What motivational factors drive Russian employees to work?

• Main Authors: Oxana Gyndunova, 奧克薩娜
• Other Authors: Bih-Shiaw Jaw
• Format: Others
• Language: en_US
• Published: 2015
• Online Access: http://ndltd.ncl.edu.tw/handle/91576968705064418000

碩士 === 國立中山大學 === 人力資源管理研究所 === 103 === The objective of this research is to identify what motivational factors drive Russian employees to work. Another aims are to understand if there are any differences in motivational factors among respondents who work in Russia and Taiwan, and understand do age, gender, education, job position, and tenure at current job affect respondents’ motivation to work. In today’s business environment, the global competition is very high. To survive and succeed in this intensive competition, companies and organizations start to pay more attention to personnel and their motivation. Motivation questions in Russia have own characteristics connected as with historical realities of formation of market economy, and with peculiar features of mentality. The theoretical part of this study discusses the content theories of motivation that explain what motivates individuals and why people work by identifying those human needs that work may satisfy. The modern understanding is that there is no universal set of motivators but motivation at work is a culture-related issue. Due to this, the theoretical part introduces also Hofstede’s five cultural dimensions model shedding light to the cultural aspect of motivational issues. The empirical part of this study uses qualitative and quantitative research method. The method for data collection was a self-completion questionnaire completed by 99 informants. The research results indicate that Russian employees are more motivated by as professional growth and relationship with members, and are less motivated by high salary and rewards. The study conducted that there is no significant differences in motivational factors between respondents who work in native country and Taiwan. Moreover, only age and gender have impact on respondents’ motivation to work. The study concludes that companies and organizations in order to motivate employees should give close attention to their incentive programs and include in them intrinsic factors that really have meaning for employees.