The Impact Of Incentive Methods, Leadership Styles, And Organizational Culture On The Work Motivation Of Administrative Staff In Private Universities In Xiamen

Abstract

This study examines the impact of incentive methods, leadership styles, and organizational culture on the work motivation of administrative staff in private universities in Xiamen. The research framework is based on Self- Determination Theory, Two-Factor Theory, Leadership Theories, and Competing Values Framework Theory. The study adopts a quantitative approach, collecting data from 400 administrative staff across various private universities in Xiamen. Descriptive and inferential statistics, including frequencies, percentages, mean, SD, independent sample t-tests, one-way ANOVA, and multiple linear regression, were used to analyze data. The findings demonstrate that age, marital status, professional title, position level, and work experience have a significant effect on work motivation. The incentive methods, leadership styles, and organizational culture all influence the work motivation of administrative staff. Material rewards, transactional leadership, and innovation demonstrate the strongest influence on work motivation among administrative staff. The research recommends integrating incentive measures, enhancing leadership effectiveness through appropriate styles, and optimizing organizational culture. Additionally, the analysis highlights that administrative staff in the 30-39 age group, with 11-20 years of experience, and those holding intermediate professional titles show higher work motivation than the other groups. Married staff and middle-line administrative staff exhibit stronger work motivation in loyalty and security.