The impact of means of motivation on employee‘s commitment to organization in public and private sectors
| dc.contributor.author | Jasinskas, Edmundas | |
| dc.contributor.author | Zalgiryte, Lina | |
| dc.contributor.author | Giziene, Vilda | |
| dc.contributor.author | Simanaviciene, Zaneta | |
| dc.contributor.other | Ekonomická fakulta | cs |
| dc.date.accessioned | 2014-05-22 | |
| dc.date.available | 2014-05-22 | |
| dc.date.issued | 2013-08 | |
| dc.description.abstract | Recently, both in Lithuania and abroad, the interest of practitioners and researchers in employee motivation and commitment to the organization has grown significantly. The analysis focus on impact of motivation on the employee’s commitment to organization in the public and private sectors, but the impact of motivation on employee‘s commitment to the organization in the public and private sectors is rarely compared. Yet only comparison can help to determine the reasons why the commitment of employees differs by sectors. The purpose of this paper is to establish the impact of motivation on employees’ commitment to the organization in the public and private sectors. Analysis of scientific literature was used in order to distinguish the theoretical aspects of employee motivation and organizational commitment. Questionnaire of private and public sector employees was conducted and the statistical analysis of questionnaire data led to the evaluation of the impact of employees’ motivation on commitment to the organization in the public and private sectors. The results of this paper are consistent with the analysis of previous studies, which showed that an increased organizational commitment is noticeable in the private sector. In the public sector the means of motivation often include gratitude, recognition, good relations with colleagues, and in the private companies – the premium for the achievement of organization's goal, leisure events, and gratitude. The means of motivation have different effects on employees’ commitment to the organization. In the public sector compared to the private, relies on immaterial motivation means, i.e. rarer pay raises, encouragement premiums, which are inconsistent with the needs of employees. Whether the target of the means of motivation is an individual or a team, it has no effect on organizational commitment. | en |
| dc.format | text | |
| dc.format.extent | 268-277 | cs |
| dc.identifier.isbn | 978-80-7372-953-0 | |
| dc.identifier.uri | https://dspace.tul.cz/handle/15240/6922 | |
| dc.language.iso | en | |
| dc.publisher | Technická Univerzita v Liberci | cs |
| dc.publisher | Technical university of Liberec, Czech Republic | en |
| dc.publisher.abbreviation | TUL | |
| dc.relation.ispartofseries | Liberec economic forum 2013: proceedings of the 11th international conference: 16th - 17th September 2013, Sychrov, Czech republic, EU /[editor Aleš Kocourek];1 | |
| dc.subject | means of motivation | en |
| dc.subject | commitment to organization | en |
| dc.subject | employee | en |
| dc.subject | public sector | en |
| dc.subject | private sector | en |
| dc.title | The impact of means of motivation on employee‘s commitment to organization in public and private sectors | cs |
| dc.type | Article | en |
| local.access | open | |
| local.faculty | Faculty of Economics | |
| local.fulltext | yes |