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• Regional differences in perceptions of motivation at work

  35-46

  Lejla Pelyák

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  The unpredictable labour market environment is forcing more and more organisations to look for sustainable long-term solutions to secure their workforce. Increasing employee satisfaction, which can largely be achieved through the application of appropriate motivational factors, is a key issue. The aim of the research is to explore whether regional differences in employee motivation and expectations at work make a difference. Using primary and secondary methods, I investigated the importance of individual motivational factors and whether there are regional differences in employee preferences. Descriptive statistical methods, correlation and cross-tabulation analysis were used to analyse the data (n=280) collected by questionnaire method. The results showed that respect and esteem were the most influential factors in Hunt's theory of goal motivation, especially in metropolitan settings. In contrast, Herzberg's hygiene factors were found to play a greater role for workers in smaller municipalities. Regional differences show that workers' expectations are adapted to environmental characteristics. The regional differences are mainly reflected in the fact that some factors are more important in smaller settlements (belonging), while other factors are more important for workers in metropolitan areas (stability, self-development).