Influenceof Non-material MotivatorsonEmployee Engagement

 

Influenceof Non-material MotivatorsonEmployee Engagement

Jie He  and  Eksiri Niyomsilp

                                                                                                                              By Amornteb  Intasorn

Abstract

The  objectives  of this research  were  to  study the influence  of  non-material  incentives  on  college  music lecturers engagement, and to explore  the mediating role of work affect  in the process of non-material  motivation affecting the engagement of college music teachers. The data was collected from 249 music lecturers from 12 music institutes in Shanxi province using purposive sampling methods.  The sample data is processed using statistical software, including reliability test, descriptive statistical analysis, multiple linear regression analysis, Sobel test. The findings revealed that non-material motivators were significantly related to employee engagement and work affect. It  also  puts  forward  some  suggestions  on  the  non-material  motivation  of  music  school  teachers:  Promote the particularity of title review, Improve the autonomy of work, and so on. 

Objectives of the study

1. To study the influence of non-material incentives on college music lecturer engagement.

2. To explore  the  mediating  role  of  work  affect  in  the  process  of  non-material  motivation affecting the engagement of college music teachers.

Research hypothesis

The  research  hypothesis  of  this  paper  is  that  personal  motivator,  work  motivator  and organizational environment motivator have a significant impact on the engagement of music lecturers in colleges and universities in Shanxi Province, and work affect plays
a mediating role between them (Liu Kewei, 2013).

Research methodology

This research is a  quantitative  design using survey questionnaire  to  collect  data  from  249 music lecturers who currently are working in music institutes in Shanxi Province. The research employs Reliability  and  Validity  Test,  Descriptive  Statistics,  Multiple  regression  and  Sobel  test  to  test  the relationships and to test hypothesis. The data collection of this study adopts the purposive sampling for quantitative design.

Research Results

Reliability and Validity Test

1. Reliability Test Results of Scales showed that the design of the scales has certain stability and reliability, and acceptable.

2. KMO and Bartlett’s Test Results how that the correlation between variables is better(KMO>0.7,Sig.<0.01),indicating that the  validity  of  the  questionnaire  is  ensured  and  suitable  for  factor  analysis.  The data of this questionnaire is there for valid.

Descriptive Statistics

The questionnaire shows that the majority of music lecturers who participated in this research are female, with ages between 41—50 years old. Their education is master degrees; their major is Vocal music performance; their academic position is Assistant Professor.

 

Linear Regression Analysis of Hypotheses Testing revealed that: there is a significant relationship between non-material motivators (work motivator, organization environment motivator) and employee engagement. There is no significant relationship between personal motivator and employee engagement.

 

Regression analysis non-material motivators on Work affect revealed that: there is a significant relationship between non-material motivators (personal motivator, work motivator) and Work affect. There is no significant relationship between organization environment motivator and employee engagement.

 

Regression analysis work affect and employee engagement revealed that: there is
a significant relationship between work affect (positive emotion, negative emotion) and employee engagement.

 

Mediating analysis of work affect between non-material motivators and employee Engagement. Non-material motivators will have a significant positive impact on employee engagement. Work affect does not have an impact on employee engagement. This indicates that work affect has no mediating role between non-material motivators and employee engagement. However, since non-material motivators has a significant influence on work affect, work affect has a significant influence on employee engagement, the mediating  role of work affect needs to be further tested. Then, Sobel test was used to test the significance of this mediation effect.201

 

Sobel Test of Mediating Effect of Work affect. Work affect has a partial mediating role between non-material motivators and employee engagement.  Regression  analysis  of  variables  found that  when  music  lecturers  in colleges  and  universities  reach  a  higher  level  of  work  motivation  and  organizational  environment motivators their engagement will also be improved accordingly.

Conclusion

Shanxi Province is an economically underdeveloped area in China, which is in
a backward position in the higher professional music education. Therefore, the research on the construction and engagement of  music  talents  is  an  important  link  in  the  development of  the  music  department in Shanxi universities. This research was focused on studying the impact of non-material motivators on employee engagement with music institutes in Shanxi province. In order to widen the link mechanism between non-material motivators and employee engagement, this study added a mediator variable---work affect and tested the mediating role of work affect between non-material motivators and employee engagement.

Discussion

After data analysis, “work motivators” and “organization environment motivator” dimension of non-material motivators has a significant positive influence on employee engagement. “Personal motivator” has no significant relationship with employee engagement. And personal motivation had a negative impact on the work effect of music lecturers, Contrary to our hypothesis, The results show that the higher the personal motivation is, the less the influence of music teachers' work will be. In addition, work affect has a significant positive influence on employee engagement, “positive emotion” has a significant positive influence on employee engagement. “Negative emotion” dimension of work affect has a significant negative influence on employee engagement. Also Work affect is an important mediator variable between non-material motivators and employee engagement.