Sustainability in Business Process Management as an Important Strategic Challenge in Human Resource Management

The main goal of human resource management (HRM) is to create conditions that allow enterprises to run businesses effectively by following the maximum performance and sustainability of business processes, which are key factors for an enterprise to succeed on the market. For effective management of employees as a part of HRM, systematic employee motivation is necessary because human resources are a key factor for achieving enterprise sustainability. As employees can be motivated by everything stimulating their activity, the aim is to define the importance of employee motivation through the most important motivation factors relating to mutual relationships. The emphasis is put on the identification of statistically significant differences in terms of socio-demographic features of employees. At a significance level of 5%, the statistically significant differences in terms of gender, age, and job were tested further using Tukey’s honestly significant difference test. The research results showed a large number of statistically significant differences between individual employee categories. This leads to the conclusion that employers should focus on creating individual motivation programs for employees and not approach employees uniformly because of their various needs. Creating individual motivation programs for employees should respect their needs in terms of gender, age, and job position. Enterprises are recommended to focus their motivation programs on supporting motivation factors related to finance, mutual relationships, and work conditions.

[1]  E. Holly Buttner,et al.  Female entrepreneurs: How far have they come? , 1993 .

[2]  L. Harris,et al.  Leadership style, organizational culture and performance: empirical evidence from UK companies , 2000 .

[3]  Murray R. Barrick,et al.  Personality and job performance: test of the mediating effects of motivation among sales representatives. , 2002, The Journal of applied psychology.

[4]  Michael J. Peterson.  What men and women value at work: implications for workplace health. , 2004, Gender medicine.

[5]  Alexandra M Freund,et al.  Age-differential motivational consequences of optimization versus compensation focus in younger and older adults. , 2006, Psychology and aging.

[6]  Jonathon R B Halbesleben,et al.  Emotional exhaustion and job performance: the mediating role of motivation. , 2007, The Journal of applied psychology.

[7]  Lotte Bøgh Andersen,et al.  “Not Just for the Money?” How Financial Incentives Affect the Number of Publications at Danish Research Institutions , 2008 .

[8]  D. Niakas,et al.  Identifying important motivational factors for professionals in Greek hospitals , 2009, BMC health services research.

[9]  Jen-te Yang.  Antecedents and consequences of job satisfaction in the hotel industry , 2010 .

[10]  Ladislav Mura,et al.  Penetration of small and medium sized food companies on foreign markets. , 2010 .

[11]  Siew-Phaik Loke,et al.  The Key Components of Job Satisfaction in Malaysian Water Utility Industry , 2011 .

[12]  M. Nadeem,et al.  Teacher's Competencies and Factors Affecting the Performance of Female Teachers in Bahawalpur (Southern Punjab) Pakistan. , 2011 .

[13]  Denis Jelačić,et al.  Motivating Employees of Slovenian and Croatian Wood-industry Companies in Times of Economic Downturn , 2011 .

[14]  Quratul-Ain Manzoor,et al.  Impact of Employees Motivation on Organizational Effectiveness , 2011 .

[15]  K. Dartey-Baah,et al.  Application of Frederick Herzberg's Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian Perspective , 2011 .

[16]  Wafa N. Almobaireek.  Who wants to be an entrepreneur? Entrepreneurial intentions among Saudi university students , 2012 .

[17]  D. Bartram,et al.  Age-related differences in work motivation , 2012 .

[18]  Dan S. Chiaburu,et al.  Employees' motivation for personal initiative: The joint influence of status and communion striving , 2013 .

[19]  T. Manolova,et al.  Entrepreneurial motivations among female university youth in Saudi Arabia , 2013 .

[20]  Lam D. Nguyen,et al.  Stress, Task, and Relationship Orientations of Dutch: Do Age, Gender, Education, and Government Work Experience Make a Difference? , 2014 .

[21]  Nadja Damij,et al.  What Motivates Us for Work? Intricate Web of Factors beyond Money and Prestige , 2015, PloS one.

[22]  Zuzana Joniaková,et al.  Age Management as Contemporary Challenge to Human Resources Management in Slovak Companies , 2015 .

[23]  A. Vlachvei,et al.  Employee's Motivation and Satisfaction in Light of Economic Recession: Evidence of Grevena Prefecture-Greece , 2015 .

[24]  A. Raziq,et al.  Impact of Working Environment on Job Satisfaction , 2015 .

[25]  Denis Jelačić,et al.  Motivating Employees in a Wood Processing Company before and after Restructuring , 2016 .

[26]  B. Cooper,et al.  Strategic implications of HR role management in a dynamic environment , 2016 .

[27]  H. Urbancová,et al.  Knowledge transfer in a knowledge-based economy , 2016 .

[28]  Employees older than 50 on Croatian labour market – need for a new approach , 2017 .

[29]  S. Lorincová,et al.  Motivation Preferences of Hungarian and Slovak Employees are Significantly Different , 2017 .

[30]  M. Idrees,et al.  Workers’ Age and the Impact of Psychological Factors on the Perception of Safety at Construction Sites , 2017 .

[31]  M. A. Kozak,et al.  Designing an effective organizational employee motivation system based on ABCD model for hotel establishments , 2017 .

[32]  Tamila Arnania-Kepuladze,et al.  Gender stereotypes and gender feature of job motivation: differences or similarity? , 2017 .

[33]  L. B. Andersen,et al.  Managing Employee Motivation: Exploring the Connections Between Managers’ Enforcement Actions, Employee Perceptions, and Employee Intrinsic Motivation , 2017 .

[34]  Performance appraisals and job satisfaction , 2017 .

[35]  Katarína Stachová,et al.  Motivation of Employees for Creativity as a Form of Support to Manage Innovation Processes in Transportation-Logistics Companies , 2018, Naše more.

[36]  Gabriela Pajtinková Bartáková,et al.  Strategic Tool of Human Resource Management for Operation of SMEs in the Wood-processing Industry , 2018 .

[37]  Klaas Szierbowski-Seibel.  Strategic human resource management and its impact on performance – do Chinese organizations adopt appropriate HRM policies? , 2018, Journal of Chinese Human Resource Management.

[38]  Zuzana Kirchmayer,et al.  Barriers to work motivation of generation Z , 2018 .

[39]  Brass Satisfaction: Identifying the Personal and Work-Related Factors Associated With Job Satisfaction Among Police Chiefs , 2018 .

[40]  Alžběta Kucharčíková,et al.  Human Capital Management in Transport Enterprises with the Acceptance of Sustainable Development in the Slovak Republic , 2018, Sustainability.

[41]  M. Sánchez-Sellero,et al.  Determinants of Job Satisfaction in the Spanish Wood and Paper Industries: A Comparative Study across Spain , 2018 .

[42]  M. Hitka,et al.  Education and gender-based differences in employee motivation , 2018 .

[43]  Ž. Balážová,et al.  Differences in Employee Motivation in Selected Countries of CEE (Slovakia, Lithuania and the Czech Republic) , 2018 .

[44]  Ž. Stankevičiūtė,et al.  Designing Sustainable HRM: The Core Characteristics of Emerging Field , 2018, Sustainability.

[45]  J. N. Kimengsi,et al.  What (De) Motivates Forest Users’ Participation in Co-Management? Evidence from Nepal , 2019, Forests.

[46]  Ján Papula,et al.  Internal factors supporting business and technological transformation in the context of Industry 4.0 , 2019, Business: Theory and Practice.

[47]  Z. Horváth,et al.  THE REVISION OF HUNGARIAN PUBLIC SERVICE MOTIVATION (PSM) MODEL , 2019, Central European Journal of Labour Law and Personnel Management.

[48]  Katarína Stachová,et al.  Effective Communication in Organisations Increases their Competitiveness , 2019, Polish Journal of Management Studies.

[49]  ASSESSMENT OF SOCIAL DEVELOPMENT IN SLOVAKIA IN THE CONTEXT OF HUMAN RESOURCES , 2019, Central European Journal of Labour Law and Personnel Management.

[50]  H. Jung,et al.  The Importance of Leader Integrity on Family Restaurant Employees’ Engagement and Organizational Citizenship Behaviors: Exploring Sustainability of Employees’ Generational Differences , 2020 .

[51]  Strategic management of the competitiveness of industrial companies in an unstable economy , 2020 .

[52]  M. Laužikas,et al.  Impacts of modern technologies on sustainable communication of civil service organizations , 2020 .

[53]  Research of motivation of employees in the IT sector in Bulgaria , 2020 .