2. Agenda
2
INTRODUCTION
1
MASLOW‘S HIERARCHY OF NEEDS
2
ARTICLES ON NEED THEORY
3
WORKFORCE HIERARCHY OF NEEDS
4
IMPLICATIONS OF MASLOW’S MODEL ON HEALTHCARE EMPLOYEES
5
PRESS ARTICLE VS PEERED REVIEWED ARTICLES
6
CONCLUSION
7
Q&A
8
3. Motivation can be defined as the extent to which persistent effort is directed towards a goal
Needs are physiological and psychological wants or desires that individuals can satisfy by acquiring certain
incentives or achieving goals. Ingsih K.,Jamalia F.D, Suhana S.(2022)
There are three of such theories, but this presentation focuses on the Maslow’s Hierarchy of needs.
INTRODUCTION
3
4. MASLOW‘S HIERARCHY OF NEEDS
4
Physiological
Belonginess
Esteem
Safety
Self
Actualisation
Desire to develop one’s true potential as an individual
Need for feelings of adequacy, competence, strength
Comprises of need for safety, security, stability
Love & affection satisfied through social interaction
Represents the most basic needs; food, shelter
Bowen, B. (2021)
5. 5
ARTICLES ON NEEDS THEORY
WORKFORCE HIERARCHY OF NEEDS
.
Physiological
Belonginess
Esteem
Safety
SelfActualisation
Transportation/Childcare
Affordable Housing
Family Sustainable Wages
Job Security
Team Culture
Inclusive Workplace
Recognition
Intrinsically-
motivating workplace
Self actualized
Employee
The central concept introduced is the
“Workforce Hierarchy of Needs. A frame-
work like Maslow’s Hierarchy of Needs
It suggests that employees’ needs must
be met across multiple tiers before they
can fully engage in the workforce.
It was designed to address the challenges
of low labour force participation in the
Firelands region of Ohio.
White D. (2022)
6. 6
ARTICLES ON NEEDS THEORY
IMPLICATION OF MASLOW’S HIERARCHY OF NEEDS THEORY ON HEALTHCARE EMPLOYEES
Hypothesis 1(H1): There is an underling construct of motivation, made
up of five dimensions inspired by Maslow hierarchy of needs;
Physiological, safety, belonginess, esteem and self-actualisation
Hypothesis 2(H2): Motivation by Meeting esteem & self-actualisation
needs is positively associated with Professional performance.
Hypothesis 3(H3): Motivation by meeting physiological, safety and
belonginess needs is not associated with professional performance
Hypothesis 4(H4): The relationships between each dimension of moti-
vation and professional performance is mediated by work satisfaction
Hypothesis 5(H5): There are differences between private & public in
Terms of the intensity of mediation of satisfaction on the relationship
Btw motivation dimensions and performance.
Hypot
hesis
Method Decision
H1 CFA Supported
H2 SEM-Path
Analysis
Supported
H3 SEM-Path
Analysis
Supported
H4 SEM-
Mediation
Partially
Supported
H5 SEM-
Moderated
Mediation
Partially
Supported
SUMMARY OF HYPOTHESIS VALIDATION
Stefan, S.C.,Popa,Stefan C.,Albu, C.F.(2020)
7. 7
PRESS ARTICLE VS JOURNAL ARTICLE
Source Citation Self-
actualisation
Esteem Need Belonginess
Need
Safety
Need
Physiological
Need
Open Journal
of business &
Management
Shahrawat.
A.&Sharawat
R. (2017)
yes yes yes yes yes
Open Journal
of business &
Management
White.
D(2022)
yes yes yes yes yes
Scopus Stefan S.C.,
Stefan C. &
Albu C.F.
(2022)
yes yes yes yes yes
Press Article Sheep Hyden
(2023)
yes no no no yes
8. 8
PRESS ARTICLE VS JOURNAL ARTICLE
Source Citation Self-actualisation Esteem Need Belonginess
Need
Safety Need Physiologi
cal Need
Open Journal
of business &
Management
Shahrawat.
A.&Sharawat
R. (2017)
Self awareness,
personal growth,
fulfilling career
Derived from
others, self
esteem
Belonginess,
love
,affection
Stability,
security
Food,shel
ter
Open Journal
of business &
Management
White.
D(2022)
Self actualised
employee
Recognition,
intrinsically
motivating
work
Team culture,
Inclusive
workplace
Family
sustaining
wages, job
security
Transport,
housing
Scopus Stefan S.C.,
Stefan C. &
Albu C.F.
(2022)
Value skills, Learn
new things, career
development
Performance
recognition
Relationship
with
colleagues
Workplace
safety,
health
salary
Press Article Sheep Hyden
(2023)
Fulfilment Growth
opportunity
uniqueness Culture,align
ment with
belief &
vision
Paycheck,
9. 9
CONCLUSION
Engaged and satisfied employees are more likely to deliver exceptional customer service
The concept of fulfilled employees benefitting the organisation and its customers is well supported
The press article failed to present the complete story; Safety and esteem needs was not covered
