Date of Conferral
2-14-2025
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
Matasha MurrellJones
Abstract
Information technology (IT) leaders in the U.S. insurance industry are concerned with sustaining employee motivation in virtual teams, as it is a key challenge in managing virtual employees. Grounded in Herzberg’s two-factor theory, the purpose of this quantitative ex-post facto study was to examine the relationship between achievement, recognition, and company policy with job satisfaction and company performance. The participants were 54 U.S.-based insurance companies listed in Fortune’s Best Workplaces in Financial Services & Insurance (2021), with data sourced from publicly available financial reports and the U.S. Securities and Exchange Commission’s EDGAR system. The result of the multiple linear regression analysis for job satisfaction was significant, F(3, 50) = 89.6, p < .001, R2 = .843 with recognition (t = 3.26, p = .002, ß = .324) and achievement (t = 4.24, p < .001, ß = .494) as significant predictors. However, the result of the multiple regression analysis for company performance was not significant, F(3, 50) = 2.22, p > .05, R² = .12, indicating that recognition and achievement did not have a statistically significant relationship with company performance. A key recommendation is for information technology leaders to prioritize employee recognition and opportunities for achievement to enhance job satisfaction. The implications for positive social change include the potential to enhance employee well-being, support local economies, and foster community stability.
Recommended Citation
Roundtree, Rena Lois, "Relationship Between Motivation, Job Satisfaction, and Company Performance in Virtual Teams in the U.S. Insurance Industry" (2025). Walden Dissertations and Doctoral Studies. 17362.
https://scholarworks.waldenu.edu/dissertations/17362
