Abstract
This research seeks to reveal the relationship between stressors (sources of work stress) and work motivation on work performance at the BRI unit of PadangMatinggi Padangsidimpuan. Work motivation will be studied partly and concurrently in relation to Stressors. This research employs a quantitative methodology with an associative approach, sampling thirty workers. This research used a saturated sample for its sampling procedure. Data was collected from respondents through the use of Likert-scale questionnaires that were sent to them directly. Instrument test of reliability validity, classical assumption test, and hypothesis test employing multiple linear regression analysis in SPSS constituted the data analysis approach. The results of this study indicate that partially, Stressors have a positive and significant effect on work performance and work motivation has a positive and significant influence on work achievement. Simultaneously, Stressors and work motivation have a positive and significant effect on work achievement. The results of the coefficient of determination test showed that R was 0.757 or 75.7%. The Adjusted R Square value is 54.2% while the remaining 45.8% is influenced by other variables not explained in this study. This shows that the higher the Stressor and work motivation felt by the employees, the work achievement of the employees of BRI Unit of Padangmatinggi, Padangsidimpuan will increase.
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
More From: JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS (JHSSB)
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.