Journal of Asian Business Strategy

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Factors Affecting Employees Motivation in Banking Sector of Pakistan

Naeem Akhtar
MS Scholar; Department of Management Sciences, COMSATS Institute of Information
Technology Sahiwal, Pakistan
Shahzad Aziz and Zahid Hussain
Lecturer; Department of Management Sciences University of Education Lahore (Okara
Campus), Pakistan
Saqib Ali and Muhammad Salman
MS Scholar; Department of Management Sciences Bahauddin Zakariya University Sub Campus
Sahiwal, Pakistan
Abstract
The aim of this study is to find out the relationship between the different factors (financial
rewards, personal traits, high salary plans, job design and supervision) and employees
motivation. In present study financial rewards, high salary plans, job design, personal traits and
supervision are the independent variables and employees motivation is dependent variable. It is
the quantitative research. For the data collection, study used the questionnaire method and data
collection concerned with the banking sector of the Pakistan. In this paper study specified the
sample size of 150 employees of the different banks in Pakistan. For the analysis of the data
used the multiple regressions in this study. All the different variables have the positive impact
on employees motivation. They contribute positively towards the employees motivation. This
study conducted with the reference of Pakistan. It concluded that these factors have positive
effect on employees motivation.
Keywords: Financial rewards, personal traits, employee's motivation, Pakistan

factors play a vital role to promote the

individual towards the specific goal.
Motivation is the important feature in any
organization, to motive the employees
towards the success of the organization.
Actually motivation is an internal process
that makes the person move toward a goal.
Motivation cant be measured.

Introduction*
Motivation is the inner driver to behave or
act in a certain manner. These inner
conditions are wishes, desires, goals,
activate to move in a particular direction.
Motivation is the general desire or
willingness to do something. Motivation is
the result of conscious and unconscious
factors such as intensity of the desire or
need, incentive or reward value of the goal
and expectations of the individual. These

This study is concern about the factors that

directly affect the employees motivation.
How different variables are related to the
motivation and what are impacts on the
employees motivation. This study is related
to the banking sector and to find out the
impact of different factors including

Corresponding author's
Name: Naeem Akhtar
Email address: [email protected]

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Journal of Asian Business Strategy, 4(10)2014: 125-133

financial rewards, personal characteristics,

high salary plan, supervision and job design
on employees motivation specifically in
banking sector in Pakistan. These variables
affect the motivation at what extend or level.
Motivation has also the great importance in
organizational performance. These factors
determine the motivational impact on
employees. This study also checks how
these variables affect the motivation either
positively or negatively. Already many
studies determine the positive impact on
employees motivation but this study will
check this relationship again.

characteristics have impact on work

motivation. it involve the variables
Independent variables are good pay and
personal characteristics including gender ,
age, education level, work experience,
marital status, personality and monthly
income. Dependent variable are work,
motivation In this paper the author select
the method of questionnaire .These are filled
by employees in six organization and people
in markets. The analysis of this data uses the
method of used t-test, one way ANOVAs
and aggression based on Associated six
organization in china which is situated in
Ningbo. This discussion found that these
variables pay plays an important role to
motivate the employees in china and
personal characteristics have great impact on
work motivation. Conclusion shows, it is
confirmed that all factors are important to
motivate the employees; good pay is the
most valuable variable.

This study is quantitative in nature and data

is collected through questionnaire. In this
study the sample size is 200 and data is
collected through different banks in Pakistan
because study concern with the banking
sector. For the analysis of the data study will
apply multiple regressions to find out the
results. The purpose of present study is to
find out relationship between independent
and dependent variables. Independent
variables are financial rewards, personal
characteristics, high salary plan, job design
and supervision and dependent variable is
employees motivation. It is the relational
study and conclusion will be drawn on the
basis of findings.

Many researchers discuss the environment

factors that increase the employees
motivation. Reis and Pena (2001) has
objective to introduce the environment in
employees can work friendly. Different
famous theories of writers and the Surveys
are used to collect the data. It concerns with
management history. Findings show that in
nowadays cooperative work environment is
great effect on motivation. Its confirmed
that working style and method has been
changed.

Objective of the study

To determine the relationship
between financial rewards and
employees motivation
To determine the relationship
between job design and employees
motivation
To determine the relationship
between
supervision
and
employees motivation
To determine the relationship
between high salary plan affect
employee motivation
To determine the relationship
between personal characteristics
and employees motivation

Many researchers check the impact of

motivation on various factors. Densten
(2002) inspected the proper form of
inspirational motivation and relationship.
Independent variable is inspirational
motivation and depended variable is extra
work. To fill the questionnaire for collecting
the
data.
Congener
measurement
model/structural equation model is used.
This research consists of senior managers
within an Australian Law enforcement
organization. To find out that inspirational
motivation and extra effort has positive
relationship. Inspirational motivation leads
towards the leadership style which helps the
employees some of the researchers doing
study on that motivation plays a vital role to
transfer the knowledge to others. Martin et
al. (2009) find out the relationship between

Literature reviews
Most of the researcher found the different
factors that affect the motivation on different
level. Yang (2011) has the objective to find
out the factors that motivate the employees
in china and at what extend the personal
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Journal of Asian Business Strategy, 4(10)2014: 125-133

motivation and ability to transfer

knowledge. In this study I.V are intrinsic
motivation and extrinsic motivation and D.V
is knowledge. Interviews, questionnaire and
multiple documents are reviewed for the
collection of data. A partial least squares
approach is used. Within the Aspirins area
including 270 employees. Findings show
that intrinsic motivation has positive effect
on knowledge transfer but extrinsic
motivation. The results show that it is the
intrinsic motivation that improves the
employees motivation and on the other
hand extrinsic motivation like good
incentives may not effect on employees to
transfer their knowledge.

is used to draw the statistical results. This

literature has the background of Israeli
school teachers from different educational
institutions. To find that leadership styles
have great impact on teachers motivation.
This study tells the relationship between
transformational
and
transactional
leadership and teachers motivation.
Some of the researchers found that
motivation leads to the performance.
Hailesilasie (2009) aims at determinants
which affect the performance. I.V is
motivation experience, role perception and
D.V individual performance. Questionnaire
is used to collect the data. Regression is
applied for data analysis. This study related
with Ethiopian public organization. The
purpose is to find that motivation and role
perception has positively impact on
performance. The purpose of this study is to
determine the factors of individual
performance on EPOs.

Some of the researchers find out the

relationship between internal evaluations in
the management development program.
Jarvela (2004) take internal evaluation as
independent and D.V is management
development. The Questionnaire, interviews,
participant observation survey research
method is used for the collection of data
Evaluation design/framework is used for
analysis. It is public sector professional
organizational background. To find that in
organization it is important for managing
data and managing organizational political.
At the end it is confirmed that internal
evaluation system is necessary for
organization.

Most of the researchers found that

motivation has great impact on knowledge
application. Nesheim et al. (2011) described
that structural knowledge communities
participate to knowledge application. IV is
community management, motivation, line
support and D.V is knowledge application.
Electronic, the web based questionnaire is
used. Regression analysis is used for data.
The context of this paper is associated with
Norway organizations. To find that line
support, motivation and community
management have great impact on
implication of knowledge. Conclusion is,
these mentioned antecedents have major
influence on knowledge application.

Some of the researchers pay attention on

coaching program to motivate the concern
employees. McComb (2012) aims to assist
the organizational management to introduce
the coaching program. I.V is coaching
culture and D.V is motivation. Data is
collected from real world examples and
coaching literature. This study has the
organizational mangers context. To find that
mangers always keeps in mind a lineup of
factors when design the coach culture. It is
concluded that in some situations mangers
are interested in coaching culture.

Most of the researchers studied the different

mediating variables. Bang et al. (2013) has
checked the mediating role of job
satisfaction in the relationship between
volunteers motivation and commitment.
I.V is volunteers motivation and mediating
variable job satisfaction and D.V is effective
commitment. A mail survey conducted. Ttest used for data analysis. This study
conducted in the context of nonprofit sport
organization in Midwestern state of the
USA. To find out that job satisfaction
partially mediating the relationship between
volunteers motivational factors and effective

Many researchers found that different

leadership styles enhance the motivational
level. Eyal and Roth (2004) described the
relationship between educational leadership
and motivation I.V are Israel leadership and
D.V is motivation. Questionnaires are
considered to collect the data. Mean method
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Journal of Asian Business Strategy, 4(10)2014: 125-133

commitments. Job satisfaction effect the

effective commitment in organization most
of the researchers found that organizational
climate and motivation has great impact on
learning attitude. Kang et al. (2011) has the
objective to mention the participation of
perceived
external
prestige,
ethical
organizational climate and LMX in
organizational future commitment. I.V is
perceived
external
prestige,
ethical
organizational climate and LMX quality and
D.V are motivation to participating in
training and turnover retention. Data
collected through Questionnaire containing
four sections. Confirmatory factor analysis
and structural equation model is used. This
literature has the context of corporation in
South Korea. To find out that perceived
external prestige is indicator of the
organizational commitments not for the
career commitment. These three elements
have significant importance in supporting
employees in organization and also impact
on training motivation and turnover some of
the researchers have checked the impact of
intrinsic and extrinsic motivation on job
satisfaction. Stringer et al. (2011) determine
the relationship between motivation, job
satisfaction, pay satisfaction for the front
line employees. Variables are Pay
satisfaction, intrinsic motivation extrinsic
motivation, job satisfaction. Survey and
open ended questions from employees are
used for collection of data. Correlation is
used for analysis. This study concerns with
the seven retail stores. Intrinsic motivation
increases the job satisfaction whereas
extrinsic
motivation
has
negative
relationship job satisfaction. Quantitative
results indicate that extrinsic motivation has
no direct impact on job satisfaction.

motivators that they find important in the

workplace. Results indicated that female
part-timers are more optimistic about
receiving intrinsic rewards the work status
(part-time/full-time) and the & individual
characteristics of employees have an impact
on the reported importance of work
motivators and on the expectations of
receiving these rewards most of the
researchers have checked the moderating
role. Wang and Zheng (2012) investigate the
role of social identity in moderating the
effect of working pressure on the identified
motivation.
Motivation,
Employees
behavior, Self-actualization, Stress, Social
identity,
Self-determination,
Identified
motivation, Work pressure are variables.
This was an experimental study in a
simulated work setting. One-way ANOVA
was used. This strategy was consistent with
traditional Chinese management thoughts
and values. The papers findings suggest
that managers motivate employees by
emphasizing their perception of groupmembership.
Participants
under
the
condition of task deadline reported less
identified motivation, both at the individual
and group levels, than did those under the
condition without task deadline.
Some of the researchers found that
motivation has power to make a successful
entrepreneur. Segal et al. (2005) find out the
relationships between self-motivation and
ability to become the entrepreneur.
Variables are desirability of selfemployment, tolerance of risk, selfefficiency of self-employment and selfemployment intentions. Survey instruments
consisting of 100 questions are used for data
collection. Regression analysis is applied for
data. This study is concern with
undergraduate business students at Florida
Gulf Coast University. Findings show that
these variables have positively impact on
self-employment intentions. Introduce a new
model of motivation. It is concluded that
these variables have great contribution
towards the intention of an individual to
become an entrepreneur.

Some of the researchers found the how the

intrinsic rewards affects on full time and
part time female employees. Giannikis and
Mihail (2011) to increase understanding of
the motivation of female sales employees.
Variables are Greece, Motivation, Part time
workers, Retailers, Women. A structured
questionnaire was used to collect data from
349 samples. Co variance and hierarchical
regression analyses are applied. The study
applied on Greece female sales employees.
It found that part-time and full-time female
employees are similar in designating the job

Some of the researchers found that intrinsic

motivation has the ability to accept the
international assignment. Haines et al.
(2008) describes the relationship between
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Journal of Asian Business Strategy, 4(10)2014: 125-133

the intrinsic motivation and ability to accept

the international assignment. Variables that
are contributing intrinsic motivation
willingness to accept the international
assignment,
difficulties,
support,
communicate.
This
study
used
Questionnaire from 331 employees of
business. Exploratory factor analysis is used.
The sample consisted of alumni of a highranking MBA program of a Canadian
university. Intrinsic motivation is great
involvement of accepting the international
assignments. On global level it is necessary
to consider the self-motivation for the
international assignments.

motivation regarding the Islamic point of

view. Variables are motivation, management
style Islam. Primary data collection is
through interviews and questionnaire and
secondary data from library research.
Statistical tools and techniques like
weighted average, SD, variances and
coefficient of variation were used to analyze
the data. 25 organizations are selected.
Findings show that traditional is concern
with partial whereas Islamic management is
conceptualized as total motivation. Theories,
models and factors of motivation under
traditional management are based on
materialistic gains, achievements and
expectations of executives, workers and
staffs of an organization in this world.
Motivation under Islamic management
concerns total motivation.

The purpose of this article is to introduce a

new method of employee motivational fit
which is Genos employee motivation
assessment.
Variables
are
Role,
management, team, organization and
motivational fit. Data was collected within
three different organizations through web
survey system. Pearson correlation analysis
is applied. With the context of Australian
industrial company, Australian insurance
company, UK utility company. Findings
shows that motivation fit has relatively
average relation with specified variables. A
result shows that management and team has
significant impact with predictive validity
(Gignac and Palmer, 2011).

Steven Pool and Brian Pool, 2007

investigates the nature of organizational
commitment and impact on motivational
level.
Variables
are
organizational
commitment, effort to performance,
performance to outcome. Questionnaires
method is used for collection. Structural
equation modeling is applying for analysis.
Sample consists of 208 MBA executives at
Ashland University. Findings show that
organizational commitments have great
impact on job satisfaction. The result in this
article established more support for
commitment as an antecedent in motivating
employees that directly impacts job
satisfaction.

Some of the researchers found that

performance is depended on different pay
schemes. OHalloran (2004) describes the
relationship between different performance
related pay schemes affect the turnover.
Variables are Profit sharing, experience job
satisfaction and turnover. Longitudinal
database of individual is used for collection
data. Standard probates and panel data base
is for analysis. Analysis will focus on a
nationally representative sample of 6,111
male and females who were between the
ages of 14-22 years old. To find that profit
sharing
reduce
employee
turnover
positively. Conclusion is that workers
receiving some form of PRP, no matter what
is the type, have lower rates of employee
turnover than workers who do not.

Some researchers found that there are lots of

variables that affect the motivation level of
employees
at
work
place.
Panagiotakopoulos (2013) found that
motivational forces include quality of
supervision, financial rewards, job design,
development opportunities, social relations
with coworkers and dependent variable is
staff motivation. In this paper author uses
the data collection method to interviews the
Greek employees and for the analysis of this
data uses the method of Descriptive,
hierarchical coding based on 'priori codes
with the context Small business firms
including services and manufacturing sector
in Greek. This study found that work place
learning is most important and it plays vital
role in increasing motivation. Conclusion

Some of the researchers discuss the

motivation regarding Islamic point of view.
Ather et al. (2011) identify the total
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Journal of Asian Business Strategy, 4(10)2014: 125-133

shows that on job training is more effective

than off job training because skills of on job
training are quickly transferred in practical
job work motivation rather than direct
financial incentives.

dependent variable. Our purpose is to check

the relationship between these variables.
Effect of supervision on employees
motivation
Quality of supervision increases the staff
motivation. The study showed that
supervisor selected the friendly way to
monitor the employees gained the positive
results. Supervision has positive impact on
employees motivation. Panagiotakopoulos
(2013), on the basis of this argument, it is
hypothesized that

Research model
Financial rewards
Job design
Supervision
Salary plan
Personal traits

Employees
motivation

Effect of financial rewards on employees

motivation
This study shows that financial rewards have
positive impact on employees motivation.
Financial rewards are strong motivators for
employees. It enhances their employability
and makes them feel more secure in terms of
employment. They increase the loyalty of
employees towards work and job. It is a key
motivator to motivate the employees
towards goal attainment. Panagiotakopoulos.
(2013), On the basis of this discussion, it is
hypothesized that:

H1: There is a relationship between

supervision and employees motivation in the
banking sector of Pakistan.
Here supervision is the independent variable
and employees motivation is dependent
variable.
Effect of high salary plan on employees
motivation
High salary plan has a great impact on the
employees motivation High salary plans
positively affects the employees motivation
level. Salary plans have good rewards for
employees to motivate the employees. Yang
(2011), on the basis of this discussion it is
hypothesized that:

H1: There is relationship between financial

rewards and employees motivation in the
banking sector of Pakistan.

H1: There is relationship between salary plan

and employee motivation in the banking
sector of Pakistan.

Here financial rewards are independent

variable and dependent variable is
employees motivation. We want to see the
relationship between these two variables.

Salary plan is the independent variable and

employees motivation is dependent
variable.

Effect of job design on employees

motivation
This study sharps to the importance of job
design in inspiring staff motivation. More
specially, a large number of respondents
mentioned that the design of the job affects
their motivation level. It is closely related to
the opportunities they have to use their
knowledge at their workplace and fulfill
their activities according their job design
Panagiotakopoulos (2013), on the basis of
this discussion, it is hypothesized that:

Effect of personal characteristics on

employees motivation
Personal
traits
include
employees
willingness to work, skills and knowledge. If
the employees are intelligent then they are
self-motivated. Personal traits are strongest
motivators at work place. Self-capable
employees work more energetically than
others. It increases the level of confidence
and motivates them to a greater extent. This
study hypothesized that:

H1: There is a relationship between job

design and employees motivation in the
banking of Pakistan.
We have job design as an independent
variable and employees motivation as a

H1: There is a relationship between personal

characteristics and employees motivation in
the banking sector of Pakistan.

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Journal of Asian Business Strategy, 4(10)2014: 125-133

We have the personal characteristics as an

independent variable and employees
motivation as a dependent variable.

conclusion and recommendations will be

given.
Sampling
Convenience sampling will be used to
collect data. It will make us to reach
maximum numbers of people. Convenience
sampling is the most appropriate tool to
gather data by the help of questionnaire.
This study has the 200 sample size.

Data collection techniques

Questionnaires are most suitable method to
collect the data for study these variables
because I observed that most of the
researchers used this tool to collect the data.
Concerned sector for collecting the data is
banking sector. I will gather data from
Sahiwal
(province
Punjab).
The
questionnaire will cover the all aspects
related to the variables:

Interpretation
Reliability analysis

The effect of the personal

characteristics
on
employees
motivation.
What is the effect of job design and
employees motivation?
What is the relationship between
supervision
and
employees
motivation?
How good pay does affect
employee motivation?

Table 1: Reliability coefficients

Cronbach
Scale
alpha
coefficient
Financial
0.709
rewards
Job Design
0.918
Supervision
0.941
Salary Plan
0.947
Personal
0.709
Traits

Data analysis
SPSS is the software used to analyze the
data. Once the data is obtained, it will be put
into the software and different tests
including Regression, Correlation and
coefficient of variance results will be
analyzed and on the basis of these results,

No. of
items
5
5
5
5
5

The reliability of financial rewards is .709,

job design is 0.918, supervision is 0.941,
salary plan is 0.947, and personal traits are
0.709. The values of Cronbach Alpha
indicate that all the variables are reliable.

Correlation
Table 2: Correlations
FR
JD
SUP
SAL
PT
EM

FR
Pearson Correlation
1
Sig. (2-tailed)
Pearson Correlation 0.080
Sig. (2-tailed)
0.330
Pearson Correlation 0.049
Sig. (2-tailed)
0.551
Pearson Correlation 0.003
Sig. (2-tailed)
0.967
Pearson Correlation -0.009
Sig. (2-tailed)
0.909
Pearson Correlation 0.496**
0.000
Sig. (2-tailed)

JD
0.080
(0.330)
1
-0.020
0.812
0.099
0.229
0.121
0.141
0.296**
0.000

SUP
0.049
0.551
-0.020
0.812
1
-0.078
0.343
-0.054
0.515
0.467**
0.000

SAL
0.003
0.967
0.099
0.229
-0.078
0.343
1
-0.094
0.250
0.216**
0.008

PT
-0.009
0.909
0.121
0.141
-0.054
0.515
-0.094
0.250
1
0.246**
0.002

EM
0.496**
0.000
0.296**
0.000
0.467**
0.000
0.216**
0.008
0.246**
0.002
1

**. Correlation is significant at the 0.01 level (2-tailed)

The table shows that financial rewards have

significant relationship with employees

motivation at the value 0.000 which is less

than 0.05. Job design has significant
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Journal of Asian Business Strategy, 4(10)2014: 125-133

relationship with employees motivation at

the value 0.000 which is less than 0.05.
Supervision has significant relationship with
employees motivation at the value 0.000
which is less than 0.05. Salary plan has
significant relationship with employees
motivation at the value 0.008 which is less
than 0.05. Personal traits have significant

relationship with employees motivation at

the value 0.000 which is less than 0.05.
Multiple regression analysis
The value of F must be greater than 5. In
this study, the value of F is 48.474 which is
greater than 5. The level of significance is
0.000. The value of adjusted R2 is 0.614. The
results are justified.

Table 3: Multiple-regression of independent variables on employee performance

Independent variable
Standard error
Beta
t-value
P
FR
0.032
0.444
8.678
0.000
JD
0.023
0.200
3.863
0.000
SUP
0.033
0.461
9.013
0.000
0.032
0.329
6.381
0.000
SAL
0.030
0.259
5.006
0.000
PT
0.032
0.444
8.678
0.000
N=200, Adjusted R Square = 0.614, F = 48.474, overall model significance = 0.01 level

If there is 1% change in the value of

financial
rewards
then
employees
motivation increases by 28% while other
factors remain constant. If there is 1%
change in the value of job design then
employees motivation increases by 9%
while other factors remain constant. If there
is 1% change in the value of supervision
then employees motivation increases by
29% while other factors remain constant. If
there is 1% change in the value of salary
plan then employees motivation increases
by 20% while other factors remain constant.
If there is 1% change in the value of
personal traits then employees motivation
increases by 15% while other factors remain
constant.

employees motivation which is further

tested by applying regression analysis. The
significant result shows a positive
relationship between them. There is
relationship between good pay and
employee motivation which is tested and
proved by statistical analysis. With the help
of significant results of regression it was
shown that there is a relationship between
personal characteristics and employees
motivation. Even though the results indicate
that the hypotheses tested gave significant
result and it is clear that the entire
directional hypotheses are true and gave
positive results. Furthermore, there is a
margin to check the relationship among
independent variables like financial rewards,
job design, supervision, salary plan and
personal traits.

Findings
The results of this study provide an
innovative attempt at investigating an
obvious yet neglected link between financial
rewards and employees motivation. The
result suggests that there is positive
relationship between financial rewards and
employees motivation. The firms with
higher level of financial rewards are more
motivated than others. The results also
suggest that the relationship between job
design and employees motivation is also
significant. The value of Cron Bach Alpha is
equal to or less than 0.7 which shows that
the relationship is significant. There is a
relationship between supervision and

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Journal of Asian Business Strategy, 4(10)2014: 125-133

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