تأثير الحوافز على الأداء الوظيفي لدى موظفي مؤسسة سونلغاز بولاية المسيلة

Abstract

تناولت هذه الدراسة موضوع تأثير الحوافز على الأداء الوظيفي لدى موظفي مؤسسة سونلغاز بولاية المسيلة، باعتباره من المواضيع المهمة في مجال إدارة الموارد البشرية لما للحوافز من دور في رفع كفاءة العاملين وتحسين مستوى أدائهم. هدفت الدراسة إلى التعرف على واقع الحوافز المادية والمعنوية بالمؤسسة، والكشف عن مستوى الأداء الوظيفي لدى الموظفين، إضافة إلى دراسة طبيعة العلاقة بين الحوافز والأداء الوظيفي. واعتمدت الدراسة على المنهج الوصفي التحليلي، وتم جمع البيانات من خلال استبانة وزعت على عينة من 50 موظفًا. وتوصلت الدراسة إلى أن مستوى الحوافز المادية والمعنوية داخل المؤسسة كان مرتفعًا، كما أظهرت النتائج ارتفاع مستوى الأداء الوظيفي لدى العاملين، مع وجود علاقة إيجابية ذات دلالة إحصائية بين الحوافز والأداء الوظيفي، مما يؤكد دور الحوافز في تحسين أداء الموظفين أوصت الدراسة بضرورة الاستمرار في تطوير نظام الحوافز وتحسينه، مع تحقيق العدالة والشفافية في توزيعه، والاهتمام بالحوافز المعنوية إلى جانب المادية لتعزيز الأداء والانتماء الوظيفي. This study dealt with the impact of incentives on the job performance of sonelgas employees in the state of misila, as it is one of the important administrative topics that receive the attention of contemporary institutions, due to the effective role played by incentives of various kinds in raising the efficiency of employees and improving their job performance. The study aimed at identifying the reality of the material and moral incentives applied within the organization, revealing the level of job performance among employees, in addition to knowing the nature of the relationship between incentives and job performance, and the extent of the impact of both material and moral incentives in improving the performance of employees. The study was based on the descriptive-analytical approach, as the most appropriate for such studies, where the data were collected through a questionnaire distributed to a sample of employees of the institution, and then the data were analyzed using appropriate statistical methods to reach accurate and objective results. The study has reached a set of results, the most important of which is that the level of material incentives within the institution was high, and the level of moral incentives was also high, which reflects the institution's interest in motivating its employees financially and morally. The results also showed that the level of job performance among employees was high, which indicates the presence of efficiency and commitment among employees in performing their tasks. The results of the study also proved that there is a relationship and a statistically significant positive effect between incentives of various types and job performance, as material and moral incentives contribute to raising the morale of employees, increasing their job satisfaction and improving their productivity and performance within the organization, and accordingly, the validity of the study hypotheses was confirmed. In light of the findings, the study recommended that the institution should continue to develop and improve the incentive system periodically, while achieving fairness and transparency in its distribution, and paying more attention to moral incentives besides material ones, because of their positive impact on enhancing job affiliation and raising the level of performance and efficiency within the institution.