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Posted on March 10th, 2013, by

Purpose of the research
The purpose of the research is to find out the impact of motivation, both material and non-material on the job satisfaction of employees.
Problem definition

Today, many organizations suffer from the low job satisfaction and they are looking for options of increasing job satisfaction of employees. To meet this goal, they often attempt to improve the workplace environment, to make it more comfortable and friendly for employees, but they often forget about motivation or motivation they use is not effective anymore. As a result, the job satisfaction of employees decreases that leads to the deterioration of their performance and the deterioration of the organizational performance at large. In such a situation, many organizations underestimated the importance of motivation in regard to its impact on the job satisfaction. In addition, many organizations stand on the ground that material motivation is sufficient to keep their employees motivated. However, in actuality, the material motivation alone is apparently not enough to keep employees satisfied with their job.
Research hypothesis (developed from the problem definition)

The research hypothesis implies that the job satisfaction depends on both material and non-material motivation. The material motivation can work to a certain extent, until employees satisfy their material needs and they need non-material motivation to be satisfied with their workplace environment. Therefore, the material and non-material motivation can increase the job satisfaction of employees.
Review of literature

In actuality, the problem of the job satisfaction and the increase of the job satisfaction is one of the primary concerns of many researchers because today the job satisfaction affects consistently employees’ performance, whereas employees play an important part in the business development of modern organizations and their successful and effective performance. However, many studies often underestimate the significance of material and non-material motivation in the rise of the job satisfaction of employees. As a rule, researchers view motivation both material and non-material as the complementary tool to enhance the job satisfaction of employees. The current research suggests that the material and non-material motivation may be the major driver of the job satisfaction of employees. Nevertheless, many researchers (Caudron, 2000) agree that motivation is important for the effective employees’ performance and it contributes to the job satisfaction of employees but they view it in the context of other factors influencing the job satisfaction.

Sampling design
The study involves the use of such methods as interviews, questionnaires and focus groups, which allow to assess the impact of motivation on employees’ performance. The aforementioned methods involve managers and employees, who responded questions of interviews and questionnaires and participated in focus groups. The subjects represent different organizations and industries, are of different age and status within their organizations. In such a way, the study can reach the high level of reliability and validity.

Data collection
The data are collected in different ways. Interviews are conducted face-to-face and via phone. Questionnaires are conducted online. Focus groups are involved in the study and group members participate in discussions related to the subject of the study.
Data analysis using descriptive statistics
The data are collected and analyzed in details. The responses of the subjects are collected and groups on the ground of their attitude to the relationship between motivation, both material and non-material, and the job satisfaction.

Conclusions
Conclusions of the study are likely to support the hypothesis and prove that material and non-material motivation is the driver of the job satisfaction.
References
Caudron, S. (2000, January). “Jobs disappear: When work becomes more important.”¯ Workforce, 79 (1), 30.
Hackman, R.J. and R. Wageman. (1995). “Total Quality Management: Empirical, Conceptual, and Practical Issues.”¯ Administrative Science Quarterly. 40(2), p.309-318.
Russell, G. (2003). Introduction to Philosophy. New York: Random House.

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