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首页> 外文期刊>Central European Business Review >Motivational Need Hierarchy of Employees in Public and Private Commercial Banks
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Motivational Need Hierarchy of Employees in Public and Private Commercial Banks

机译：公共和私人商业银行员工的动机需求层次

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This study presents a theoretical-empirical reflection about concepts, models, and practices of Maslow’s Model of Need-Hierarchy in public and private commercial banks in Bangladesh. The empirical part of this study, comprising 130 samples, has been collected through a structured questionnaire. The study reveals that employees of commercial banks have high use of lower level needs and moderate use of upper level needs. The study also reveals employees of private commercial banks have a slightly higher motivational score of each level of Maslow’s model, but these motivational differences are significant for safety needs and insignificant for basic, social, esteem and need for self-actualization at the five percent level of significance on a one way ANOVA test. On the basis of these findings, the study concludes that the employees of public and private banks follow Maslow’s motivational model without any difference. Maslow’s model holds across cultures, but its applicability, in some cases, will be culture-specific; it requires unique managerial attention to cultivating and sustaining well-motivated employees in different companies in different countries around the world.
机译：这项研究对孟加拉国公共和私人商业银行中Maslow的需求层次模型的概念，模型和实践进行了理论-实证的反思。本研究的经验部分包括130个样本，已通过结构化问卷进行了收集。该研究表明，商业银行的员工大量使用较低级别的需求，而适度使用较高级别的需求。该研究还表明，私人商业银行的员工在马斯洛模型的各个级别上的动机得分略高，但是这些动机差异对于安全需求而言是显着的，而对基本，社会，自尊和自我实现的需求在5％的水平上却微不足道一种方差分析的意义。根据这些发现，研究得出结论，公共和私人银行的员工遵循马斯洛的激励模型，没有任何区别。马斯洛（Maslow）的模型适用于各种文化，但在某些情况下，其适用性将因文化而异。它需要独特的管理关注，以培养和维持全球不同国家/地区的不同公司中积极进取的员工。

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