Human resource management and employee engagement: The role of company culture and motivation.

1.???? INTRODUCTION

In today's business world, it is becoming an increasingly complex process for companies to gain a competitive advantage and achieve sustainable success. In this process, the importance of increasing employee engagement and performance is increasingly emphasized. In the field of human resource management, the role of company culture and motivation is central to the process of ensuring that employees are emotionally and mentally committed to their work. Company culture is a construct that reflects the values, beliefs, behaviors, and norms of an organization, and employees' adaptation to and adoption of this construct affects their commitment and performance. Moreover, employee engagement and motivation are vital for an organization to achieve sustainable success and competitive advantage. In this context, the role of corporate culture and motivation is important in the field of human resources management. Motivation is an important factor that directs the behavior of employees and this is where company culture and management practice play a critical role in strengthening motivation. Company culture is a structure that reflects the values, beliefs, behaviors, and norms of an organization, and employees' adaptation to this culture has a direct impact on their commitment and motivation (Schein E., 2010). In addition, motivation is a process that enables employees to be emotionally and mentally committed to their work and increases their commitment to achieving company goals.

2.???? COMPANY CULTURE AND EMPLOYEE ENGAGEMENT

2.1.??????????????????? Definition and Characteristics of Company Culture: In today's business world, the secret of a successful organization is not only in the quality of products or services but also in the company culture, which reflects the internal dynamics and shared values of a company. Company culture is a set of elements that determine the interactions between employees, the way of doing business, values and beliefs of an organization.

2.1.1.???? What is Company Culture?

Company culture relates to the norms, values, beliefs, behaviors, and forms of cooperation within an organization. This culture guides the way employees come together, how they do their work, and how they interact within the organization. In his book "Organizational Culture and Leadership", Edgar H. Schein defines company culture as "a system of shared beliefs, values, and norms arising from the learning history of a particular organization" (Schein E., 2010).

2.1.2. Characteristics of Company Culture:

• Values and Beliefs: Company culture reflects the core values and beliefs of the organization. These values shape the behavior and decisions of employees.
• Norms and Behaviours: Company culture determines the accepted behavior and forms of cooperation in the organization. These norms guide how employees come together and do their work (Cameron & Quinn, Diagnosing and changing organizational culture: Based on the competing values framework., 2011). It is a concept that encompasses the values, beliefs, behaviors, and work practices that the organization adopts in a particular work environment. This culture shapes the attitudes, behaviors, and forms of cooperation of the organization's employees. One of the key elements of company culture, norms, and behaviors play a key role in determining social interactions and ways of doing business within the organization.

Norms are defined as accepted and expected standards of behavior within an organization. These norms are based on the values of the organization and are usually expressed explicitly or implicitly. For example, the adoption of values such as cooperation, respect, honesty, and innovation in the business environment and the display of behaviors in accordance with these values can be associated with norms.

Behaviors are the actions that employees exhibit in their daily work life. These actions may or may not be appropriate for the culture of the organization. For example, in an organization where teamwork is encouraged, employees communicating with each other in a supportive manner and taking solution-oriented approaches together can be considered an example of positive behavior.

Norms and behaviors are the cornerstones of corporate culture because they determine the values of the organization and the way it does business. These norms and behaviors provide unity and consistency within the organization and facilitate employees to do their jobs more effectively. Furthermore, these norms and behaviors influence the perception of the organization in the outside world and shape the company's reputation.

Norms and behaviors are the defining elements of corporate culture and shape the way the organization does business and the attitudes of employees. These norms and behaviors provide unity and consistency by reflecting the values of the organization and facilitating employees to do their jobs more effectively. It is therefore critical for companies to understand the importance of norms and behaviors in defining and managing their culture.

• Leadership and Interaction Style: Corporate culture influences everything from leadership style to interactions within the organization. A good corporate culture supports a leadership style that encourages cooperation and employee involvement (Denison, Corporate culture and organizational effectiveness, 1990).
• Employee Satisfaction and Performance: Corporate culture can increase employee satisfaction and affect job performance. A positive corporate culture increases employee motivation and encourages cooperation (Hofstede, 2010).
• Organizational Identity and Commitment: Organisational identity is the way a company or organization defines and represents itself to the outside world. This includes the company's values, goals, mission, vision, and cultural characteristics. Organizational identity can be considered as an identity that reflects the uniqueness and character of a company.

Commitment is the strong attachment and loyalty of employees to a company, institution, or organization. Commitment means that employees believe in the company's goals and values, strive for the company's success, and are willing to build a long-term relationship with the company.

Organizational identity and commitment are closely related. If a company has a strong organizational identity, employees are generally more committed to the company's values. Organizational identity helps employees to embrace the company and become part of it. This in turn strengthens employees' sense of commitment.

A strong organizational identity and commitment can increase communication within the company, encourage collaboration, increase employee motivation, and improve work performance. Therefore, efforts to strengthen a company's organizational identity and commitment are important for long-term success (Deal & Kennedy, 1982).

2.2.??????????????????? Importance and Definition of Employee Engagement: Employee engagement refers to the emotional commitment and loyalty of employees in an organization to the company, work, and employer. This commitment means that employees develop a positive attitude toward the business, believe in the company's goals and values, and strive for the success of the business.

Engaged employees show commitment to the mission, vision, and values of the organization. In addition, engaged employees show the necessary effort to achieve the company's goals, create a positive working environment within the organization, and set an example for other employees (Saks, Antecedents and consequences of employee engagement, 2006).

Employee engagement strengthens communication within the organization, encourages cooperation, and increases employees' willingness to establish a long-term relationship with the organization. Engaged employees improve the performance of the business, increase customer satisfaction and strengthen the competitive advantage of the business (Meyer & Allen, A three-component conceptualization of organizational commitment, 1991).

The Importance of Employee Commitment is a critical factor for the business because engaged employees tend to contribute more to the success of the company. Businesses should strive to increase employee engagement because this increases staff satisfaction, reduces staff turnover, and increases the competitiveness of the business.

Engaged employees tend to be more willing and motivated to provide high-quality services for the business. Also, engaged employees tend to have more.

2.3.??????????????????? Effects of Company Culture on Employee Engagement: Company culture has a significant impact on employee engagement. Company culture forms a basis for a company's values, beliefs, norms, and behavior. This culture can influence employee engagement, motivation, and performance.

The impact of company culture on employee engagement is a complex issue and involves various factors. Here are some of the main interactions and some of the methods that support them.

2.3.1.???? Leadership and Communication: Company culture is directly related to the leadership style and communication skills of managers. It plays a critical role in the creation and maintenance of company culture. Related studies show that employees' behaviors similar to the values and behaviors of their leaders increase their loyalty to the company (Denison & Mishra, 1995). Good leadership and effective communication make employees more committed to the company's vision. For example, in Google's corporate culture, employees are encouraged to share their ideas and come up with innovative solutions.

2.3.2.???? Employee Participation and Appraisal: If the company culture emphasizes employee participation and feedback, it helps employees feel more valued and committed to their jobs (O'Reilly, Chatman, & Caldwell, 1991). For example, Zappos' company culture encourages employees to treat each other and the company with sincerity and honesty (Hsieh, 2013).

2.3.3.???? Flexibility and Work-life Balance: The modern workforce attaches importance to flexibility and work-life balance. If the company culture has policies and practices that meet these needs, it ensures that employees are more committed to their jobs (Parker & Wall, 1998). For example, Netflix's corporate culture cares about work-life balance by offering flexible working hours and holiday opportunities to employees.

2.3.4.???? Emphasising Values and Mission: When company culture emphasizes the company's values and mission, employees feel more aligned with the company's goals. Companies such as Patagonia increase employee loyalty by adopting values such as sustainability and environmental protection (Chouinard, 2005). Specific values shape employee behavior starting from the recruitment process. The compatibility of values with employees increases their loyalty to the company. It has been found that this harmony can be achieved by using values-based interviews in the recruitment process.

2.3.5.???? Communication and Transparency: If the company culture has a structure that focuses on open communication and transparency, employees have access to more information and are better connected to the company's goals. Research shows that a transparent culture increases employees' emotional commitment and job satisfaction (Groysberg & Slind, 2012).

2.3.6.???? Reward and Recognition Systems: Company culture includes reward and recognition systems. Recognition and rewarding of employees' achievements

2.3.7.???? Training and Development Opportunities: Company culture includes encouraging employees to continuously learn and develop. Research shows that providing training and development opportunities increases employees' emotional commitment to their jobs and reduces long-term turnover intentions (Bakker, Schaufeli, & Leiter, 2008).

?3.???? THE ROLE OF MOTIVATION

3.1.? Definition and Importance of Motivation:

Motivation is a complex process of intrinsic and extrinsic interactions that direct, activate, and sustain an individual's behavior (Deci & Ryan, Intrinsic motivation and self-determination in human behavior., 1985). This process is associated with an individual's desire to achieve a specific goal and is often influenced by intrinsic (e.g., personal values and goals) or extrinsic (e.g., rewards or punishments) factors. Motivation includes a person's willingness to exert effort to achieve a particular goal, the drive to acquire the skills necessary to achieve that goal, and the drive to increase the likelihood of achieving that goal (Locke & Latham, What should we do about motivation theory? Six recommendations for the twenty-first century, 2004).

The importance of motivation is a fundamental factor affecting the success of individuals and organizations. Motivated individuals perform at a higher level, show less absenteeism, quit less often, and generally experience higher job satisfaction (Luthans, F., 2011). Moreover, motivation improves individuals' learning process and increases their success (Pintrich & Schunk, 2002). In terms of organizations, effectively motivated employees make more effort, cooperate, and offer innovative ideas to achieve the goals of the organization (Grant, 2008).

Therefore, managing motivation effectively is critical to the success of both individuals and organizations. However, the complexity of motivation and individual differences need to be taken into consideration.

3.2.? 3.2. Types and Theories of Motivation (Maslow's Hierarchy of Needs, Herzberg's Two Factor Theory, etc.)

Motivation is one of many factors that influence the process of initiating, directing, and maintaining behavior. The various theories and sources of motivation are:

3.2.1.???? Maslow's Hierarchy of Needs Theory: Maslow organized human needs in the form of a pyramid and suggested that higher-level needs arise when the lower-level needs in this pyramid are met. These needs are physiological needs, safety, belonging, respect, and self-actualization needs respectively (Maslow, 1943).

3.2.2.???? Herzberg's Dual Factor Theory: Herzberg argued that motivation at work is influenced by two separate factors: "motivational factors" that increase satisfaction and "hygiene factors" that reduce dissatisfaction. While motivational factors are related to the content of the job, hygiene factors are related to the external conditions of the job (Lindsay, Marks, & Gorlow, 1967).

3.2.3.???? Vroom's Expectancy Theory: Vroom developed a model that explains the relationship between a person's effort, performance, and outcome. According to this theory, an individual's motivation is determined by evaluating the probability between effort and achievement, the value of the outcome, and the compatibility of these outcomes with personal goals (Vroom, 1964).

3.2.4.???? Skinner's Operant Conditioning Theory: Skinner suggested that behavior is learned depending on its consequences. Positive consequences increase behavior, while negative consequences decrease behavior. This theory emphasizes the effect of motivational tools such as reward and punishment (Skinner, 1938).

3.2.5.???? Deci and Ryan's Self-Determination Theory (SDT): It focuses on understanding people's intrinsic and extrinsic motivations. According to Deci and Ryan, people are motivated to fulfill certain needs.

3.3.? The Effect of Company Culture on Motivation:

Company culture is critical to the success and competitive advantage of an organization. This culture shapes the behavior, attitudes, and motivation of employees.

As Schein emphasizes, company culture is shaped by the shared norms and values of the organization. These norms and values can influence employees' commitment to their work and their motivation (Schein E., 1985). Bass and Avolio's research on leadership styles shows that leaders play an important role in creating organizational culture. Good leadership can increase employee motivation and shape culture (Bass & Avolio, Improving organizational effectiveness through transformational leadership., 1994). As Cameron and Quinn emphasize, the effect of company culture on motivation is also related to the level of employee involvement and the quality of communication. A participative culture and effective communication can increase employee motivation (Cameron & Quinn, 2011). Many studies show that companies' reward and recognition systems play a critical role in increasing employee motivation. A successful culture evaluates and rewards employees' efforts (Lawler & Worley, Built to change: How to achieve sustained organizational effectiveness, 2006).

Some of the positive effects of company culture on employee motivation are as follows:

• Work Engagement and Commitment: A positive company culture can increase employee commitment to their work. A valued, respected, and participative culture can strengthen employees' commitment to their work. This commitment enables employees to be more dedicated to their work.
• Job Satisfaction: Company culture has a direct impact on employees' job satisfaction. A positive culture can increase job satisfaction levels, while a negative culture can reduce job satisfaction. A good company culture can increase employees' enjoyment and satisfaction with their work.
• Performance and Productivity: Motivated employees generally perform better and work more efficiently. A positive company culture can increase employee motivation and thus improve work performance and productivity. Employees are more focused on their work and tend to come up with more creative solutions.
• Innovation and Innovativeness: A good company culture can encourage employees to present innovative ideas. A culture that is participatory, supportive, and encourages risk-taking can unlock employees' potential for innovation and innovativeness. This can increase the company's competitive advantage.
• Reducing Turnover Rates: A positive company culture can reduce employee turnover. Employees who are valued and supported may be more willing to stay with the company. This can reduce staff turnover rates and increase stability for the business.

Company culture is an important factor affecting employee motivation. Cultural elements such as norms, values, leadership styles, communication, and reward systems shape motivation within the organization. Therefore, companies need to consider their culture to develop a successful motivation strategy.

3.4.? Contribution of Motivation to Employee Engagement:

Employee engagement is an increasingly important issue in today's business world. Businesses recognize that having engaged employees is critical for high performance, internal cooperation, and long-term success. In this context, motivating employees and increasing engagement play a critical role in achieving the strategic goals of businesses.

Motivation is an important factor that directs employees' behavior and affects their performance. Many studies show that the motivation level of employees is directly related to their commitment to the organization (Meyer, Stanley, & Herscovitch, 2002). Motivated employees show more commitment to their jobs and contribute more effectively to the goals of their organizations.

Researchers have put forward various theories to explain the contribution of motivation to employee commitment. Self-Determination Theory suggests that increasing the intrinsic motivation of employees in organizations can increase their level of commitment (Gagne & Deci, 2005). On the other hand, Goal-Setting Theory emphasizes the contribution of employees' motivation towards set goals to business commitment (Locke & Latham, 2005).

Engaged employees show more dedication to their jobs, demonstrate higher performance, and contribute more effectively to achieving the goals of the organization. Motivation is a powerful tool to increase this level of employee engagement.

Some of the contributions of motivation to employee engagement are as follows:

• Increases Performance: Motivation enables employees to approach their work passionately. A well-motivated employee makes extra effort to do their job better and performs at a higher level. This increases the overall performance of the business and provides a competitive advantage.
• Increases Loyalty and Loyalty: Motivation increases employee loyalty to the business. When the business shows that it values its employees and appreciates their achievements, employees become more loyal to the business. This loyalty increases the stability and reliability of the business.
• Encourages Innovation: Motivated employees are more willing to generate innovative ideas and improve business processes. Innovation increases the competitiveness of the business and ensures sustainable growth. A motivated team helps the business adapt to constantly changing market conditions.
• Strengthens Business Culture: Motivation contributes to the creation of a positive business culture. A motivation-oriented environment within the business encourages employees to support each other, increase communication and co-operate. This leads to the strengthening of relationships and increased co-operation within the enterprise.

Businesses should use various methods to motivate their employees and create a motivation-oriented business culture. The contribution of motivation to employee engagement is an important factor to be considered in the strategic management of enterprises. Organizations can adopt various strategies to motivate employees and increase engagement. These include performance-based reward systems, efforts to increase job satisfaction, opportunities to support employees' career development and open communication channels. However, it is important for organisations to consider the individual needs and motivational factors of employees when determining motivational strategies. It should be remembered that each employee has different sources of motivation and a single approach cannot effectively motivate all employees. This will both increase employee satisfaction and solidify the success of the business.

4.???? SUCCESSFUL APPLICATIONS OF COMPANY CULTURE AND MOTIVATION

4.1.??????????????????? Innovation-Oriented Culture and Motivation:

Innovation is a vital factor for businesses in today's competitive business environment. Innovation enables businesses to adapt to constantly changing market conditions, gain competitive advantage, and achieve sustainable growth. For the successful realization of innovation, the existence of an innovation-oriented culture is important. This culture encourages creativity within the organization, develops a risk-taking culture and enables employees to develop innovative ideas. Motivation plays a critical role in the creation of this innovation-oriented culture.

Relationship between Innovation-Oriented Culture and Motivation: Innovation-oriented culture creates an environment that encourages employee creativity and entrepreneurship. Businesses can support their efforts towards innovation by motivating their employees. As their motivation increases, employees show more dedication to their work and are more willing to produce innovative ideas.

Many studies show that motivation plays an important role in creating an innovation-oriented culture. For example, Amabile and Kramer (Amabile & Kramer, 2011) state that intrinsic motivation of employees has a positive effect on creative thinking and innovation. Likewise, Deci and Ryan's (Deci & Ryan, 1985) Self-Determination Theory emphasizes that employees' intrinsic motivation for their work is important in creating an innovation-oriented culture.

• Autonomy: Autonomy refers to the freedom of the individual to make his/her own decisions and direct his/her own behavior. The need for autonomy increases people's intrinsic motivation. When a person has the freedom to act in accordance with their own wishes, preferences and values, they are more motivated and lead a more satisfying life.
• Relational Commitment (Relatedness): Relational commitment refers to the individual's need to connect and relate to others. People are happier and more motivated when they find commitment, love and support by establishing social relationships. Relational commitment includes various contextual relationships such as teamwork in the workplace, mentoring relationships and family relationships.
• Competence: Competence refers to an individual's need to use and develop skills and abilities and to achieve success. People are more confident and motivated when they have the skills to express themselves effectively and cope with various tasks. A sense of competence is important for a sense of achievement and personal development

It suggests that satisfying these three basic needs increases people's intrinsic motivation and promotes healthy psychological development. This theory is widely used to understand and improve human behaviour, especially in various fields such as education, business, health and social relations. For example, businesses can apply the principles of Self-Determination Theory to motivate and engage their employees by providing autonomy, strengthening relational commitment and developing competencies.

For example, technology giants such as "Google" and "Apple" are examples of businesses that prioritise innovation-oriented culture and motivation. These companies provide an environment that gives their employees the opportunity to freely express their creativity and ideas. For example, Google allows its employees to devote 20% of their time to their own projects with an application called "20% Time". In this way, employees can develop projects according to their own interests and contribute to the company's innovation efforts.

Similarly, Apple has created a culture that encourages employees to showcase their creativity. The company continuously educates and motivates its employees through programmes such as "Apple University" and "Think Different". These programmes provide opportunities for employees to embrace the company's mission and values and foster a culture of innovation.

4.2.??????????????????? Rewarding Performance and Motivation:

The relationship between rewarding performance and motivation has an important place in organisations' performance management and employee motivation strategies. In the academic literature, there are various theories and researches to explain the relationship between performance reward and motivation. Here are some basic concepts that explain this relationship:

• Expectancy Theory: Expectancy Theory is a theory used to explain the motivation of individuals to perform a certain action. According to this theory, a person's motivation depends on the probability of that action, the rewards that success will bring and the evaluation of these rewards by the person. Therefore, the motivational effect of rewarding performance is closely related to the employees' perception of the probability of achieving success and the rewards that this success will bring (Lawler & Porter, 1967).
• Reinforcement Theory: Reinforcement Theory explains the influence on motivation by associating behaviours with certain outcomes. According to this theory, desired behaviours are reinforced by rewards, and in this way they are repeated. Therefore, rewarding performance increases motivation by encouraging employees to exhibit desired behaviours (Luthans, Luthans, & Luthans, 2004).
• Social Cognitive Theory: Social Cognitive Theory suggests that individuals shape their behaviour through learning, environmental interactions and internal processes. According to this theory, people shape their own behaviour by being influenced by the rewarding experiences of others. Therefore, performance rewarding practices in organisations can have an impact on the rewarding processes that employees observe and this can increase their motivation (Bandura, 1986).

These theories represent some of the main approaches used to explain the relationship between performance reward and motivation. By taking these theories into account when designing performance reward systems, organisations can increase employee motivation and improve business performance.

4.3.??????????????????? Interaction of Leadership and Motivation:

The interaction between leadership and motivation is a critical factor to improve the performance of organizations. In the academic literature, there are various theories and researches to explain the relationship between leadership and motivation. Here are the basic concepts to explain this relationship:

• Transformational Leadership: Transformational leadership is a leadership approach in which the leader appeals to the values, beliefs and emotions of team members to provide vision, inspiration and motivation. Transformational leaders reveal the potential of team members, encourage and motivate them. This leadership style can increase the intrinsic motivation of team members and positively affect their performance (Avolio & Yammarino, 2002).
• Transactional Leadership: Transactional leadership is a leadership style in which the leader manages the performance of team members by offering them certain rewards and punishments. Transactional leaders motivate team members by rewarding them and setting performance targets. This leadership approach can increase extrinsic motivation of team members but may be limited in encouraging intrinsic motivation (Bass & Avolio, 1990).
• Situational Leadership: Situational leadership is an approach in which the leader adapts his/her leadership style according to the current situation and the needs of team members. This leadership style allows the leader to increase the motivation of team members by understanding and supporting them. By assessing the strengths and weaknesses of team members, the leader can effectively motivate them (Blanchard & Zigarmi, 1985).

The interaction between leadership and motivation reflects a balanced relationship between the leader's leadership style and the factors that influence team members' motivation. By understanding, encouraging and supporting team members, the leader can help the organisation to achieve its goals. In this context, transformational leadership style can support the success of the organisation by increasing the intrinsic motivation of team members. However, the effectiveness of the leadership style depends on various factors such as the leadership skills of the leader, the characteristics of the team members and the needs of the organisation.

5.???? CONCLUSION:

Employee engagement is critical for companies to succeed in competitive environments. Employee engagement refers to the level of emotional commitment of employees to the company and reflects how much they care about their work and how much they contribute to the company's goals. In this context, company culture and motivation are important factors affecting employee engagement.

Company culture refers to the general atmosphere of an environment, including a company's values, norms, beliefs, forms of co-operation and leadership styles. A positive company culture helps employees to feel valued and meaningful, to be emotionally attached to their work and to contribute to the company's goals. For example, emphasising values such as transparency, fairness, cooperation and innovation can increase employee engagement.

Employee motivation is another important factor affecting their performance. Motivated employees have higher levels of productivity, job satisfaction and commitment. Motivation is influenced by intrinsic (arising from the individual's own values, goals and needs) and extrinsic (arising from external factors such as rewards, recognition, promotion) factors.

Employee engagement refers to the emotional commitment to their work, their colleagues and the company at work. Engaged employees contribute more to the company's goals, change jobs less frequently and generally perform better. Increasing engagement helps the company in the long term.

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