CERTIFICATE

IMPACT FACTOR 2021

Subject Area

  • Life Sciences / Biology
  • Architecture / Building Management
  • Asian Studies
  • Business & Management
  • Chemistry
  • Computer Science
  • Economics & Finance
  • Engineering / Acoustics
  • Environmental Science
  • Agricultural Sciences
  • Pharmaceutical Sciences
  • General Sciences
  • Materials Science
  • Mathematics
  • Medicine
  • Nanotechnology & Nanoscience
  • Nonlinear Science
  • Chaos & Dynamical Systems
  • Physics
  • Social Sciences & Humanities

Why Us? >>

  • Open Access
  • Peer Reviewed
  • Rapid Publication
  • Life time hosting
  • Free promotion service
  • Free indexing service
  • More citations
  • Search engine friendly

Multigenerational impact on work motivators of Saudi ministry of health employees

Author: 
Aisha Faisal Bataweel and Hussein Bourie
Subject Area: 
Social Sciences and Humanities
Abstract: 

Background: The lack of consideration for individual employees’ needs can result in many obstacles for HR professionals. This study empirically examined the multigenerational differences among employees, their impact on work motivators, and their implications for HR managers. Materials and Methods: Applying Twenge et al.’s model, the quantitative study developed a self-administered closed survey to investigate the significant multigenerational differences of 23 motivational factors across the generations categorized by their date of birth using a Likert scale of 5 points. The study employed a cluster sampling technique to select 348 respondents from a population of 3236 healthcare workers in one medical complex and nine primary healthcare centers in North Jeddah. The questionnaires were sent to the respondents via email. A post hoc Tukey test was performed on the data after a one-way analysis of variance (ANOVA). The study used SPSS for the …, and Excel for descriptive data. Result: The study’s findings indicate the significance of intrinsic rewards; it shows a statistically significant difference with a p-value (.000), less than 0.05. So the study will reject the null hypothesis and accept the hypothesis. But no significant difference among the other work motivators, leisure rewards, showed no statistically significant differences (p-value is 0.668), more than 0.05. So, the study accepts the null hypothesis and rejects the hypothesis. In Altruistic rewards, it shows no statistically significant differences as the p-value (.806) is more than 0.05. So the study will accept the null hypothesis and reject the hypothesis. Social rewards show no statistically significant differences with a p-value (.736) greater than 0.05. So, the study will accept the null hypothesis and reject the hypothesis. Extrinsic rewards show no statistically significant difference with a p-value (.096) more than 0.05. So, the study will accept the null hypothesis and reject the hypothesis. Finally, job stability shows no statistically significant differences with a p-value (.205) more than 0.05. So, the study will accept the null hypothesis and reject the hypothesis. These findings and their implications for HR managers are described and discussed in the present article. The significance is suitable for MOH transformation leaders; this means smaller generation gaps. Conclusion: Multi-generational impacts on work motivators and detected statistically significant among generations on Intrinsic rewards work motivator is good for MOH transformation leaders; smaller generation gaps. There is no significance on the other five work motivator.

PDF file: 

CALL FOR PAPERS

 

ONLINE PAYPAL PAYMENT

IJMCE RECOMMENDATION

Advantages of IJCR

  • Rapid Publishing
  • Professional publishing practices
  • Indexing in leading database
  • High level of citation
  • High Qualitiy reader base
  • High level author suport

Plagiarism Detection

IJCR is following an instant policy on rejection those received papers with plagiarism rate of more than 20%. So, All of authors and contributors must check their papers before submission to making assurance of following our anti-plagiarism policies.

 

EDITORIAL BOARD

CHUDE NKIRU PATRICIA
Nigeria
Dr. Swamy KRM
India
Dr. Abdul Hannan A.M.S
Saudi Arabia.
Luai Farhan Zghair
Iraq
Hasan Ali Abed Al-Zu’bi
Jordanian
Fredrick OJIJA
Tanzanian
Firuza M. Tursunkhodjaeva
Uzbekistan
Faraz Ahmed Farooqi
Saudi Arabia
Eric Randy Reyes Politud
Philippines
Elsadig Gasoom FadelAlla Elbashir
Sudan
Eapen, Asha Sarah
United State
Dr.Arun Kumar A
India
Dr. Zafar Iqbal
Pakistan
Dr. SHAHERA S.PATEL
India
Dr. Ruchika Khanna
India
Dr. Recep TAS
Turkey
Dr. Rasha Ali Eldeeb
Egypt
Dr. Pralhad Kanhaiyalal Rahangdale
India
DR. PATRICK D. CERNA
Philippines
Dr. Nicolas Padilla- Raygoza
Mexico
Dr. Mustafa Y. G. Younis
Libiya
Dr. Muhammad shoaib Ahmedani
Saudi Arabia
DR. MUHAMMAD ISMAIL MOHMAND
United State
DR. MAHESH SHIVAJI CHAVAN
India
DR. M. ARUNA
India
Dr. Lim Gee Nee
Malaysia
Dr. Jatinder Pal Singh Chawla
India
DR. IRAM BOKHARI
Pakistan
Dr. FARHAT NAZ RAHMAN
Pakistan
Dr. Devendra kumar Gupta
India
Dr. ASHWANI KUMAR DUBEY
India
Dr. Ali Seidi
Iran
Dr. Achmad Choerudin
Indonesia
Dr Ashok Kumar Verma
India
Thi Mong Diep NGUYEN
France
Dr. Muhammad Akram
Pakistan
Dr. Imran Azad
Oman
Dr. Meenakshi Malik
India
Aseel Hadi Hamzah
Iraq
Anam Bhatti
Malaysia
Md. Amir Hossain
Bangladesh
Ahmet İPEKÇİ
Turkey
Mirzadi Gohari
Iran