IMPACT: International Journal of Research in

Humanities, Arts and Literature (IMPACT: IJRHAL)

ISSN (P): 2347-4564; ISSN (E): 2321-8878
Vol. 7, Issue 4, Apr 2019, 543-556
© Impact Journals

EMPLOYEE MOTIVATION TO STAY WITH THE PROJECT- A STUDY ON SEMI-

CONDUCTOR INDUSTRY IN BANGALORE

Neerupa Chauhan1, Leena James2 & R Srinivas Bandi3

1
Research Scholar, ISBR, Bangalore, Karnataka, India
2
Associate Professor, Christ University, Bangalore, Karnataka, India
3
Associate Professor, ISBR, Bangalore, Karnataka, India

Received: 11 Apr 2019 Accepted: 22 Apr 2019 Published: 30 Apr 2019

ABSTRACT

In modern instance, it's a project and not simply the organization brand which places a noteworthy responsibility
in employee commitment. Employee Behavior and duty fluctuate with the ventures, he/she includes amid his residency in
the organization. The analysis has led to the point of finding different components that has an effect on employee aim to
remain with the project. The essential target of this analysis is to discover those components which are a solid forecaster
of intention to remain with the project in semiconductor industry. A questionnaire covering a few angles identifying with
employee ambition to remain with the project was structured and dispersed among 357 employees selected through non-
probability sampling. Information gathered was scrutinized with confirmatory factor analysis utilizing AMOS 18. Further
SEM Modeling (expansion of a few multivariate procedures) is utilized to investigate the dependence relationships between
latent variables. Results demonstrated that Reward Management, Work-life balance, Challenges, and Project Commitment
has a positive impact, While Career advancement negatively affects employee aim to remain with the project.

KEYWORDS: Reward Management, Work-Life Balance, Challenges, Career Advancement, Project Commitment, And
Employee Intention to Stay with the Project

INTRODUCTION

Various examinations have been directed on employee expectation to remain in an organization considering
factors like professional stability, work fulfillment, and hierarchical responsibility. Notwithstanding, in the ongoing
occasions, it's a project and not simply the organization brand which places a noteworthy job in employee commitment.
Employee conduct and duty differ with the activities he is included amid his residency in the organization. An employee
may be content with the organization and it approaches however discontent with a project he is working for. Enormous pay
rates, brilliant binds and brilliant welcomes are never again enough in themselves to verify the maintenance of significant
staff. Most recent patterns demonstrate that employee needs to maintain a strategic distance from sole individuals the board
stepping stool and stay with project execution which offers him 'self-satisfaction', 'feeling of achievement' and 'fun and
pleasure'. Presently an employee doesn't work just for financial increases, however for his own achievement, to pick up
information, for validity and acknowledgment.

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 544 Neerupa Chauhan, Leena James & R Srinivas Bandi

Text expressed in PMBOK (2004) toward the start of any project, the dedication of the colleagues is extremely
high. This is a result of the energy and intrigue that another project makes. This condition of energy, responsibility and
high inspiration, withdraws, streams all through the project. In any case, as Projects travel through stages, their
responsibility towards project begins enduring, this influences on usage and execution of the project. This study is to
observe the foremost factors that influence an employee’s intention to stay with a project.

REVIEW OF LITERATURE

As stated by Cambridge Dictionary Online, a project as arranged work or a movement that must be finished over
some stretch of time and planned to accomplish a specific reason. Projects are of unmistakable activities and their
uniqueness differs from project to extend. A noteworthy move that the cutting edge organizations are experiencing is the
brief, project-based structure. As said by Bredin (2006), numerous organizations are experiencing a change called
'projectification'; a general improvement process where the center is around projects, the executives of the project and a
few different types of the project like. In the ongoing occasions, it's a project and not simply the organization brand which
assumes a critical job in employee commitment. Employee conduct and responsibility differ with the projects he is
included amid his residency in the organization. As expressed by Packendorff (2002), people are being impacted by
projects and dealing with them opens them to time the executives and basics of "self-advertising". Despite the fact that the
circumstance at work relies upon the person's own needs, it, for the most part, winds up influencing their life outside work.
At the point when an employee is related to some project, he has a few needs, wants and desires from it.

As expressed by Agarwal and Kshama (2011), Organization duty (proprietorship, steadfastness, connection),
Career Advancement (vocation needs, profession way, profession arranging and the executives), nature of work life
(reasonable remuneration, working condition, work Involvement) has some immediate and autonomous impacts on aim to
remain of center employee with organization. Though, it does not remain constant in the present situation where projects
are running the organization and not that the organizations are running the projects.

For this analysis, the emphasis has been given around perspective which an employee is related with every day
and each and every time, that is the project he is taking a shot at. There can be different persuasive variables which impact
his expectation to remain with project like, project culture, director backing and inspiration, challenges, collaboration,
work-life parity, pay and advancement potential, rewards the board, professional success and so on, yet the spotlight has
been given on Reward Management, Work-Like Balance, Challenges, Career Advancement, and Project Commitment and
how can it spurs employee goal to remain with project.

Employee Intention to Stay With The Project

Studies concentrating on Employee expectation to remain with the organization have been done before, especially
underlining on the job of the organization and it's the effect on an employee's responsibility to organization. The work till
now hasn't addressed the part of the project rather than an organization. A large portion of the work on organization
responsibility is characterized in ensuing passages. As said by Black and Stevens (1989), Intention to remain is
fundamentally adversely related to employee turnover. Employee aim to remain has alluded as workforce ability to
remain with a business, which dependably been affected by different qualities (Tett and Meyer, 1993; Igharia and
Greenhaus, 1992). As expressed by Mello (2011), the accomplishment of business relies upon employee duty, the exercises

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 Employee Motivation to Stay With the Project- A Study on Semi- Conductor Industry in Bangalore 545

it embraces and the workplace in which the organization works, which may not be valid if the promise to extend is
inadequate.

Different investigations neglect to recognize that regardless of whether the employee is focused on the
organization, it can't prompt achievement in the event that he isn't focused on the project he is chipping away at. Studies
led develops an impression of employee goal to remain with the organization is contrarily correspond turnover. Be that as
it may, think about identified with employee expectation to remain with the project, which can affect on opportune project
fulfillment with quality work, is yet to be directed. It is reasonable that goal to remain with the project may rely upon
different factors, yet the investigation by considering a couple of factors Like Reward Management, Work life balance,
Challenges, Career progression require to be led from the point of goal to remain with the project.

Reward Management

Employees more often than not get compensates separated from pay for their execution, achievement of results,
capacity, or ability fulfillment (Beel, 2007). As recorded by Tinnirello (2001) employee ought to decrease time, and cost
and improve the nature of work. Achievement of organization or project isn't legitimately influenced by remunerations.
Reward directly affects an employee's inspiration. A reward framework connected to the project is most likely going to
spur the employee to play out all project identified with a project to the best of his abilities. This will straightforwardly
prompt project achievement. As expressed by Beel (2007), a standout amongst the most widely recognized prizes are
Performance Based prizes (Armstrong, 2002). A large portion of the occasions, a specific arrangement of destinations are
characterized for an employee by the predominant dependent on his activity evaluation and position, the employee is
surveyed dependent on these goals (Wilson, 2003). In view of the evaluation, a reward in the type of money reward is
allowed to the employee. Great models are required to gauge real execution. Something else, employees will feel that they
are assessed unsportsmanlike (Wilson, 2003). Practically every one of the prizes referenced above is long haul based,
which may not impact the transient harm. The termremunerate works as a partner umbrella (Filipczak, 1993) for motivators
and acknowledgment. Motivators are financial prizes given to accomplish the objective. Acknowledgment prone to be a
non-money related or financial reward and their principle expectation is to invigorate employees (Armstrong and Murlis,
2004). It is given for employee's star animation for work. Right now Incentives are given they become appreciation. Both
acknowledgment and motivations ought to be given to the employees to recognize their work (Rosenbloom, 2001). For
delineation, if the general destinations are met, an employee is qualified for motivators and if sub-objectives are
accomplished, they can be also be given acknowledgment. This will impact employee to continue onward (Beel, 2007).

According to the above audit of writing, Rewards doesn't legitimately affect achievement, yet it positively affects
employee's conduct. Nonetheless, as of late, since a project assumes an imperative job in an organization and because of its
temperament of being of short residency, it is critical to ponder the impact of remunerations on the project. Since a reward
will have tremendous effect for the brief project. Projects are time-bound action with an actual existence cycle, which must
be finished inside a stipulated time allotment. Notwithstanding for a long span project, rewards at the correct process
duration of a project can help its prosperity. As human conduct, responsibility comes on the off chance that he gets some
money related or non-financial prizes and acknowledgments. Writing on Project Management (PMBOK, 2004), externally
covers employees passionate factors, for example, rewards. It’s center spotlight is on project convenient consummation.

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 546 Neerupa Chauhan, Leena James & R Srinivas Bandi

H1: There is an Influence of Reward Management on Project Commitment

Work-Life Balance
Work-life uniformity can be referenced as a condition of symmetry or comparability, where the requests from an
individual's activity and individual life are both met similarly. On the other hand, attempting to find that equalization
would require juggling between the contending requests which can cause tiredness if not stress and prompt lower
profitability. As indicated by Byrne (2005), the scan for work-life balance is a procedure in which individuals look to
change things as per changes in their own needs, physical, mental or both, and these can be activated in their turn by
elements, for example, age; changes in working conditions; the requests of new innovation; and poor administration.
Sparkles, Cooper, Fried and Shirom (1997) do give admonitions that individuals investing more energy at work and lesser
time with their family hugely affect their demeanor and personality leave aside crumbled wellbeing and profitability.
Clark (2000) has proposed the origination of family well disposed to offer harmony among work and life by characterizing
fleeting adaptability and operational adaptability.

As examined, projects should be finished inside a time allotment; the accessibility of employee -related with a
project is normal nonstop. Because of this pressure and weight of work his family life endures. Accordingly, employee's
endeavors to pick the project, whenever given an alternative, where he can undoubtedly adjust among work and life.
However, sometimes, because of project prerequisite and duty, he needs to work for extended periods of time,
which hampers his relaxation time with family. So the inquiry emerges, will he be related to projects, which needs a
greater amount of his time. Does this synchronization among work and staff life affect project responsibility. Accordingly,
theory framed from above writing survey is

H2: There is an Influence of Work -Life Balance on Project Commitment

Challenges
According to the definition given by Cambridge University, Challenges are the conditions which test an
individual's ability and assurance. Difficulties are the work which requires something more than incredible mental or
physical exertion so as to be done effectively.

According to the report distributed by SHRM, The Economist Intelligence Unit (2014), One of the most
well-known issues looked by people and organization today is the difficulties related with the work and activities,
which have a more extensive effect on person's inspiration and duty. With clashing obligations and responsibilities,
the difficulties presented either by the project or by workplace become a transcendent issue at work environment.
As talked about by Horth and Vehar (2014), when an employee gets related with another errand, it's probably going to have
diverse issues and difficulties however there are a few issues and difficulties which are regular to generally extend.

Difficulties are the determined powers which push an employee to achieve his mental needs.
Projects are innovation bound. A few projects need headway in most recent innovation or innovative work or development
while some simply need the refreshing of old innovation. Individuals need to get related with most recent innovation
extends, that gives aptitude and mechanical based adapting, rather connecting with old projects, which must be auspicious
refreshed, where there is just the same old thing new to learn. Employees need to go up against themselves by a partner
with those activities which require progressively innovative headway. Along these lines, the inquiry emerges does the
employee needs to be related with those activities which challenge him, where he gets chance to develop and learn,

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 Employee Motivation to Stay With the Project- A Study on Semi- Conductor Industry in Bangalore 547

does difficulties in project impact employee responsibility towards the project. In this manner, the theory surrounded in
this section is:

H3: There is an Influence of Challenges on Project Commitment

Career Advancement
Professional success incorporates allan employee does from the beginning of his work to the time he resigns.
Headway or movement for some employee is a method for climbing the company pecking order. For a few,
it's tied in with doing extraordinary employment and getting perceived for it. While for a few, it simply avoid
inconvenience at work and spotlight more on family life yet for some it's going to achieve progression in innovation and
advancement from their work (Redmond, 2016). As indicated by Savitt (2011), the organizations who need to strengthen
their compatibility with their employees must give improvement chances to their employees. He further expresses that if
organizations will focus more on preparing and advancement program of its assets, it will build employee maintenance.
As per Victor Lipman of Forbes, clear open doors for professional success are a mostly ground-breaking employee help.
According to his perceptions, people slanted to be increasingly propelled, when profession ways are clear.
On the off chance that vocation ways are not clear or anecdotal, employees feel pushed, not so much mindful, but rather
more farfetched (Louie, 2016).

The headway or improvement of one's profession is a common duty of managers and employee.
They must be proactive for their learning, desires from the activity, and effectively seek after information and exercises
autonomously of any employee development program. An employee needs to climb the chain of importance of his
vocation, be it’s specialized or administrative. According to the writing survey, more often than not employee gets
exhausted by doing likewise assignments over and over, yet on the off chance that they are given to chance to gain some
new useful knowledge, this will upgrade their devotion towards their work. Activities have a one of kind work philosophy,
through which they must be finished. Employees related to the specific project need to pursue the characterized work
worldview.

H4: There is an Influence of Career Advancement on Project Commitment

Commitment
As characterized by Latham and Pinder (2005), hardworking attitude is an individual's longing to work, and
changes fluctuate from individual to individual (PSUWC, 2011). Contemporary meaning of Work Ethic puts more
accentuation on "diligent work, rewards, preservation of assets and evasion of inertness in any structure" (Christopher and
Jones, 2004). Meyer and Allen (1997) appreciate the significance of duty as the passionate connection of the employee, his
uniqueness and commitment, ability to remain with the organization just as examining the expense related with leaving the
organization. Cooper¬Hakim and Viswesvaran (2005), has dissected common organization between information factors as
work responsibility, sub measurements of work duty, the effect of work duty versus yield factors, for example, work
fulfillment, work execution, turnover goals, and turnover. There results demonstrate that "there was a major cover among
full of feeling and standardizing authoritative duties" (Redmond, 2016).

Responsibility to work or extend is absolutely another idea which alludes to Employee devotion to its calling and
restricted the dedication towards specific organization. Work responsibility, in contrast with authoritative duty, is more
work and vocation explicit. Where hierarchical duty is related to employee mental or affection or fiscal increases to be

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 548 Neerupa Chauhan, Leena James & R Srinivas Bandi

with the organization, work responsibility is an individual's dedication towards specific work he's related with
(PSUWC, 2011). Work devotion is considered as somebody's reliability to work, commitment to work, dynamic
contribution, and commitment to the organization (Morrow, 1993). The responsibility so far characterized has been
constrained to one's work or the project allocated to him.

Various examinations have been led on the idea of Commitment towards work or organization.
Where authoritative responsibility is individual's dimension of devotion to an expert course for a specific organization,
Work duty is progressively centered around the nature of work or project appointed (PSUWC, 2011).

The above examinations neglect to recognize that with acourse of events being stringent; it is the project which is
esteemed more than the current work. An employee is not any more dedicated to work, however to in general project
execution that he himself de-organizes his craving for some particular work he adores. Employees, who are centered
around the nature of work, expertise improvement or innovative headway, which is being provided food by the project,
will stay with the project group since they have to accomplish this. Different written works on the project state employee
inspiration as a factor of project opportune finish, yet the variable of inspiration which prompts project fruition hasn't been
talked about. Thus from the above writing the theory of the examination rose:

H5: There is an Influence of Project Commitment on Employee Intention to Stay On the Project

Various analysts center on the reasons for employee turnover because of hierarchical systems yet little has been done on
the looking at the wellsprings of employee Intention to stay in a project which has been the most vital parameter in
characterizing his stay in the organization. HR rules till now have attempted to address issues related with generally
speaking work culture of the organization, long haul development plans, ignoring the issues emerging from considerably
littler everyday projects.

Based on this, the present examination endeavors to explore the impact of different factors on employee
expectation to remain with the project. It expects that the impact of project duty as an arbitrator will be found at more than
one phase during the time spent an employee's frames of mind or practices while doing the project. The examination casing
of this investigation has appeared in Figure. 1.

Figure 1: Hypothesized Model for the Study

Objective

Goal of this examination is to assess different encouraging components that impact an employee goal to remain
with the project.

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 Employee Motivation to Stay With the Project- A Study on Semi- Conductor Industry in Bangalore 549

Research Questions

• Does Reward Management, work-life balance, challenges, career advancement affect Project Commitment?

• Does Project commitment have an impact on Employee intention to stay with the project?

Study Design

An exploratory research outline was intended to consider the different persuasive elements that impact employee
intentionto stay with the project. The populace for the examination work was an employee working with semiconductor
industry. A sum of 357 questionnaires was collected based on non-probability sampling. Reactions subsequently got were
exposed toStructural Equation Modeling utilizing AMOS 18. An organized questionnaire was set up with a different
segment relating to Employee Intention to stay with the project. The responses of the respondents were collected on a 5-
point Likert-type scale with the end focuses on being "Strongly Agree" and "Strongly Disagree". The items appearing on
the scale were adapted and customized from scales measuring variables in Career advancement review (2007), Lorence, J.,
and Mortimer, J. (1985), Minnesota fulfillment survey(1977) & Spector (2004). A questionnaire used for the survey has
been shown in Appendix-I.

Figure 2: SEM Model for Intention to Stay with the Project

Statistical Analysis and Interpretation

In this study, six constructs have been utilized. To examine the series of dependence relationship SEM modeling
has been used. SEM is an expansion of a few multivariate methods, most eminently multiple regression, and factor
analysis. It is especially valuable when one deponent variable turns into an autonomous variable in resulting reliance
connections. The SEM Model for Employee Intention to stay with the project is delineated in Figure.2.

Apparently, the estimations of the composite reliability for SEM model delineated in Figure.2 demonstrate that
the latent variable in the approved model varies in the range of 0.70 and 0.90 (Table 1) for all constructs. Appropriately,
Reward Management has a Composite Reliability (CR) estimation of 0.81; Work-Life Balance (CR= 0.80); Career
Advancement (CR= 0.86); Challenges (CR=0.92); Project Commitment (CR=0.90) and Intention to remain (CR= 0.91).

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 550 Neerupa Chauhan, Leena James & R Srinivas Bandi

Table 1: Reliability and Item Loadings Constructs for SEM

Latent Standardize Composite Cronbach Average Variance
Items
Variable d Loadings Reliability* Alpha Extracted (Ave)
RM_1 0.74
Reward
RM_2 0.66 0.81 0.80 0.60
Management
RM_4 0.89
WLB_1 0.71
Work Life
WLB_2 0.71 0.80 0.78 0.56
Balance
WLB_4 0.82
CA_1 0.88
Career
CA_2 0.87 0.86 0.87 0.67
Advancement
CA_3 0.70
CH_1 0.86
CH_2 0.88
Challenges 0.92 0.92 0.75
CH_3 0.92
CH_4 0.80
PC_1 0.91
Project Work
PC_2 0.77
Commitment 0.90 0.90 0.79
PC_3 0.81
PC_4 0.82
IS_1 0.89
Intention to
IS_2 0.72
stay with the 0.91 0.91 0.72
IS_3 0.90
project
IS_4 0.88
* the source for calculation is http://www.thestatisticalmind.com/calculators/comprel/comprel.html

The goodness of fit results has been shown in Table 2. The values of three fit measures specifically Incremental,
Absolute & Parsimony are close the permitted values of the goodness of fit. This shows the fitness of the model towards
observed data.

Table 2: Goodness-of-Fit Indices Results of SEM Model

Fit Indices Accepted Value Model Value
Incremental Fit Measures
AGFI (Adjusted Goodness of Fit Index) > 0.80 0.81
NFI (Normed Fit Index) > 0.90 0.91
CFI (Comparative Fit Index) > 0.90 0.93
IFI (Incremental Fit Index) > 0.90 0.93
RFI (Relative Fit Index) > 0.90 0.89
Absolute Fit Measures
χ2 (Chi-square) 444.13
df (Degrees of Freedom) 174
Chi-square/df (χ2/df) <3 2.55
GFI (Goodness of Fit Index) > 0.9 0.85
RMSEA (Root Mean Square Error of Approximation) < 0.10 0.09
Parsimony Fit Measures
PCFI (Parsimony Comparative of Fit Index) > 0.50 0.77
PNFI (Parsimony Normed Fit Index) > 0.50 0.76

Discriminant Validity

Discriminant legitimacy alludes to testing factually whether two constructs contrast. However, the standard
guideline is that the Average Variance Extracted (AVE) qualities ought to be more prominent than relating Squared Inter-
Construct Correlation Estimates (SIC) in the model (Fornell and Larcker, 1981). Table 3 demonstrates the Average

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 Employee Motivation to Stay With the Project- A Study on Semi- Conductor Industry in Bangalore 551

Variance Extracted (AVE) evaluates and comparing Squared Inter-Construct Correlation Estimates (SIC) values of all
constructs.

Table 3: Squared Inter-Construct Correlations (SIC) Between Constructs For Employee Intention To Stay With
The Project
SIC
Construct
AVE RM WLB CA CHLG
RM 0.60 1.00
WLB 0.56 0.28 1.00
CA 0.67 0.62 0.29 1.00
CHLG 0.75 0.73 0.25 0.73 1.00

Structural Model – Hypotheses Testing

The regression results are provided in Table 4. The C.R. is a t-value obtained by dividing the estimate of the
covariance by its standard error. Consequently, it is pragmatic that between the six exogenous variables, Reward
Management has a significant influence on Project Commitment (ß = 0.25; CR= 2.09, p<0.05) which is valid according to
the theory. Thus, H1 is emphasized. Likewise, Work-Life Balance has a positive and significant influence on Project
Commitment (ß=0.15; CR=6.09; p<0.05) hence, H2 is claimed. It has been found that Challenges has a positive and
significant persuade on Project work Commitment (ß =0.49; CR=4.45, p<0.05). Thus, H3 is declared. Finally, Project
Commitment is found to be a significant determinant towards employee Intention to stay with the project (ß=0.99;
CR=15.12; p<0.05). Thus, H5 is asserted. But Career Advancement has shown a pessimistic and irrelevant influence on
Project Commitment (ß =0.21; CR=1.77, p>0.05). Therefore, H4 is discarded. The outline of the analysis of the study
hypotheses has been shown in Table 5.

Table 4: Direct Effect of Research Model: Standardized Regression Weights for Intention to Stay With the Project
Relationships Between Exogenous and Endogenous Estimate S.E. C.R. P-Value
Reward management Project Commitment 0.25 0.14 2.09 0.036*
Work Life Balance Project Commitment 0.15 0.04 6.09 0.000**
Challenges Project Commitment 0.49 0.12 4.45 0.000**
Career Advancement Project Commitment 0.21 0.18 1.77 0.074
Employee Intention to stay
Project Commitment 0.99 0.06 15.12 0.000**
with the project
**, * Significant at 1 %, 5 % level.

• S.E - An estimate of the standard error of the covariance

• C.R -critical ratio obtained by covariance estimate by its standard error

Table 5: Outline of Structural Relationship Results of the Study

H# Study Hypotheses Result
H1 There is an influence of Reward Management on Project Commitment. Supported
H2 There is an influence of Work -life Balance on Project Commitment. Supported
H3 There is an influence of Challenges have an influence on Project Commitment. Supported
H4 There is an influence of Career Advancement on Project Commitment. Rejected
H5 There is an influence of Project Commitment on employee Intention to stay with the project. Supported

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 552 Neerupa Chauhan, Leena James & R Srinivas Bandi

CONCLUSIONS

To finish up quickly, this study inspected the causal connections four precursors of employees' discernment on the
determinants of Project Commitment and employee Intention to remain with the project by means of., Reward
Management, Work-Life Balance, Career Advancement and Challenges. Two or three ramifications can be drawn from the
discoveries of the examination. Right off the paddle, it is clear that Project Commitment is affected (factually) by
remuneration the board, challenges, worklife balance, however not via professional success. Maslow's hypothesis is
frequently how the executives could give a workplace that fulfills from the exceptionally fundamental needs to self-
completion. It could be contended that satisfying self-realization needs originate from inside the individual, regardless of
whether that is by looking for work in a region that one is enthusiastic about or proceeding to develop in one's profession.
Managers can make a domain for employees by giving testing work assignments and an open door for professional success
with work-life equalization, preparing and improvement, further developed obligations, past what his manager asks of him.
Employee fantasy project is one that offers normal open doors for progression and acknowledgment, compensates and
advances individuals dependent on solid execution.

There is nothing that rouses the employee at work more than the opportunity to be a piece of something greater.
He searches way out to add to significant projects that will furnish him with a feeling of possession both in his very own
work and his general workplace. Having an effect on the project and subjective and opportune conveyance of the project
are the best reward he can consider. Individuals feel focused on a project when he gets a sentiment of acknowledgment
and gratefulness as a project's advantages.

With the conditions of employee commitment moving down to small scale dimension of projects rather than the
brand name of the organization, all the current retributions of employees the board has turned out to be old fashioned. The
HR rules till now have attempted to address issues related with by and large work culture of the organization, long haul
development plans, ignoring the issues emerging from considerably littler everyday projects. Effectively utilizing a
procedure for commitment naturally uses fondness and connection. organizations, whose employees emphatically accept,
immovably have a place and innovatively add to progress endeavors have an operational favorable position that can't be
effectively balanced by some other aggressive component. An employee looks for self-improvement alongside the
organization's prosperity which can be accomplished with techniques intended to suit both project execution and employee
commitment.

As employee appreciate working in a project-based structure, it is significant for project executive professionals to
comprehend employee's desires, his quality, and shortcoming, conduct, the frame of mind towards the project that will
encourage in proficient project execution and well-planned conveyance. Besides, issues concerning the relationship of the
employee with the project must be readdressed in this new corporate setting plan. Employees are the spine for progress and
consequently, they should be spurred and kept up in a project.

For an employee to remain with the project, his own qualities, profession objectives and plans for the future must
partner with project culture and the requests of his quick employment (e.g., work information, aptitudes, and capacities).
This is additionally guessed that the better the supplement, higher will be employee's probability to feel expertly and
personally attached to the project.

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 Employee Motivation to Stay With the Project- A Study on Semi- Conductor Industry in Bangalore 553

Specialists state that individual and group inspiration is the main factor influencing the efficiency of a project
group. There are three things which rouse employee: first, give clear responsibility for characterized project; second,
guarantee the individual has the available resources to do the project; lastly, catch up with auspicious criticism and
consider the individual responsible for results. Individuals appreciate having chances to work for those projects that
substantiate themselves as an employee and show others what they can do when given a major open door. It implies that
individuals are most spurred when they are tested and can demonstrate their aptitudes through a troublesome project. The
Project Manager should take to guarantee that the establishment of sound inspiration is set up in the project condition.

In this manner, if the above procedures are considered and employees are treated as one of their benefits working
at the projects most fit to them and the organization, the projects will be conveyed effectively even in unique condition.
Employees are the mainstay of any project achievement and in this way, they should be roused and protected in a project at
all expense to help the project to be conveyed in stipulated time span and high caliber.

The essential for a fruitful project is to make an incredible project procedure dependent on the cautious
assessment of the employees engaged with it. At that point, build up a technique articulation that catches the methodology's
embodiment such that prefigure well to everybody in the project and prompts the improvement of the project and the
person.

Project Managers ought to console asset assignment, project uniqueness, and occupation upgrade so that it
prompts employee commitment in the project. Project Managers ought to comprehend that the assets in the project are the
fluid resources, who have any kind of effect regarding quality and auspicious conveyance of the project. This advantage
should be examined with a due alert, generally, their project would end to occur. Employees ought to be given testing work
through which they can demonstrate their competency and intrigue.

Thus, giving a dynamic domain to work, work balance life, giving preparing to take up more difficulties would
additionally improve/spur the employee to be with the project till its finishing, which upgrades fruitful accomplishment and
execution of the project.

Limitation of the Study

This examination is a portion explicit investigation, for the most part, centered around employee aim to remain
with the project by considering a couple of factors like rewards, challenges, work-life balance, career advancement, and
project responsibility. In any case, there are numerous different factors too that ought to be viewed as like group support,
project culture, administrator support and so on, which will be inspirational towards employee expectation to remain with
the project. This examination is division explicit as well, in this investigation Semi-Conductor industry in Bangalore has
been taken into consideration, while segments like IT industry, Heavy building industry and so on, ought to likewise be
considered for further investigations.

Suggestions for Future Research

Various assessments and inductions produced from this study can be a decent start-up for future work. To
assemble more data about the different other inspirational elements that impact employee expectation to remain with the
project, a longitudinal examination is required to be led. A longitudinal examination or study is an observational research

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 554 Neerupa Chauhan, Leena James & R Srinivas Bandi

strategy in which information is gathered for an extensive stretch. Because of longitudinal examination, thorough
information will be accumulated, through which different affecting components on employee aim to remain with the
project can be dissected. What's more, as a result of longitudinal work, different factors which affect project responsibility
all through employee's residency can be broke down. Longitudinal research ought to be centered on how employee want
and duty changes with projects. This methodology can build up a lot of inspirational elements which are project explicit.

Future potential investigations should concentrate on the appraisal of project culture, employee inspiration, and
commitment towards the project. With work getting smaller into projects and the course of events of project shifting up to
a couple of years, the way of life of the group turns out to be significant. Since the work related to a project is basic and
there is part of reliance of work between various colleague, great coordination and solid condition turns into a need. The
stringent course of events and job of each colleague if not saw legitimately can make break among them and lead de-
inspiration.

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Appendix – I

Table 6
Reward Management S.D D N A S.A
A better pay is being paid for the effort which I put in this project. 1 2 3 4 5
Additional monetary benefits are provided for this project. 1 2 3 4 5
There is no inequity on benefits or other additional remuneration for those
1 2 3 4 5
working in this project.
There are chances to demonstrate individual merit exists in this project. 1 2 3 4 5
Work Life Balance
I am able to maintain better work-life balance while working in this project. 1 2 3 4 5
Opportunity for work from home has been permitted in this project. 1 2 3 4 5
Due to complexity of project, led me to spend more time in office. 1 2 3 4 5
A better working condition has been provided for this project. 1 2 3 4 5
Career Advancement
A better career path is being stipulated while working in this project. 1 2 3 4 5
This project has made arrangement for a superior profession sited position. 1 2 3 4 5
My career promotion depends on the execution in this project. 1 2 3 4 5
Challenges
An extremely methodological proficiency is anticipated in this project 1 2 3 4 5
My responsibility in this project is more demanding 1 2 3 4 5
The task is motivating due to miscellany of the project 1 2 3 4 5
Ample training has been provided to take up difficult undertaking in this project 1 2 3 4 5
Project Commitment
A strong sense of belongingness is being felt while working for this project 1 2 3 4 5
A sense of difficulty and less commitment is being felt while working for this
1 2 3 4 5
project.
I gain a little knowledge while working for this project. 1 2 3 4 5
I am enthusiastic to put a lot of efforts to make this project successful 1 2 3 4 5
Intention To Stay With The Project
I would like to work this kind of projects in future. 1 2 3 4 5
I would hate to quit from this project 1 2 3 4 5
I will stick to this project till its completion. 1 2 3 4 5
If an opportunity is being given, I would wish to reallocate to other project 1 2 3 4 5

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