Employee motivation measurement framework in the banking sector: A systematic literature review

Abstract

Orientation: Employee motivation is essential for banking performance, service quality, and retention, yet research remains fragmented with thematic, geographic, and methodological gaps that hinder theory and practice.
Research purpose: This study reviews empirical studies from 2000 to 2025 to consolidate knowledge and develop a multidimensional framework for measuring employee motivation in banking.
Motivation for the study: Despite extensive research, no unified model captures financial, relational, developmental, and digital factors, limiting evidence-based human resource (HR) strategies and global relevance.
Research approach/design and method: A systematic review used PRISMA guidelines and multistage thematic synthesis in five academic databases, assessing thematic trends, geographic distribution, and methodological rigour.
Main findings: Motivation research is dominated by transactional and leadership constructs, such as financial incentives and leadership styles, while holistic indicators, such as career development and work-life balance, receive moderate attention. Relational and cultural factors remain under-explored. About 75% of studies originate from Asia, and most employ cross-sectional surveys, limiting explanatory depth. To address these gaps, a six-dimensional framework integrates 21 metrics across compensation and financial rewards, leadership and governance, recognition and non-financial engagement, growth and development, work environment and well-being, and digital transformation.
Practical/managerial implications: The framework offers HR practitioners a structured tool for motivation strategies, balancing financial and non-financial drivers and adapting to cultural and technological shifts.
Contribution/value-add: This study introduces an integrated, practice-oriented motivation measurement framework to improve banking performance.