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The purpose of this paper is to conduct a within-gender analysis and between-gender differences in seeking (personal and interpersonal) and escaping (personal and interpersonal) motivations to attend a non-traditional festival in Saudi Arabia. Specific objectives were: to conduct a within-gender analysis in motivations to attend a non-traditional festival in Saudi Arabia; and to examine between-gender differences in motivations to attend a non-traditional festival in Saudi Arabia.

Based on the data collected from 458 attendees at a non-traditional festival in Saudi Arabia, the authors employed network analysis for within-gender analysis and MANOVA and ANOVA for between-gender comparison. The network analysis served two purposes, in that it examined each item’s predictability for each gender, and analyzed the correlations among motivation items within each gender. In addition, the General Linear Model served to compare the male and female groups’ motivations to attend the non-traditional festival. The authors first performed MANOVA for each dimension and then ANOVA for each dimension’s individual items.

Within-gender analysis reveals that several sets of motivations were associated strongly for both genders. This suggests that Saudi Arabians seem to enjoy entertainment because it projects the festival mood; they want to escape both from home and work and attend the festival to relieve stress by changing their routine pace. However, gender differences were apparent in several other items, especially for the group of women. Between-group comparison analysis shows significant gender differences in several elements of motivation. Overall, personal seeking and escaping were greater for males than females. In contrast, interpersonal seeking was greater for females than males.

Entertainment seems to be a key contributor to the festival mood because entertainment and the festival mood were related closely for both genders. In fact, personal and interpersonal escaping means were greater than personal interpersonal seeking means for both genders. Indeed, opportunities exist to develop non-traditional festivals in the country further. Gender differences were identified in several items of personal seeking and escaping, and interpersonal seeking. With respect to personal seeking, men tend to seek the entertainment, festival mood and the event’s uniqueness more than do women, a finding that their higher means in personal escaping supported. It is clear that men view the festival as a way to enjoy themselves to escape from their jobs and daily stress to a greater degree than do their female counterparts. Women are more likely to seek interpersonal experiences in that they are more likely to enjoy the festival because it offers the opportunity to meet new people and spend quality time with family and friends. This study has several limitations, leading to suggestions for future research. Because seeking and escaping motivations have been used relatively little in the festival setting, future researchers should develop a valid scale of personal and interpersonal seeking and escaping motivations specifically for festivals employing both qualitative and quantitative methods. Second, while the data were collected at a single non-traditional festival, future research can use multiple sites to increase the ability to generalize the findings. Third, although this study was limited to Saudi Arabia, further research can apply seeking and escaping motivations, both at the personal and interpersonal levels, to other cultures to extend the applicability of the framework used in this study.

Non-traditional festival managers need to focus on an atmosphere that provides festivities, as many people in the Saudi Arabian culture appear to be escaping from their everyday lives to enjoy themselves and with family and friends. To appeal to male workers, festival organizers and managers need to advertise and market the events’ mood and liveliness overall with photos of workers leaving the office free of stress and looking forward to attending an event. To appeal to women who desire unique experiences that a variety of forms of entertainment provide, event managers must ensure that the entertainment is innovative and creative, and differs from what other festivals provide to attract more female attendees. Also, festival planners must focus on events that incorporate the family unit and promote the opportunity to meet new people to appeal to women in Saudi Arabia.

This is the first study to examine gender differences in festival motivations in Saudi Arabia. The relaxation of the historically strict and conservative cultural values, coupled with the country’s desire to develop its tourism and event sector, provides an ideal opportunity for future research. The authors hope that this research will stimulate further interest in the country with the goal to develop and market its tourism sector and products on the world’s stage.

The purpose of this paper is to investigate the impact of entrepreneurial motivation and entrepreneurial orientation in Tanzania’s informal economy. The development of personal wealth is used to measure the performance of subsistence entrepreneurs in the mama lishe sector.

On the basis of a literature review and a qualitative pre-study involving 27 interviewees, a questionnaire was completed by 152 subsistence entrepreneurs who are known as the mama lishe. Subsequently, a correlation analysis, a factor analysis, and regression analyses were performed to test the hypotheses.

On the basis of a factor analysis, a distinction is made between the development of basic personal wealth and the development of advanced personal wealth. Entrepreneurial motivation and entrepreneurial orientation, as constructed by studies in western countries, have little effect on both forms of personal wealth. Instead, the owner’s age, as an indicator of entrepreneurial experience, is a relatively strong predictor for the development of personal wealth.

By examining the determinants of the performance of subsistence entrepreneurs in an African least developed country (LDC), this study shows that the western definitions of entrepreneurial motivation and entrepreneurial orientation are not directly applicable in this context. By using performance measures such as the development of personal wealth, this study supports the perspective that entrepreneurs in the informal economy of an LDC operate under a different paradigm than their counterparts in the industrialized nations of the west. Accordingly, it is concluded that one size does not fit all.

The academic literature and motivational theory recognise the positive role of motivation on organisational performance and considers personal development as a key motivational factor. In practice, most organisations employ a personal development review (PDR) process to drive and plan the development of their staff. The purpose of this paper is to investigate the interrelation and impact of the PDR process, and its elements, on staff motivation.

The study is based on a case study research approach carried out in two large manufacturing-engineering departments of a world-class manufacturing organisation. A survey questionnaire was designed, validated and distributed to the engineering staff and its results were analysed using descriptive statistics.

The study's results indicate that in most of the cases, a PDR process does not by itself motivate staff. But it argues that a poorly designed and conducted PDR process may make motivation, through personal development, difficult to achieve.

This paper provides manufacturing managers with an opportunity to understand whether a common business process (i.e. PDR), and the elements that comprise it, can be employed as a method to aid in the motivation of their staff.

This research expands the current knowledge on motivational and manufacturing management theory by performing an initial and exploratory study that establishes the impact of the PDR process on staff motivation. It is among the very first investigations that correlate the PDR process and motivation, especially in the manufacturing industry.

The purpose of this paper is to investigate employees' work motivation in China. It aims to give answers to two questions: what motivates employees in China? What are the effects of personal characteristics on work motivation for employees in China?

The study used convenience sampling to select the sample and the respondents were randomly selected from employees of six organizations, from people in the personnel market and also from people walking around in shopping centres in a very representative city of China – Ningbo. Then, descriptive statistics, t‐test (one sample t‐test, independent sample t‐test and one‐way ANOVA), regression analysis and scatter plots were used to analyze the data.

The findings of the study are: all the 15 motivation factors listed in the questionnaire, including good pay, promotion, desirable work environment, good welfare package, good bonus system, good company policy, good interpersonal relationships, good supervisors, job security, the opportunity to use my ability, a sense of challenge and achievement, positive recognition, autonomy, self‐actualization and interesting job, do motivate employees in China; good pay is the most important motivator for employees in China; employees' work motivation is affected by their personal characteristics.

It is believed that these findings can assist organizations in China, those located in Ningbo in particular, in effectively motivating their employees. It may also be applied to organizations located in other parts of the world which have Chinese employees.

This research paper aims to integrate the employee-related factors that empirical literature considers antecedents of performance (skills, work motivation, personal characteristics) into a multiple linear regression model, and to test such a model in order to measure the level of each individual factor on the performance.

Quantitative, multisource research approach. After testing the validity of the model with a Confirmatory Factor Analysis, this research applies the multiple linear regression model Work performance = a(Skills) + b(Work Motivation) + c(Personal Characteristics) + e(constant) to two different samples of workers: chemical technicians (N = 63) and salespeople (N = 61).

This study confirms the factorial structure of the antecedents of work performance, showing that skills, motivation, and personal characteristics are three general employee-related factors underlying work performance. The statistical analysis highlights a variance in performance between 40 and 65% explained by employee-related factors, hence leaving 35–60% as due to factors outside the model (firm/environment-related and/or job-related factors, or other skills and personal characteristics not considered in the model). The study also highlights that employee-related factors sometimes affect performance differently than job designers' expectations, and sometimes even negatively.

The equation was tested on two case studies, so further explorations are needed. Furthermore, the approach adopted is inductive thus describing performance as it is, not as it should be. Therefore, it explains the best actual performance of workers, not the ideal performance.

The equation tested here represents a simple and valid tool to guide many Human Resource Management practices, such as; selection, training, development, and career orientation.

Findings provide a valid indication for designing and managing human resource management systems more even-handedly, from an organizational and employee point of view. In doing so, it drives organizations towards a better Person/Job fit.

The study represents one of the first attempts to take into consideration multiple factors simultaneously in explaining work performance.

To understand differences in visitors' travel motivations, this study investigates the relations between personal values and travel motivations as well as the moderating effects of visit experience, age and gender on values–motivations relations among Australian visitors visiting Indonesia.

The multigroup confirmatory factor analysis (MGCFA) was performed using Analysis of Moment Structures (AMOS) to assess the constructs' validity across groups (potential vs repeat visitors; younger vs older visitors; male vs female visitors). A group model comparison thus was run in the multigroup analysis to test whether any differences in values–motivations relationships were significant across the groups.

This study shows that travel motivations are associated with values in a systematic way, and values–motivations relations can vary by age, gender and visit experience. Specifically, self-enhancement values are associated with escape-seeking motivation and conservation values are associated with assurance-seeking motivations. Whilst, there is no associations found between openness to change values and novelty-seeking motivations and between self-transcendence values and interaction-seeking motivations. Further, values influence travel motivations for potential but not repeat visitors and for younger but not older visitors.

Tailoring marketing strategies to align with visitors' personal values and travel motivations is crucial. Further, acknowledging the moderating influences of visit experience, gender and age in values–motivations relations enables destination marketers to create more effective and targeted approaches for diverse demographic groups in marketing, promotions and destination development.

This study for the first time provides a better explanation on how the travel motivations are formed in relation to values, age, gender and visit experience.

The paper focuses on online younger viewers’ motivation to purchase virtual gifts on live-streaming platforms. To explore influencing factors, this study draws on the Capability-Opportunity-Motivation-Behaviour (COM-B) theory and liberal-conservative thinking theory to establish the research model. It analyses factors that influence the use of environmental opportunity, personal capability and personal thinking style units, which differ from traditional user behaviour research.

Through the variance-based structural equation modelling and partial least squares path modelling, three influencing factors positively affect online younger viewers’ virtual gift-purchasing motivation: technical opportunity, financial capability and liberal thinking.

Considering the economic imbalance between urban and rural regions, this paper focuses on online younger viewers’ regional differences and designs their urban-rural backgrounds as moderating factors. The multi-group analysis based on a non-parametric approach presents several significant points in the current study, such as younger viewers from rural areas paying more attention to technical opportunities and liberal thinking factors.

The study distinguishes the differences between urban and rural areas and explores online viewers’ specific opinions on the virtual gift-sending system. The regional differences are caused by local technical development and economic background. The results can help live-streaming platform managers and related departments improve their techniques and functions, aiming to drive the development of the live-streaming industry.

This paper aims to respond to a knowledge gap regarding the motivations of medical tourists, the term used to describe persons that travel across borders with the intention of accessing medical care. Commonly cited motivations for engaging in medical tourism are typically based on speculation and provide generalizations for what is a contextualized practice. This research paper aims to complicate the commonly discussed motivations of medical tourists to provide a richer understanding of these motivations and the various contexts in which medical tourists may choose to travel for medical care.

Drawing on semi-structured interviews with 32 former Canadian medical tourists, this study uses the Iso-Ahola’s motivation theory to analyze tourists’ motivations. Quotations from participants were used to highlight core themes relevant to critical theories of tourism.

Participants’ discussions illuminated motivations to travel related to personal and interpersonal seeking as well as personal and interpersonal escaping. These motivations demonstrate the appropriateness of applying critical theories of tourism to the medical tourism industry.

This research is limited in its ability to link various motivations with particular contexts such as medical procedure and personal demographics. However, this study demonstrates that the three commonly cited motivations of medical tourists might oversimplify this phenomenon.

By providing new insight into medical tourists’ motivations, this paper expands the conversation about medical tourists’ decision-making and how this is informed by tourism discourse. This insight may contribute to improved guidance for medical tourism stakeholders for more ethical and safe practices.

The aim of the current study was to evaluate the effects of work–life balance (WLB) on the employee motivation (EM), job satisfaction (JS) and emloyee performance (EP) of academic staff at universities.

In this regard, the authors collected 490 valid data from academic staff of major public and private universities in Kurdistan Region of Iraq. WLB was evaluated under three dimensions as work interference with personal life (WIPL), personal life interference with work (PLIW) and work personal life enhancement (WPLE).

The results of the analyses showed that WIPL and PLIW negatively and significantly affected EM but did not have any significant impact on JS. WPLE affected both JS and EM significantly and positively. Lastly, JS did not have significant impact on EP while EM did.

As the research was conducted in Kurdistan Region of Iraq, it cannot be generalized to other countries and cultures.

Besides, the study suggests theoretical and practical implication as it was a special study proposed during COVID 19 lock downs.

There are very limited or no research works which attempt to study the pros and cons of WLB during such a catastrophic time, the study is useful for the university administrators and researchers in this field.

The purpose of this paper is to empirically investigate the impact of motivation, personal values and managerial skills of managers on the performance of small and medium enterprises (SMEs) in South Africa.

Data were collected through the use of self-administered questionnaire in a survey. Data analysis included factor analysis, descriptive statistics, Pearson correlation and regression analysis.

The findings revealed significant positive relationships between motivations, personal values and managerial skills of SME owners on performance.

Access to external finance (debt or equity) is one of the factors that can impact on the performance of growing SMEs. The non-accessibility of debt finance from commercial banks and trade creditors is seen as one of the major contributing factors to the failure of SMEs in South Africa. This study did not link access to finance to performance.

The failure rate of SMEs is very high in South Africa. The study suggests that SME owners should incorporate values and improve management skills. In addition, SMEs that are motivated by opportunity have a better chance of survival.

To reduce unemployment and poverty in South Africa.

This study adds to the understanding of the relationship between of personal values, motivations and management skills of managers and the performance of SMEs from a developing country perspective.