The impact of motivation and management system on individual and organizational performance

Purpose The growth of interest in individual and organizational performance has elevated the importance of theories that explain their mutual relationships. The aim of this study is to thoroughly explore how different factors that boost performance, such as individual motivation and management systems, are connected to the results achieved by both individuals and the organization as a whole. Design/methodology/approach Data were collected from 409 employees across heterogenous companies. A structural equation model (SEM) was used to examine the relationships among the performance enable variables and output performance variables. Findings The results of the final model show (1) a strong relationship between individual and organizational performance, (2) a moderate relationship between an individual’s satisfaction with the task between internal motivation and individual performance, (3) a moderate relationship between organizational skills between internal motivation and organizational performance, (4) a relationship between adherence to the principles of management systems and organizational performance. It was also found that (5) the motivation of employees mediates the relationship between adherence to the principles of management systems and individual performance. Research limitations/implications The limitation could be the choice of scales for individual factors, as some of them have not been validated in the past and have only been empirically examined in this study. Another limitation could be the geographical scope of the study, as the data were collected from only one country. Originality/value This research introduces a new approach to exploring the relationship between motivational factors, management systems and performance at both individual and organizational levels. Unlike previous studies that focused on isolated performance components, our research presents a comprehensive model integrating these factors into a unified framework. This model offers deeper insights into how the combination of internal motivations and management systems impacts performance in various contexts. The research fills a gap in the literature on the interactions between these key components and provides new empirical evidence on their influence in achieving performance goals.