This study investigated the moderating effect of demographic factors (age, gender, education level, tenure, and job level) on the relationship between monetary motivation and employees’ job performance at oil and gas offshore production facilities in Malaysia. The outcomes of this study provide useful insight that could influence company’s performance management, resourcing and talent management strategies and policies. Data were collected using self-administered survey questionnaire from 341 employees at oil and gas offshore production facilities of selected companies in Malaysia. Convenience sampling method was used. Quantitative data analyses, which included descriptive, reliability, and inferential analyses were performed using the Statistical Product and Service Solution 21. At the .05 level, the results of the General Linear Model univariate analysis of variance showed that there was a significant moderating effect of tenure and job level on the relationship between monetary motivation and employees’ job performance while gender did not show any significant moderating effect. Age and education level showed weak moderating effect. Employees with tenure of 31 years or more reported significantly higher job performance level compare to their younger counterparts with tenure of 10 years or less. Managers and supervisors scored significantly higher job performance level than technicians.
This study is one of very few studies which have investigated the moderating effect of demographic factors (age, gender, education level, tenure, and job level) on the relationship between monetary motivation and employee’s job performance in oil and gas industry in Malaysia.
Adeogun, J., 2008. Will monetary motivation lead to an increase in job performance and job satisfaction? A study at multicultural for-profit institutions of higher learning. Published Doctoral Dissertation, Nova Southeastern University. UMI Microform 3312009.
Choe, K.L., T.C. Lau and L.P. Tan, 2011. Success, rich, motivator and importance: Establishing the contributory factors of money ethics towards business ethics. European Journal of Economics, Finance and Administrative Sciences 37: 90-98. Available from http://www.eurojournals.com/EJEFAS_37_09.pdf [Accessed August 2, 2012].
Dhiman, G.R. and R.P. Mohanty, 2010. HRM practices, Attitudinal outcomes and turnover intent: An empirical study in Indian oil and gas exploration and production sector. South Asian Journal of Management, 17(4): 74-104.
Farnham, B.C., 2012. Exploring impacts of emotional intelligence, Gender and tenure on sales performance among hospice sales professionals. Published Doctoral Dissertation. USA: Northcentral University, Arizona.
Furnham, A., 1994. National attitudes to competitiveness, money and work among young people: First, second and third world differences. Human Relations, 47: 119-132.
Gbadamosi, G. and P. Joubert, 2005. Money ethic, moral conduct and work related attitudes: Field study from the public sector in Swaziland. The Journal of Management Development, 24(7/8): 754-763.
Lind, D.A., W.G. Marchal and S.A. Wathen, 2010. Statistical techniques in business and economics. 14th Edn., New York: McGraw-Hill International Edition.
Lodahl, T.M. and M. Kejnar, 1965. The definition and measurement of job involvement. Journal of Applied Psychology, 49(1): 24-33.
Lourenco, S.M.M., 2010. Do monetary incentives, feedback and recognition matter for performance? Evidence from a field experiment in a retail services company. Published Doctoral Dissertation, Harvard University. Dissertation number 3430672. Available from: http://ezproxy.aeu.edu.my:2070/docview/807619625?accountid=38738ProQuest [Accessed December 10, 2012].
Negwaya, E., T. Chazuza, N. Mapira and A. Chiundiza, 2014. Investigation of staff perceptions regarding the impact of remuneration equity on job satisfaction in a Zimbabwean local authority: The case of Chaminuka R.D.C. International Review of Management and Business Research, 3(1): 150-161.
Omolayo, B.O. and C.K. Ajila, 2012. Leadership styles and organisational climate as determinants of job involvement and job satisfaction of workers in tertiary institutions. Business and Management Research, 1(3): 2012. Available from http://dx.doi.org/10.5430/bmr.v1n3p28 [Accessed August 21, 2012].
Pink, D.H., 2009. Drive – the surprising truth about what motivates us. New York: Riverhead Books.
Podolinsky, A.M., 2013. Productivity: Managing, motivating, maximising teams in Asia. Singapore: McGraw-Hill.
Sarmiento, R., J. Beale and G. Knowles, 2007. Determinants of performance amongst shop-floor employees: A preliminary investigation. Management Research News, 30(12): 915-927.
Sharma, J.P. and N. Bajpai, 2011. Salary satisfaction as an antecedent of job satisfaction: Development of a regression model to determine the linearity between salary satisfaction and job satisfaction in a public and a private organisation. European Journal of Social Sciences, 18(3): 450-461. Available from http://www.eurojournals.com/EJSS_18_3_13.pdf [Accessed October 28, 2012].
Tang, T.L.P., 2007. Income and quality of life: Does the love of money make a difference? Journal of Business Ethics, 72(4): 375–393.
Tang, T.L.P. and M. Chamberlain, 2003. Effect of rank, tenure, length of service, and institution on faculty attitudes toward research and teaching: The case of regional state universities. Journal of Education for Business, 79(2): 103-110.
Vroom, V.H., 1995. Work and motivation. San Francisco, California: Jossey-Bass Inc, Publisher.
Zaidi, F.B. and Z. Abbas, 2011. A study on the impact of rewards on employee motivation in the telecommunication sector of Pakistan. Interdisciplinary Journal of Contemporary Research In Business, 3(3): 978-998. Available from http://18.104.22.168:2065/docview/887725481 ?accountid=38738 [Accessed September 29, 2011].