Student
Asian Social Science; Vol. 8, No. 12; 2012
ISSN 1911-2017
E-ISSN 1911-2025
Published by Canadian Center of Science and Education
Work Motivation among Malaysian Public Servants
Mahazril ‘Aini Y.1, Zuraini Y.2, Hafizah H. A. K.3, Adnan Aminuddin1, Zaherawati Zakaria1, Nazni Noordin1 &
Badrul Azmier Mohamed1
1
Faculty of Administrative Science & Policy Studies, Universiti Teknologi MARA, Merbok, Malaysia
2
Faculty of Accountancy, Universiti Teknologi MARA, Merbok, Malaysia
3
Faculty of Business Management, Universiti Teknologi MARA, Merbok, Malaysia
Correspondence: Zaherawati Zakaria, Faculty of Administrative Science & Policy Studies, Universiti Teknologi
MARA, P. O Box 187, 08400 Merbok, Kedah, Malaysia. Tel: 60-4-456-2565. E-mail: zaherawati@kedah.uitm.edu.my Received: May 29, 2012 doi:10.5539/ass.v8n12p238 Accepted: June 7, 2012
Online Published: September 27, 2012
URL: http://dx.doi.org/10.5539/ass.v8n12p238
Abstract
Every organization is competing to survive in this ever increasingly challenging market environment. In order to survive, they need pools of excellent, talented and productive human capital to work in organization. With that, organizations need to provide public servants with suitable benefits such as a good salary, appreciations, good remuneration and other form of benefits. However, there is still a numbers of complaints received the public regarding poor service delivery especially from the counter services and front-line employees. In fact, an increasing number of complaints have been made the public due to delays by public sectors’ employees in term of service delivery. This might happen due to the lack of work motivation and resulted in poor work performance.
Therefore, this study aims to identify the factors that contribute to low work motivation and also to examine the relationship between motivational factors with employees’ work motivation. Questionnaires constructed were distributed to
ISSN 1911-2017
E-ISSN 1911-2025
Published by Canadian Center of Science and Education
Work Motivation among Malaysian Public Servants
Mahazril ‘Aini Y.1, Zuraini Y.2, Hafizah H. A. K.3, Adnan Aminuddin1, Zaherawati Zakaria1, Nazni Noordin1 &
Badrul Azmier Mohamed1
1
Faculty of Administrative Science & Policy Studies, Universiti Teknologi MARA, Merbok, Malaysia
2
Faculty of Accountancy, Universiti Teknologi MARA, Merbok, Malaysia
3
Faculty of Business Management, Universiti Teknologi MARA, Merbok, Malaysia
Correspondence: Zaherawati Zakaria, Faculty of Administrative Science & Policy Studies, Universiti Teknologi
MARA, P. O Box 187, 08400 Merbok, Kedah, Malaysia. Tel: 60-4-456-2565. E-mail: zaherawati@kedah.uitm.edu.my Received: May 29, 2012 doi:10.5539/ass.v8n12p238 Accepted: June 7, 2012
Online Published: September 27, 2012
URL: http://dx.doi.org/10.5539/ass.v8n12p238
Abstract
Every organization is competing to survive in this ever increasingly challenging market environment. In order to survive, they need pools of excellent, talented and productive human capital to work in organization. With that, organizations need to provide public servants with suitable benefits such as a good salary, appreciations, good remuneration and other form of benefits. However, there is still a numbers of complaints received the public regarding poor service delivery especially from the counter services and front-line employees. In fact, an increasing number of complaints have been made the public due to delays by public sectors’ employees in term of service delivery. This might happen due to the lack of work motivation and resulted in poor work performance.
Therefore, this study aims to identify the factors that contribute to low work motivation and also to examine the relationship between motivational factors with employees’ work motivation. Questionnaires constructed were distributed to