine how certain theories of motivation could be applied to increase productivity in Cement Manufacturing Companies in Nigeria. The paper is theoretical in nature and draws from various literatures on motivation and productivity and concludes that motivation has a link to productivity since ‘motivated employees are productive employees’. The paper further suggests that relevant motivation theories should be applied to elicit and drive employee performance and increase the level of productivity in Cement Manufacturing Companies in Nigeria.

Samuel Ajayi

ABSTRACT This study examines the relationship between Motivation and Employee productivity, using First Bank Nigeria Plc. as a case study. First Bank of Nigeria, is a Nigerian multinational bank and financial services company. It is the country’s largest financial services company serving about eight Million (8,000,000) strong customer base through over 750 nationwide branches , as well as online services, with its global reach and currently it is Nigerian's largest bank by assets. Just like any long standing big organization First Bank Plc. is faced with the problem of developing and sustaining staff engagement through motivation to achieve high employee and organization productivity and prevent low employee morale and low overall organizational performance, the paper aimed at identifying various strategies and motivational techniques that exist in the organization, determination of the best motivational techniques that bring the best out of employees and to determine ways of improving overall organizational performance through appropriate motivational approach. This study was carried out among the employees of First bank Nigeria Plc. spanning through branches and the headquarter in Lagos, Nigeria. 450 well –structured questionnaire were administered on the six (6) geopolitical zones of Nigeria where First Bank Plc is evenly represented in branches with a total of 300 questionnaires received back and passed through statistical analyses. Research questions were raised based on the research objectives and hypotheses. Chi ( ) statistical test was deployed to test the various hypotheses formulated in the study. The result showed that quality of supervision has positive effect on employee motivation to work better. It was also found that workers perception on what obtained in his organization will motivate him to greater productivity. Financial motivation involving monetary rewards have greater impact on performance and organizational productivity.

Amaeshi U.F

Francis Amaeshi

Using selected manufacturing firms in Aba, Abia State, we investigated the effects of motivation on workers' performance in Nigeria. The objective of the study is to compare our primary research findings with the findings in the extant literature for the purpose of identifying common patterns as well as, controversies within the secondary data directly related to the research area thereby validating the theories of motivation through this work. Adopting a survey design with well-structured questionnaire, we collected quantitative data and analyzed same using descriptive and inferential statistics. In the attempt to answer the research questions, we used the multiple regression models on four selected motivational variables of Reward System, Motivational Factors, Employee Motivation, and Good Management Practices. The results of our study showed that there is a statistically significant relationship between the Motivational variables (Motivational factors and Management Practices) and Workers' Performance. All the motivational factors considered in this study with their positive coefficients met the a priori expectation. Our conclusion reinforces existing knowledge that motivational variables are important in encouraging better performance among employees in the work place.

RELATED PAPERS

Judge John and Burke Michael and Cahill Aoife and O Donovan Ruth and Van Genabith Josef and Way Andy Strong Domain Variation and Treebank Induced Lfg Resources in Lfg05 10th International Lexical Functional Grammar Conference 18 20 July 2005 Bergen Norway Isbn 1098 6782

Josef Van Genabith

Revista médica de Chile

Juan Pablo Jimenez

kacem gairaa

Biomolecules

Samantha Barnett

Philosophical Transactions of the Royal Society A: Mathematical, Physical and Engineering Sciences

Carolus Askikarno Palalangan

Romanian journal of internal medicine = Revue roumaine de médecine interne

Lucia Coldea

IEEE Access

Umar Majeed

JMIR Research Protocols

OLGA MARINA HERNANDEZ OROBIO

borhane ziani

Journal of Vegetation Science

Tsvetelina Terziyska

International Journal of Educational Administration and Policy Studies

Abdulraheem Yusuf

Abstracts Accepted for Publication

Bilel Arfaoui

Arturo Parada

Health Affairs

SARAH MAE RUIZ

Dinasti International Journal of Digital Business Management

Luthfi Setiadiwibawa

Tempo Psicanalitico

TURKISH ONLINE JOURNAL OF DESIGN ART AND COMMUNICATION

MUHAMMAD SHAKIR ZULKAFLI

Optimal Control Applications and Methods

Antoni Zajączkowski

Cellular Physiology and Biochemistry

Ryszard Grygorczyk

Tropical and Subtropical Agroecosystems

Ademir Kleber Morbeck de Oliveira

rtytrewer htytrer

Revista De Chimie

Veronica Lazar

Christine Chappuis

Demonstratio Mathematica

Marek Lassak

•   We're Hiring!
•   Help Center
• Find new research papers in:
• Health Sciences
• Earth Sciences
• Cognitive Science
• Mathematics
• Computer Science
• Academia ©2024

A Brief Literature Review on Employee Motivation

The role of facilitating quality subordinate-superior communication at various levels effectively employing a wide range of communication channels has been praised by Shields (2007) in terms of its positive contribution in boosting employee morale. Shields (2007) stresses two specific advantages of such a practice that relate to offering employees a chance to raise their concerns and put across their points regarding various aspects of their jobs, as well as, supplying them with the feeling of engagement and appreciation.

According to Lockley (2012) offering training and development programs that effectively contributes to personal and professional growth of individuals is another effective employee motivation strategy. At the same time, Lockley (2012) warns that in order for motivational aspects of training and development initiatives to be increased, ideally they need to be devised and implemented by a third party with relevant competency and experience.

Alternative working patterns such as job-rotating, job-sharing, and flexible working have been branded as effective motivational tools by Llopis (2012). Moreover, Llopis (2012) argues that motivational aspects of alternative working patterns along with its other benefits are being appreciated by increasing numbers of organisations, however, at the same time; many organisations are left behind from benefiting from such opportunities.

An interesting viewpoint regarding the issue has been proposed by Wylie (2004), according to which members of management primarily should be able to maintain the level of their own motivation at high levels in order to engage in effective motivation of their subordinates. Accordingly, Wylie (2004) recommends managers to adopt a proactive approach in terms of engaging in self-motivation practices.

Furthermore, Wylie (2004) recommends concentrating on specific variations of intangible motivational tools such as celebrations of birthdays and other important dates with the participation of whole team

According to Thomas (2009) the main challenge of motivation in workplaces is identifying what motivates each individual employee taking into account his or her individual differences. In other words, individual differences have been specified by Thomas (2009) as the major obstruction for management in engaging in employee motivation in an effective manner.

Lockley (2012), on the other hand, addresses the same issue focusing on cross-cultural differences between employees in particular. Namely, culture can be explained as knowledge, pattern of behaviour, values, norms and traditions shared by members of a specific group (Kreitner and Cassidy, 2012), and accordingly, cross-cultural differences is perceived to be a major obstruction in the way of successful employee motivation.

This point has been explained by Lockley (2012) by insisting that certain practices such as engaging in constructive arguments and dialogues in workplace can prove to be highly motivational for the representatives of Western culture, whereas the same set of practices can prove to be counter-productive for employees from Asian countries due to vast cross-cultural differences.

Llopis (2012) draws attention to the increasing relevance of the work-life balance problem for modern employees and stresses its negative impact on the level of employee motivation. Specifically, Llopis (2012) reasons that unless employees achieve an adequate level of work-life balance in personal level, management investment on the level of employee motivation can be wasted.

This viewpoint is based on Hierarchy of Needs theoretical framework proposed by Abraham Maslow (1943), according to which there is a certain hierarchy for individual needs, and more basic human needs need to be satisfied in order for the next level needs to serve as motivators.

References 

Bruce, A. Pepitone, J.S. (1999) “Motivating Employees” McGraw-Hill International

Kreitner, R. & Cassidy, C. (2012) “Management” Cengage Learning

Llopis, G. (2012) “The Top 9 Things That Ultimately Motivate Employees to Achieve” Forbes, April 6, 2012

Lockley, M. (2012) “The Secret to Motivating a Team” The Guardian, January 6, 2012

Maslow, A.H. (1943) “The Theory of Human Motivation”  Psychological Review , 50(4)6

Shields, J. (2007) “Managing Employee Performance and Reward: Concepts, Practices, Strategies” Oxford University Press

Thomas, K.T. (2009) “Intrinsic Motivation at Work: What Really Drives Employee Engagement” 2 nd edition, Berrett-Koehler Store

Wylie, K. (2004) “Managers Get the Staff They Deserve” GRIN Verlag

Employee Motivation in Contemporary Academic Literature: A Narrative Literature Review

• Petra JARKOVSKÁ Škoda Auto University, Department of Human Resources Management, Mladá Boleslav, Czech Republic
• Martina JARKOVSKÁ Faculty of Economics and Management, Czech University of Life Sciences Prague, Czech Republic

Background: Using the correct type of motivation is pivotal in triggering employees’ affirmative work attitudes, such as work performance, job satisfaction, or voluntary retention, ultimately leading to increasing the organization’s overall efficiency. Despite the ongoing academic debate, academics provide practitioners with mixed results on which motivation factors are relevant for targeted employee groups whose needs are under the economic and socio-psychological pressure of the rapidly evolving environment. Elton Mayo was the first to acknowledge these socio-psychological factors as significant motivation drivers almost a century ago. Methods: Therefore, the purpose of this paper, using the narrative literature review method (supported by a systematic search strategy) on 83 articles, is to evaluate the research findings on employees’ motivation (related to their affirmative work attitudes) and to unfold the motivation theory’s advancement. Results: Key motivation drivers were identified and unified into five motivation sets applicable to different employee groups. The findings also suggest that most academic works, theoretically grounded in classical motivational concepts, are quantitative analysis-based. Conclusion: To increase the efficiency of employees’ performance, internal motivation or internalization of external motivation seems to be the best solution. Employees’ “floating” needs call for practitioners to be trained in techniques from psychology.

Keywords: Elton Mayo, Employee motivation, Motivation factor, Motivation theory

Information

• For Readers
• For Authors
• For Librarians
• Slovenščina

Copyright © 2023 Založba Moderna organizacija

Employee Motivation and Its Impact on Organizational Performance with Mediating Role of Leadership Approach: A Study of Select Hospitality Organizations in Uttarakhand (India)

• Conference paper
• First Online: 05 September 2021
• Cite this conference paper

• Bhawna Chahar 18  

Part of the book series: Lecture Notes in Networks and Systems ((LNNS,volume 303))

Included in the following conference series:

• International Conference on Information Systems and Management Science

299 Accesses

The present research aims at examining mediating role of leadership approach in the relationship between employee motivation and organizational performance of hospitality organization in Uttarakhand state (India). A survey using propulsive sampling of 217 employees associated with different hospitality organizations located in Uttarakhand state (India) using questionnaire as a primary data collection instrument was carried out. The research focuses on three specific variables for analysis. Organizational performance was taken as dependent variable, factors of employee motivation were taken as independent variable and leadership approach was taken as mediating variable. Four different hypotheses were proposed and evaluated using descriptive statistics and regression analysis, respectively. The research findings indicate employee motivation have positive relationship with organizational performance (β = .602, t = 8.089 and R 2  = .233). Similarly, it was found that employee motivation has positive influence on leadership (β = .757, t = 12.715 and R 2  = 429) and Leadership practices in the organization have positive influence on organizational performance (β = .668, t = 11.559 and R 2  = .383). It is also found that leadership approach has mediating effect between employee motivation and organizational performance. Study offers some meaningful suggestion to improve employee motivation and enhance organizational performance. Some of the managerial implication, limitations and scope of future research are also presented in the study.

This is a preview of subscription content, log in via an institution to check access.

Access this chapter

• Available as PDF
• Read on any device
• Instant download
• Own it forever
• Available as EPUB and PDF
• Compact, lightweight edition
• Dispatched in 3 to 5 business days
• Free shipping worldwide - see info

Tax calculation will be finalised at checkout

Purchases are for personal use only

Institutional subscriptions

Aksu, G.: The effect of team leaders on employees’ motivation: call center review. Acad. Look Mag. (32), 1–21 (2012)

Google Scholar  

Asrar-ul-Haq, M., Kuchinke, K.P.: Impact of leadership styles on employees attitude towards their leader and performance: empirical evidence from Pakistani banks’, Future Bus. J. 2 (1), 54–64 (2016)

Baldoni, J.: Motivation Secrets. Great Motivation Secrets of Great Leaders (2005). http://govleaders.org/motivation_secrets.htm

Bartol, K.M., Martin, D.C.: Management. McGraw Hill, New York (1998)

Bouckenooghe, D, Zafar, A, Raja, U.: How ethical leadership shapes employees’ job performance: the mediating roles of goal congruence and psychological capital. J. Bus. Ethics 129 (2), 251–264 (2015)

Çetin, I.: Motivation and its impact on labour productivity at Hotel business a conceptual study. Int. J. New Trends Arts, Sports Sci. Educ. 2 (1), 70–79 (2013)

MathSciNet   Google Scholar  

Cross-cultural analysis of the motivational antecedents of hotel workers in Mauritius andAustralia. J. Manage. Dev. 24 (3), 253–266 (2005)

Fishbach, A., Choi, J.: When thinking about goals undermines goal pursuit. Organ. Behav. Hum. Decis. Process. 118 , 99–107 (2012)

Article   Google Scholar  

Fiss, P.C.: A set-theoretic approach to organizational configurations. Acad. Manage. Rev. 32 (4), 1180–1198 (2007)

García-Morales, V.J., Jiménez-Barrionuevo, M.M., Gutiérrez-Gutiérrez, L.: Transformational leadership influence on organizational performance through organizational learning and innovation. J. Bus. Res. 65 (7), 1040–1050 (2012)

Gellatly, I.R., Irving, P.G.: Personality, autonomy and contextual performance for managers. Hum. Perform. 43 (3), 231–245 (2001)

Gobal, R., Chowdhury, G.: Leadership styles and employee motivation: an empirical investigation in a leading oil company in India. Int. J. Res. Bus. Manage. 2 (5), 1–10 (2014)

Hancout, D.C.: Relationship between Transformational leadership and Organisational Performance in a Largest Public Sector Company in Canada, Proquest Information and Learning Company, Annalbor MI (2005)

Judge, T.A., Ilies, R.: Relationship of personality to performance motivation: a meta-analytic review. J. Appl. Psychol. 87 (4), 797–807 (2002)

Judge, T.A., Piccolo, R.F.: Transformational & transactional leadership: a meta-analytic test of their relative validity. J. Appl. Psychol. 89 (5), 755–768 (2004)

Keller, R.T.: Transformational leadership, initiating structure & substitutes for leadership: a longitudinal study of research & development project team performance. J. Appl. Psychol. 91 (1), 202–210 (2006)

Kieu, H.Q.: Leadership Styles and Organizational Performance: A Predictive Analysis: ERIC (2010)

Kingir, S., Mesci, M.: Factors that affect hotel employees’ motivation: the case of Bodrum. Serbian J. Manage. 5 (1), 59–76 (2010)

Koçak, R.D., Özüdoğru, H.: Effects of managers’ leadership features on employee motivation and performance: an application in public and private hospitals 2012. J. Faculty Commer. Tourism Educ. 1 76–88 (2012)

Koçak, R.D., Özüdoğru, H.: Effects of managers’ leadership characteristics on employee motivation and performance: an application in public and private hospitals. J. Commer. Tourism Educ. Faculty (1), 76–88 (2012)

Lussier, R.N., Achua, C.F.: Leadership: Theory, Application, & Skill Development, 5th edn. South-Western, Mason, OH (2010)

McGrath, G.R., MacMillan, I.C.: Entrepreneurial Mindset: Strategies for Continuously Creating Opportunity in an Age of Uncertainty. Harvard Business School Press Books, Brighton (2000)

Meyer, G.D., Heppard, K.A.: Entrepreneurial Strategies: The Dominant Logic of Entrepreneurship. Irwin University Books, New York (2000)

Morrison, D., Cordery, J., Antonia, G., Roy, P.: Job design, opportunities for skill utilization and instrinsic job satisfaction. Eur. J. Work Organ. Psychol. 14 (1), 59–79 (2005)

Motivation needs in Kenya’s hotel sector. Afr. J. Hospitality, Tourism and Leisure 4 (1), 1–10

Maithil, N., Chaubey, D.S., Gupta, D.: Impact of organization culture on employee motivation and job performance, IJRCM. ISSN 0976–2183, vol. 3, Issue 5, May 2012

Purcell, J., Kinnie, N., Hutchinson, S., Rayton, B., Swart, J.: Understanding the people & performance link: unlocking the black box. Research Report, Chartered Institute of Personnel and Development (2004)

Riedle, D.: Transformational vs. transactional leaders: how different leadership behaviors and communication styles affect levels of employee motivation in the financial industry (Order No. 1591122). http://search.proquest.com/docview/1696043546?accountid=142908 (2015)

Ross, D.L.: Perceived job characteristics and internal work motivation: Exploratory (2005)

Danişman, Ş.: The Effect of Leadership on Organizational Performance, Leadership and Organizational Outcomes, pp. 143–168 (2015)

Singh, S.K., Tiwari, V.: Relationship between motivation and job satisfaction of the white-collar employees: a case study, SMS Varanasi, 11 December, vol. VII(2), pp. 31–39 (2011)

Touré-Tillery, M., Fishbach, A.: The end justifies the means, but only in the middle’. J. Exp. Psychol. Gen. 141 , 570–583 (2012)

Touré-Tillery, M., Fishbach, A.: How to measure motivation: a guide for the experimental social psychologist. Soc. Pers. Psychol. Compass 8 (7), 328–341 (2014)

Türker, M.: (Employee Perceived Leadership Styles and Motivation Levels Relationship, 2nd Organizational Behavior Congress, Papers (2014)

Wasike, C.K., Ndivo, R.M.: Efficacy of motivation strategies in addressing employee (2015)

Yukl, G.: Leadership in Organizations, 5th edn. Prentice-Hall, Englewood Cliffs (2002)

Download references

Author information

Authors and affiliations.

Manipal University Jaipur, Jaipur, Rajasthan, India

Bhawna Chahar

You can also search for this author in PubMed   Google Scholar

Editor information

Editors and affiliations.

CIS Dept, University of Malta, Msida, Malta

Department of Computer Science, Central University of Rajasthan, Rajasthan, India

Nishtha Kesswani

Joseph G. Vella

Faculty of ICT, University of Malta, Msida, Malta

Peter A. Xuereb

The Education University of Hong Kong, Hong Kong, Hong Kong

Man Fung Lo

Nueva Ecija University of Science and Technology, Cabanatuan City, Philippines

Rowell Diaz

Computer Engg, CUCRID Bldg, #A301, Covenant University, Ota, Nigeria

Sanjay Misra

Lm Thapar School of Management, Thapar University, Mohali, India

Vipul Gupta

Manipal University Jaipur, Jaipur, India

Princy Randhawa

Rights and permissions

Reprints and permissions

Copyright information

© 2022 The Author(s), under exclusive license to Springer Nature Switzerland AG

About this paper

Cite this paper.

Chahar, B. (2022). Employee Motivation and Its Impact on Organizational Performance with Mediating Role of Leadership Approach: A Study of Select Hospitality Organizations in Uttarakhand (India). In: Garg, L., et al. Information Systems and Management Science. ISMS 2020. Lecture Notes in Networks and Systems, vol 303. Springer, Cham. https://doi.org/10.1007/978-3-030-86223-7_17

Download citation

DOI : https://doi.org/10.1007/978-3-030-86223-7_17

Published : 05 September 2021

Publisher Name : Springer, Cham

Print ISBN : 978-3-030-86222-0

Online ISBN : 978-3-030-86223-7

eBook Packages : Intelligent Technologies and Robotics Intelligent Technologies and Robotics (R0)

Share this paper

Anyone you share the following link with will be able to read this content:

Sorry, a shareable link is not currently available for this article.

Provided by the Springer Nature SharedIt content-sharing initiative

• Publish with us

Policies and ethics

• Find a journal
• Track your research