Abstract

This study tried to discover the impact of motivation on job satisfaction and performance in addition to studying the relationship between job satisfaction and performance in the Fallujah Sunni Endowment Directorate (2025). The researcher created a survey based on existing studies to measure motivation, job satisfaction, and performance, using a 41-question form that includes 18 questions about motivation, 15 about job satisfaction, and 8 about performance. They randomly selected 225 employees from middle and upper management to participate. The study instrument was distributed in the main location in Fallujah, where 150 questionnaires suitable for analysis with SPSS software were recovered in less than 3 months. The findings provided valuable insights for religious management in Iraq, offering practical recommendations for improving motivational strategies and techniques in addition to job satisfaction practices to enhance performance. The study also seeks to contribute to the existing body of knowledge on the interplay between job satisfaction, performance, and motivation in developing organizations, particularly within the context of the Iraqi systems.

Highlights:

• Highlights the positive correlation between motivation, job satisfaction, and performance.

• Fills a research gap in Iraq’s religious administrative institutions.

• Offers practical HR strategies for improving organizational outcomes.

Keywords: Motivation, Job Satisfaction, Performance

Introduction

Organizations both in the private and public sector across the globe rely on their workforce for optimum productivity which will in turn result to organizational efficiency [1], but There are numerous reasons why employees can become discouraged with their jobs and resign, including high stress, lack of communication within the company, lack of recognition, or limited opportunity for growth. Management should actively seek to improve these factors if they hope to lower their turnover rate. Even in an economic downturn, turnover is an expense best avoided [2], we add that Motivation is the key to push employees to do their best and this is very depending on the leadership style, the wages and benefits systems and the training programs that are applied in the organizations. Without adequate resources employees might begin to think if it’s even possible to do their tasks well.

The organization and its goals and policies and working in the light of vision and mission that been illustrated without losing employees’ motivation builds strong Job satisfaction to cope with the rapidly changing world with a wise management in the religion era which is witnessing dramatic changes and that’s why we conducted this research in the Iraqi environment as Iraq is classified as a third world country and has many ethnics and relegin groups.

Literature Review

Job satisfaction:

“The instilling of satisfaction within workers is a crucial task of management” [3].

[4] defined it as” it can be stated that job satisfaction is the contentment employees gain from their jobs”.

According to [5] Employee satisfaction refers to a collection of positive and/or negative feelings that an individual hold toward his or her job. Job Satisfaction is a part of life satisfaction.

Performance:

“Employee Performance is the result of qualitative and quantitative work carried out by an employee in completing his work in accordance with the responsibilities given to him. This refers to how employees try to do and complete the work that is given well” [6]. [7] stated that” Employee Performance is the result of qualitative and quantitative work carried out by an employee in completing his work in accordance with the responsibilities given to him” ,and to [8] This refers to how employees try to do and complete the work that is given well”, whereas [9] defined it as” Employee performance is the result of employee work seen from the aspects of quality, quantity, working time and cooperation to achieve the goals set by the organization”. Furthermore [10] declared that “Overall, employees are generally performing well and meeting the expectations set for them”, so This indicates that the organization likely fosters a culture of accountability, efficiency, and achievement, contributing to overall employee satisfaction and performance.

Further contribute motivational theories is the sense that it combined expectancy with factors like job satisfaction, employee performance and there applicability in organization [11].

Motivation:

Motivation is a process that describes a person's strength, direction and persistence in an effort to achieve goals. Therefore, motivation in general is related to efforts towards each goal, Strength (intensity) 160 describes how hard a person tries, receives directions that provide benefits to the organization and persistence measures how long a person can maintain his efforts. Motivation is needed in order to achieve performance that has an impact on company goals. The results of this study indicate that motivation has a positive and significant effect on job satisfaction [12][13].

Organizations are in deep need of motivated employees as it is being understood that motivation affects helps achieve following organizational objectives:

1. Building a performance-oriented environment (Creative & Innovative)
2. Increases organization ability to face uncertain business challenges

Employee retention and attraction for stable and continuous manpower supply. Wages are the most important factor of the job satisfaction [14] . Higher the wages more the job satisfaction in addition to Working Condition and Benefits. The fact that Individuals take part in work primarily to earn income, shed lights on motivation as the most important reason of job satisfaction [15] . Work motivation is an impulse that appears in a person consciously or unconsciously to demand action with a specific goal [16] . It can be an important component, be it in work, education, or lifestyle. Motivational energy can move any job easier and faster.

As confirmed that in different cultural environments different motivational techniques are expected to be effective. The attainment of complex-task goals depends on the use of effective strategies [17]. Therefore, training employees to develop and use strategies for the attainment of the challenging goals is gaining importance across cultures.

Motivation and Job satisfaction:

[18] findings also support models that demonstrate that intrinsic work motivation mediates the relationship between job satisfaction and research performance. Our findings empirically support conceptual arguments on the crucial role of intrinsic and extrinsic work motivation and job satisfaction in an academic context and thus should be considered for the tailoring of appropriate incentive systems at universities. The paper provides a discussion of these findings.

[19] clarified that Policy makers and human resource managers should revise their human resource policies and guidelines to address the main sources of low level of job satisfaction and demotivation. Inadequate pay and benefits packages, job security, and promotion and training opportunities were the major factors of low satisfaction. According to [20] Managing human resources is fundamental to organizational success, and whether employees are motivated to make a positive difference.

Motivation and Performance:

“With an understanding of organizational truth, employees can be actively involved in the organization. Meanwhile, with the injustice they get, employees reduce their involvement” [21].

[22] Motivators refer to factors intrinsic within the work itself like the recognition of a task completed. Satisfied employees will work harder for the company and plan to stay at the company, ultimately reducing that company’s labor costs [23] and as it is known reducing costs is one of the most important factors to higher the performance. So, companies must know how to motivate its employees to be satisfied. Finally,[24] ack nowledged that motivators can lead to a positive performance growth in every task a person is expected to do if the possible poor results are related to boredom of the task they are supposed to accomplish. Motivators are those that come from intrinsic feelings and [25] mentioned “adding responsibility to work and providing learning opportunities to a person to work at a higher level” as important motivations like, and Management must offer rewards that employees personally value as a key of Performance Encouragement as a responsibility of management in a coordinated approach to motivating employee performance.

Job satisfaction and performance:

Job Satisfaction refers to multidimensional psychological responses to the work of every individual. Job Satisfaction also refers to positive feelings that employees can get because their work has important value and is very meaningful to them. So, it can be said that job satisfaction is the result of individual interaction with the work environment. [26].

And many organizations need help with low levels of employee job satisfaction that lead to high turnover rates, diminished productivity, and financial strains [27].

Job Satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviors such as organizational citizenship, absenteeism, and turnover. Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors [28]. It appears that high self-esteem individuals are experiencing greater personal satisfaction from high performance in a group incentive situation. Perhaps such high self-esteem individuals would experience even greater personal satisfaction from competent performance if they were rewarded on an individual basis [29]. However, higher job satisfaction was related to a higher supervisor rating of the individual’s job performance when the individual experienced little ambivalence regarding the job, and job satisfaction and job performance were unrelated for individuals who experienced a high level of ambivalence regarding the job [30]. But job satisfaction is a better predictor of job performance when individuals are not ambivalent toward the job; that is, when they do not hold evaluative conflicting beliefs about the job and do not experience both positive and negative affect on the job [31].

[32] in his study tried to examine the relationship between job satisfaction and performance of non-academic staff of Bauchi State University Gadau Nigeria (BASUG)The result of the hypothesis shows that job satisfaction has a positive and significant relationship with employee performance, and he stated that "it clearly signifies that and increase in level of job satisfaction of BASUG non- academic staff will also lead to increased and higher performance This indicates the higher job satisfaction enhances drastically the performance of non- academic staff of BASUG which will help the University achieves it targeted mission and objective” [33].

[34] self-esteem exercised a significant moderating effect on correlations between performance and intrinsic satisfaction, but not on correlations between performance and extrinsic satisfaction. To low-self-esteem workers, in contrast, performance was apparently a matter of indifference with regard to intrinsic satisfaction. The fact that in the highself-esteem group (rating measure), the correlation of performance with work satisfaction was significantly higher than those of performance with pay satisfaction and co-worker satisfaction suggests that for the high-self-esteem worker, high performance boosts satisfaction with the task itself, but does not impinge on his perception of extrinsic factors. [35].

[36] in his study provides an empirical justification for the relative relationships between individual cultural factors; mainly the religion represented by the (IWE) and the job satisfaction and job performance factors which are the two main factors that influence the healthcare services. The study found that job satisfaction is an important predictor of IWE behavior among healthcare providers in emergency departments. and job performance in a cultural context that has received less attention in management research.

Lecturer job satisfaction presents the employees’ actual perception of the job and could exhibit the real performance at the workplace [38].

Job satisfaction, Performance, and Motivation:

The results of this study indicate a positive and significant influence of job satisfaction variables on the influence of work motivation on employee performance at Paradise Batu Hotel. Mean that job satisfaction is to strengthen the relationship between work motivation and employee performance. If the interaction between work motivation and job satisfaction is higher, the employee's performance will also increase [39].

Research aims

This study tried to discover the impact of the Motivation on the Job satisfaction and Performance in addition to study the relationship between job satisfaction and performance in Fallujah sunnih endowment directorate. This study took in account the Motivation as independent variable, and applied it in Fallujah endowment directorate, in order to test the impact of motivation on both job satisfaction and job performance. Finally discovering the impact of the job satisfaction in Fallujah sunnih endowment directorate on the job performance.

Research problem

This study is one of few in Iraq as it is clear there is no enough concerns about the job performance has received less attention in the religious era, in addition to employees’ actual perception of the job and the reasons behind their high satisfaction or dissatisfaction employment, talent acquisition and choosing the staff, rewarding systems and Motivational techniques and strategies are terms which the management in religion affairs in Iraq are completely ignored, Hence, This research is trying to answer the following questions:

Is the Motivation level of the In Fallujah endowment directorate’s educational staff improving the Job satisfaction?

The study assumes that the Organizational behavior is the Main Measurement variable which represents the organizational Behavior and the main contributor to its high level in any university. Hence, we mentioned the Motivation as the Independent variable in this research.

Research Importance

Motivation is the vital dynamo of both the Job satisfaction and performance and it is an essential wealth that requires special process to be successful and fruitful. So, this study gains its importance mainly from the following:

1- Theoretically: The study environment is new for the application of the Motivation and its impact on the Job satisfaction especially in the information and communication technology in in Iraqi Universities.

As for the practical aspect:

2- The current research documents and measures the Motivation applied in In Fallujah endowment directorate.

3- It measures the degree to which Motivation in In Fallujah endowment directorates related to the Job satisfaction from its educational staff’s perspective.

Research Hypothesis

This research is built to answer a set of questions which are:

1. is there any significant relationship between the Motivation and the Job Satisfaction in Fallujah endowment?
2. Is there any significant relationship between Motivation and the Performance in Fallujah endowment?
3. Is there any significant relationship between Job satisfaction and the Performance in Fallujah endowment?

hence the main hypotheses are:

H01: There is no significant relationship between the Motivation and the Job Satisfaction in Fallujah endowment directorate.

H02: There is no significant relationship between the Motivation and the Performance in Fallujah endowment directorate.

H03: There is no significant relationship Job satisfaction and the Performance in Fallujah endowment directorate.

Study T ool:

We measured the aforementioned study variables through a questionnaire in which the respondents’ answers are graded on a five-point Likert scale [40] as table 1 follows:

The Sunni Endowment

The Sunni Endowment Office, which is the official name taken by the Iraqi Ministry of Endowments and Religious Affairs after the invasion of Iraq in 2003, due to the abolition of the former Ministry of Endowments and Religious Affairs, and the distribution of its tasks to the Diwans of Endowments and the competent sects, and the law establishing the Diwan of Endowments and Islamic Affairs was legislated in order to organize Islamic endowments and their affairs, and its tasks, divisions and formations were determined based on what was approved by the Iraqi Council of Representatives and approved by the Presidency Council and based on Governing Council Resolution No. (68) dated 25 Rajab 1424 AH / October 22 2003. The law was issued providing for the establishment of a bureau concerned with the endowments of the Sunnis and its Islamic affairs called the Sunni Endowment Office, linked to the Council of Ministers, enjoying a legal personality and represented by its president or whoever authorized him.

The first head of the Office after the US invasion of Iraq is Adnan Al-Dulaimi and was appointed according to the decision of the Iraqi Transitional Governing Council on 25 Rajab 1424 AH / October 22, 2003 AD, and the position of the President of the Office is currently held by Dr. Mashaan Al-Khazraji, by an official decision issued on Wednesday, December 7, 2022. Departments and institutions of the Diwan The Sunni Endowment Office includes the following institutions and departments: Baghdad Endowments Department. Center for Research and Islamic Studies. College of the Great Imam. Legal Department. Departments and observations of the governorates' endowments. Department of shrines, shrines and public religious shrines. Administrative and Financial Department. Engineering circle. Department of Islamic Education. Department of Zakat and Charity Fund Management. Department of religious celebrations and events. Authority for the Management and Investment of Sunni Endowment Funds. Department of Islamic and Charitable Institutions. Department of Inspector General. Department of Hajj Affairs. Planning and Follow-up Department. Iraqi sheikhdom

The study community represents the Educational staff working in In Fallujah endowment directorate, which numbers 150 professor and teachers and most of them hold P.H.D certificate, whose tasks vary between, laboratory scientific teaching, , management of students' files and achievement records, and field tasks such as residential supervision, educational guidance, educational and recreational activities, caring for the gifted, supervising participation in scientific programs, programming competitions, preparing curricula, teaching materials, exam conditions and teaching in general.

Methods

The descriptive approach was adopted by extrapolating from the literature, research, studies and websites ’articles on the subject of Motivation, performance, and Job satisfaction , and Statistical methods were adopted to measure correlations between the variables of the study and the hypothesis testing, so The research relies on the descriptive and analytical approach in describing the studied phenomenon through data collection and analysis. We followed the statistical survey method, where we distributed a questionnaire to measure the studied variables. Then the questionnaires were transcribed and the data were processed for analysis and the necessary statistical tests were conducted like linear regression tests using the SPSS program.

We visited the Fallujah endowment directorate and got the following data:

1. First: Human Resources Division Employees Number 44 males with different educational degrees, for example, management and economics plus secondary and Bachelor of Sharia.
2. Second: Accounts Division numbering (20) The majority of them hold the bachelor of economics and management.
3. Third: Audit Division numbering (10) employees the majority Bachelor of Management and Economics.
4. Fourth: Religious Guidance Division (12) employees males Bachelor of Sharia plus (50) religious guides Bachelor of Sharia.
5. Fifth: Mosques and Inspection Division (50) Bachelor of Sharia plus (10) Secondary. Sixth: Engineering Division (20) male engineers plus (5) female engineers plus (5) male technical or technical institutes.
6. Seventh: Legal Division Number of males (27) Bachelor of Law plus (3) women Bachelors of Law.

A random sample was taken from the employees of the Fallujah sunnih endowment directorate mentioned above. Hence a questionnaire was distributed to the educational committee. The size of the sample population was (150) individuals, while the number of members of the randomly drawn sample reached (225) individuals, of whom (150) responded, and the researcher discovered the existence of (75) questionnaires with incomplete answers or damaged, so they were excluded for lack of validity for statistical analysis. Thus, the actual sample size studied was (150) individuals.

Result and Discussion

Reliability

The results of the questionnaire were entered after being recoded into the SPSS program and analyzed according to the Alfa Cronbach coefficient to find out if the coefficient value is acceptable to the interlocutor (which means that the questionnaire performs what is required of it), the paragraphs of the questionnaire must be with internal consistency with values equal to or greater than 0.6 [41], and Table 2 shows:

It is shown from Table 2 and 3 that the stability coefficient scale for the questionnaire was acceptable, Alpha Cronbach is high and acceptable as the values of Alpha Cronbach for the overall variables is (0.832).

Tools of data collecting

A - The theoretical sources: represented by the data and information available and from Literature sources that dealt with the subject.

B - The practical side: the questionnaire: We designed it in a way that serves the objectives of the study and its hypotheses and included (41) Statements (items) benefiting from previous studies, and we distributed items on three main variables which are Motivation, the Job satisfaction and then weighed these phrases to suit them by the degrees of the Likert pentagram scale which was in Table No. (1).

Data collection method

A questionnaire has been developed and built that measures the Motivation variables by measuring its dimensions represented by Motivation (the independent variable) in In Fallujah endowment directorate, and also measures Job satisfaction in Fallujah sunnih endowment directorate (dependent variable), where the construction of the questionnaire paragraphs was guided by previous studies. Section (1) which contained Two Demographic Factors that included a set of Items related to personal information like Gender, years of job experience, whereas section 2 consisted of 37statements17 of them measure the X1 variable, and 20 measure the Y variable.

From Table 4 we can see:

• Gender: The percentage of males is 76 %, which is higher than the percentage

of females is 24 %.

Hypothesis testing

To test the hypotheses, we used the LINEAR regression analysis test. But before this the researcher distributed the statements of the questionnaire as follows in the Table 5:

The statements number was 37 distributed into six variables which are: Motivation as the independent variable which in turn was divided to four sub-variables, and the Job satisfaction as the dependent variable.

Testing the first hypothesis

H01: There is no significant relationship between the Motivation and the Job Satisfaction in Fallujah endowment.

To test this it, we used the simple Pearson correlation test, and the following table (5) shows the Pearson correlation coefficient.

Regression for H0 1

Table 6 is here

As we can see from this table 6, as the means of each dependent and independent variables are close to the grade 4 in Likert scale, most of respondents agree with the survey statements related to the Motivation and job satisfaction. That means the Fallujah sunnih endowment directorate staffs believe in Motivation as a main factor to maintain and boost the quality of the decision making providing.

Table 7 is here

As it can be seen from the table 7 the R value is (0.431) high and means that the relationship between the Motivation and the Job satisfaction is weak, and as it can be seen the value of the Adjusted R Square amounted to 0.180, so approximately 18% of the changes in the Job satisfaction of the endowment employees in the Fallujah sunnih endowment directorate is due to changes in the Motivation and the more the staff has high job satisfaction by having high motivation. sig=.000in Anova part and in the coefficients, which is less than the level of morality 0.05, which confirms the rejection of H01, and therefore there is a significant relationship between the Motivation in Fallujah sunnih endowment directorate and the Job satisfaction in which the dependent variable, furthermore we got benefit from the coefficients To measure the degree of the effect of the Motivation in general on the Job satisfaction in fallujah sunnih endowment The value of the test index t is positive and significant at the level of significance 0.05, which confirms the impact as the level design making provided is greater when the level of Motivation of the Fallujah sunnih endowment directorate’s employees is high, while the relationship can be illustrated by the equation ( Y = 0.376+2.096X).

Testing the Second Main hypothesis:

H02: There is no significant relationship between the Motivation and the Performance in Fallujah endowment.

Table 8 is here

From the table 8 the R value is (0.834) high and means that the relationship between the Motivation and the Performance is strong, and as it can be seen the value of the Adjusted R Square amounted to 0.694, so approximately 69% of the changes in the Performance of the endowment employees in the Fallujah sunnih endowment directorate is due to changes in the Motivation and the more the staff has high Performance by having high motivation. sig=.000in Anova part and in the coefficients, which is less than the level of morality 0.05, which confirms the rejection of H02, and therefore, There is a significant relationship between the Motivation and the Performance in Fallujah endowment, furthermore we got benefit from the coefficients To measure the degree of the effect of the Motivation in general on the Performance in fallujah sunnih endowment. The value of the test index t is positive and significant at the level of significance 0.05, which confirms the impact as the level design making provided is greater when the level of Motivation of the Fallujah sunnih endowment directorate’s employees is high, while the relationship can be illustrated by the equation (Y = 0.903+0.749X).

Testing the Second Main hypothesis:

H03: There is no significant relationship Job satisfaction and the Performance in Fallujah endowment.

Table 9 is here

As it can be shown from the table 9 the R value is (0.369) low and means that the relationship between the Job Satisfaction and Performance is weak, and as it can be seen the value of the Adjusted R Square amounted to 0.130, which means only 13% of the changes in the Performance of the endowment employees in the Fallujah sunnih endowment directorate is due to changes in the Job Satisfaction and the more the staff has high Performance by having high Job Satisfaction. sig=.000 in Anova part and in the coefficients, which is less than the level of morality 0.05, which confirms the rejection of H03, and therefore there is a significant relationship between the Job Satisfaction in Fallujah sunnih endowment directorate and Performance.

The coefficients showed the degree of the effect of the Job Satisfaction in general on the Performance in fallujah sunnih endowment as The value of the test index t is positive and significant at the level of significance 0.05, which confirms the impact as the level design making provided is greater when the level of Job Satisfaction of the Fallujah sunnih endowment directorate’s employees is high, while the relationship can be illustrated by the equation (Y = 0. 2.306+.379X).

Conclusions

The aim of conducting this study was to measure the level of Organizational behavior by

measuring its main Determinants in In Fallujah endowment directorate, measuring the impact of them on the Job satisfaction. Based on the results of the initial interviews that we conducted when we started preparing this research, and the statistical analysis of the data from the study tool (questionnaire), and based on testing the hypotheses that we have built, we summarized our results as follows:

1- Fallujah sunnih endowment directorate staffs believe in Motivation as a main factor to boost their performance, but they think that their motivations level is not contributing to their job satisfaction.

2- Fallujah sunnih endowment directorate applies positive strong performance by being Motivated to a great degree which contributes to maintain high achievement skills.

3-The study found that 70% of the respondents were males and 70% of the respondents have 1-10 years of job experience.

4-The application of Motivation in the Fallujah sunnih endowment directorate affects the practices of the Job satisfaction positively, so that the more the staff is Motivated, the more the Job satisfaction of all employees is increasing. the quality of the provided services they to their clients inside and outside the endowment, furthermore the Job satisfaction high level becomes maintained.

5-Motivation techniques applied in the sunnih endowment in Fallujah causes about 70% of employee’s performance which was high but at the same time it leads to 18% of their satisfaction and this is weird in our opinion as the high level motivation should raise the satisfaction [42].So we have 82% of undefined satisfaction caused by other factors apart from motivation which might be internal or external factors like the economic status, culture. And as [43] mentioned factors like limited education and career advancement opportunities might cause demotivation and dissatisfaction, furthermore this weak relationship between motivation and satisfaction might affected the relationship between job satisfaction and performance as we could get 13% of performance caused by the employee’s job satisfaction which was high.

It is necessary to scrutinize the factors that make the Motivation in Fallujah sunnih endowment directorate in its best in order to improve job satisfaction, which complements the general performance and supports the task accomplishment to choose the best for the employees when it comes to the reasons and factors which raise the job satisfaction, furthermore their good leadership behaviors help them to understand the duties of their jobs and in the same time helps to fulfill their personal, psychological and mental needs in Iraqi society in common to prepare better plans and compete in the work environment.

[44] Although aspects of one’s personal life as well as non-job factors at work influence the behavior and eventually the satisfaction of the worker, it is the work itself which brings fulfilment and Maslow’s higher order of needs into being. For management, this means that when a worker’s performance steadily declines, it is not due to a lack of perks or enforcement on the part of management. Instead, the task of the employee should be altered in such a way that the fulfilment gained from doing the job is expected daily.

This research has many limitations and It is necessary in future research to take the reasons of dissatisfaction separately to study the relationship with the performance.

We didn’t take in consederation the external environment which completely affect the studied relationship, so we hope to cover this in further studies.

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