ROLE OF PERSONNEL MOTIVATION POLICY FOR EMPLOYEES' PRODUCTIVITY OF BIG COMPANY

Abstract

The present study contributes to our understanding of relationships between employees’ productivity and organizational commitment, welfare and self-determined motivational factors in telecommunication sector by exploring differences on evaluation of productivity related issues between big and small size telecommunication companies and comparing those with general working population in different industries. Findings of this study will give certain knowledge on the meaning of knowledge workers’ productivity in telecommunication industries and on the specific challenges involved in the management of knowledge workers’ productivity. Commitment as used in this context refers to loyalty and job satisfaction, while productivity refers to employee job performance and effectiveness. Specifically, Aswathappa (2004) argued that welfare involved physical, mental, moral and emotional well-being of an individual, which according to Singh (2009) involves occupational health, suitable working time and appropriate salary that can increase motivation and satisfaction 1 . In this context we defined Welfare as body of hygienic benefits, incentives provided by employer and self-determinant motivation refers to intrinsic motivators. In the pages below that follow, we first review theoretical framework of involved concepts like productivity, commitment and motivation. This is followed by a description of our research method, the presentation of our findings and conclusions.

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