Factors motivating governmental employees in the United Arab Emirates

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To enhance the performance of organizations, the motivation of employees is a critical factor. The challenge is that motivation can be dependent on the culture and time of analysis. The timely studies are needed for different regions. The purpose of this study is to perform the motivation factors analysis of government employees to enhance their performance. Herzberg’s two-factor motivation theory was used, where the focus is on motivators, which were compared with financial rewards. Another classification of motivators and movers that contributes to ideas was extracted from the literature and included in the questionnaire survey. A survey was designed and 64 employees working in governmental service sectors in the United Arab Emirates (UAE) responded to the questionnaire. Statistical analysis methods such as two proportion z-test, Chi-square, and Fisher tests, were used. Results showed that recognition, which was selected by 44% of employees, is the only source of satisfaction that has a higher effect than financial rewards. In addition, a sense of achievement, the opportunity to take responsibility, work itself, as well as advancement prospects have the same or lower effect than financial rewards. Moreover, results showed that, generally, factors associated with motivators are more important for ideas’ contribution than movers, except for the desire to overcome frustration at work. The practical value of the results is obvious since motivation can significantly enhance the performance of organizations in the UAE.

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    • Figure 1. Herzberg’s sources of satisfaction (motivators) vs. financial rewards (%)
    • Figure 2. Effect of organization, experience, gender, and relationship with the manager on contributing ideas
    • Table 1. Hypotheses of the study
    • Table 2. Two proportion z-test to compare financial rewards with Herzberg’s motivators (p-values)
    • Table 3. Contingency table for financial rewards and recognition
    • Table 4. Relationship between financial rewards and Herzberg’s sources of satisfaction
    • Table 5. Effect of organization, gender, experience, and relationship with the manager on the choice of the best source of motivation (p-value)
    • Table 6. Effect of experience on personal growth as a motivator
    • Table 7. Employee responses to motivators and movers
    • Table 8. Effect of gender, work experience, organization sector, and relationship with managers on the idea’s contribution (p-values)
    • Conceptualization
      Bashaer Soumar, Ahmad Sakhrieh
    • Methodology
      Bashaer Soumar, Muataz Al Hazza
    • Writing – original draft
      Bashaer Soumar, Mohammed Alnahhal
    • Supervision
      Mohammed Alnahhal
    • Writing – review & editing
      Mohammed Alnahhal
    • Data curation
      Muataz Al Hazza
    • Formal Analysis
      Muataz Al Hazza
    • Investigation
      Ahmad Sakhrieh, Mosab I. Tabash
    • Visualization
      Ahmad Sakhrieh
    • Project administration
      Mosab I. Tabash
    • Resources
      Mosab I. Tabash