摘要：Slovakia’s, Lithuania‘s and Czech’s entry into the European Union resulted in their labour market integration in Europe. Factors influencing job satisfaction or employee motivation are identical on the markets of new members of the EU. Satisfaction at work is one of the most rigorous determinants of employee motivation . Sampling unit consisted of 2,369 respondents from Slovakia, 270 respondents from the Czech Republic and 183 respondents from Lithuania. Sampling units were tested using one-way analysis of variance, Fisher F-test. We find out that motivation needs of individual countries are not identical despite 10 years of EU membership. There are significant differences in motivation needs of employees in individual countries. The most exacting needs are those of the respondents in Lithuania and the less exacting ones are those of the respondents in Slovakia. Variety in opinions is also fundamentally different in individual countries. The highest variety is in Slovakia and the lowest one in Lithuania. Atmosphere in the workplace, supervisor’s approach, basic salary, good work team, job security, fair appraisal system are the most important motivation factors in all studied countries. However, the order of importance varies in individual countries. Defining the level of satisfaction in individual countries is the result of the research.
其他摘要：Slovakia’s, Lithuania‘s and Czech’s entry into the European Union resulted in their labour market integration in Europe. Factors influencing job satisfaction or employee motivation are identical on the markets of new members of the EU. Satisfaction at work is one of the most rigorous determinants of employee motivation . Sampling unit consisted of 2,369 respondents from Slovakia, 270 respondents from the Czech Republic and 183 respondents from Lithuania. Sampling units were tested using one-way analysis of variance, Fisher F-test. We find out that motivation needs of individual countries are not identical despite 10 years of EU membership. There are significant differences in motivation needs of employees in individual countries. The most exacting needs are those of the respondents in Lithuania and the less exacting ones are those of the respondents in Slovakia. Variety in opinions is also fundamentally different in individual countries. The highest variety is in Slovakia and the lowest one in Lithuania. Atmosphere in the workplace, supervisor’s approach, basic salary, good work team, job security, fair appraisal system are the most important motivation factors in all studied countries. However, t he order of importance varies in individual countries. Defining the level of satisfaction in individual countries is the result of the research. DOI: http://dx.doi.org/10.5755/j01.ee.29.5.13953
关键词：employee motivation; motivation programme; t-test; ANOVA; Duncan’s test
其他关键词：employee motivation; motivation programme; t-test; ANOVA; Duncan’s test
