| Money (compensation, pay, wages, salary, incentives and rewards), job performance and job satisfaction effects on organizational success has been studied by various researchers because of the need to understand and identify what motivates individuals. However, the literature research of these same variables on the for-profit higher learning industry is sketchy at best. This study examines the effects of monetary motivation on demographic variables (age, gender, tenure and educational level), job performance and job satisfaction at multicultural for-profit institutions of higher learning. As the higher education industry continues to increase revenue, become more competitive and global the need to reward individuals and meet stated organizational objectives is also at the forefront of discussion. Employers of these for-profit higher learning institutions are experiencing a shift that requires them to identify factors that attract, motivate and retain valued students, faculty and staff.;This study uses the Money Ethic Scale (MES), Job Involvement Scale (JIS) and Minnesota Satisfaction Questionnaire (MSQ) to explore if monetary motivation will lead to an increase in job performance and job satisfaction at these multicultural for-profit institutions of higher learning. The findings suggest that money will not motivate any age group to increase job performance or job satisfaction, money motivation on job performance is higher for females; however, job satisfaction is higher for males, money motivates job performance and job satisfaction as tenure increases, money as a motivator on job performance and job satisfaction increases with educational level, money as a motivator decreases job performance and money as a motivator increases job satisfaction. |
