Abstract

In the 21st century, the rapid technological development in different innovations has not reduced the value of human capital. It is considered to be the most valuable capital of businesses and acts as a driving force of business activity. The perception of human capital should be essential since it has a real impact on the business’s success. In human resources management, it is necessary to keep in mind one of the basic functions of management: motivation, planning, and organizing. The main goal of this article is to identify the critical determinants of motivation factors of the human resources capital in the retail sector. An adequately motivated employee is a key to achieving the company goals since employee motivation maintains customer satisfaction and loyalty. Based on the results, the most popular motivation tools proved to be the financial incentives in the form of salary increases or bonuses. In the case of generational differences, there is no difference in the degree of satisfaction with the salary. The employees expressed to be less satisfied with their workplace’s communication and leadership style. They have no decision-making power at all. Besides, they do not really feel a sense of belonging somewhere. The members of Generation Z are less satisfied with job security than the representatives of older generations. Most of the retail employees do not find their work interesting or diverse. On the other hand, they think the pace of the work is too fast, but they are well prepared for the work they are doing. Based on the answers, most of the respondents disagree with the inappropriate style of feedback they receive from the managers. The members of Generation Z feel that they cannot adequately utilize their knowledge and skills at their workplaces. They get more criticism than praise than the representatives of older generations.

Keywords: motivation, satisfaction, retail store, retail store employees, human resources.

JEL Classification: J28, M52, M54.

Cite as: Machova, R., Zsigmond, T., Zsigmondova, A., & Seben, Z. (2022). Employee satisfaction and motivation of retail store employees. Marketing and Management of Innovations, 1, 67-83. https://doi.org/10.21272/mmi.2022.1-05

This work is licensed under a Creative Commons Attribution 4.0 International License

References

1. Al Karim, R. (2019). Impact of Different Training and Development Programs on Employee Performance in Bangladesh Perspective. International Journal of Entrepreneurial Research, 2(1), 8-14. [Google Scholar] [CrossRef]
2. Asaari, M. H. A. H., Desa, N. M., & Subramaniam, L. (2019). Influence of salary, promotion, and recognition toward work motivation among government trade agency employees. International Journal of Business and Management, 14(4), 48-59.[Google Scholar] [CrossRef]
3. Balogh, P., & Nagy, R. (2018). A 9M modell motivaciós vizsgalata egy vidéki egyetem gazdasagi szakos hallgatóinak körében. Metszetek, 7(4), 24-33. [Google Scholar] [CrossRef]
4. Bencsik, A., & Machova, R. (2016). Knowledge Sharing Problems from the Viewpoint of Intergeneration Management. In D. Vasilenko & N. Khazieva (Eds.), 4th International Conference on Management, Leadership and Governance: ICMLG2016 (pp. 42-50). Academic Conferences and publishing limited. [Google Scholar]
5. Bencsik, A., Horvath-Csikós, G., & Juhasz, T. (2016). Y and Z Generations at Workplaces. Journal of Competitiveness, 6(3), 90-106. [Google Scholar] [CrossRef]
6. Bilan, Y., Mishchuk, H., Roshchyk, I., & Joshi, O. (2020). Hiring and retaining skilled employees in SMEs: problems in human resource practices and links with organizational success. Business: Theory and Practice, 21(2), 780-791. [Google Scholar] [CrossRef]
7. Bobenic Hintosova, A., Bruothova, M., & Barlasova, T. (2021). Efektívnosť investicnej pomoci optikou tvorby nových pracovných miest. Sociológia, 53(6), 523-548. [Google Scholar] [CrossRef]
8. Calk, R., & Patrick, A. (2017). Millennials through the Looking Glass: Workplace Motivating Factors. The Journal of Business Inquiry, 16(2), 131-139. [Google Scholar]
9. Cennamo, L., & Gardner, D. (2008). Generational differences in work values, outcomes and person‐organisation values fit. Journal of Managerial Psychology, 23(8), 891-906. [Google Scholar][CrossRef]
10. Csiszarik-Kocsir, A., & Garai-Fodor, M. (2021). Motivation Analysing and Preference System of Choosing A Workplace as Segmentation Criteria Based on a Country Wide Research Result Focus on Generation of Z. On-line Journal Modelling the New Europe, 27, 67-85. [Google Scholar] [CrossRef]
11. Fowler, S. (2015). Motivació magasabb szinten: Fejlődés, hatékonysag, elköteleződés. HVG Kiadó. [Google Scholar]
12. Garai-Fodor, M., Varga, J., & Csiszarik-Kocsir, A. (2021). Correlation between Generation Z in Hungary and the Motivating Factors to Do Volunteer Work in a Value-Based Approach. Sustainability, 13(20), 11519. [Google Scholar] [CrossRef]
13. Hitka, M., Lorincova, S., Vetrakova, M., Vetrakova, M., Hajdúchova, I., & Antalík, I. (2020). Factors related to gender and education affecting the employee motivation. Entrepreneurship and Sustainability Issues, 7(4), 3226-3241. [Google Scholar] [CrossRef]
14. Hitka, M., Rózsa, Z., Potkany, M., & Ližbetinova, L. (2019). Factors forming employee motivation influenced by regional and age-related differences. Journal of Business Economics and Management, 20(4), 674-693. [Google Scholar] [CrossRef]
15. Irawanto, D. W. (2015). Employee Participation in Decision-making: Evidence from a State-Owned Enterprise in Indonesia. Management: Journal of Contemporary Management Issues, 20(1), 159-172. [Google Scholar]
16. Jankelova, N., Joniakova, Z., Romanova, A., & Remeňova, K. (2020). Motivational factors and job satisfaction of employees in agriculture in the context of performance of agricultural companies in Slovakia. Agricultural Economics, 66(9), 402-412. [Google Scholar] [CrossRef]
17. Jaskeviciute, V. (2021). Trust in organization effect on the relationship between HRM practices and employee wellbeing. SHS Web of Conferences, 120:02021. [Google Scholar] [CrossRef]
18. Jaskeviciute, V., Stankeviciene, A., Diskiene, D. & Savicke, J. (2021). The relationship between employee wellbeing and organizational trust inthe context of sustainable human resource management. Problems and Perspectives in Management, 19(2), 118-131. [Google Scholar] [CrossRef]
19. Kang, M., & Sung, M. (2017). How symmetrical employee communication leads to employee engagement and positive employee communication behaviors: The mediation of employee-organization relationships. Journal of Communication Management, 21(1), 82-102. [Google Scholar] [CrossRef]
20. Kaur, K., & Randhawa, G. (2021). Exploring the influence of supportive supervisors on organisational citizenship behaviours: Linking theory to practice. IIMB Management Review, 33(2), 156-165. [Google Scholar] [CrossRef]
21. Khan, M. A., Yasir, M., & Khan, M. A. (2021). Factors Affecting Customer Loyalty in the Services Sector of Pakistan. Journal of Tourism and Services, 22(12), 184-197. [Google Scholar][CrossRef]
22. Kowske, B., Rasch, R., & Wiley, J. W. (2010). Millennials’ (Lack of) Attitude Problem: An Empirical Examination of Generational Effects on Work Attitudes. Journal of Business and Psychology, 25(2), 265-279. [Google Scholar] [CrossRef]
23. Martin, C. J., & Knudsen, J. S. (2010). Scenes from a mall: Retail training and the social exclusion of low-skilled workers. Regulation & Governance, 4(3), 345-364. [Google Scholar] [CrossRef]
24. Mathe, H., Pavie, X., & O’Keffe, M. (2011). Valuing people to create value. World Scientific Publishing Co. Pte. Ltd. [Google Scholar]
25. Mehra, P., & Nickerson, C. (2019). Organizational communication and job satisfaction: What role do generational differences play? International Journal of Organizational Analysis, 27(3), 524–547. [Google Scholar] [CrossRef]
26. Meretei, B. (2017). Generaciós különbségek a munkahelyen. Vezetéstudomany, 8(10), 10-18. [Google Scholar] [CrossRef]
27. Metzker, Z., Marousek, J., Hlawiczka, R., Belas, J. Jr., & Khan, K. A. (2021). The Perception of the Market and Operational Area of Business by Service Sector and Tourism Companies in terms of CSR implementation. Journal of Tourism and Services, 23(12), 217-236. [Google Scholar] [CrossRef]
28. Mieke, R., Fahmi, R., & Tannady, H. (2019). The Effect of Career Training and Development on Job Satisfaction and its Implications for the Organizational Commitment of Regional Secretariat (SETDA) Employees of Jambi Provincial Government. International Review of Management and Marketing, 9(1), 79-89. [Google Scholar] [CrossRef]
29. Minarova, M., Mura, L., & Mala, D. (2021). Corporate Volunteering and Creating a Quality Culture. Quality – Access to Success, 22(185), 1-8. [Google Scholar] [CrossRef]
30. Morley, M. J., Slavic, A., Poór, J., & Berber, N. (2016). Training practices and organisational performance: A comparative analysis of domestic and international market oriented Organisations in Central & Eastern Europe. Journal of East European Management Studies, 21(4), 406-432. [Google Scholar] [CrossRef]
31. Mura, L., & Svec, M. (2018). Human resources in public and private sector: a comparative study of Slovakia. In T. Löster, J. Langhamrova & J. Vrabcova (Eds.), 10th International Scientific Conference on Reproduction of Human Capital – Mutual Links and Connections – RELIK 2017 (pp. 327-336). University of Economics, Prague.
32. Mura, L., Gontkovicova, B., Spisakova, E., & Hajduova, Z. (2019). Position of Employee Benefits in Remuneration Structure. Transformations in Business and Economics, 18(2), 156-173 [Google Scholar]
33. Naruetharadhol, P., Wongsaichia, S., Van Wouwe, M., & Ketkaew, C. (2021). Career status, retirement readiness, and age differences: Empirical evidence from skilled immigrants in Thailand. Cogent Business & Management, 8(1). [Google Scholar] [CrossRef]
34. Pink, D. H. (2010). Motivació 3.0: Ösztönzés masképp. HVG Kiadó. [Google Scholar] 
35. Poliacikova, E. (2016). Obchodné centra na Slovensku – Minulosť, súcasnosť, budúcnosť. Acta Oeconomica Universitatis Selye, 5(2), 159-167. [Google Scholar]
36. Sandhya, K., & Kumar, P. (2011). Employee retention by motivation. Indian Journal of Science and Technology, 4(12), 1778-1782. [Google Scholar]
37. Smith, J. W., & Clurman, A. (2003). Generaciók, markak, célcsoportok: Marketingeseknek a nemzedékek célpiacairól. Geomédia Kiadói Rt.
38. Soulez, C. G., & Soulez, S. (2014). On the heterogeneity of Generation Y job preferences. Employee Relations, 36(4), 319-332.
39. Szilard, B., Schmidt, M., & Zsolt, K. (2021). Wellbeing at workplace–health promotion and types of stress in Southern Transdanubia. Régiókutatas Szemle, 6(1). [Google Scholar] [CrossRef]
40. Tari, A. (2010). Y generació: Klinikai pszichológiai jelenségek és tarsadalomlélektani összefüggések az informaciós korban. Jaffa Kiadó.
41. Tari, A. (2011). Z generació: Klinikai pszichológiai jelenségek és tarsadalom-lélektani szempontok az Informaciós Korban. Tericum Kiadó.
42. Tedjasputra, A., & Sari, E. R. (2004). Pair Writing: Towards the Support of Design Collaborationin the Danish Retail Industry. In P. Hyland, & L. Vrazalic, (Eds.), OZCHI 2004 Conference Proceedings. Supporting Community Interaction: Possibilities and Challenges (pp. 1-5). Computer-Human Interaction Special Interest Group (CHISIG). [Google Scholar]
43. Tekin, Ö. A., & Turhan, A. A. (2020). Does Social Media Addiction Differ by Personality Traits? A Study on Undergraduate Tourism Students. Journal of Tourism and Services, 22(12), 23-41. [Google Scholar] [CrossRef]
44. Vlacsekova, D., & Mura, L. (2017). Effect of motivational tools on employee satisfaction in small and medium enterprises. Oeconomia Copernicana, 8(1), 111-130. [Google Scholar] [CrossRef]
45. Yilmaz, Ü., & Kuvat, Ö. (2021). Nesnelerin İnterneti Teknolojisinin Lojistik Faaliyetlerindeki Uygulama Alanları ve Verimliliğe Etkileri. Avrupa Bilim ve Teknoloji Dergisi, 31(1), 746-754. [Google Scholar]
46. Zakrzewska, M., Jarosz, S., Piwowar-Sulej, K., & Sołtysik, M. (2022b). Enterprise agility – its meaning, managerial expectations and barriers to implementation – a survey of three countries. Journal of Organizational Change Management, ahead-of-print. [CrossRef]
47. Zakrzewska, M., Piwowar-Sulej, K., Jarosz, S., Sagan, A., & Sołtysik, M. (2022a). The linkage between Agile project management and sustainable development: A theoretical and empirical view. Sustainable Development, 1-15. [CrossRef]
48. Žúborova, V. (2018). GEN YZ: Generacie budúcnosti. Bratislava Policy Institute – Nadacia Hannsa Seidela.