چكيده به لاتين
Leading organizations think of human resources as assets by which they can concur difficulties, get through limitations and achieve improvements and developments. In fact, one of the distinctive superiority of one organization to another, is its work force loyalty and commitment. Therefore, one of the biggest duties of human resources’ managers in the organization is to create motivation for work force and attempting to keep them as good as possible. Considering these, getting to know the factors affecting job motivation is an important tool to correct and improve personnel behavior at work. In a general categorization, researchers have sorted the factors that lead to motivation into two groups, internal and external factors. In another categorization, the factors are grouped as financial and non-financial.
This research tried to avoid one-way approach, paying attention to both factors. In this respect, wages, salaries and welfare facilities were noted for financial factor and training, organizational justice (procedural, distributive, interactional) were considered as non-financial factors.
This study is considered to be an applied research in terms of its aim and also descriptive research in terms of data gathering and analysis. In order to collect data, a questionnaire has been used for the sample. The validity of the questionnaire has been evaluated and approved by the experts and also the reliability was tested by Cronbach's alpha evaluation. The collected data was analyzed by one sample t-test.
The results proved that there is a positive and meaningful relation between job motivation and the four factors which were wages and salaries, welfare facilities, training and organizational justice (procedural, distributive, interactional).
