Affect Employee Motivation Research Articles

Pengaruh Motivasi Dan Pengembangan Karir Terhadap Kinerja Karyawan

Researchers researched to determine the effect of Motivation and Career Development on Employee Performance of a financial service company in the Bandung area. Moreover, this research analyzes the factor that has the most dominant influence between Motivation and Career Development on Employee Performance of a financial service company in the Bandung area; as many as 50 employees are the object of research using a questionnaire.
 Based on path analysis research, the variables of Motivation and Career Development on Employee Performance of a financial service company in the Bandung area are declared valid. Therefore, the conclusions and considerations related to the research results pay attention to Motivation and Career Development to Improve Employee Performance.
 The results of the study show that motivation (X1) has a significant effect on employee performance (Y). then Career Development (X2) significantly influences Employee Performance (Y). Therefore, motivation (X1) and Career Development (X2) have a significant effect on Employee Performance (Y).
 In increasing employee motivation, companies should pay more attention to employee needs and career development because it impacts employee morale by improving the policy system and paying attention to cost-effectiveness. Furthermore, when employees experience career development, it certainly makes them feel they have adequate abilities to complete their work tasks in the company. These factors affect employee motivation to be more advanced and can help improve employee performance even better.

THE EFFECT OF INDIVIDUAL CHARACTERISTICS, WORK CULTURE, TEAMWORK, AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE WITH MOTIVATION AS AN INTERVENING VARIABLE AT THE REGIONAL SECRETARIAT OF KARIMUN REGENCY

Human resources are important in an organization or agency if they have an active and quality nature. So that organizational goals can be achieved easily if they are encouraged by increasing the potential of their human resources, in a government agency the Regional Secretariat of Karimun Regency is also very necessary, with increasing employee performance on individual characteristics, work culture, teamwork, work discipline, and motivation factors that become benchmarks for employees in carrying out their obligations at work. The research uses a quantitative approach. The result of this research is that all X variables have an indirect effect, which has a greater value than the variables that directly affect employee motivation and performance. The greatest indirect effect is work discipline with a total of 2873. According to the data managed it shows the R-square value of the Performance variable of 0.148. The R-square value of 0.148 means that the variability of the Performance construct which can be explained by the Variability of Motivation is 14.8% while the remaining 85.2% is influenced by other variables outside those studied, which means that the influence of all exogenous constructs of all variables X on Y is weak. The R-square value of the Motivation variable is 0.720. The R-square value of 0.720 means that the variability of the Motivation construct can be explained by the variability of the construct of all X variables of 72.06% while the remaining 28% is influenced by other variables outside the one studied, which means the influence of all exogenous constructs of all X variables on Z including very strong.

THE LEADERSHIP OF HUMAN RESOURCE TRAINING AND THEIR IMPACT ON ORGANISATIONAL PERFORMANCE

The aims of this paper are to contribute to the deepening of research in this field in SEE countries, but also the application of appropriate knowledge in organizations, to increase performance, improve organizational culture, strengthen leadership of human resource management. The paper examines the factors that affect employee motivation and encourages the understanding that continuous improvement of knowledge can achieve high results that would reflect on their professional success and personal needs, as well as on the business of the organization. The paper is realized in accordance with the contemporary principles of scientific-research work. In the analysis, special attention was paid to the works and attitude research results show a significant positive correlation between attitude towards company goals and attitude towards leading training, as well as development of human resource function and attitude towards training.

Exploring the Factors that Affect Employee Motivation during COVID-19 Pandemic: An Empirical Study from Indonesia

The COVID-19 pandemic has created working condition that is totally new to working population globally, including Indonesia. Social distancing policies have forced employee to work from home where work-life and family-life domains become blur and may increase level of stress due to various reasons. Employees that need to work in the office may be fear of infection if the working environment is perceived not safe. Other factors, such as leadership style, may complicate the issues faced by the employees. Previous studies on how COVID-19 pandemic affects employee motivation are still limited. This study answers the limited research on employee motivation during COVID-19 pandemic and attempts to minimize the gap by investigating the relationship and impact of four independent variables (safe working environment, special benefit, perceived work-life balance, and transformational leadership) on employee motivation during COVID-19 pandemic. Online questionnaire survey method was employed to collect data from 325 active working employees mainly across Java Island. Multiple regression using SPSS version 25 was applied to analyze the data. Results show that all four variables have positive relationship with employee motivation. However, only three variables (safe working environment, special benefits, and transformational leadership) have significant impact on employee motivation.

Exploring the Factors that Affect Employee Motivation during COVID-19 Pandemic: An Empirical Study from Indonesia

Exploring the Factors that Affect Employee Motivation during COVID-19 Pandemic: An Empirical Study from Indonesia

Configuration Study on Influencing Factors of Platform Employee Initiative under Algorithmic Program

Under the overall pressure of the employment situation in China, the number of platform employees is increasing gradually. Under the algorithm program, how to rationally allocate platform employees’ work tasks and improve employee motivation are affected by many factors. This paper uses random interviews with drip drivers in Guangdong and Anhui as a first-hand data sample and uses a clear set qualitative comparison method to analyze and study the configuration of factors affecting employee motivation. Emphasizes that the platform should pay attention to the role of multi-factor coupling in improving employee motivation; Increase employee participation in platform strategic decision-making and procedural fairness among platform employees. The main theoretical contributions of this paper are as follows: Firstly, the factors that affect the enthusiasm of the algorithm program are combed; Second, it verifies the path of different factors to improve employee motivation. The results of the study show that different program settings can meet the needs of employees to varying degrees, thus improving the enthusiasm of employees.

Factor Affecting Employee Motivation to Increase Performance of Sharia Bank in Indonesia on Islamic Perspective

There is still a lack of market share for Islamic banking in Indonesia, so the purpose of this study is to analyze the effect of leadership style, job satisfaction, and work environment on employee motivation to improve the performance of Islamic banks in Indonesia. The methodology used is quantitative with the SEM Smart PLS analysis tool. The study was conducted on 200 employees of Islamic banks in Indonesia as representatives of 14 Sharia Commercial Banks (BUS) and 20 Sharia Business Units (UUS). The results of this study are the positive influence of leadership style, job satisfaction, and work environment on employee motivation and the influence of employee motivation on the performance of Islamic banks in Indonesia. Novelty in this study is leadership style, job satisfaction, and work environment in accordance with Islamic principles will be able to increase employee motivation at work, so that the performance of Islamic banks will be better and the market share of Islamic banking will also increase.

The Effect of Corporate Culture and Compensation toward Employee Performance through Employee Motivation after the Merger (PT Bina Pertiwi Case Study)

Changes that occur very quickly cause companies to be more innovative and adaptive to the changes themselves. Employee and company performance is important because it is related to its sustainability in the long term. On the other hand, companies must also pay attention to cultural, compensation, and motivational factors to achieve an effective and efficient performance. This research examines the influence of corporate culture and compensation on employee performance with motivation as an intervening variable. This is a quantitative study using primary data; Structural Equation Modeling (SEM) PLS is used to analyze the data obtained from PT Bina Pertiwi. The researcher obtained 100 respondent data based on predetermined criteria, which were analyzed using SmartPLS software. According to the findings of this study, work culture has a positive impact on employee performance. Employee motivation mediates corporate culture on employee performance, but employee motivation does not mediate compensation effect on employee performance. PT Bina Pertiwi needs to improve the factors that affect employee motivation and performance such as work culture

Employee motivation, job satisfaction, live-work balance, material reward and career aspirations

Edward Affainie is experienced security and international relations professional with years of experience in the Ghana Armed Forces and the United Nations in complex political and security situations. Currently, he is the Deputy Security Adviser for the United Nations Department of Safety and Security in Zimbabwe and a Doctoral Researcher at the Political Science and International Studies (POLSIS) Department at the University of Birmingham, United Kingdom. He previously worked at the United Nations Headquarters, where he moderated memorandums of understanding between the United Nations and member states to deploy troops for peacekeeping missions. He deployed and managed complex peacekeeping missions from startup to liquidation and served in various capacities in different peacekeeping missions in countries such as Cambodia, Southern Lebanon, Western Sahara, Liberia, Sudan, and South Sudan. His research interests are in the causes of war and conflict, management, leadership, governance, and security. His extensive length of professional experience as a military officer and an international civil servant contributes to his research interests. He retired from the Ghana Armed Forces at his peak career in 2010 at the rank of Lieutenant Colonel and as the Deputy Director of Army Peacekeeping Operations at the Army Headquarters. He is a graduate of the Nigeria Command and Staff College and the Ghana Armed Forces Command and Staff College. Abstract: Companies and Organisations’ existence, stability, and productivity depend mainly on their employees. This essay explores the factors that affect employee motivation, intention, and behaviour. It also examines three of the most recent studies on employee motivation and subsequently analyses these studies’ findings against their chosen theoretical frameworks and assesses their contributions to the framework. The first study by Saraswathi (2011) hypothesises that different professions can influence how employees perceive motivational factors. The second study by Shaikh et al. (2019) hypothesises that motivators and hygiene factors are equally important in improving employee performance. The third study by Kyndt et al. (2012), hypothesises that although intrinsic motivators can contribute to employee’s intention levels, satisfiers may make the inconvenience disappear but do not alter the employees’ intention or behaviours. The paper identifies gaps in knowledge that arise from these studies and further provides future research recommendations to understand employee motivation further. The essay provides gaps in the study of employee motivation for researchers in this field to explore further to contribute to knowledge in the field.

The Effect of Emotional Intelligence and Work Environment on Motivation and Their Impact on Employee Performance of Pt. Bank Syariah Indonesia (Ex BSM) Consolidated Aceh Area

This study examines the emotional intelligence and work environment role in motivation and its impact on employee performance. This study was conducted at PT. Bank Syariah Indonesia (BSI) Aceh Consolidated Area, which was formerly PT. Bank Syariah Mandiri (BSM) before joining two other Islamic banks. The BSI Aceh Consolidated Area was chosen to see the impact of the merger on BSI employees who were formerly BSM employees. The population is BSI Aceh Consolidated Area employees totaling 400 employees. The sample was selected using a simple random sampling, the number of which was determined was 150 employees. The test equipment used is SEM-AMOS. The results prove that in the BSI Aceh Consolidated Area of Emotional and Environmental Intelligence was found to affect employee motivation; Emotional, environmental and motivational intelligence were also found to influence performance; and motivation mediates the emotional intelligence and the environment's role in performance partially. This finding also proves that the model for improving the BSI Aceh Consolidated Area employee performance is a function of increasing emotional intelligence and increasing environmental comfort, so that it can have an impact on increasing motivation.

Effect of Quality Standards in Health Care Services on the Motivation of Employees; An Implementation at Private Hospitals within the Province of Istanbul

Aim: This study aims to evaluate the effect of quality in health standards implemented at health institutions on the motivation of healthcare professionals.Method: The universe of this study consists of 202 healthcare professionals working at the private Medicana Bahçelievler Hospital operating at European Side of Istanbul with the 898 approval number on the date of 12.03.2019. In this research, the responses of the participants for the questions of the questionnaire were analyzed by the use of AMOS 24.0, and SPSS for Windows 22.00 programs. The sub-dimensions of quality standards in health care services (QSH), and motivation of employees (ME), being the scales used in the research, were determined by exploratory factor analysis, and then the crosscheck of these dimensions was performed by confirmatory factor analysis. Thereafter, values of Cronbach’s alpha, being the reliability coefficient, and composite reliability, and convergence validity were calculated. The effect of quality standards in health care services (QSH) on the motivation of employees (ME) was examined through a structural equation model with implicit variables. And the comparison of all dimensions and sub-dimensions of the scales of quality standards in health care services (QSH), and motivation of employees (ME) as per demographic attributes was searched by one-way analysis of variance (ANOVA), independent samples t-tests.Results: As a result of the research, it has been observed that the quality standards in healthcare have a significant and positive effect on employee motivation. It was found that the managerial processes dimension of the quality standards in health affects the motivation of the employees in a significant and positive way by using only psychological and social tools, but the use of economic tools and organizational managerial tools among the motivation tools does not affect the motivation of the employee. However, it is seen that quality standards in health do not affect the dimension of educational processes by using psychological and social tools, which are motivational tools, and positively and significantly affect employee motivation by using economic and organizational-managerial tools.Conclusion: According to the demographic attributes of the participants of the research, it was determined that quality standards in health, and motivation of employees were being affected in a positive direction as their education and experiences increase. It was observed that the increase of the age of employees was positively affecting the managerial processes of quality standards in health, but that it wasn’t affecting their motivation. It was determined that the gender of employees wasn’t affecting the quality standards in health, and motivation of employees.

Walking the talk? The importance of personal leader credibility for employee motivation when transformational leadership is exerted

Leaders are credible when their employees believe they will act in accordance with their stated intentions. The question therefore is: Does employee-perceived personal leader credibility affect employee motivation? We examine this by conducting a survey experiment in which we expose 817 MTurkers to different video vignettes that manipulate a fictive leader’s personal credibility when they exert transformational leadership. The results reveal significant differences in perceived leader credibility. These differences affect both self-reported motivation and time spent on performing tasks for the leader. We contribute to leadership research by showing that it is possible – in an experimental setting – to affect employee perceptions of personal leader credibility and furthermore that perceived personal leader credibility affects the motivation of the respondents. We encourage further investigation, as leader credibility seems to be an important concept.

Performance Evaluation Using Reward Point and Social Media (Case Study in Utility Company)

This paper aims at two things; first, see the participants' interest if learning is carried out with e-learning. Second, how the impact of the use of social media and reward point methods on the improvement in evaluation of learning outcome. The method used is a survey and experiment. The survey is used to find out whether the reward point and/or social media method will affect employee motivation in e-learning process. Experiments are used to see the impact of the use of both methods on selected samples. The sample used was employees of PT PJB Services located in Head Office and selected by purposive technique. Data analysis used ANOVA Test to measure whether the treatment had a significant effect on the dependent variable. This paper is expected to prove that learning, especially studied in this paper, that combined with these both methods will affect positively to employee learning motivation and support the improvement of learning outcome. The results obtained are e-learning with reward points and posting the learning process on Instagram significantly increase employee motivation in learning. However, e-learning with reward points and posting the learning process on Instagram did not significantly affect on increased of evaluation of employee learning outcomes. Keywords: Performance Evaluation, Reward Points, Social Media, Evaluation E-Learning

ANALISIS FAKTOR MOTIVASI TERHADAP EFEKTIVITAS ORGANISASI PADA KARYAWAN MEDICAL REPRESENTATIF AREA MALANG

Organizational effectiveness is an issue that is being considered by many organizations, organizational effectiveness can be a reference for whether the organization has succeeded in achieving its planned goals or objectives. Several factors affect the effectiveness of the organization, one of which is the motivational factors of the members of the organization. According to research from K.P. Singh (2017) the dominant motivational factors for organizational effectiveness are: recognition and empowerment. This study was conducted on medical representative employees who are the spearhead of pharmaceutical companies. It is known that medical representatives have a significant role in the company, so the company is expected to pay attention to the factors that affect employee motivation so that employee effectiveness is formed. This study includes a quantitative method of explanatory research using a questionnaire questionnaire to medical representative employees. The data analysis technique used is multiple linear regression analysis. The results of this study indicate that the motivational factors, namely recognition and empowerment, have a dominant influence on organizational effectiveness and partially or jointly have a significant effect on organizational effectiveness.

Employee Motivation in Vietnamese State-Owned Commercial Banks

Understanding the important of employee motivation in enhancing human resource quality as well as organization effectiveness, Vietnamese State-Owned commercial banks (SOCB) have applied different employee motivational policies. However, these policies haven’t been highly effective and effeciency cause of lacking understanding about factors affecting employee motivation. This study aims to identify and measure factors influencing employee motivation in Vietnamese SOCB applied expectancy theory and suggest recommendations to enhance their employee motivation. Data were collected from sending questionnaires to 4 biggest Vietnamese SOCBs. Cronbach’s alpha, Exploratory Factor Analysis (EFA), Linear regression were employed for analyzing and processing data. The results show that Expectation (E); Intrinsic rewards (INI); the employee anticipated satisfaction with intrinsic rewards (VI) have positive impact on employee motivation in SOCB. Based on the findings, some recommendations are proposed for SOCBs to improve employee motivations.

Motivation and job satisfaction among medical and dental college faculty in Pakistan amid the COVID-19 outbreak.

The novel coronavirus (COVID-19) has affected economies all over the world. The ability of an organization to grow is heavily influenced by job satisfaction and employee motivation. This study examines the factors affecting employee motivation and job satisfaction among medical and dental college faculty members in Pakistan, both in the private and public sector, during the COVID-19 pandemic. Medical and dental college faculty in Pakistan comprised the sample for this multi-centric cross-sectional study. A questionnaire, which was modified from an existing study, was distributed electronically. A student's independent t-test was applied to compare the mean scores of the responses from public and private sector employees. Of the 466 total respondents, 55 %were female and 45 %male. Public sector faculty reported receiving adequate resources and preferred online teaching. Both public and private sector faculty reported being satisfied with regular workshops and training. Private sector employees demonstrated more satisfaction with workplace safety measures. Public sector faculty highlighted the positive influence of job security and timely salary payments on productivity. Faculty members from both the public and private sector find working from home to be easier and better for handling one's workload. Public sector faculty noted job security, timely salary payments, and an individual's sense of achievement as sources of motivation. Private institutes are more lacking in ensuring their faculty feel content and satisfied. Measures should be undertaken to improve the level of motivation felt by faculty members, especially in the private sector.

S-LCA Indicators as Employee Motivation Factors

There are a lot of factors affecting employee motivation in the company. Some of them are supported by law, while others result from voluntary activities of the company, and the way to some of them still have not been found. Our research dealt with one of the possibilities, the S-LCA indicators as employee motivation factors. The attention is usually paid to companies and their system of employee stimulation. This research is supported by in-depth literature review in the field of S-LCA. Our research addressed employees of one medium-sized company to find out what they think of the activities of their management in the area of stimulation of their employees. Using a factor analysis, we found seven basic motivation factors, i.e. Safety at Work, Fair Remuneration, Social Security and Benefits, Work Climate, Basic Rights and Freedoms, Corporate Image, and Equal Opportunity. In the context of social impacts of manufacturing on employees, individual employee groups are motivated to work in different ways.

Decision Support System for Determining the Level of Employee Salary Increase at PT. Srikandi Inti Lestari Medan by Using the Simple Additive Weighting (SAW) Method

Employees are seen as one of the company's important assets and need to be managed and developed to support the survival and achievement of company goals. One form of employee organization that can be carried out by the company is to provide remuneration or salary payments suitable for employees. Salary increases greatly affect employee motivation and productivity in carrying out and completing their work. To determine the amount of salary increase, a system is needed that can support decision making by managers. Utilization of decision support systems using Simple Additive Weighting (SAW) method is very helpful for managers in making decisions that are faster and more accurate. The basic concept of SAW method is look for weighted sums of performance ratings on each alternative and on all attributes that require a decision matrix normalization process (X) a scale that can be compared with all available alternative ratings. This method was chosen because it was able to select the best alternative from a number of alternatives based on the specified criteria. Research was carried out by examining the weights for each attribute and then ranking it which would determine the optimal alternative.

Factors that affect employee motivation at Bentre Import Export Joint- stock Corporation (Betrimex)

The research on factors that affect employee motivation at Bentre Import Export Joint- stock Corporation (Betrimex) has special significance in motivating employees, attracting and retaining talent, thereby helping the Corporation improve work performance. During the research, 300 employees working at Betrimex were surveyed and 250 employees with valid answer sheets were selected, survey data was processed with the SPSS software and the research model through scale reliability analysis, exploratory data analysis, correlation analysis and multiple regression analysis was tested. The research results have shown 07 factors affecting employee motivation at Betrimex, measured through 37 observed variables and including the pay, bonuses, benefits, allowances, working conditions, relationships with colleagues and relationships with superiors. Where the pay (b = 0.403) is the factor that has the most powerful influence on employee motivation and working conditions (b = 0.171) have the least influence on employee motivation. The results of multiple regression analysis have also showed that the adjusted R2 is 0.732. Thus, 07 independent variables can explain 73.2% of the variations of the dependent variables. Also, the research results have tremendous implications for developing strategies and plans for human resources development of Betrimex in the future.

Pengaruh Gaya Kepemimpinan Kepemimpinan dan Penempatan Pegawai Terhadap Motivasi Kerja Serta Dampaknya Pada Kinerja Pegawai di Biro Umum Setda Provinsi Jambi

Theoretically outlined, Employee Performance can be influenced by several variables including Leadership Style, Placement, and Work Motivation. Therefore, the performance of employees at the General Bureau of Setda Jambi Province can also be attributed to these three variables, this is what inspired the authors to conduct the research. Research objectives: 1. To find out the description of leadership style, placement,, motivation, and performance of Employees in the General Bureau of Setda Jambi Province, 2. To know the direct and indirect influence of leadership style and placement on the work motivation of employees in the General Bureau of Setda Jambi Province, 3. To know the direct and indirect influence of leadership style and placement on the performance of Employees in the General Bureau of Setda Jambi Province, 4. To know the influence of leadership style and placement through work motivation on Kinerja Employees in The General Bureau of Setda Jambi Province. This research that became the object of the research was employees of the General Bureau of Setda Jambi Province with a population of 130 people who were used as a research sample. Analysis techniques using Path Analysis tool using SPSS 22 software. The results showed that: 1. Leadership style, placement, motivation and employee performance are in good condition, 2. Leadership and placement styles directly and indirectly affect employee motivation, 3. Leadership and placement styles directly and indirectly affect employee performance, 4. Leadership and placement styles through motivation directly and indirectly affect performance.