Affect Employee Motivation Research Articles

Pengaruh Kepemimpinan dan Lingkungan Kerja terhadap Motivasi Serta Dampaknya pada Kinerja Pegawai di Dinas Pendidikan Kota Sungai Penuh

This research is motivated by the success of an institution or organization in achieving its goals inseparable from the role and performance of employees in it. One of the indicators to achieve such success is human resources. This study aims to (1) describe the picture of leadership, work environment, employee motivation and performance (2) know and analyze the influence of leadership and work environment both directly and indirectly on employee motivation (3) know and analyze the influence of leadership and work environment both directly and indirectly on employee performance (4) know and analyze the influence of motivation on employee performance (5) know and analyze influence leadership and work environment through motivation for employee performance at the Sungai Full City Education Office. The results of the study showed (1) leadership and work environment in good condition and motivation and performance of employees at the Sungai Full City Education Office. (2) Leadership and work environment directly and indirectly affect employee motivation at the Sungai Full City Education Office, the value of direct influence is 44.89% and indirect influence is 28.32% so that the total influence is 73.21% and the remaining 26.79% is influenced by other factors. (3) Leadership and work environment directly and indirectly affect the performance of employees at the Sungai Full City Education Office, the value of direct influence is 41.28% and indirect influence is 31.66% so that the total influence is 72.94% and the remaining 27.06% is influenced by other factors. (4) Motivation affects the performance of employees at the Sungai Full City Education Office by 72.59% and the remaining 27.41% is influenced by other factors. (5) Leadership and work environment through motivation have a direct influence of 41.28% and an indirect influence of 34.56% on employee performance so that the overall total influence of leadership and environment through motivation on employee performance is 75.84% at the Sungai Full City Education Office.

What makes you feel motivated? Examining Vroom's expectancy theory in the Tunisian banking sector

Motivation is a key factor in enhancing organizational productivity, performance, and competitiveness. Despite the extensive research on this issue, motivation remains a challenge that companies seek to fully understand how they could put it into practice. In this article, we delve into Vroom's expectancy theory, which relies on the impact of valence (is it worth it?), instrumentality (what do I get out of it?), and expectancy (am I capable?) on employee motivation in Tunisia. The study was conducted at ABCD Bank, a Tunisian-based banking establishment with branches spread across Tunis and nearby towns. The research sample comprised 416 participants from various job positions. The results of SEM analysis showed that employee motivation was significantly affected by expectancy, extrinsic instrumentality, and extrinsic valence. However, both intrinsic instrumentality and valence have a positive impact, but insignificant, on employee motivation. The study provided several implications for bankers and scholars on extrinsic and intrinsic factors affecting employee motivation.

Organizational Culture and Its Effect on Employee Motivation

Organizational culture plays a critical role in addressing these demands by maintaining the stability of the social system within the organization and minimizing individual differences. It fosters a sense of identity and belonging among employees, which is directly related to employee turnover and workplace harmony. The primary objective of this research is to examine the impact of organizational culture on employee motivation. Sub-objectives include assessing the impact of organizational culture on employee retention and organizational performance. The main research questions are: How does organizational culture affect employee motivation? How does it influence employee retention? And how does it impact organizational performance? Corresponding hypotheses posit that organizational culture positively affects employee motivation, retention, and organizational performance. For this study, data were collected using both primary and secondary methods. Primary data were gathered through a 30-question questionnaire distributed to 30 employees at Jahan University, while secondary data were sourced from relevant journals, books, and websites. The aim of this research is to elucidate the effects of organizational culture on employee motivation.

The Effect of Appraisal and Reward on Employee Motivation in the Suggestion System

This study aimed to confirm whether appraisal and reward significantly affect motivation individually, and whether appraisal significantly affects rewards. X Inc., an automotive manufacturing company in Indonesia, has implemented a suggestion system since 2012. In 2019, the company encouraged employee motivation to participate in the suggestion system through a reward and appraisal programme. The company proposed selecting the Employee of the Month through an appraisal of the best ideas and provided financial rewards to the winner. A survey was conducted at X Inc. to verify the proposed hypotheses regarding appraisal, reward, and employee motivation to participate in the suggestion system. To achieve the aforementioned goal, the study gathered data through interviews and surveys based on the indicators developed based on previous studies’ findings. The data were processed using Structural Equation Modelling (SEM) and showed that appraisal did not significantly affect employee motivation and reward; however, reward significantly affected employee motivation. The practical significance of this study includes recommendations for big enterprises to increase the monthly financial reward for employees who provide the best ideas. Theoretical novelty is the introduction of new indicators of employee motivation and the utilization of the SEM approach for their analysis.

THE THEORETICAL CONTEMPORARY TRENDS IN THE MANAGEMENT MOTIVATION SYSTEM OF PERSONNEL IN AN ENTERPRISE

This article highlights the issue of improving management at the enterprise through adopted working models and modern trends in meeting the needs of the sensitivity of staff motivation. This scientific study of modern theoretical trends in personnel motivation involves studying the concept from different directions. Such an interdisciplinary approach allows for a deep understanding of the complex of factors affecting employee motivation. The proposed practical tasks include the development and implementation of motivational strategies that meet the set organizational goals. In the course of the study, it was found that enterprises face the problems of balancing internal and external motivators, adapting strategies to various demographic groups of employees, and adapting to the evolution of the nature of work. This article aims to explore the latest theoretical trends shaping this important part of human resource management.

Internal and External Factors that Affect Employee Motivation at Materna Medan Hospital

<div><table cellspacing="0" cellpadding="0" align="left"><tbody><tr><td align="left" valign="top"><p><em>Employees are the main capital in a company or organization including hospitals. Good health services are produced by hospital employees who have great motivation in working. Motivation is influenced by basic human needs including physiological needs, a sense of belonging, a sense of security, self-actualization, and appreciation. This study aims to determine and assess external and internal factors that affect employee motivation at Materna Hospital Medan. This research is quantitative research with a cross-sectional approach. The population of all employees working at Materna Hospital Medan amounted to 137 people and all of them were sampled. Data collection techniques through questionnaire dissemination, documentation, and literature study. The analysis method uses univariate, multivariate, and bivariate analysis using multiple linear regression equations. Research findings show that internal factors in the form of recognition affect employee motivation at Materna Medan Hospital while internal factors in the form of responsibility and work itself do not influence. External factors in the form of compensation, supervisors, and relationships with colleagues affect the motivation of employees at Materna Medan Hospital while external factors in the form of working conditions do not influence. Internal and external factors that predominantly influence motivation are internal factors in the form of recognition. It is recommended to hospital management/leaders give statements of recognition to employees according to their performance, and compensate accordingly and supervisors should understand the nature and characteristics of employees who are subordinates to be able to provide appropriate motivation.</em></p><p><em><br /></em></p></td></tr></tbody></table></div><p><strong><em>Keywords : Internal Factors, External Factors, Work Motivation, Hospital Employees</em></strong></p>

The Impact of Cognitive and Behavioral Challenges on Employee Motivation and Competitive Dynamics: A Systematic Review

This systematic review examines the complex interplay between employee motivation and competitive dynamics within organizations. The study aims to identify cognitive and behavioral challenges affecting employee motivation, investigate the impact of workplace competitive dynamics, and propose strategies to enhance motivation and productivity. Based on the PRISMA Checklist, a systematic search was conducted between 2000 and 2023 across databases such as PubMed, PsycINFO, and Google Scholar. Upon initial screening, 11 studies were selected, which were evaluated for cognitive and behavioral factors influencing employee motivation within competitive organizational dynamics. The review identifies cognitive challenges, such as confirmation bias and attention-related cognitive errors, which have a significant impact on decision-making processes and motivation. A number of behavioral challenges affect job motivation, including ambiguity bias and a lack of attitudinal professionalism. Goal-setting, autonomy, and effective leadership are some of the strategies to improve motivation, as well as reducing biases and creating a conducive working environment. The review synthesizes the existing literature to provide a comprehensive understanding of the complex relationship between employee motivation and competitive dynamics. By identifying cognitive and behavioral challenges, providing insights into their interplay, and proposing practical strategies to improve organizational performance, it contributes to the improvement of organizations. By leveraging the identified challenges and strategies, organizations will be able to improve their decision-making processes and cultivate motivated employees. The findings revealed that a positive work environment and sustained employee engagement can be achieved by addressing biases, clarifying roles, fostering autonomy, and promoting effective leadership.

Public Service Motivation and Job Satisfaction Amid COVID-19: Exploring the Effects of Work Environment Changes

The COVID-19 pandemic has brought critical changes to job demands and resources, which in turn affect employee motivation and outcomes. This study explores how COVID-19–induced work intensity and COVID-19–related organizational support influence public service motivation (PSM) and job satisfaction. Using survey data from a nationally representative sample of 1,430 South Korean central government employees collected during the pandemic (May–June 2020), we find that COVID-19–induced work intensity is positively associated with PSM, which in turn has a positive association with job satisfaction. We also find that COVID-19–related organizational support has both direct and indirect associations with job satisfaction through PSM. These findings underscore the importance of organizational support in times of widespread crisis and invite further investigation of PSM during the COVID-19 pandemic using an institutional approach to PSM.

The development of transformational leadership model based on caring as an effort to increase nursing performance

Leadership plays a crucial role in formulating strategies to achieve an organization's mission, vision, and goals. It occupies a significant position in broader initiatives aimed at enhancing nurse performance. Implementing an unsuitable leadership style, as dictated by leaders to their employees, can adversely affect employee motivation, performance, and job satisfaction. The study aimed to develop a transformational leadership model based on the principle of caring to improve nurse performance. This study employed an explanatory design and involved 115 respondents selected through cluster sampling techniques. Data were collected using questionnaires that had undergone both validity and reliability testing. The study examined variables such as personal factors, organizational factors, staff factors, work factors, transformational and caring leadership, and nurse performance. For data analysis, partial least squares were utilized with a significance threshold set at t>1.96. The research findings indicate that personal factors exert a positive influence on both transformational leadership and caring (t=5.677). Organizational factors also positively impact transformational leadership and caring (t=4.474), and staff factors exhibit a positive influence on these leadership styles as well (t=4.157). However, work factors do not directly impact transformational leadership and caring (t=0.554). Notably, both transformational and caring leadership styles positively affect nurse performance (t=7.755). The development of a transformational leadership model based on caring is influenced by multiple factors, including personal, organizational, and staff factors. Implementing this leadership model can significantly improve nurses' performance, thereby leading to enhancements in the quality of health services provided in hospitals.

Pengaruh Insentif Terhadap Motivasi Kerja Karyawan Pada PT. Saerah Surya Perkasa Surabaya

The purpose of this study was to determine whether incentives affect employee motivation at PT Saerah Surya Perkasa Surabaya, to determine how much influence incentives have on employee motivation at PT Saerah Surya Perkasa Surabaya. In this thesis research, the sample used is simple ramdom sampling, namely random sampling without regard to level and the population in this study amounted to 100 people. This study uses primary and secondary data. Data collection techniques using observation and questionnaires. The analysis technique used is quantitative. The results of this study are, Data is analyzed by validity test, reliability test and simple regression test (t test) using SPSS 20 for windows application. The results showed that incentives had an influence on employee work motivation and the magnitude of the influence of incentives on employee work motivation at the regent's office of Southwest Aceh Regency was 10.0%.

Human Resource Training Process on Employee Performance in Trans Nzoia County Government, Kenya

To develop the desired knowledge, skills and abilities of the employees, to perform well on the job, requires effective human resource training process that may also affect employee motivation and commitment. Human resource training process was defined as an activity or activities that include undertaking one or a series of courses to boost performance, productivity, skills, and knowledge. From this perspective, the study strove to examine the effect of human resource training process on employee performance in Trans Nzoia County government, Kenya The specific objectives of the study were; to determine the effect of training needs assessment on employee performance in Trans Nzoia County government, Kenya; to establish the effect of training programs design on employee performance in Trans Nzoia County government, Kenya; to assess the effect of training delivery approaches on employee performance in Trans Nzoia County government, Kenya; and to examine the effect of training evaluation on employee performance in Trans Nzoia County government, Kenya. The study was anchored on human capital theory, Institutional theory, the motivational theory and action theory. The study adopted a descriptive research design while adopting a census approach since the target population was considered manageable. The target population in this study was 145 respondents who were the senior and middle level staff of Trans Nzoia County government, Kenya. The research instrument for data collection was a structured questionnaire on a likert-scale. Data was analyzed with the help of statistical package for social sciences version 26, Analysis of Variances, Correlation and regression analysis tools were used to establish the relationship between the variables. The study established that training needs assessment (r = .850, β=.875, p<.001) had the largest significant effect on employee performance, followed by training evaluation (r = 817, β=.707, p<.001), training delivery approaches (r = .783, β=.673, p<.001) and lastly training program design (r = .589, β=.589, p<.001). The study concluded that contract management is a significant predictor of performance. The study's conclusions will be important to Trans Nzoia County government leaders, other Kenyan counties, corporate and public sector managers, and academics. According to the report, training needs assessment should compare expected and actual employee performance and follow county government requirements. It also proposed connecting training needs with job requirements and assessing Trans Nzoia County government employees' present competencies vs new work requirements. The report suggested integrating human resource training programs with county government needs assessment to enhance relevance and fill knowledge gaps. Before attending sessions, trainees should be informed of training objectives and the method should be tailored to meet them. Most respondents supported Trans Nzoia County Government's leadership decisions technique for training delivery, hence the study endorsed it. For effective training, the county government should hold more conferences, workshops, and mentoring programs. According to the report, county leadership should gather input before and after training to evaluate the program's value and influence on employee behavior, career growth, experience, and performance. Effective evaluation should focus on employee performance gains and help coordinate the training process.

Pengaruh Insentif Terhadap Motivasi Kerja Karyawan PT Surabaya Multi Supplier

This article is intended to analyze the effect of incentives on the work motivation of PT. Surabaya Multi Supplier. Based on exposure to the results of questionnaire data processing using the SPSS Version 25.0 application in the hypothesis test using simple regression analysis, the calculated t value is 6,963> t table is 2,024, or the significance level is 0.000 < 0.05. Then the independent variable individually affects the dependent variable. While the magnitude of the correlation is 56.1%. This means that the hypothesis in this study is that Ha received incentive variables affect employee motivation variables at PT Surabaya Multi Supplier in Surabaya.

Pengaruh Insentif Dan Kualitas Komunikasi Terhadap Motivasi Kerja

This research is motivated by the existence of problems where iIncentives are still lacking so that they affect employee motivation. There is still little ability to communicate between records. Still low employee motivation. Employees are less responsible in carrying out work in accordance with accountability. The risk indicators have not been implemented which is marked by the assigning employee to carry out the assigned task quickly and precisely, the less optimal execution of the signing of the marker, marked by the lack of desire of the employee to be successful at work by increasing performance by obtaining a score of 52%. Incentives affect enthusiasm at work. Poor communication between employees affects work motivation, thus the purpose of this study is to determine the effect of incentives and the quality of communication on work motivation in the Public Housing, Settlement Area and Environment (DPRKLH) Office of Ciamis Regency. The research method used is quantitative descriptive with the results of research that incentives tend to be high, as well as high employee motivation. Thus, the incentives affect the work motivation of employees of the freelance daily workers of the Public Housing, Residential Areas and Environment Office of Ciamis Regency. The highest average score obtained from the research results is found in the supporting indicators. Meanwhile, the lowest average value is found in work performance indicators. The quality of communication tends to be high, as well as high employee motivation. Thus, the quality of communication has an effect on the work motivation of the employees of the freelance workers of the Public Housing, Settlement Areas and Environment Office of Ciamis Regency. This means that if the quality of communication increases, employee motivation also increases. As for the acquisition of the highest average score from the results of the study found on the communicant indicator. Meanwhile, the lowest value is found in the media indicator. Incentives and quality of communication tend to be high, as well as high employee motivation. Thus, the incentives and quality of communication have an effect on the motivation of employees of the freelance daily workers of the Public Housing, Settlement Areas and Environment Office of Ciamis Regency.

Pengaruh Komitmen Kerja dan Kepribadian terhadap Motivasi Kerja Karyawan pada PT. Pegadaian (Persero) Kantor Wilayah VI Makassar

This study aims to examine and analyze the effect of work commitment and personality on the work motivation of employees of PT. Does personality affect employee motivation. This research was conducted at the company PT. Pegadaian ( Persero ) Regional Office VI Makassar. The sample technique used to determine the sample size, this research technique is non-probability sampling with a sample size of 55 people. The results of the questionnaire have been tested for validity and reliability, also tested for classical assumptions in the form of normality assumptions, multicollinearity assumptions and heteroscedasticity. Methods of data analysis using multiple regression techniques. The results of testing the hypothesis prove that there is no effect of work commitment on work motivation. While personality influences the work motivation of employees of PT. Pegadaian ( Persero) Regional VI Makassar Office

Emotional Intelligence (EI): A Key to Employee Motivation and Growth of Selected employees in Private Sectors

The pandemic has changed the nature of employee performance and results achieved through Work from Home. Employees have expressed that the work from home is more emotionally drained than Work from Office. The scenario of Employee wellbeing during the Pandemic and the Post Pandemic is challenge and a task. The current research has employed one of the aspects of Employee wellbeing namely Emotional intelligence (EI) and its dynamics and examined how Emotional intelligence (EI) factors affecting employee motivation and growth. The current study's goal is to look at the relationship between emotional intelligence and the factors that influence employee motivation and growth. Mixed Research method is used to collect data and articulate. A questionnaire was formulated with aspects like Personal competence, Social competence and organizational competence including the factors such as self-awareness, social awareness, relationship management, self-management, organizational commitment, individual motivation, positive attitude, relationship dynamics, job performance, interpersonal interactions, team dynamics, task completion, self-confidence, assertiveness, ambition, sensitivity, emotional stability, adaptability, tenacity and psychological wellness to understand the evaluate the effectiveness and impact of emotional intelligence on employees in a workplace and how it creates an impact on motivation and growth of the individual. The researcher has used convenient sampling technique to collect responses from 223 respondents from Private sectors. The research outcome has indicated that employees with stronger self-management and self-control, can better understand individual employees and their teams, creating a conducive working atmosphere, establishing inter-personal relationship, and making decisions without emotional blocks and biases. It is further affirmed Organizations that are emotionally savvy are better in taping employees' abilities and talents to become high performing organizations. The cluster analysis further has identified a three set of employees with emotional intelligence: employees with Low emotional intelligence, employees with Moderate emotional intelligence, employees with high emotional intelligence. Thus, it could be concluded that the role of emotional intelligence in a work environment is significant and contributed to employee wellbeing to develop a long-term competitive advantage with employees who are emotionally balanced, matured, and highly performing.

Performance Appraisal System and Employee Motivation in International Non-Governmental Organizations in Nepal

Background: Strong organizations must maintain vital activities and help others survive. All non-profit organizations (NPOs) aim to increase customers' social well-being. These organizations have been under pressure to enhance management, efficiency, effectiveness, and accountability recently. A performance evaluation system is essential to internal monitoring and control in non-governmental organizations due to a diversified and linked workforce that works toward several layers of organization-specified objectives at different levels. Objectives: This study aims to explore the performance appraisal system of International Non-Governmental Organizations in Nepal. Additionally, it is to analyze the effect of the performance appraisal system on employee motivation in these organizations in Nepal. Methods: The study adopted a mix-method. Data were collected using a structured questionnaire of 300 employees, with 212 responses from six INGOs operating in Nepal and 5 HR managers of the INGOs. The performance appraisal system considered components, i.e., performance appraisal purpose, performance appraisal standard, feedback on performance appraisal, reliability of ratings, and rather assurance on employee motivation. Findings: The results determined that performance appraisal purpose, reliability of ratings, and rater assurance significantly affect employee motivation. In contrast, feedback on performance appraisal and performance appraisal standards did not significantly impact employee motivation. Conclusions: An organization's fair and accurate performance appraisal system helps employees feel unbiased and motivates them toward work. Employees should receive performance appraisals to verify that the authorities have reviewed their work. It inspires them.

Shop floor performance feedback, employee's motivation and engagement: study of a beverage distribution company

PurposeThis paper aims at examining how different types of shop floor performance feedback affect employee motivation and engagement. Based on this dataset, the authors analyzed the relationship between five types of performance feedback (safety, quality, productivity, improvement and individual performance) and three types of human-related outputs (motivation, role clarity and engagement) in light of socio-technical systems theory.Design/methodology/approachThe authors designed a survey instrument and collected data from 492 employees of a large beverage distribution company. The authors used robust construct validity tests and multiple regression analysis to test the hypotheses.FindingsThe findings indicated significant positive effects of feedback on overall production, improvements and individual performance on all human-related outputs. In turn, safety and quality performance feedback had no statistically significant impact in motivation or engagement. These findings highlight the mixed nature of the impact of performance feedback on human-related outputs that have been neglected in the literature.Originality/valueThe joint analysis of the social and technical portion of performance feedback is unusual despite its clear relevance, which characterizes an original contribution of the authors’ work. Although previous literature supports the effect of performance feedback on motivation and engagement, previous studies have not tested how different types of feedback affect those social constructs.

Analisis Faktor yang Mempengaruhi Motivasi Kerja Pegawai BPKPD Kota Pariaman

This study aims to see the effect of (1) work placement on the work motivation of BPKPD Kota Pariaman employees, (2) work ability on the work motivation of BPKPD Kota Pariaman employees, (3) career development on the work motivation of BPKPD Kota Pariaman employees, (4) promotion on the work motivation of BPKPD Kota Pariaman employees and (5) work placement, work ability, career development and promotion simultaneously on the work motivation of BPKPD Kota Pariaman employees. The sample is all employees at BPKPD Kota Pariaman as many as 60 people. Data processing uses Multiple Linear Regression using the SPSS 25 application program. The results of this study indicate that (1) Work placement has a significant positive effect on work motivation (2) Work ability has a positive influence on work motivation (3) Career development has a positive influence positive effect on employee motivation (4) Promotion has a positive effect on work motivation and (5) Work placement, work ability, career development and promotion simultaneously affect employee motivation in BPKPD Kota Pariaman.

ASSESSMENT OF IMPACT OF MACROECONOMIC INDICATORS ON EMPLOYEE MOTIVATION

In today's globalized economy, businesses operate in a constantly changing environment, where external factors such as economic policies, exchange rates, and trade agreements can have a significant impact on their operations. The way in which these macroeconomic indicators affect employee motivation is an important consideration for enterprises, as it can have a direct impact on their bottom line. A motivated workforce is crucial for businesses to achieve their goals and maintain their competitive edge. By understanding the impact of macroeconomic indicators on motivation, businesses can make informed decisions about their human resource strategies and tailor their approach to ensure maximum productivity and job satisfaction among employees. Purpose. The purpose of this article is to analyze macroeconomic indicators and rank them by their impact on the overall population motivation level, using a mathematical model based on data from the state statistical service for 2010 to 2022. Research methods. This study uses theoretical methods (deduction, analysis, generalization) and economic and mathematical modeling. Results. The regression model developed in this study can be used to forecast the initial motivation level of the country's population towards effective and motivated work at the beginning of the next period based on the macroeconomic situation. The results can be used to select the most optimal types of motivation depending on the overall situation in the country, which can help employers attract future employees. The practical significance of the obtained results lies in the gradation of the influence of the considered macroeconomic indicators on the overall level of motivation of the population. Top management and HR departments can use this information to analyze a set of macroeconomic indicators to estimate the current motivational potential of candidates more accurately, and create job descriptions that can increase the number of applicants. Conclusions. The developed economic-mathematical model includes only four indicators of influence on the overall motivation level of employees. The research can be expanded by introducing additional macroeconomic indicators to create a stable basis for choosing an optimal set of motivational components in the personnel management system of the enterprise. Keywords: macroeconomic indicators, staff motivation, unemployment rate, level of shadowing of the economy, average salary

The Influence of Organizational Culture and Motivation on the Performance of Employee Students in the Bogor Region

Organizational culture has indeed become a pattern of basic assumptions that are determined or developed by a group of people in a company where the place for learning to overcome problems of external adaptation and internal integration has worked so well that it is considered legitimate to be taught to new members as the right way to think. This will affect employee motivation towards the work they are currently doing and affect the performance of the form of accountability to the organization and the public. Performance in carrying out its functions does not stand alone, but is always related to employee job satisfaction and the level of compensation given, and is influenced by skills, abilities and individual characteristics. Therefore the research aims to determine how much influence organizational culture and motivation have on employee performance and this research uses quantitative data on questionnaire distribution by obtaining a total of 101 samples of respondents and using the t test, f test and the coefficient of determination test.