Motivational Policies of Private and Public Enterprises and Their Impact on Workers’ Migration

Session

Management Business and Economics

Description

This study investigates the relationship between enterprises’ motivational policies and the migration tendencies of employees. By adopting a mixed-methods approach, the research integrates quantitative and qualitative perspectives to provide a comprehensive understanding of how organizational practices influence labor mobility. Quantitative data, collected through structured surveys with employees across small, medium, and large enterprises, examine the impact of motivational factors such as wages, bonuses, training opportunities, career advancement, and working conditions on job satisfaction and migration intentions. Complementary qualitative insights, derived from semi-structured interviews with both employees and managers, reveal deeper perceptions and contextual drivers that shape decisions to migrate or remain in the domestic labor market. The findings are expected to contribute to the scholarly discourse on human resource management and labor migration, while offering practical implications for enterprises and policymakers seeking to design sustainable motivational strategies that mitigate workforce emigration.

Keywords:

Motivational policies; employee migration; job satisfaction; human resource management; mixed-methods research; labor mobility

ISBN

978-9951-982-41-2

Location

UBT Lipjan, Kosovo

Start Date

25-10-2025 9:00 AM

End Date

26-10-2025 6:00 PM

DOI

10.33107/ubt-ic.2025.413

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Oct 25th, 9:00 AM Oct 26th, 6:00 PM

Motivational Policies of Private and Public Enterprises and Their Impact on Workers’ Migration

UBT Lipjan, Kosovo

This study investigates the relationship between enterprises’ motivational policies and the migration tendencies of employees. By adopting a mixed-methods approach, the research integrates quantitative and qualitative perspectives to provide a comprehensive understanding of how organizational practices influence labor mobility. Quantitative data, collected through structured surveys with employees across small, medium, and large enterprises, examine the impact of motivational factors such as wages, bonuses, training opportunities, career advancement, and working conditions on job satisfaction and migration intentions. Complementary qualitative insights, derived from semi-structured interviews with both employees and managers, reveal deeper perceptions and contextual drivers that shape decisions to migrate or remain in the domestic labor market. The findings are expected to contribute to the scholarly discourse on human resource management and labor migration, while offering practical implications for enterprises and policymakers seeking to design sustainable motivational strategies that mitigate workforce emigration.