[雙語翻譯]員工激勵(lì)外文翻譯--員工激勵(lì)的多因素統(tǒng)計(jì)分析（英文）

1、 Procedia - Social and Behavioral Sciences 109 ( 2014 ) 851 – 857 1877-0428 © 2014 The Authors. Published by Elsevier Ltd. Selection and peer review under responsibility of Organizing Committee of BEM 2013. d

2、oi: 10.1016/j.sbspro.2013.12.553 ScienceDirect2nd World Conference On Business, Economics And Management -?WCBEM 2013 The measurement of employee motivation by using multi-factor statistical analysis Roman Záme?n&

3、#237;k a * a Tomas Bata University in Zlín, nám. T. G. Masaryka 5555, Zlín 760 01, Czech Republic Abstract The proposal and implementation of an effective motivation program is one of the key management t

4、asks of a company. Improperly designed and applied motivation programs can have a negative impact on employees, who are not motivated to achieve maximum performance. The paper will also deal with the problems of employ

5、ee motivation and the motivation programs in a selected industrial company. The motivation structure analysis will be based on the general knowledge of the theory of motivation, together with the analysis of the employ

6、ees’ motivation profiles. The fundamental tool used in this process is a cluster analysis and its usage in the creation of motivation programs. The analysis of motivation factors and their order will be made according

7、to the level of importance they have for the employees, which will be assessed by the Questionnaire Method. The Cluster Analysis will be used due to the possibility of creating various types of motivation programs. The

8、 result will be a proposal for the creation of methodological unified motivation programs by using multi-factor statistical analysis (cluster analysis). On the basis of the results obtained from our analysis, we will b

9、e able to determine if it is possible to develop a unified motivation program for employees within a selected industrial company. Keywords: employee motivation, motivation programs, analysis of motivation factors, clust

10、er analysis; 1. Introduction All activities of a firm are realized through the performance of its employees. The realization of every kind of strategy requires the involvement of employees of a particular structure (a n

11、umber of employees, their professional and qualified structure) and particular quality (abilities, knowledge, skills), their willingness to the particular kind of performance, which is actually based on the motivation

12、level as well as on the approach of employees to their firm. The determination of these needs, the solution of sources for their satisfaction (the motivation of employees and formation of their “quality”) is the basic

13、principle of the personal strategy in a firm, wherein the motivation programme of a firm should form an inseparable part (Hitka, 2009). As Devadass (2011) states scholars and practitioners care about cultivating, increa

14、sing, and maintaining work (employee) motivation. Motivation research has a long history of considering employee motives and needs (Alderfer, 1969; Maslow, 1954; McClelland, 1961). Interest in these areas peaked in the

15、1970s and early 1980s, and the last fifteen years has seen little empirical or theoretical research. According to Moorhead & Griffin (1998) is employee performance frequently described as a joint function of abilit

16、y and motivation, and one of the primary * Corresponding Author: Roman Záme?ník. Tel.: +420-576-032 528 E-mail address: zamecnik@fame.utb.cz Available online at www.sciencedirect.com© 2014 The Authors. Pu

17、blished by Elsevier Ltd. Selection and peer review under responsibility of Organizing Committee of BEM 2013.Open access under CC BY-NC-ND license.Open access under CC BY-NC-ND license.853Roman Záme?ník / Proc

18、edia - Social and Behavioral Sciences 109 ( 2014 ) 851 – 857 - Collecting and analysis of so called soft data (information about satisfaction or dissatisfaction of a worker, about their value orientation, aspirat

19、ions, relation to work, relation to superiors, to fellows and to whole company). After analysis of presented social-economic information it can be created outstanding motivation program for employees. These issues are

20、 the subject of the works by authors, for instance, Hitka & Rajnoha (2003) and Záme?ník (2007). These authors have elaborated and applied a methodology for the analysis of employee satisfaction and for m

21、otivational factors for the employees of industrial manufacturing enterprises through the assistance of multi- criteria statistical analysis methods – i.e. cluster analyses. A partial task of this methodology is the crea

22、tion of a universal, easily modifiable questionnaire that is usable for all employee categories and which determines the valuation spread used to evaluate responses to the questionnaire. On the basis of practical verif

23、ication with the assistance of cluster analysis, groups are formed of similarly motivationally oriented employees. Analysis of these groups is further determined by the priority allocated a motivational factor for an i

24、ndividual group. The motivational factor can subsequently be used in the creation of a motivational programme for a group of similarly motivated employees. Cluster analyses are one of the possibilities available to ex

25、ploit the information contained in multi-dimensional comparisons using the differentiation of sets into several relatively unified sets of clusters. The application of the cluster analysis method leads to favourable re

26、sults – especially there where the set under investigation in reality falls into classes, and where objects have a tendency to gather together into natural clusters. Through use of appropriate algorithms, the structure

27、 of the set under investigation can be peeled away to reveal its consistent components and thus to classify the individual objects. This can be achieved through the radical reduction of the dimensions of roles – and th

28、is in such a way that a number of variables will be represented by one variable expressing its association or belonging to such a defined class or type. The aim being to achieve in essence such a state where, the object

29、s to be found within a cluster will as similar to one another as possible and the objects in various clusters will bear as little similarity to one another as is possible. In view of the fact that employee motivational

30、 systems are based on differing criteria according to variable characteristics, it is appropriate to use cluster analysis – further only CLUA, for the final evaluation of motivational factors, where through the use of

31、a suitable algorithm, we can work our way to an evaluation of the realistic order of motivational criteria. Application of the CLUA system is performed in three stages: differentiation – the selection of groups, their

32、interpretation – naming of these groups and their “profiling” – and the description of the characteristics of each of these groups. Cluster analyses can therefore be used for research investigations into the possibili

33、ty of creating certain types of motivational programmes, that is to say, the possibility of establishing a unified motivational programme for a group of workers with similar motivational profiles. The aim of analysis,

34、is to discover on the basis of the measurement of the similarity of respondents` answers to questionnaires, whether or not it is possible to identify a group of employees with a similar make up of motivators among the

35、employees – for whom it would be possible to elaborate (tailor-made) unified motivational programmes with the intention of simplifying and rendering more effective the validation in practice of motivational programmes

36、in everyday practice. Apart from the aforementioned, cluster analysis can also be used for more detailed verification of the structures and ranking of the importance of motivational criteria. From among the wide range o

37、f cluster analysis methods available, we chose the Hierarchical Clustering Method – i.e. the so-called Ward Method with its measurement of the scale or degree of similarity in the responses of individual respondents in

38、 the simplest possible way, i.e. through the use of the so-called Euclidian Distances Method. The actual phases in the preparation, creation, and realisation/implementation of the motivational programme can be broken

39、down into the following basic steps. (Fig. 1): Figure 1. Schema of the creation of motivational programmes using the cluster analysis Enterprise Motivator Analysis Motivator/ Employee Clusters Employee Cluster Anal