본 연구는 자원봉사활동의 허브 기능을 하는 자원봉사캠프 상담가의 참여 동기가 활 동유효성에 미치는 영향에 대하여 알아보고, 인정·보상에 대한 만족 수준이 이를 어떻게 매개하는지를 검증하여 궁극적으로 자원봉사캠프 상담가 활동 활성화를 위한 이론적·실 천적 함의를 제시하는데 연구의 목적이 있다. 본 연구결과는 다음과 같다. 자원봉사캠프 상담가의 참여 동기는 활동유효성에 직접적인 영향을 줄 뿐만 아니라 매개변인인 인정·보상을 통해 활동유효성에 간접적인 영향을 미치고 있음을 알 수 있다. 따라서 자원봉사캠프 상담가의 참여 동기는 활동유효성에 영향을 미치는 예측요인이 되 며, 자원봉사활동에 대한 인정·보상의 기능은 자원봉사활동의 동기유발 전략도구로 자원 봉사 만족도 및 지속성의 예측요인임을 밝히는 바이다. 이로써 본 연구는 자원봉사현장에서 준전문가로 활동하면서 자원봉사를 이끄는 자원 봉사캠프 상담가의 관리방안과 자원봉사활동 활성화를 위한 기초자료로 제공될 수 있다 는 점에서 그 의의를 갖는다.

오늘날 조직은 빠르게 변화하는 외부 환경에 적극적으로 대응하고자 조직과 업무에 적극적인 태도를 가지고 직무열의가 높은 조직구성원을 필요로 한다. 조직구성원의 직무열의를 효과적으로 이끌어내기 위 해서는 조직구성원에게 구체적인 목표와 지속적 관심을 제공하는 상사의 변혁적 리더십 구현이 필요하 며, 외부적인 리더십이 조직구성원의 직무열의로 이어지기 위한 조직구성원의 내적 동기부여 과정이 필요하다. 이에 본 연구는 공공기관 구성원을 대상으로 리더의 변혁적 리더십이 구성원의 내적동기를 매개로 직무열의에 미치는 영향을 연구하고자 하였으며, 이를 위해 A공공기관 조직구성원을 대상으로 설문자료를 배포하여 이중 회수된 287부를 통계 분석한 결과 다음과 같다. 첫째, 변혁적 리더십은 내적 동기, 직무열의에 유의미한 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 내적 동기는 직무열의에 유의미한 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 내적 동기는 변혁적 리더십과 직무열의를 부분 매개하는 것으로 분석되었다. 이와 같은 연구결과를 통하여 내적 동기는 변혁적 리더십과 직무열의의 관계에서 중요한 영향을 미치고 있음이 밝혀졌다. 따라서 조직구성원의 직무열의 향상을 위하여 조직에서는 상급자에게 변혁적 리더십의 구현을 위한 교육 활동을 제공할 뿐만 아니라 조직구성원의 내적 동기를 고양할 수 있는 직무환경을 제공할 필요성이 있다.

목적 : 본 연구는 산재근로자를 대상으로 작업능력강화프로그램이 자기효능감, 우울, 재활동기에 미치는 효 과와 원 직무복귀에 따른 그룹 간 차이를 알아보고자 하였다. 연구방법 : 2015년 6월부터 2016년 8월까지 경상남도 소재의 C병원에서 작업능력강화프로그램을 실시한 산재근로자 49명을 대상으로 실시하였다. 작업능력강화프로그램은 1일 1회 3시간 이상 주 5회, 총 4~8 주간 실시하였고, 프로그램 중재 전･후 자기효능감, 우울, 재활동기를 측정하였다. 산재요양기간 종료 후 2개월 뒤 추적관찰을 통해 원 직무복귀 그룹과 원 직무복귀 실패 그룹을 나누어서 두 집단 간 차이를 알아보았다. 결과 : 작업능력강화프로그램 실시 후 자기효능감, 우울, 재활동기에서 유의한 차이가 있었다(p<.05). 산재 요양기간 종결 2개월 뒤 원 직무복귀 여부에 따라 두 집단 간 차이를 확인했을 때 자기효능감의 변화량 에서 유의한 차이를 보였다(p<.05). 결론 : 본 연구는 작업능력강화프로그램이 산재근로자의 자기효능감, 우울, 재활동기 향상에 효과적임을 보 여주었고, 자기효능감이 원 직무복귀 성패에 중요한 요인임을 제안한다.

공무원의 직무수행동기는 조직에서 요구하는 일을 하려는 동기로서 조직참여자의 직무수행과 생산성을 결정짓는 데 영향을 미친다. 교정공무원은 여타 형사사법기관보다 상대적으로 불안전한 근무환경으로 직무수행동기가 낮은 것으로 인식되어 왔다. 따라서 본 논문은 서울지방교정청과 대구지방교정청에 근무하는 교정공무원(287명)을 대상으로 머슬로의 욕구5단계이론을 기준으로 교정공무원의 직무수행동기에 영향을 미치는 각종 요인에 대해서 각 지표를 개발, 설문조사를 실시하였다. 조사결과 교정공무원들은 보수수준(안정성), 근무시간(안전성) 등에 직급별로 차이를 보였고, 업무의 재량성, 동료간 의사소통이 문제를 경험하는 것으로 나타났다. 또한 교정공무원은 학력이 높을수록, 연령이 많을수록 교정직 공무원으로서의 성취욕, 자아실현감 등의 욕구를 충족하지 못하는 것으로 나타났다. 그러므로 교정공무원법의 제정과 고급인력채용시스템의 확충과 각종 인사상 인센티브제공, 교정직의 올바른 홍보, 지역사회와의 친화프로그램개발 등의 교정공무원의 직무동기를 높이기 위한 방안을 시행할 필요가 있다.

Project manager plays a very important role in the success of any project. The primary duty of the project manager is to combine the outcomes or results of the various processes and activities of project management into a systematic project management strategy or plan for the project. In the construction industry, a lack of motivation is an urgent problem for many project managers in construction and engineering projects. Lack of motivation affects the quality and productivity of jobs, reducing profits and growth for companies, businesses, contractors or organizations that rely on human resources. The reasons for this lack of motivation are diverse ranging from salary to culture to life and working environment, among others. Through surveys and data analysis using Cronbach’s Alpha reliability and EFA (Exploratory Factor Analysis), our research scaled the factors affecting work motivation of project managers in the construction industry in Vietnam. The research results identified six major groups of relevant factors including (i) salary and benefits, (ii) work environment, (iii) promotion opportunities, (iv) organizational culture, (v) interest in the job, and (vi) relationship with the organization. From there, this paper contributed useful information as well as measures for businesses, companies, contractors or organizations in the construction industry.

This study aims to examine the influence of Islamic leadership and Islamic work culture on employee performance through work motivation and job satisfaction. This study was conducted at Universitas Islam Negeri (UIN) Walisongo Semarang, Indonesia, because so far, there is still very limited research on the relationships between Islamic leadership, work culture, and work motivation in educational personnel performance. The educational personnel performance is expected to increase at UIN Walisongo Semarang with continuous efforts to improve to survive and develop as much as possible. The population of this study was all educational personnel at UIN Walisongo Semarang, Indonesia. Of 186 people, only 127 people were involved in this study. The research method used was a survey method using primary data collected through questionnaires. This study’s analysis technique employed multiple linear regression. The results uncovered that, out of the eight hypotheses proposed, six hypotheses were accepted. Islamic leadership and Islamic work culture were found to have no direct effect on employee performance. Besides, work motivation and job satisfaction became essential factors mediating Islamic leadership and Islamic work culture on employee performance. Spiritual values in leadership inspire employees to build the organization’s vision and create job satisfaction, which in turn impacted employees’ performance.

This study presents an exploratory investigation of SMEs in Vietnam to understand the impact of personal-level factors on middle managers’ work motivation and the moderating role of work environment. A survey of 450 middle managers (MMs) in 150 Hanoi’s SMEs was conducted. The findings of this research showed a significant positive impact of Achievement (ACHV), Recognition (RECOG), and Responsibility (RESP) on work motivation of MMs under the investigation. Furthermore, the result indicated that the work environment affects the relationship between personal-level factors and work motivation of participants. Consequently, both work environment improvement and strategies related to personal-level factors need to be taken into consideration. Especially, Recognition and transparency in Responsibility are appreciated in organizations with a low level of work environment satisfaction. However, there were no indications that Participation (PAR) and Communication (CMM) have a considerable impact on work motivation of respondents, being neither low level nor high level of work environment satisfaction. Based on the findings, recommendations are suggested for Vietnam’s SMEs to improve work motivation of MMs, by (i) developing standards with emphasis on their achievement, (ii) paying attention to organizational culture focusing on the responsibility of this managerial level, and (iii) building an adequate incentive system, especially non-financial incentives.

The purpose of this study is to determine the effect of work motivation and leadership on job satisfaction and its implications on employee performance. A total of 355 samples of Bukit Asam Coal Mining Company Ltd. in Indonesia were selected proportionally with random sampling. Data were obtained through questionnaires. Data analysis technique employed structural equation modeling (SEM) with AMOS 22. The results of the study show that leadership and work motivation have a positive and significant effect on job satisfaction. Leadership has a more considerable influence (0.263) than work motivation (0.171) toward employee job satisfaction. The influence of leadership towards job performance is 0.175. The influence of work motivation towards job performance is 0.166. Job satisfaction has the most dominant influence (0.363) towards employee performance. The direct effect of leadership on employee performance is 0.175 greater than the indirect influence of leadership on employee performance through employee job satisfaction, which is only 0.096. Likewise, the direct effect of work motivation towards employee performance is 0.166 greater than the indirect effect of work motivation towards employee performance through employee job satisfaction, which is only 0.062. Thus, job satisfaction does not mediate the effects of leadership and work motivation toward employee performance.

The study aims to identify the role of transformational leadership toward work performance through intrinsic motivation in pharmaceutical field by a survey of 220 pharmacists in Vietnam. The pharmaceutical industry in Vietnam is experiencing rapid growth, accompanied by the need for a change in leadership for managers. The transformational leadership creates a proactive, positive attitude, passion, interest or an increase in intrinsic motivation of employees, thereby affecting work performance. This study performed reliable verification by Cronbach’s Alpha coefficient, then the factors are analyzed by EFA before conducting multivariate regression analysis. The results showed that the transformational leadership style includes such factors as: idealized influence (attributed and behavior), inspirational motivation, intellectual stimulation, individualized consideration have a positive impact on intrinsic motivation and thereby positively affecting work performance. It confirms that employees will have a higher intrinsic motivation level when working under transformational leadership from their leaders. It makes employees work more efficiently. According to the research results, the pharmacist has an intrinsic motivation to work hard on tasks that contribute to the group overall goal of. That requires managers to have a task assignment strategy to connect the goals of the members together as well as of the members to the group.

The purpose of this study was to examine the relationships between participation motivation for exercise, perceived constraints, adherence intention and participation level of exercise in work population. The specific hypotheses tested in this study were that participation motivations for exercise would be negatively correlated with perceived constraints, and would be positively associated with adherence intention, which subsequently would predict greater participation level of exercise. Participation motivations for exercise also would be significantly indirectly related to on participation level by way of perceived constraints and adherence intention. Perceived constraints would be negatively associated with adherence intention and participation level of exercise. Participants were 426 full-time employees in Jeju province. Employees completed self-administered questionnaires measuring participation motivation, constraints on participation, adherence intention, participation level of exercise, and demographical variables. Results showed that enjoyment motive was positively associated with perceived constraints, and health/fitness motive, stimulus pursuit motive and social motive were negatively associated with perceived constraints. Enjoyment and health/fitness motives were significant predictors of adherence intention of exercise. Enjoyment motive would be triggered positively direct effect on participation level of exercise. Enjoyment motive had significant indirect effects on participation level via perceived constraints and adherence intention, and health/fitness motive also had indirect effect on participation level of exercise, but the effect was not significant. Consequently, enjoyment motive stands out as the most important predictor of participation level of exercise. These results supported motivation model based on tenets of self-determination theory. As an additional data, male workers had significantly higher enjoyment motive and adherence intention than did female workers, while female workers had significantly higher intrapersonal constraints than did male workers. White-collar workers had significantly higher enjoyment motive and participation level of exercise than did blue-collar workers, while blue-collar workers had significantly higher social motive and intrapersonal constraints than did white collar workers. These results are discussed in terms of self-determination theory and hierarchical model of leisure constraints