Human Capital and Motivational and Demotivational Factors

Purpose: The study aimed to present factors that promote job satisfaction and dissatisfaction among employees of a national park. Design/methodology/approach: The primary data were acquired through a survey. The survey involved those employees who volunteered to participate. The sample consisted of 48.5% women and 51.5% men. The research tool was an anonymous survey. Findings: The article attempts to evaluate the intensity of factors promoting job satisfaction and dissatisfaction among national park employees. It is a challenge to address employee needs because each person exhibits different intensities of requirements. The needs hinge on such aspects as the position in the organisational structure or sex. Research limitations/implications: The survey involved employees of a single national park who volunteered to participate. Knowing the factors that motivate or demotivate employees to work more effectively and their intensity in an organisation may help design and deploy a suitable motivational system. Originality/value: No results were found in the literature on the subject regarding the intensity of factors motivating employees to work in the context of national parks. Workplace motivation is both important and relevant because satisfied employees are more engaged. It is useful when building motivational systems.