Impact of Employee Recognition Programs on Motivation and Job Satisfaction of Employees in Assisted Living Communities

Abstract

This study explored the relationship between employee recognition programs, motivation, and job satisfaction of employees in assisted living communities. Conducted to answer two major research questions – the types of employee recognition programs prevalent in assisted living communities, and the relationship between such programs, motivation, and job satisfaction – this quantitative study used a cross-sectional survey of employees in three assisted living communities in the Mid-Atlantic region. Results indicated that while all four types of recognition programs studied, personal, work practice, job dedication, and results, were present in the communities, the most prevalent were the personal recognition programs. Consultative communication, flexible scheduling, orienting new employees, and professional development opportunities topped the most prevalent practices found in the studied communities. A mediation analysis, run to test the relationships among the variables, found that employee recognition programs directly influenced motivation (p < .01). It also found that while employee recognition programs directly influenced job satisfaction (p < .001), motivation did not mediate this relationship. The main significance of this research is its setting; although the topics of motivation and job satisfaction have been studied in different settings by many theorists, there has been a paucity of research in assisted living communities. This research also provides a unique window into what motivates the employees studied. This research offers several important practical implications for motivating employees, and keeping them satisfied, in care-giving settings. As the aging of America continues and more people are projected to live in assisted living communities, what motivates and satisfies the employees assumes special significance.