EVALUATING THE IMPACT OF MOTIVATION FACTORS ON EMPLOYEE ORGANIZATIONAL BEHAVIOR USING THE PIPRECIA S METHOD

: Motivation, as a key determinant of productivity, seeks to provide reciprocal benefit by satisfying both the worker's and the organization's requirements. The advent of globalization and rapid economic progress has presented novel issues in motivation and productivity. Organizations aim to address these rapid changes by seeking novel approaches to enhance motivation in their work environment, necessitating managers to exhibit creativity and innovation in devising and executing tactics to boost motivation. To attain the intended outcome, managers must identify the variables that lead to a decrease in motivation and devise strategies to eliminate or counteract these problems by incorporating positive elements that promote motivation. Motivation is a multifaceted process, as various aspects that drive motivation do not have the same impact on everyone. In other words, what motivates one person may not have the same effect on another one. This research aims to analyze the impact of motivation on employees' organizational behavior. The PIPRECIA S method is used to determine the importance of criteria by assessing their relative influence on organizational behaviour, leading to improved employee productivity.


Introduction
Motivation, as an individual component impacting behavior inside an organization, is a very intricate phenomenon that consistently garners the interest of managers, particularly in contemporary corporate settings (Nikitović et al., 2022;Sokolović et al., 2022;Berber et al., 2022).In the present day, all sizable firms have developed their own methods to enhance employee motivation, and they are consistently striving to refine these strategies.Motivation is the cognitive process by which individuals initiate, guide, and sustain their behavior toward a certain objective (Maksimtsev et al., 2023;Miletić et al., 2023;Nikolić et al., 2022).Considering that the level of employee motivation directly affects their productivity, it is not surprising that firms are investing increasingly in the development and implementation of ways to encourage their staff.
Answering the subject of what drives employees is challenging due to the varying individual acceptance of the same motivational aspects.Specifically, the factors that are intended to enhance motivation can yield excellent results for certain employees but may not have the same effect on others.Due to the intricate nature of individuals and their varying needs, beliefs, attitudes, and expectations, motivation can likewise vary among people.Therefore, it is challenging to pinpoint the factors that might enhance motivation at both the individual and collective levels.
Managers are responsible for determining ways to foster employee motivation.When we refer to "answers," we are referring to multiple solutions.This is because motivation is not constant and the variables that drive motivation at one time may no longer be effective at another time.It is necessary to always check motivation and actively search for new methods to increase employee motivation.Therefore, motivation is a dynamic concept, meaning it is susceptible to swift alterations (Sabir & Ahmad, 2022).
Human conduct is intentional, meaning that when individuals begin to behave, they always have a definite objective in mind that they aim to accomplish through their actions.In addition, the organization possesses its objectives that it aims to accomplish.Thus, both human behavior and the functioning of the organization are directed towards the attainment of objectives.By using the understanding that human behavior is driven by goals, managers can guide employees to align themselves with the organization's objectives, so fostering reciprocal happiness (Sultana et al., 2021).
Organizations recognize that their earnings are immediately contingent upon the work performance of employees, which in turn is directly contingent upon the motivation of workers.Therefore, there is a significant emphasis placed on the motivation of employees in today's context (Došenović & Zolak-Poljašević, 2021).
Organizations aim to achieve maximum staff productivity, making human resource management increasingly crucial in organizational management (Nurasniar, 2021).Professionals in this domain are consistently seeking methods to enhance long-term employee motivation.As technologies, labor methods, and current business practices continue to advance, organizations are placing a growing emphasis on encouraging people to achieve maximum productivity, which in turn leads to maximum profit.
A person's internal factors that determine the course, intensity, and regularity of their voluntary activity are referred to as motivation in certain definitions.To comprehend the influence of motivation on employee performance, it is essential to acknowledge the existence of three distinct aspects of motivation: direction, intensity, and persistence.The direction refers to the specific course of action a person will pursue to fulfill their wants.The intensity reflects the degree to which a person is motivated, and the persistence reveals the duration of their desire.Organizations strive to attain high levels of motivation that are intense, enduring, and properly focused.

Organizational behavior
Organizational behavior has a tremendous impact on employee motivation in the workplace (Szabó et al., 2019).Ningrum (2023) found that organizational citizenship behavior (OCB) can act as a mediator between organizational commitment, work motivation, and employee performance, as supported by research.Considering this, it seems that employees who exhibit positive organizational citizenship not only enhance their performance but also contribute to the success of the company by assisting in bridging the divide between dedication and motivation.
Multiple studies have shown the importance of organizational culture in shaping the behavior and motivation of employees (Dejanović & Nikolić, 2023).Haholongan and Kusdinar (2019) assert that an organization's culture can enhance employee motivation through the provision of intrinsic rewards and support, as well as by fostering an environment that values individuals and encourages innovative behavior.Moreover, research has revealed that the organizational culture of a company significantly influences the level of motivation among employees to carry out their tasks, thereby impacting their overall performance (Suparman, 2024).
Numerous studies have examined the correlation between corporate commitment and employee motivation.Normative commitment has been observed to exert both a direct and indirect influence on employee motivation, mostly through factors like opportunistic behavior and information sharing (Nguyễn et al., 2020).Organizational commitment has been noted to have a significant impact on employee motivation.Moreover, as stated by Ndoen and Supartha (2019), organizational commitment can function as a mediator between leadership conduct and employee performance, highlighting the importance of this commitment in fostering motivation and engagement.
Studies have been carried out in the context of secondary school teachers to examine the influence of organizational citizenship behavior (OCB) on the commitments related to both the organization and the profession.Organizational citizenship behavior (OCB) is the term used to describe when employees go above and beyond their assigned duties.This behavior is linked to both organizational and professional commitments.This hyperlink illustrates how activities that exceed the prerequisites of work might enhance levels of dedication (Özdem, 2012).Furthermore, Putri and Riyanto (2021) have emphasized that it might serve as a method to cultivate favorable employee behaviors and enhance organizational operations.This approach entails fostering organizational citizenship behavior (OCB) by cultivating organizational support, fostering a conducive culture, and enhancing job incentives inside the organization.

The role of motivation in employee performance
Within enterprises, the level of motivation of employees is an essential component that has a substantial impact on employee performance.According to the findings of several research (Prasiani et al., 2021;Basu, 2023;Siddiqui & Rida, 2019), there is a favorable association between motivation and performance.Employee productivity and overall performance can be significantly improved by the application of motivation, regardless of whether it is intrinsic or extrinsic (Manalo & Apat, 2021;Grant, 2008).The concept of intrinsic motivation, in particular, has been linked to improved levels of engagement, persistence, and productivity among workers (Zyl, 2024).(Landry & Whillans, 2018;Fudalan & Fudalan, 2019) Research has shown that monetary and non-monetary incentives are both important factors in determining the level of performance that an organization achieves through the use of motivation.
It is not just individual efforts that are affected by the influence of motivation on employee performance; it also extends to the outputs of the organization.According to research conducted by Suprapto and Widigdo (2021), motivated individuals demonstrate higher levels of dedication, effort, and innovation while they are on the job, which ultimately culminates in increased organizational performance.Furthermore, there is a correlation between increased employee motivation and increased workplace productivity, efficiency, and effectiveness (Dangol, 2021).A good work environment that encourages employees to strive for higher goals and levels of efficiency can be established by organizations through the cultivation of a workforce that is motivated (Dangol, 2021).
According to Hassan et al. (2021), major elements that influence employee performance include employee empowerment, organizational justice, conflict management, and job motivation.These components, when taken together, lead to the establishment of a working environment that encourages people to be motivated and to perform exceptionally well in their positions.It has also been noted that performance appraisal systems play a significant part in raising employee motivation.According to Naeem and Ozuem (2021), regular assessments relate to improved levels of motivation among employees.
Based on Jarupathirun and Gennaro (2018), it is widely known that motivation is a significant factor in determining the well-being and performance of employees working in the public sector.This research found that when public service motivation is paired with workplace spirituality, it has been demonstrated to offer employees a sense of purpose and personal growth, which in turn has a good impact on their performance.Furthermore, according to Nur et al. (2021), the utilization of social media platforms and other communication tools by supervisors and leaders has the potential to influence employee involvement using incentives and information exchange, which in turn has the potential to further affect levels of productivity.
Research has been conducted to investigate the connection between motivation and employee turnover, and the findings have revealed that job satisfaction is an essential component in both the management of stress and the motivation of employees (Taboroši et al., 2022).There is a correlation between high levels of job satisfaction and improved motivation among workers, which contributes to a decrease in employee turnover rates and an improvement in overall performance within firms.Furthermore, it has been discovered that treatments that attempt to increase employee morale in physically demanding work duties have a favorable influence on both productivity and retention rates.

The process of employee motivation
Employee motivation is a multifaceted process that is essential for the success of an organization.Managers have a crucial role in promoting intrinsic motivation by implementing tactics that address employees' needs and aspirations, hence improving job performance (Vavra et al., 2021;Poniščiaková et al., 2023).This technique entails cultivating an intrinsic desire to steer individuals toward company objectives (Vavra et al., 2021).When employees connect themselves with the aims and values of the firm, they become more committed, which in turn increases their intrinsic motivation and engagement (Oh et al., 2021).Motivation is a psychological force that guides employees' actions toward achieving satisfaction and organizational objectives (Paais & Pattiruhu, 2020).Compensation, work enrichment, training, and organizational culture have a substantial impact on motivation and commitment (Tumi et al., 2021;Isaković et al., 2021).The presence of motivating or demotivational variables can have either a favorable or negative effect on employees' impression of their employment (Isaković et al., 2021).Efficient incentive tactics strive to establish a gratifying work atmosphere, fostering desired behaviors (Lorincová et al., 2019).
Employee motivation is strongly correlated with job satisfaction, performance, and commitment (Arefiev, 2018;Mardanov, 2020).Multiple elements, including social capital, prosocial motivation, and regulatory focus, have an impact on motivation processes and employee engagement (Yilmaz & Mert, 2019;Lebel & Patil, 2018;Li et al., 2022).The emergence of artificial intelligence and the changing nature of work environments have an impact on motivational processes (Rughoobur-Seetah, 2022;Huang et al., 2010).Organizational commitment acts as a mediator between training, job motivation, and employee performance, emphasizing their interdependence (Nawangsari et al., 2023).Comprehending the motivation of temporary employees is crucial for firms that depend on both permanent and temporary staff to accomplish objectives (Wheeler & Buckley, 2001).The influence of corporate social responsibility and prosocial motivation highlights the significance of motivating characteristics in changing how employees perceive and behave (Kim & Kim, 2021).
The combination of intrinsic drive with prosocial motivation has the potential to improve persistence, performance, and production (Grant, 2008).Furthermore, a conceptual framework of employee intrapreneurship and work engagement underscores the significance of employee contentment, drive, and guidance in cultivating innovation and engagement (Rožman et al., 2020).

Employee motivation and job performance
Content theories of motivation seek to understand the underlying origins of human motivation by examining internal elements that impact actions, including interpersonal contact, the importance of tasks, empowerment, personal growth, and remuneration (Shurrab et al., 2018).By comprehending these fundamental drivers, firms can customize ways to fulfill employees' requirements, cultivating a stimulating work atmosphere.Conversely, process theories of motivation concentrate on the relationship between motives and actions, analyzing the active mechanisms that prompt individuals to behave in particular manners (Schepers et al., 2005).Goal orientation theory emphasizes how individuals approach tasks with either a focus on understanding the topic or surpassing others, which has an impact on their performance and level of engagement (Cook & Artino, 2016).The Expectancy-Value theory highlights the specific impacts of different motivational factors on different results.Task values affect knowledge outcomes, expectancy beliefs influence abilities, and situational interest is linked to degrees of engagement (Ding et al., 2013).This theory emphasizes the significance of comprehending the interplay between various motivational components to achieve certain results, providing valuable insights for successful motivational interventions.London's professional Motivation Theory is a systematic framework that categorizes pertinent requirements, interests, and personality traits into separate dimensions, providing a full comprehension of the aspects that impact professional motivation (London & Noe, 1997).The idea provides a framework for treatments aimed at maximizing motivation and success in individuals' careers by clearly defining these variables.By combining content and process theories of motivation, firms can create holistic strategies that cater to individuals' internal motivations and external incentives, resulting in a workforce that is motivated and actively involved.

Assessment and improvement of motivation in organization
While it is crucial to consider several factors that impact employee motivation and performance, it is equally important to assess and improve motivation within a firm.Multiple studies provide valuable insights into the correlation between motivating strategies and employee outcomes, with practical implications for enhancing workplace motivation.This research has the potential to enhance employee motivation.
A study conducted by Akinsola (2024) found that there are positive correlations between employee performance and factors such as salary satisfaction, working environment, recognition, and training.Based on the research, formal recognition has a positive influence on staff productivity.This emphasizes the importance of fostering a positive work environment and guaranteeing employee job satisfaction.Dike's (2018) paper delineates how an effective employee motivation system may enhance morale, elevate productivity, enhance product quality, and promote organizational cohesion.Considering this aspect underscores the significance of implementing motivational strategies that align with the corporate objectives to enhance performance and unity within the group.Hemakumara (2020) suggests increasing the number of incentive rewards as a means to enhance job performance.This tip highlights the importance of acknowledging and incentivizing employees as a means to enhance their performance.Therefore, it can be inferred that firms should emphasize the improvement of motivational incentives to maximize employee productivity and performance in the workplace.Manzoor (2011) highlights the crucial role that rewards and recognition have in enhancing employee job satisfaction and work motivation, which ultimately contribute to the achievements of the company.This aspect emphasizes the need to create incentive structures to motivate employees and enhance the efficiency of the company.
Firms may effectively assess and improve employee motivation by focusing on factors such as employee satisfaction with their salary, recognition, rewards, and a conducive work environment.There is a positive relationship between the use of motivational strategies that align with a company's goals and values, and higher levels of job satisfaction, performance, and overall success of the firm.

Modern approach to employee motivation
It is crucial to evaluate recent research that examines new methodologies and management practices targeted at enhancing employee engagement and performance to explore modern approaches to motivating people in firms.Several research has yielded valuable insights into current approaches and theoretical frameworks that help enhance motivation in the workplace.Balahurovska (2024) examines current management strategies and methodologies that focus on enhancing employee engagement and fostering employee loyalty inside corporate organizations.This study highlights the importance of implementing modern motivational strategies to foster robust employee engagement and loyalty, which are crucial for the success of a company.Sarandi et al. ( 2020) highlight the importance of employing modern approaches and methodologies in managing people's incentive systems to ensure the sustained operation and performance of organizations amidst evolving market conditions.This exemplifies the significance of adapting incentive strategies to align with the changing dynamics of the market and the needs of the firm.Gavrić et al. (2020) emphasize the growing importance of employee motivation in companies that prioritize attaining success in the current era.In today's business setting, this emphasizes the importance of giving top emphasis to employee motivation as a crucial element in enhancing organizational performance and achieving strategic goals.Arefiev (2018) presents a motivation model to enhance the level of activity among employees in a company.Special emphasis is given to understanding the essential nature and importance of motivation in the context of work processes.Within the context of organizations, this paradigm promotes the use of modern incentive techniques to enhance employee engagement and performance.Miletić et al. (2019) argue that properly organizing and inspiring individuals in modern corporate settings is essential for improving job outcomes.This study emphasizes the significance of employing effective motivational strategies to optimize employee performance and drive the success of businesses in contemporary business settings.

Research
An optimal professional life entails achieving a harmonious equilibrium between work and personal life, nurturing one's personal development, promoting a constructive corporate culture, and establishing a stimulating work atmosphere.Financial incentives, such as monetary rewards and bonuses, enhance employee performance and behavior.Intangible factors such as work satisfaction and organizational culture have a substantial impact on employee behaviour.The corporate culture has a substantial influence on motivation, job satisfaction, commitment, and organizational citizenship behaviour.A positive culture that is in line with employees' values can increase job satisfaction, commitment, and engagement.Engaging in cooperative conduct, such as organizational citizenship, results in improved communication, planning, and a more positive organizational climate.Work-life balance is a crucial factor that influences how a company operates and the performance of its employees.It has a direct impact on job satisfaction, commitment, engagement, willingness to go above and beyond, and overall productivity.
Table 1 presents a compilation of prominent literature studies that have employed the PIPRECIA S method across several decision-making and evaluation fields.These fields encompass the assessment of hotel websites, the recruitment of personnel, the satisfaction of restaurant patrons, and the execution of e-Learning course selection.
Table 1.Literature review for method PIPRECIA S Author(s) Application(s) Stević et al. (2018) For the application of barcode technology in the warehouse system, Fuzzy PIPRECIA was used to assess the SWOT dimensions and the sub-criteria within these dimensions.Stanujkić et al. (2018) The weight values of the criteria to be used in the evaluation of the hotel websites were determined using PIPRECIA.Stanujkić et al. (2019) An approach to determining customer satisfaction in traditional Serbian restaurants . Jauković Jocić et al. (2020) PIPRECIA was used to determine the weights of the criteria to be considered in the e-Learning course selection problem.

Ulutaş et al. (2020)
A new hybrid MCDM model for personnel selection based on a novel grey PIPRECIA and grey OCRA methods

Stanujkić et al. (2021)
Ranking alternatives using PIPRECIA method: A case of hotels' website evaluation Fuzzy PIPRECIA was used to determine the weights of the criteria in the problem of selecting one of the rapeseed varieties.

Aytekin (2022)
Determining criteria weights for vehicle tracking system selection using PIPRECIA-S.

Đukić (2022)
Ranking factors that affect satisfaction and motivation of employees using the PIPRECIA method.

Stević et al. (2022)
The weight values of the criteria were determined using Fuzzy PIPRECIA in the assessment of causes of delays in road construction projects.

Mirčetić et al. (2024)
Unveiling the characteristics of the EU charismatic leaders using PIPRECIA-S method Source: Author's research Stanujkic et al. (2017) developed the PIPRECIA (Pivot Pairwise Relative Criterion Importance Assessment) approach to determine the subjective weight values of the criterion.In several aspects, PIPRECIA bears resemblance to the SWARA (Stepwise Weight Assessment Ratio Analysis) approach.One notable distinction between PIPRECIA and the SWARA approach is the lack of a requirement to establish a hierarchical ranking of all criteria.PIPRECIA, similar to SWARA, evaluates many factors in each pairwise comparison.As mentioned before, this structure poses challenges for evaluations by specialists or decision-makers.PIPRECIA-S, a modified version of PIPRECIA created by Stanujkic et al. in 2021, resolves the previously noted challenge and enables direct comparisons with a chosen standard.This particular criterion can serve as the primary criterion for the choice problem (Stanujkic et al., 2021).The PIPRECIA-S approach will be employed in this study due to its simplicity for making comparisons.Stanujkic et al. (2021) outline the sequential stages of PIPRECIA-S as follows: First, establish the criteria: The chosen issue solution is selected based on specific criteria.The criteria can be established through the utilization of literature and/or the insights of experts.
In the PIPRECIA method, the value of sj is assigned based on a comparison of the significance of the evaluated criterion with the significance of the previous (j-1) criterion.While using the PIPRECIA method so far, some respondents stated that it would be easier for them to always make comparisons with the first criterion instead of the previous one.To enable this, one adaptation of the PIPRECIA method, named the Simplified PIPRECIA method, is proposed in this article.The change in the way of criteria comparisons was reflected in Eq. ( 1) and Eq. ( 3) so that the calculation procedure of the Simplified PIPRECIA method can be presented as follows: Step 1. Determine the set of evaluation criteria.
Step 2. Set the relative significance sj of each criterion, except the first, as follows: (1) where  ≠ 1.
Similar to the PIPRECIA method, the value of s1 is set to 1, while values of sj belong to the interval (1, 1.9] when   ≻  1 ,, that is to the interval [0.1, 1) when   ≺  1 .
Step 3. Calculate the value of coefficient kj as follows: Step 4. Calculate the recalculated weight qј as follows: Step 5. Determine the relative weights of the evaluation criteria as follows: The purpose of this paper is to evaluate the suitability of the recommended method for assessing the impact of motivation factors on employees' organizational behavior.Additionally, it aims to determine the significance of factors and characteristics that define the influence on the quality of business, as mentioned earlier.Table 2 provides a comprehensive overview of the pertinent factors that impact motivation and contribute to the optimal advancement of organizational behavior.In addition, it illustrates the practicality and simplicity of the PIPRECIA S method in practice.To assure the most consistent results, the decision-making process includes eight human resources employees.The formulas (1) -(6) will determine the significance of motivational factors on the organizational behavior of employees.Table 3 presents the obtained results.5) was applied to calculate the mean value of the received weights to reduce the subjectivity of decision-makers and identify the most pertinent results.Wlb5 (work-life balance) is the most significant, while WoE3 (work environment) is the least significant, according to the results obtained.According to Table 2, it is apparent that each aspect has multiple elements.As a result, the next step of the study will be to determine the relative significance of these criteria, as indicated in Tables 4-8.Based on the acquired findings, the organizational culture of financial and non-material motivation is mostly influenced by Mot11, which specifically relates to wages and bonuses.After careful analysis, it has been determined that Mot13, which pertains to perks and additional bonuses, Mot15, which relates to possibilities for professional growth and progress, and Mot16, which concerns flexible working hours and work-life balance, are the least significant factors.The findings indicate that Oc21 (support and inclusion in the work environment) is the most significant aspect influencing the weight of the organizational culture.The least significant aspect is Oc23(opportunities for teamwork and collaboration).The results demonstrate that the factors with the greatest influence on the weight of the of the work environment are WoE31 (physical environment and working conditions) and WoE33 (job security and company stability).The least significant aspect is WoE32 (technological support and work tools).According to the results, the factors that have the most influence on the weight of each aspect of work-life balance are Wlb51, which stands for flexible working hours, and the availability of remote work possibilities.The component with the least significance is Wlb53, which refers to health initiatives and staff assistance programs.

Conclusion
Contemporary corporations are progressively acknowledging the significance of motivation and, as a result, allocating additional resources to cultivate it.Every contemporary corporation includes a human resources department as part of its organizational framework, highlighting the growing significance of this department in the business world.Companies acknowledge that the level of motivation among their employees has a direct impact on their productivity, which subsequently influences the overall performance and profitability of the organization.As a result, firms are allocating additional funds to incentive systems and initiatives to guarantee sustained employee motivation.An organization can enhance employee engagement by providing a combination of tangible and intangible rewards.These awards are customized to match employee preferences, attitudes, and beliefs.The main objective of these incentives is to get a higher degree of efficiency and enhanced outcomes at both the individual and organizational levels.Customization of incentives is a crucial component of the contemporary method of stimulating individuals, where the preferences of individuals are highly valued.As the use of personalized awards becomes more common, it necessitates increased managerial effort and allocation of bigger resources to enhance employee satisfaction.Motivation serves as a catalyst for enhancing employee engagement, dedication, and innovation.This can be accomplished by utilizing internal variables, external incentives, or a combination of both.
MCDM methods have so far proven to be extremely successful in solving various problems (Stanujkić et al., 2021a;2021b;Jauković J. K. et al., 2020).Therefore, applied methodology it was suitable for this research.The study illustrates that remuneration, specifically salary and bonuses, have a substantial influence on both financial and intangible motivation within a corporation.Perquisites, professional growth opportunities, flexible working hours, and a healthy work-life balance are of lesser significance.The primary factors that have a significant impact on organizational culture are the provision of assistance and the promotion of inclusion within the work environment.The work environment is shaped by various elements, including the physical environment and working conditions, job security and corporate stability, training and skill development, and the availability of flexible working hours and remote work options.The importance of personal development and opportunities for career advancement is reduced.

Stanujkić
et al. (2023) Improvement of business decision-making in the IT industry using the MCDM approach Mladenović et al. (2023) Analysis of financial reporting platforms based on the PIPRECIA-S Method Janovac, et al. (2023) Assessment and Ranking of the Behavioural Leadership Model in the Process of Implementing Reforms in Public Sector of the Republic of Serbia Using the PIPRECIA Method Sarbat (2024) A MCDM-based measurement proposal of job satisfaction comprising psychosocial risks Orlandić et al. (2024) Upcoming digital transformation and artificial intelligence trends in the public sector.
initiatives and employee support programs Source: Author's research

Table 3 .
The relative criteria of financial and non-material motivation

Table 4 .
Weights aspects of the financial and non-material motivational organizational culture

Table 5 .
Weights aspect of the organizational culture

Table 6 .
Weights aspects of the work environment

Table 7 .
Weights aspects of the personal development and careerThe results demonstrate that the aspect with the greatest influence on the weight of the of the personal development and career are Pdc42 -Training and skill development.The least significant aspect is Pdc41 -Career advancement opportunities.

Table 8 .
Weights aspects of the work-life balance