Impact of Motivation Factors On The Employees of Airlines Industry

Volume 8, Issue 5, May 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
MAULANA ABUL KALAM AZAD UNIVERSITY OF TECHNOLOGY (MAKAUT), formerly

known as West Bengal University of Technology (WBUT), is a public state university located in
KALYANI, West Bengal, India. It is funded completely by the Government of West Bengal.NH-12,
HARINGHATA, Nadia, Pin- 741249,and city campus at BF-142, Sector I, Salt Lake, Kolkata
700064,http//makautwb.ac.in
IJISRT23MAY1807 www.ijisrt.com 1539

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Impact of Motivation Factors on the Employees of

Airlines Industry
Thesis/Dissertation submitted to the MAULANA
ABUL KALAM AZAD UNIVERSITY OF
TECHNOLOGY, WEST BENGAL
Forthefulfillmentfortheawardofthedegreeof
MasterofPhilosophy
HUMAN RESOURCE MANAGEMENT
By
ARPITA MITRA
(RegistrationNo.: 202342509210005)
UndertheSupervisionof
NameofSupervisor(s) DR.SOUJANYA PUDI

& co guided by PROFESSOR ASUTOSH KAR
NAMEOFTHEDEPARTMENT: MPHIL
MAULANA ABUL KALAM Azad University of Technology (MAKAUT), formerly
known as West Bengal University of Technology (WBUT), is a public state
university located in KALYANI, West Bengal, India. It is funded completely by the
Government of West Bengal.NH-12, HARINGHATA, Nadia, Pin- 741249,and city
campus at BF-142, Sector I, Salt Lake, Kolkata 700064,
MARCH,2023

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CERTIFICATE
This is to certify that the work contained in the thesis entitled “IMPACT OF MOTIVATION
FACTORS FOR THE EMPLOYEES IN AIRLINES INDUSTRY”, submitted by ARPITA MITRA (Regd.
No.: 202342509210005)for the award of the degree of MPHILto the MAULANA ABUL KALAM AZAD
UNIVERSITY,WEST BENGAL is arecord of bonafide research works carried out by him under my direct
supervision and guidance.
I considered that the thesis has reached the standards and fulfilling the requirementsof the rules and
regulations relating to the nature of the degree. The contents embodied in the thesis have not been submitted
for the award of any other degree or diploma in this or any other university.
DATE: 12.03.2023
PLACE: KOLKATA
SIGNATUREOFSUPERVISOR(S)AND
DESIGNATION
NAME(S):DR.SOUJANYA PUDI
PROF: ASUTOSH KAR
DEPARTMENT MPHIL

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DECLARATION
Icertify that
 The work contained in the thesis is original and has been done by myself under the supervision of my
supervisor.
 TheworkhasnotbeensubmittedtoanyotherInstitute foranydegreeordiploma.
 I have conformed to the norms and guide lines given in the Ethical Code of Conduct of the Institute.
 Whenever I have used materials (data, theoretical analysis, and text) from other sources, I have given due
credit to them by citing them in the text of the thesis and giving their details in the references.
 Whenever I have quoted written materials from other sources and due credit is given to the sources by
citing them.
 From the plagiarism test, it is found that the similarity index of whole thesis within 25% and single paper
is less than 10 % as per the university guidelines.
DATE: 12.03.2023
PLACE: KOLKATA
ARPITA MITRA
REGD.NO:
202342509210005

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ACKNOWLEDGEMENT
I would like to thank my supervisorsDr. SOUJANYA PUDI&PROFESSOR ASUTOSH KAR, for their
guidance throughout this thesis. They have been ideal teachers, mentors, and thesis supervisors, offering
advice and encouragement with a perfect blend of insight and humor. I’m proud of, and grateful for, my time
working with mam& sir. Thank you to my supervisors, Dr. SOUJANYA PUDI&PROFESSOR ASUTOSH
KAR, for your patience, guidance, and support. Words cannot express my gratitude to my professors for their
invaluable patience and feedback. I also could not have undertaken this journey without them who
generously provided knowledge and expertise.I would like to express my sincere gratitude to Dr.
SOUJANYA PUDI&PROFESSOR ASUTOSH KAR for their assistance at every stage of the research project.
ARPITA MITRA

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ABSTRACT
Employees play pivotal role in shaping the accomplishment expansion and even downfall of an
organization. Hence there is a need for proper motivation of the employees so that they feel instigated
and energized in their task that paves the way for the betterment of the organization. This analysis
will predict the potency and efficacy of Human Resource Management approach and methodologies
adopted by Human Resource Management of the Airlines Industries to persuade rather influencing
their employees thus bestowing them with prolificacy and self -contentment about their job.
The study focuses on the action performed by Human Resource Management in stimulating the
employees and recognizing several workers inspiration factors for the development of a superior
organization. No matter whatever may be the circumstances ,there is consistently and invariably
itsnecessary and high demand for the commitment of the staffs in Airlines Industry. Employee
Motivation is of foremost important concern that affect the performance level of employees in
Aviation Industry. The main concern of this research work is to bring into lime light the various
facets that helps in stir up and dynamize the spirit of the employees, so that they can never feel
pressurized by their work load and enjoy every bit of their job to the optimum.
Keywords:- Em p l o y e e motivation ,human resource management, performance level, employee

satisfaction, organizational betterment.

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CONTENTS
ContentDetails Page No.
Title Page 1
CertificatebytheSupervisor(s) 2
Declaration 3
Acknowledgements 4
Abstract 5
1. CHAPTER 1
INTRODUCTION
RESEARCH OBJECTIVE
STATEMENT OF THE PROBLEM
2. CHAPTER 2
LITERATURE REVIEW
3 .CHAPTER 3
RESEARCH HYPOTHESIS
RESEARCH METHODS & METHODOLOGICAL APPRECIATION
4.CHAPTER 4
FINDINGS OF THE RESEARCH:
5.CHAPTER 5
CERTAIN STATISTICAL TESTS BASED ON THE PRIMARY DATA
COLLECTED SO FAR VIA QUESTIONNAIRES
6.CHAPTER 6
RESEARCH PLAN:
CONCLUSION:
7.CHAPTER 7
FUTURE SCOPE FOR FURTHER RESEARCH
8. QUESTIONNAIRES:
9. REFERENCES

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CHAPTER ONE
INTRODUCTION
Employees are the lifeline of any organization in sculpturing the insight within customers mind
regarding any organization with their endeavor. Thus it become very much essential on the part of HUMAN
RESOURCE MANAGEMENT of the organization to pacify and intensify the employee motivation so as to
accomplish greater economic and non economic objective in future.
Motivation is very much essential for the employees of all sectors. However for the industries like
Airlines where employees have to work under tremendous work pressure and lots of responsibilities it is of
foremost important to boost up and energize the employees morale so that they feel comfortable and inspired
from within and thus can easily achieve their target performance and never feel bored ,demotivated or
distracted from their day to day routine task. It is really very strenuous for aviation industry carry on their
job under mental pressure and always aim for enhancing their qualities to provide optimum profitability to
the organization. Henceforth our recent study is to pick up those factors and bring into focus the matter
which can stimulate the employees and the impact of these stimulating factors on the work performance of
the employees in Airlines Industry.
A. Research Objectives:
 To analyze various factors of motivating employees in Airlines Industry
 To find out the impact of motivation on the employees of Airlines Industry
B. Statement of the Problem:

The important research question is to analyze the strategies implemented by the Human resource
management and the facets that pave the way ultimately for the motivation of employees. Given below are
some of the research questions need to be focused while conducting the study are as follows:
 What are the employee stimulators in the Airlines Industry?
 What are the policies and plan of actions adopted by Human resource management for energizing and
inspiring the Employees of Airlines Industry?

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CHAPTER TWO
LITERATURE REVIEW
 Motivated employees can bring better results as compared to unsatisfied employees. Employees perform
their duty efficiently when they feel satisfied from their company (Zerbe et al, 1998). Simon and DeVaro
(2006) argued that investment in developing motivated employees is an expense for the firm which will
benefit the organization in the long run as it improves employee efficiency and quality of the service.
Gittell, Nordenflycht, and Kochan (2004) warned that it must be kept in mind that minimizing the
employee cost may lead to lower employee productivity and service quality.( ijcrb.webs.com
INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS COPY
RIGHT © 2012 Institute of Interdisciplinary Business Research 531 OCTOBER 2012 VOL 4, NO 6
IMPACT OF EMPLOYEE MOTIVATION ON CUSTOMER SATISFACTION: STUDY OF AIRLINE
INDUSTRY IN PAKISTAN)
 Simon and DeVaro (2006) found that companies can motivate their employees by officering good
salaries, organizational culture and growth opportunities. By motivating employees towards their work
companies can enhance their employee’s productivity resulting as improved services and products to
satisfy customer’s demand.( ijcrb.webs.com INTERDISCIPLINARY JOURNAL OF
CONTEMPORARY RESEARCH IN BUSINESS COPY RIGHT © 2012 Institute of Interdisciplinary
Business Research 531 OCTOBER 2012 VOL 4, NO 6 IMPACT OF EMPLOYEE MOTIVATION ON
CUSTOMER SATISFACTION: STUDY OF AIRLINE INDUSTRY IN PAKISTAN)
 Motivation refers to “the reasons underlying behaviour” (Guay et al., 2010. Paraphrasing Gredler,
Broussard and Garrison (2004) it is “the attribute that moves us to do or not to do something”. Only
when one has a generator of one‟s own it is possible to talk about motivation. One then needs no outside
stimulation. One wants to do it.( HUMAN RESOURCES IN RYANAIR Luzmarina Kasten Viana (ufv )
luzmarinakasten@yahoo.com.br)
 Motivated workers can produce better outcome in comparison with discontented employees. Employees
perform better while performing assigned duties when feel contented from their organizations/
companies [7,8], highlighted that investment by any company in development of enthusiastic employees
will benefit the company finally because it enhances service quality as well as employee efficiency.(
Journal of Forensic Psychology urnal of Forensic Psychology ISSN: 2475-319X Open Access Volume 3
• Issue 2 • 1000138 J Foren Psy, an open access journal ISSN: 2475-319X Impact of Employee
Motivation on Customer Satisfaction: Study of Airline Industry in Pakistan Shahzad N* Pakistan Army
Aviation, Riphah International University, Islamabad, Pakistan, Shahzad., J Foren Psy 2018, 3:2 DOI:
10.4172/2475-319X.1000138)
 Journal of Air Transport Management Volume 57, October 2016, Pages 184-195 Motivations and
barriers for corporate social responsibility reporting: Evidence from the airline industry Author links
open overlay panelTsai ChiKuoaGül E. OkudanKremerbNguyen ThiPhuongaChia-WeiHsucd Innovative
Techniques of Motivation for Employee Retention in Aviation Industry Neha Nazneen Siddiqui1 and Dr.
Gaurav Bisaria2 1 Research Scholar, Department of Business Management, Integral University, Kursi
Road, Lucknow – 226026, Uttar Pradesh, India 2 Assistant Professor, Department of Business
Management, Integral University, Kursi Road, Lucknow – 226026, Uttar Pradesh, India E-mail: 1
nazneenn@iul.ac.in, 2 gaurav_or@rediffmail.com Vol. 7 ● No. 1 ● January 2018 ISSN: 2278-8913
(Print) ISSN: 2350-0794 (Online) DOI: 10.15410/aijm/2018/v7i1/119882

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 Motivation is derived from the key word “motivate”, the means to move ahead, encourage or influence
the people to proceed for successful fulfilling a want (Kalimullah, 2010). Motivation means the
encouragement by various means and modes that lead to the performance enhancement of employees in
an organization. Motivation is an important part for the success of any organisation because motivated
employees are more productive than the demotivated one.(Motivation in Airline Industry, organizational
behaviour, march 16,2013)
 Employees are inspired by a set of factors that can exist extrinsically or intrinsically in themselves or
their organizations. Performance in an organization depends on the product of motivation, ability, and
environment of employees. Thus, motivation plays a major role in performance and is relevant for
realizing goal-oriented behavior. (Emirates Airline and Employee Motivation Theories)
 Using job design to motivate employees to improve high-quality service in the airline industry(Journal
of Air Transport Management Volume 77, June 2019, Pages 17-23)Received 19 August 2018, Revised 4
February 2019, Accepted 18 February 2019, Available online 13 March 2019, Version of Record 13
March 2019.
From the above mentioned literature review as much as I have studied so far is that Employee
motivation is a most important and integral part of organization without which an organization fails to run in
future. Employees who are the fuels of any organization needs to be motivated stimulated in various ways
for the smooth running of an organization.

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CHAPTER THREE
RESEARCH HYPOTHESIS
H0: Motivating factors has no relationship or negative relationship with employee performance
H 1: Motivating factors have positive relationship with employee performance
A. Research methods & methodological appreciation:

 The research methodologies to be used while conducting the study so far are primary and secondary
research.
 The primary research however includes survey using online digital platform like Google forms to collect
feedback from individuals working in Airlines Industry.
 The questionnaires are distributed and quantitative methods have been used while analyzing survey
outcomes.
 Statistical tests like Cronbach’s alpha, correlation coefficient, t test are conducted to analyzing data
collected so far.
 For now I have mainly concentrated on Primary research, however have done literature review based on
the topic from various genuine websites, journals, scholarly articles from Research gate Journal but still
proper investigation of Secondary research is left over and it will be definitely conducted in future by
assembling information from various research papers , research journals published earlier or from any
authentic websites containing genuine information .

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CHAPTER FOUR
FINDINGS OF THE RESEARCH
 The findings of the research discloses that employees of Aviation industry admit the fact that motivation
factors are the main stimulating fuel behind the proper functioning of their routine work.
 According to some others opinion, it is found that various strategies are used by human resource
management for motivating airlines employees such as
 Providing Perks during layover,
 Yearly bonus from HRTeam ,
 BuildingYoga classes,
 Free gym membership,
 Departmental get together ,
 Excursion travel
 Gifts
 Constant training to enforce confidence
 It is also found that sometimes employees are involved in decision making but management has a bigger
say obviously.
 Generally decisions are taken by seniors and others are to be abided by the rules. But in general the
employees feel very much motivated as aviation is their dream job so they enjoy every bit of this job.
 Moreover the employees feel very much interested and that is the most important stimulant for carrying
on their tasks.
 Some of them find their job super challenging.
 In aviation sector employees are growing very well in their role and developing new skills day by day .
 It is everyday learning process thus adapting slowly and honing new skills so they are involved in the
process of learning constantly for generating new skills.
 .When asked that how happy they feel coming to work and how focused are they on their job or duty
when at work, responses from them are as follows:
 It's a very responsible job and
 being focused ,24x7 is the priority
 Very much focused as without focus u can't fly
 Very happy at work always.
Their contribution towards success of the company is the joint effort asall of them together working as a
team are makingthings work and yes they all arecontributing in a small waywhile doing their jobwith full
dedication. Every effort they put leads to theContribution towards the progressof the company’s goals.

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CHAPTER FIVE
CERTAIN STATISTICAL TESTS BASED ON THE PRIMARY DATA COLLECTED

SO FAR VIA QUESTIONNAIRES
Certain motivating factors are being provided by the human resource department to stimulate their
employees. Some are discussed below:
 Employees work is being recognized directly by manager that motivates them to do their best.
 He entrusts them with high level of responsibility.
 Organization’s culture foster a comfortable, supportive work environment
 They feel that your work is seen and appreciated within your organization
 Freedom Respect and achievements gives them satisfaction in their job
 Various ways of motivation are promoted throughout, for example; employer of the month, best
customer service agent, crossing the monthly quota leads to free trips, exotic adventures to contest
winners, a bonus when the company supersedes the target.
 Certain statistical test called Cronbach’s alpha has been conducted to test validity of the
questionnaire.Cronbach’s Alpha turns out to be 0.939012543.
 Chronbach’s Alpha is a way to measure the internal consistency of a questionnaire or survey.
The following table describes how different values of Cronbach’s Alpha are usually interpreted:
Cronbach’s Alpha Internal consistency

0.9 ≤ α Excellent
0.8 ≤ α < 0.9 Good
0.7 ≤ α < 0.8 Acceptable
0.6 ≤ α < 0.7 Questionable
0.5 ≤ α < 0.6 Poor
α < 0.5 Unacceptable
Since we calculated Cronbach’s Alpha to be 0.939 we would say that the internal consistency of
this survey is "EXCELLENT"
I have conducted correlation coefficient test to test the correlation between different motivating factors
(X) & their impact of motivation (Y).
The correlation coefficient of different motivating factors are as follows:
Additional perks : 0.252827992 moderate positive correlation
Perks during layout: 0.313992913 moderate positive correlation
Additional salaries 0.265372446 moderate positive correlation
Employee of the month 0.296210689moderate positive correlation
Best customer service agent 0.29655065 moderate positive correlation
Crossing monthly quotas

lead to free trips 0.313992913moderate positive correlation

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Bonus 0.335672543moderate positive correlation
Yearly Bonus 0.231346335moderate positive correlation

Exotic adventures to contest winners 0.313992913moderate positive correlation
Reward yourself 0.252827992moderate positive correlation
Team building 0.242815238moderate positive correlation
Yoga classes 0.222026518moderate positive correlation
Free gym membership 0.265372446 moderate positive correlation
Departmental get together 0.222026518moderate positive correlation
Excursions 0.213465507moderate positive correlation
Travel gifts 0.241557655moderate positive correlation
Constant training to
enforce confidence 0.335672543moderate positive correlation
Apart from these two statistical test I have also conducted separate t test of each individual motivating
factor to understand the correlation of each factor of motivation with the impact on the employee
performance. The two hypothesis H0 & H1 has been formulated to prove the correlation.
Additional perks t-Test: Two-Sample Assuming Equal Variances
H0: motivating factor additional perks have no relationship or negative relationship with employee
performance
H1: additional perks have positive relationship with employee performance
As, P (T<=t) two-tail 0.000629631 < 0.05LOS, we accept H1, reject H0
Perks during layout t Test: Two-Sample Assuming Equal Variances
H0: motivating factor perks during layout have no relationship or negative relationship with employee
performance
H1: perks during layout have positive relationship with employee performance
As, P(T<=t) two-tail 0.00840675 < 0.05 LOS, we accept H1, reject H0
Additional Salaries t-Test: Two-Sample Assuming Equal Variances
H0: Additional salaries have no relationship or negative relationship with employee performance
H1: Additional salaries have positive relationship with employee performance
As, P (T<=t) two-tail 0.001228365 < 0.05 LOS, we reject H0, accept H1

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Best customer service agent t-Test: Two-Sample Assuming Equal Variances
H0: best customer service agent has no relationship or negative relationship with employee performance
H1: best customer service agent has positive relationship with employee performance
As P (T<=t) two-tail 0.030274803 < 0.05 LOS, we reject H0, accept H1
Employee of the month t-Test: Two-Sample Assuming Equal Variances
H0: Employee of the month has no relationship or negative relationship with employee performance
H1: Employee of the month has positive relationship with employee performance
As, P(T<=t) two-tail 3.93E-13 < 0.05 LOS, we reject H0, ACCEPT H1
Crossing monthly quotas lead to free trips t-Test: Two-Sample Assuming Equal Variances
H0: crossing monthly quotas lead to free trips has no relationship or negative relationship with employee
performance
H1: this factor has positive relationship with employee performance
As, P (T<=t) two-tail 0.008460775 < 0.05LOS, we reject H0, accept H1
Bonus t-Test: Two-Sample Assuming Equal Variances
H0: BONUS has no relationship or negative relationship with employee performance
As, P(T<=t) two-tail 0.01574774 < 0.05LOS, we reject H0, accept H1
Yearly Bonus t-Test: Two-Sample Assuming Equal Variances
H0: yearly BONUS has no relationship or negative relationship with employee performance
As, P(T<=t) two-tail 0.000158501 < 0.05LOS, WE REJECT H0, ACCEPT H1
Exotic adventures to contest winners t-Test: Two-Sample Assuming Equal Variances
H0: exotic adventures to contest winners has no relationship or negative relationship with employee
performance

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Reward yourself t-Test: Two-Sample Assuming Equal Variances
H0: reward yourself has no relationship or negative relationship with employee performance
As, P(T<=t) two-tail 0.000629631< 0.05LOS, we reject H0, accept H1
Team building t-Test: Two-Sample Assuming Equal Variances
H0: team building has no relationship or negative relationship with employee performance
As, P (T<=t) two-tail 5.48401E-08< 0.05LOS, we reject H0, accept H1
Yoga classes t-Test: Two-Sample Assuming Equal Variances
H0:yoga classes have no relationship or negative relationship with employee performance
Free gym membership t-Test: Two-Sample Assuming Equal Variances
H0:free gym membership has no relationship or negative relationship with employee performance
As, P (T<=t) two-tail 0.001228837< 0.05LOS, we reject H0, accept H1
Departmental get together t-Test: Two-Sample Assuming Equal Variances
H0: departmental get together has no relationship or negative relationship with employee performance
As, P (T<=t) two-tail 7.78E-05 < 0.05LOS, we reject H0, accept H1
Excursions t-Test: Two-Sample Assuming Equal Variances
H0:excursions have no relationship or negative relationship with employee performance
As, P (T<=t) two-tail 7.77E-05 < 0.05LOS, we reject H0, accept H1

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Travel gifts t-Test: Two-Sample Assuming Equal Variances
H0: travel gifts have no relationship or negative relationship with employee performance
Constant training to enforce confidence t-Test: Two-Sample Assuming Equal Variances
H0: constant training to enforce confidence has no relationship or negative relationship with employee
performance

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CHAPTER SIX
RESEARCH PLAN
A. Research Plan
I have planned categorically to move on with the research work.
 To prepare questionnaire in the form of Google form
 The questionnaires are distributed the same among the individuals working in Airlines Industry.
 Have taken as much as sample for interviewing.
 Have reviewed the feedback given by the interviews
 Have conducted various statistical tests like Cronbach’s alpha,correlation coefficient, t test with the
primary data collected.
B. Conclusion
The motto of this research work is to bring the matter into limelight that how important is employee
motivation and also the value and importance of the strategies formulated and implemented by Human
resource management in strengthening the employees’ morale thus contributing for the greater benefit of the
organization. Here enlie the importance of the research and the potential impact the study is to know
understand and analyze the factors that are foremost essential for motivating the employees in Airlines
industry and the effect of employee motivation on their performance level as well.

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CHAPTER SEVEN
FUTURE SCOPE FOR FURTHER RESEARCH
There are certain areas which can be explored further in future research workThose issues that are
experience by employees in the workplace like
 Salaries are big issue .
 Ego clashes
 Lack of proper sleep,
 Angry passengers or customers,
 Drinking abuse violence,
 Time constraint scheduling.
Further in depth studies and analysis can be done to know the causes behind such issues and adequate
measures can be suggested to deal with such problems so that they may not recur in future.

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QUESTIONNAIRES
(Primary Data)
The questionnaires prepared so far are in the form of Google form containing questions for interview from
employees in Airlines Industry are given below:
Q1. What motivating factors are being provided at your Airlines?
Q2. What are the strategies used by HR to motivate employees of your Airways? OR What are the
strategies used by HR Management?
Q3. What are issues that are experience by employees in the workplace?
Q4. Whether Employees are involved in Decision Making As Much As Possible?
Q5. In general, how motivated do you feel at work?
Q6. How stimulating do you find day-to-day tasks?
Q7. How inspired do you feel by your work goals?
Q8. How well do you think you're growing in your role and developing new skills?
Q9. How happy do you feel coming to work and how focused are you on your job or duty when at work?
Q10. How much do you feel you're contributing to the success of the company?
Q11. How well do you feel your work is recognized directly by your manager that motivates you to do
your best?
Q12. Does he entrusts you with high level of responsibility?
Q13. How would you rate your overall job satisfaction?
Q14. How likely would you be to recommend a job here to a friend?
Q15. How secure do you feel in your job?
Q16. Whether your job is challenging and exciting?
Q17. Does your organization’s culture foster a comfortable, supportive work environment?
Q18. How you feel that your work is seen and appreciated within your organization?
Q19. What gives you satisfaction in your job?
Q20. How job satisfaction improves your performance?

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REFERENCES
The list of references are given below:
[1.] ijcrb.webs.com INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN

BUSINESS COPY RIGHT © 2012 Institute of Interdisciplinary Business Research 531 OCTOBER
2012 VOL 4, NO 6 IMPACT OF EMPLOYEE MOTIVATION ON CUSTOMER SATISFACTION:
STUDY OF AIRLINE INDUSTRY IN PAKISTAN Muhammad Bilal Ahmad* Student of M.Phil
Institute of Business Management (IoBM), Karachi Ejaz Wasay Sr. Fellow Marketing & HoD Media
Studies Institute of Business Management (IoBM), Karachi Saif Ullah Malik Student of M.Phil
Institute of Business Management (IoBM), Karachi
[2.] International Journal of Entrepreneurship Volume 24, Issue 1, 2020 1 1939-4675-24-1-356
ANALYSIS OF ETIHAD AIRLINES HUMAN RESOURCES MANAGEMENT PRACTICES &
FACTORS THAT LEAD TO EMPLOYEE’S MOTIVATION Dr. Kalpana Solanki, Higher Colleges
of Technology, UAE
[3.] International Journal of Asian Business and Information Management Volume 12 • Issue 3 • July-
September 2021 This article published as an Open Access article distributed under the terms of the
Creative Commons Attribution License (http://creativecommons.org/licenses/by/4.0/) which permits
unrestricted use, distribution, and production in any medium, provided the author of the original work
and original publication source are properly credited. This article, published as an Open Access article
on May 14, 2021 in the gold Open Access journal, International Journal of Asian Business and
Information Management (converted to gold Open Access January 1, 2021), is distributed under the
terms of the Creative Commons Attribution License (http://creativecommons.org/licenses/by/4.0/)
which permits unrestricted use, distribution, and production in any medium, provided the author of the
original work and original publication source are properly credited. 67 A Comparative Study of Jet
Airways and Indigo Airline Employee’s Motivation in Context With “Hygiene Factor” Neha Nazneen
Siddiqui, Integral University, India Gaurav Bisaria, Integral University, India
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VOLUME-05,Issue-06,June 2018.`
[5.] IMPACT OF EMPLOYEE MOTIVATION ON CUSTOMER SATISFACTION: STUDY OF
AIRLINE INDUSTRY IN PAKISTAN Muhammad Bilal Ahmad* Student of MPhil Institute of
Business Management (IoBM), Karachi Ejaz Wasay Sr. Fellow Marketing & HOD Media Studies
Institute of Business Management (IoBM), Karachi Saif Ullah Malik Student of MPhil Institute of
Business Management (IoBM), Karachi 2/1/2012 Published in INTERDISCIPLINARY JOURNAL
OF CONTEMPORARY RESEARCH IN BUSINESS VOL 4, NO 6 OCTOBER 2012
[6.] XXXVI ENCONTRO NACIONAL DE ENGENHARIA DE PRODUCÃO Contribuições da
Engenharia de Produção para Melhores Práticas de Gestão e Modernização do Brasil João Pessoa/PB,
Brasil, de 03 a 06 de outubro de 2016. HUMAN RESOURCES IN RYANAIR Luzmarina Kasten
Viana (ufv ) luzmarinakasten@yahoo.com.br
[7.] Journal of Forensic Psychology urnal of Forensic Psychology ISSN: 2475-319X Open Access Volume
3 • Issue 2 • 1000138 J Foren Psy, an open access journal ISSN: 2475-319X Impact of Employee
Motivation on Customer Satisfaction: Study of Airline Industry in Pakistan Shahzad N* Pakistan
Army Aviation, Riphah International University, Islamabad, Pakistan Shahzad., J Foren Psy 2018, 3:2
DOI: 10.4172/2475-319X.1000138.
[8.] International Journal of Entrepreneurship Volume 24, Issue 1, 2020 1 1939-4675-24-1-356
ANALYSIS OF ETIHAD AIRLINES HUMAN RESOURCES MANAGEMENT PRACTICES &
FACTORS THAT LEAD TO EMPLOYEE’S MOTIVATION Dr. Kalpana Solanki, Higher Colleges
of Technology, UAE Retaining & Sustaining Airline Staff Motivation During COVID-19 Employee
Engagement | Last Updated on 11 August 2022.
[9.] (HUMAN RESOURCES IN RYANAIR Luzmarina Kasten Viana (ufv)
luzmarinakasten@yahoo.com.br)

ISSN No:-2456-2165
[10.] Journal of Forensic Psychology urnal of Forensic Psychology ISSN: 2475-319X Open Access Volume
3 • Issue 2 • 1000138 J Foren Psy, an open access journal ISSN: 2475-319X Impact of Employee
Motivation on Customer Satisfaction: Study of Airline Industry in Pakistan Shahzad N* Pakistan
Army Aviation, Riphah International University, Islamabad, Pakistan, Shahzad., J Foren Psy 2018, 3:2
DOI: 10.4172/2475-319X.1000138) Journal of Air Transport Management Volume 57, October 2016,
Pages 184-195
[11.] Motivations and barriers for corporate social responsibility reporting: Evidence from the airline
industry Author links open overlay panelTsai ChiKuoaGül E. OkudanKremerbNguyen
ThiPhuongaChia-WeiHsucd
[12.] Innovative Techniques of Motivation for Employee Retention in Aviation Industry Neha Nazneen
Siddiqui1 and Dr. Gaurav Bisaria2 1 Research Scholar, Department of Business Management, Integral
University, Kursi Road, Lucknow – 226026, Uttar Pradesh, India 2 Assistant Professor, Department of
Business Management, Integral University, Kursi Road, Lucknow – 226026, Uttar Pradesh, India E-
mail: 1 nazneenn@iul.ac.in, 2 gaurav_or@rediffmail.com Vol. 7 ● No. 1 ● January 2018 ISSN: 2278-
8913 (Print) ISSN: 2350-0794 (Online) DOI: 10.15410/aijm/2018/v7i1/119882.
[13.] (Motivation in Airline Industry, organizational behaviour, march 16,2013)
[14.] ( Emirates Airline and Employee Motivation Theories)
[15.] Using job design to motivate employees to improve high-quality service in the airline industry Journal
of Air Transport Management Volume 77, June 2019, Pages 17-23

Impact of Motivation Factors On The Employees of Airlines Industry

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Volume 8, Issue 5, May 2023 International Journal of Innovative Science and Research Technology

MAULANA ABUL KALAM AZAD UNIVERSITY OF TECHNOLOGY (MAKAUT), formerly

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Impact of Motivation Factors on the Employees of

NameofSupervisor(s) DR.SOUJANYA PUDI

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Keywords:- Em p l o y e e motivation ,human resource management, performance level, employee

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ContentDetails Page No.

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B. Statement of the Problem:

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H 1: Motivating factors have positive relationship with employee performance

A. Research methods & methodological appreciation:

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FINDINGS OF THE RESEARCH

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CERTAIN STATISTICAL TESTS BASED ON THE PRIMARY DATA COLLECTED

Cronbach’s Alpha Internal consistency

The correlation coefficient of different motivating factors are as follows:

Additional perks : 0.252827992 moderate positive correlation

Perks during layout: 0.313992913 moderate positive correlation

Additional salaries 0.265372446 moderate positive correlation

Employee of the month 0.296210689moderate positive correlation

Best customer service agent 0.29655065 moderate positive correlation

Crossing monthly quotas

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Yearly Bonus 0.231346335moderate positive correlation

Reward yourself 0.252827992moderate positive correlation

Team building 0.242815238moderate positive correlation

Yoga classes 0.222026518moderate positive correlation

Free gym membership 0.265372446 moderate positive correlation

Departmental get together 0.222026518moderate positive correlation

Excursions 0.213465507moderate positive correlation

Travel gifts 0.241557655moderate positive correlation

Additional perks t-Test: Two-Sample Assuming Equal Variances

H1: additional perks have positive relationship with employee performance

As, P (T<=t) two-tail 0.000629631 < 0.05LOS, we accept H1, reject H0

Perks during layout t Test: Two-Sample Assuming Equal Variances

Additional Salaries t-Test: Two-Sample Assuming Equal Variances

H1: Additional salaries have positive relationship with employee performance

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As P (T<=t) two-tail 0.030274803 < 0.05 LOS, we reject H0, accept H1

Employee of the month t-Test: Two-Sample Assuming Equal Variances

H1: this factor has positive relationship with employee performance

As, P (T<=t) two-tail 0.008460775 < 0.05LOS, we reject H0, accept H1

Bonus t-Test: Two-Sample Assuming Equal Variances

H0: BONUS has no relationship or negative relationship with employee performance

H1: this factor has positive relationship with employee performance

As, P(T<=t) two-tail 0.01574774 < 0.05LOS, we reject H0, accept H1

Yearly Bonus t-Test: Two-Sample Assuming Equal Variances

H1: this factor has positive relationship with employee performance

As, P(T<=t) two-tail 0.000158501 < 0.05LOS, WE REJECT H0, ACCEPT H1

Exotic adventures to contest winners t-Test: Two-Sample Assuming Equal Variances

H1: this factor has positive relationship with employee performance

As, P (T<=t) two-tail 0.008460775 < 0.05LOS, we reject H0, accept H1

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H1: this factor has positive relationship with employee performance