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This study aims to identify and assess the status and level of motivation of employees working in the Omani academic libraries at Muscat Governorate according to Maslow's hierarchy of needs.

A quantitative approach containing a questionnaire survey was used for collecting data from 111 librarians and library employees in 29 identified academic libraries.

Findings pointed out that the motivation level was modest with varied attitudes for individual motivational needs. The need for security was indicated as the least motivating with an average mean score below agreement. Their lower-order motivational needs are apparently satisfied except for security needs which indicated a level below satisfaction. On the other hand, the upper-level needs of self-esteem were not adequately satisfied.

Motivation has the potential to satisfy the five essential needs that Maslow built up in hierarchy. However, library managers are also responsible to determine every individual behavior of employees and accordingly adopt the proper motivational strategy. The study recommends developing and implementing local standards for a motivational system appropriate for all academic libraries in Oman, taking into consideration the respondents' needs for security. The study also recommends conducting further studies on work motivation in other library settings such as learning resource centers and public libraries.

The study helps assess the status of motivation in the academic libraries of a developing country. It also helps describe and explain motivation from the perspectives of librarians and other employees. The literature in the region does not indicate similar studies that addressed the issue of motivation in the academic libraries or other library settings. This study, however, is the first to deal with motivation in academic libraries in Oman.

The construction workforce plays a crucial role in the successful delivery of any construction project and, eventually, the performance of any construction organisation. Effectively managing these workforces becomes crucial. However, past studies have shown that workforce management within the construction industry has been on the back foot, with workers being seen as resources required to deliver construction projects. This situation begs the need for a construction workforce management model that can be tailored to an organisation’s situation and adopted to manage workers and improve organisational performance effectively. To this end, this chapter reviewed existing workforce management theories, models, and practices to develop a suitable approach towards managing the construction workforce. Ultimately, a strategic workforce management with a classical view using a soft workforce management approach that embraces employees’ empowerment and development through trust was proposed. Five major practices that best suit the soft workforce management approach were identified as key constructs in the proposed construction workforce management model.

The second of a two‐part study, this article focuses on motivational theories and how they relate to the specific concerns of sales management. The categories of theory considered are: need, value and reinforcement; and then three further approaches are covered: attribution theory, goal‐setting theory and the dynamics of action. It is concluded that motivational behaviour with regard to salespeople seems to be a function of three entities: salesperson, self, and outcome.

Since the days when women first began entering the work force scholars have studied perceived gender differences related to motivation in organizational settings. This paper first presents a brief overview of motivation theory and then examines the literature tracing gender related motivation-to-manage as it evolves through the 1950s and 1960s to the present. Studies have produced conflicting results with some finding that men have more motivation-to-manage then women and other studies finding the opposite. Such differences appear to be small and closely related to subordinate status and role stereotyping.

Motivation of the employees is extensively considered as an antidote for the overall success of the organizations. This study primarily aims to investigate the impact of motivation on the job performance of university librarians in Pakistan.

Quantitative research design followed by a survey method under an extended theory of motivation was applied. Data were collected from 123 professional librarians of 79 university libraries in Punjab province, Pakistan. The study tested hypotheses having used regression statistical test through Statistical Package for Social Sciences Software (Version 26).

Results of the study revealed that motivation (intrinsic and extrinsic), the expectation of benefits, satisfaction of meta needs and challenging situations have a strong positive impact on the optimum job performance of university librarians.

This research has theoretical implications for the researchers and practical insights for human resource managers to get maximum outcomes for organizational development. The results of the study may be generalized to the university libraries of other countries having similar socio-economic and cultural situations.

This study developed a framework based upon empirically tested hypotheses that might be used as drivers for different motivation practices to augment employees’ commitment to the organizations.

The World Islamic Tourism Mart in Malaysia has been attracting Muslim tourists from all over the world to choose Malaysia as their Islamic tourism destination. This paper aims to implement the concept of the travel career ladder (TCL) with the main purpose of the antecedents of travel motivation toward Malaysia for Islamic tourism destination (MMITD).

The theoretical model was tested using the structural equation modeling technique with partial least squares. A self-administered questionnaire was designed, distributed and collected from 180 effective participants who had visited Malaysia.

The findings revealed that the Islamic compliance with self-esteem needs, the Islamic compliance with relationship needs and the Islamic compliance with physiological needs have significant effects on Malaysia My Islamic tourism destination.

The scope of this research paper is limited to TCL including the Islamic compliance issues with self-fulfillment, self-esteem, relationship, safety and physiological needs. A small sample size was obtained with participants from the Muslim countries. A future study should be comprehensively conducted on larger and diverse sampling methods with participants from the Muslim and the non-Muslim major countries, as this paper particularly discusses the theoretical and managerial implications for the anticipated future studies.

The study yet attempts on the part of academicians in Malaysia, what travel motivational factors influence Islamic tourists to travel MMITD. Based on the previous literature and researcher’s experience, it is a new phenomenon and investigation on MMITD.

Due to the strategic, economic, and social significance of information and communication technology development and use, a better understanding of factors that contribute to technology acceptance and use decisions can be extremely important. In this chapter, we posit that one of the fundamental reasons that people utilize technology is to support their well-being by fulfiling their various needs. Taking this motivational perspective, we suggest that the purposes and utilities of information and communication technology should support various human needs. Using a motivational approach to study technology design is intended to be positive. We revisit some fundamentals that may have been forgotten and we unearth the intrinsic drive of technology development and use. As a first step toward a design theory, we propose ten design principles to achieve high motivating information and communication technology.

Human resource management is becoming more and more complex as society develops. Seldom is it possible nowadays for a boss to behave like the old‐fashioned sergeant‐major whose subordinates jump to attention whenever a command is barked out. Moreover the answers to apparently simple questions, such as “Why do I work?” and “Why do others work?” , becomes increasingly complicated when the opportunities for meaningful work wax and wane with successive booms and recessions.

Human resource management is becoming more and more complex as society develops. Seldom is it possible nowadays for a boss to behave like the old‐fashioned Sergeant‐Major whose subordinates jump to attention whenever a command is barked out. Moreover the answers to apparently simple questions, such as “Why do I work?” and “Why do others work”, become increasingly complicated when the opportunities for meaningful work wax and wane with successive booms and recessions.

The purpose of this paper is to examine perceptions of need dissatisfaction and need importance in the two groups of orthodox medical doctors in Nigeria, relating these motivational variables to quality in‐patient care.

The paper draws on Maslow's theory, and the question format in Heller and Porter's study; 33 government‐employed doctors, and 29 private practitioners were surveyed. The “t‐test” and Mann‐Whitney test were employed in statistical analysis.

The paper finds that the two groups differed significantly in perceptions of need dissatisfaction with respect to 13 of 26 need items; and in the importance attached to “opportunity to belong to social groups” and pay. When absolute values are considered, the overall picture suggests that the two groups are most dissatisfied with pay, physiological, security, self‐actualization, and transcendence needs.

If doctors as a microcosm of Nigerian workers are to replace poor work habits with quality concepts, their needs for better pay must be satisfied to enable them to meet their physiological needs, and better facilities provided in hospitals to support skill utilization. An economy functions as a system. Doctors consume and render services. If they do not have to procure personal power‐generating sets, self‐protection, and other services that ought to be accessed as public utilities, they will be more emotionally engaged with their tasks.

The main contribution in this paper lies in the evaluation of the motivational needs of Nigerian doctors, healthcare being fundamental to life, and the emphasis on centrality of employee motivation in any planned service improvement efforts.