Types of age in relation to motivation and job performance

• Main Authors: Go, Jessica C., Ocampo, Katherine Joie M., Wong, Mary Grace C.
• Format: text
• Language: English
• Published: Animo Repository 2013
• Subjects: Employee motivation; Achievement motivation; Employees > raining of; Business Administration, Management, and Operations
• Online Access: https://animorepository.dlsu.edu.ph/etd_bachelors/11081; https://animorepository.dlsu.edu.ph/cgi/viewcontent.cgi?article=11726&context=etd_bachelors
• Institution: De La Salle University

It was a common knowledge that calendar age affected an employee's motivational level negatively which led to a poor job performance. But people were unaware that other types of age such as psychosocial age, functional age, and organizational age existed. With the help of Herzberg's Two-Factor Theory and with the use of multiple regression analysis, the researchers were able to prove the nexus between the different types of age, motivational level, and job performance in the case of Company JKG. Results showed that only calendar age, psychosocial age, and total work experience can be considered good predictors of an employee's motivational level. Moreover, contrary to popular belief, the findings revealed that an employee's motivational level cannot predict his or her job performance. When it comes to job performance, both psychosocial age and functional age turned out to be significant predictors. Given the results, the group provided recommendations that will increase not only the motivational level of employees, but their job performance as well. . Based on the interviews and survey questionnaires, non-age related factors such as pay and benefits and working conditions were also important factors to consider in motivating employees to work and perform better since these two were the factors that the employees were most dissatisfied with.