RESPONSIBLE ENTREPRENEURSHIP VISION DEVELOPMENT AND ETHICS

Exploring the factors that affect employees non-financial motivation in Moldova’s private sector 143
tor. Also, in order to prove the hypotheses proposed in the literature review were used correlation
analysis. Finally, the last SPSS tool is multiple linear regression, which was applied
to explore motivational factors that have greater contribution on employees performance.
Data analysis and results
In order to validate the factors that were included in the research model were composed
construct validity (Table III). According to Williams et al., (2012) the Kaiser-Mayer-Olkin
(KMO) measure of sampling adequacy and Barlett’s test of sphericity are two tests recommended
to be used in construct validity. Additionally, Tavakol and Dennick (2011) claim that
Cronbach’s alpha test is commonly used when research is based on Likert items in questionnaire,
and it measures reliability. Moreover, the total variance explained (TVE) shows the
percentage of the common variance.
As it can be observed from Table, all factors have KMO equal or above the 0.5. Moreover,
Cronbach’s alpha is above the 0,6 for almost all factors, just work itself and teamwork
are under 0.6, having 0.427 and respectively 0.534. Also, the Barlett’s test of sphericity is
satisfactory, being below the threshold of 0.05. The TVE shows acceptable results, having
percentage above 50. During the analysis only four items out of 55 items were dropped, showing
that factor loadings for all items are at satisfactory level. Table III presents the means of
all factors, and these means vary from 3.5 to 4.5 on five-point scale. Therefore, it can be generalized
that participants in the survey are satisfied or have positive perception about motivational
factors within their organizations.
Further, it can be said that employees are mostly motivated being involved in teamwork.
According to Kalisch et al., (2007) employees appreciate opportunity to work in a team. Communication
within organization represents other important motivator for employees, which
claim that organizational goals are clear and fully explained. Additionally, the sense of achievement
shows high overall mean, supporting the idea that employees get motivated when they
acquire new knowledge that help them in tasks accomplishment (Dysvik and Kuvaas, 2008).
Creativity is other factor that has significant influence on employees motivation, especially
employees are satisfied when managers allow them to come up with new and practical ideas
to improve performance. Moreover, the high mean of job engagement shows that employees
who participated in the research devote a lot of energy and enthusiasm to their work, as Langelaan
et al., (2006) state.