The Impact of Job Satisfaction and Motivating Factors on Company Loyalty and Long-term Motivation

Abstract

This study is based on three independent logistic regression models, which are used to examine in detail three main dimensions of employee satisfaction in Georgia: (1) satisfaction with education, (2) satisfaction with management, and (3) loyalty to the company.

Our research analysis allows us to clearly distinguish between the factors that influence the long-term decision to stay with a company, as well as identify what types of incentives have a significant impact on employees' work behaviors and organizational expectations.

The results of the study show that satisfaction with management is the strongest factor in all three models (p < 0.004), indicating that the presence of positive relationships with management significantly determines employees' work attitudes. In addition, material factors—including compensation, financial incentives, and work environment—have a statistically insignificant effect on loyalty, indicating that long-term loyalty is not formed solely on the basis of hygienic conditions.

The study reveals an important conclusion: long-term employee loyalty is much more closely related to the safety of the working environment, length of service, age characteristics, and the degree of trust in management. Accordingly, the hypothesis to which the analysis was conducted is formulated as follows:

H—Hygiene factors (compensation, incentives, work environment, collegial relationships, and social guarantees) create the necessary basis for employee satisfaction, although their impact on long-term organizational loyalty and the likelihood of remaining in the company is sharply limited.