ISBN
979-13-87631-36-9
Fecha de publicación
28-12-2024
Licencia
D. R. © copyright 2024; Aurora Irma Máynez Guaderrama y Virginia Guadalupe López Torres.
Aurora Irma Máynez Guaderrama
Universidad Autónoma de Ciudad Juárez
0000-0001-8174-3807
Andrea Anaya Gutiérrez
Universidad Autónoma de Ciudad Juárez
0009-0006-5156-342X
Vianey Torres Arguelles
Universidad Autónoma de Ciudad Juárez
0000-0003-0978-3796
Salvador Noriega Morales
Universidad Autónoma de Ciudad Juárez
0000-0001-7813-5835
Acerca de
Human resources are strategic assets because of their great influence on success. Effective management of employees is critical because of their significant contribution to meeting goals, performance, and success (Cwibi, 2022; Mahmoud et al., 2021; Nguyen et al., 2020; Werdhiastutie et al., 2020). Managers must be mindful of and respond appropriately to their needs and demands because doing so increases productivity, personal accountability, morale, and tenure (Hajiali et al., 2022; Mahmoud et al., 2021; Paais & Pattiruhu, 2020). Moreover, effective management of individuals’ needs increases motivation to work (Dongoyaro, 2021).
In the field of management theory and practice, motivation plays a central role (Rybnicek et al., 2019; Steers et al., 2004) because it drives the behavior of people (Hajiali et al., 2022). In an organizational environment, is perceived as a strong desire or need that stimulates employees to work, direct, and maintain satisfactory performance levels (Basalamah & As’ad, 2021; Hajiali et al., 2022; Mahmoud et al., 2021). Motivation has noticeable effects on employees’ desire to use their capabilities to achieve results and increase their autonomy, performance, commitment, job stability, teamwork, personal efficiency, and satisfaction (Baker, 2004; Mahmoud et al., 2021; Paais & Pattiruhu, 2020; Rybnicek et al., 2019).
Another relevant issue in human talent management is job satisfaction. This construct is one of the most studied affective measures in the literature on disciplines such as organizational psychology, administrative management, and human resources (Baker, 2004; Mat Tiya & Mohd Yunos, 2021; Sypniewska et al., 2023). Job satisfaction is a critical variable because of its noticeable influence on customer service and economic performance (Mahmouth et al., 2021). Among its predictor variables, we can find motivation, perception of organizational support, and psychological empowerment, and its consequences are well-being, sustainable employee development, and reduction of abandonment behaviors such as absenteeism and turnover (Baker, 2004; Maan et al., 2020; Sypniewska et al., 2023).
Although motivation is an extensively researched topic, knowledge gaps exist. For instance, Rybnicek et al. (2019) highlighted the need to examine whether commonly used motivation theories are valid. This study considers this question and has two objectives: (1) determine whether job motivation, as explained by Alderfer’s ERG theoretical perspective, has favorable effects on job satisfaction and (2) establish how to improve job satisfaction according to the type of motivational force. The subjects of this study are workers in the export manufacturing industry of the northern border of Mexico. The paper structure has several sections. The first part presents the theoretical background of the variables studied, followed by the methodology and analysis of the collected data and conclusions.
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