Affects Work Motivation Research Articles

Pengaruh Kompensasi Dan Lingkungan Kerja Terhadap Kinerja Pegawai Dinas Perkimtan Kota Palembang Dengan Lingkungan Kerja Sebagai Variabel Intervening

This study aims to test and prove the effect of compensation and work environment on the performance of employees of the Palembang City Perkimtan Service, both directly and indirectly, with work motivation as an intervening variable. The population in this study were all employees of the Palembang City Perkimtan Service, totaling 82 people. The sampling technique used the saturated sample method, so that the entire population was used as a research sample. Thus, the number of samples used was 82 employees. The data were analyzed using the Structural Equation Model (SEM) method operated through the Partial Least Square (PLS) program. The results of the study indicate that compensation variables affect work motivation, work environment variables affect work motivation, compensation variables affect performance, work environment variables affect performance, and work motivation variables affect performance. In addition, compensation variables also affect performance with work motivation as an intervening variable, and work environment variables affect performance with work motivation as an intervening variable.

Pengaruh Peran Kepemimpinan Terhadap Kinerja Karyawan Melalui Motivasi Kerja Pada PT. Central Motor Wheel Indonesia Karawang Division

One of the many variables that may affect employee performance is the role of leadership, but there is a discrepancy in the effect of leadership roles on employee performance. Therefore, a mediating variable is needed that links leadership roles and employee performance, namely work motivation. To form a strong and productive team, a leadership role is needed. Thus, the purpose of this study is to determine the significance of the relationship between leadership roles on performance through work motivation at PT Central Motor Wheel Indonesia Karawang Division. This research uses quantitative methodology with descriptive and verification analysis. The analysis method used is SEM Smart Pls. There are 419 workers at PT. central Motor Wheel Karawang Division. The sample of this study was selected by collecting 81 respondents who fit the criteria. The process of collecting research data by distributing questionnaires. The results of the study state that the role of leadership significantly affects work motivation, the role of leadership has no significant effect on performance, work motivation has a significant effect on increasing performance, employee performance is strongly influenced by the role of leadership through motivation as mediation.

Application of Strategic Management Through Military Leadership

The Indonesian National Armed Forces (TNI) unit has specific duties as mandated by Law No. 34 of 2004. Soldiers are expected to adhere to values derived from the nation's military doctrine, encapsulated in the Sapta Marga, the Soldier's Oath, and the 8 Obligations of the Indonesian National Armed Forces. Essential qualities for soldiers include loyalty to superiors, decisiveness, discipline, and responsibility towards their duties. The Indonesian National Armed Forces organizational structure is permanent and non-profit, which limits social interactions among soldiers, particularly those from different units or ranks. There are no specific guidelines for leadership styles at different rank levels, leading leaders to rely on the organizational culture established during military training. According to Wawan (2020), leadership in the military, underpinned by organizational culture values, motivates soldiers to improve their performance. Leaders play a critical role in applying organizational culture by making decisions based on Indonesian National Armed Forces doctrines. The responsibilities of officers within the Indonesian Army (TNI AD) evolve with their rank. Career development is determined by rank following the completion of general development education (Dikbangum), which involves rigorous selection processes evaluating various aspects supporting the required skills and competencies for higher ranks. Proportional stratified random sampling was used among officer students in Dikbangum for Secapa, Selapa, Sesko Indonesian National Armed Forces, and Seskoad. The study included 640 respondents: 111 from Secapa, 278 from Selapa, 190 from Seskoad, and 61 from Sesko Indonesian National Armed Forces. Research findings indicate that leadership positively affects soldier performance through organizational culture and work motivation within the Indonesian National Army. However, data from the overall sample revealed a negative impact of work motivation on soldier performance, both directly and through leadership roles incorporating work motivation elements. This negative effect is attributed to age, rank, job responsibility, and unit type differences among the research subjects in each cluster group. The study on officer students undergoing general development education in 2023 within the Indonesian National Army shows that leadership directly influences soldier performance, positively affects work motivation, and impacts organizational culture. Leadership also affects performance through work motivation and organizational culture. Leadership approaches at different rank levels have positively influenced soldiers' responses, enabling them to perform their duties effectively in accordance with directives from higher units, such as MABES Indonesian National Armed Forces.

The Effect of Transactional Leadership, Organizational Commitment and Career Development on Employee Job Satisfaction With Work Motivation as an Intervening Variable in the Agency Regional Finance and Asset Management Karimun Regency

The Karimun Regional Government issued a policy to extend the contracts of 75 contract workers out of the 80 contract workers in BPKAD Karimun Regency. Contrary to this policy, thousands of ASNs in Karimun Regency have only paid their salaries, which has an impact on decreasing employee satisfaction, which results in increasing employee absences without explanation. This quantitative research analyzes the relationship between transactional leadership, organizational commitment, career development, job satisfaction, and work motivation as intervening variables. It was concluded that transactional leadership and work motivation had a significant effect on job satisfaction, and job satisfaction significantly impacted work motivation. Organizational commitment and career development do not significantly affect job satisfaction. Organizational commitment does not substantially affect work motivation, while career development has a significant effect. Then transactional leadership and career development have a significant effect on job satisfaction when intervened by work motivation, while organizational commitment does not have a significant impact on job satisfaction when intervened by work motivation. It is recommended that leaders at the Karimun Regency BPKAD agency increase employee liking for the work given, support from colleagues in achieving targets, opportunities for promotion and work monitoring systems by employee and work conditions through, among other things, providing rewards for employee performance, creating and ensuring implementing regulations that can control employee safety and comfort, optimizing the provision of employee human standards, fair treatment at work, increasing employee awareness and understanding of career opportunities in the agency.

Pengaruh Disiplin Kerja Terhadap Kinerja Karyawan Melalui Motivasi Sebagai Variabel Intervening Pada Perumda Tirta Kanjuruhan Kabupaten Malang

Companies can invest time and resources in developing, motivating, and nurturing the well-being of their employees. This not only has an impact on short-term success, but also on the company's long-term growth and sustainability. The purpose of this study is to analyze the Influence of Work Discipline on Employee Performance with Work Motivation as an Intervening Variable in Perumda Tirta Kanjuruhan, Malang Regency. The method used is quantitative in the form of explanatory research. The data was collected with a questionnaire that was distributed to all staff at Perumda Tirta Kanjuruhan, Malang Regency, totaling 80 people. Meanwhile, the data analysis used is SEM with PLS as the analysis technique. The results of the study showed that work discipline had an effect on employee performance at Perumda Tirta Kanjuruhan, Malang Regency. Work discipline affects work motivation at Perumda Tirta Kanjuruhan Malang Regency. Work motivation affects employee performance at Perumda Tirta Kanjuruhan, Malang Regency. Work discipline affects employee performance through work motivation at Perumda Tirta Kanjuruhan, Malang Regency. The conclusion in this study is that work discipline includes punctuality, precision, and consistency in carrying out tasks. Meanwhile, work motivation is a key factor that encourages employees to achieve their goals and give their best performance.

Effect of Employee Motivation on Work Performance - With Special Reference to Leading Firms in Chennai

Motivation is a set of processes that moves a person towards a goal. It signifies the level, direction and persistence of effort expanded in work. Since motivation influences productivity, supervisors need to understand what motivates employees to perform effectively and efficiently. Factors that affect work motivation are individual characteristics, job characteristics and Organizational practices. Individual differences are the personal needs, values, attitudes, interests and abilities that people bring to their job. This study analyses the effect of employee motivation on the work performance. The factors which cause individual differences in work motivation are categorized and considered in the questionnaire. The major findings of the study revealed that self interest in work, need for achievement, appreciation by boss, working condition have medium level influence in the employee motivation and monetary compensation and superior subordinate relationship highly influence the employee motivation.

The Effect of Work Motivation as an Intervening Variable on Employee Performance

In order to realize national goals, the State Civil Apparatus (Aparatur Sipil Negara/ASN) is needed which is given the task of carrying out public service tasks, government tasks and certain development tasks. The purpose of the research is to find efforts to improve performance through identification of variables that are thought to affect performance. Based on the initial survey in terms of work quantity, namely there are still employees who have not completed the work according to the targeted amount, there are still employees who have not been able to do additional tasks given by superiors and employees. The results of the study that organizational climate is proven to have a positive direct effect on employee performance, organizational climate is proven to have a positive direct effect on work motivation. In this study, organizational climate variables affect work motivation, Interpersonal communication has a positive direct effect on and employee performance. Interpersonal communication has a positive direct effect on and work motivation. Work motivation has a positive direct effect on employee performance. Organizational climate has an indirect effect on employee performance through work motivation. Interpersonal communication has no indirect effect on employee performance through work motivation.

The Influence of Leadership and Organizational Culture on Employee Performance at the Ground Transportation Management Office in Region XIII of East Nusa Tenggara Province, Mediated by Work Motivation and Work Discipline

This study aims to examine the impact of leadership, organizational culture, work motivation, and work discipline on employee performance at the Ground Transportation Management Office in Region XIII of East Nusa Tenggara Province. The sampling technique employed is saturated or census sampling. The research utilizes a statistical testing tool known as Partial Least Square (PLS) based on variance structural equation modeling, implemented through the SmartPLS software. The findings indicate that leadership significantly and positively influences employee performance, whereas organizational culture lacks a significant impact. Both leadership and organizational culture affect work motivation, which, in turn, has a positive correlation with employee performance. Additionally, work motivation serves as a mediator between leadership and employee performance. However, work discipline does not significantly mediate the relationship between leadership and employee performance, nor does it mediate the connection between organizational culture and employee performance.

The Impact of Organizational Commitment and Work Discipline on Work Motivation and Its Implications on the Performance of Village Government Employees in Barangin District, Sawahlunto City

This study aims to explore the influence of organizational commitment and work discipline on work motivation and its implications for the performance of Village Government Employees in Barangin District, Sawahlunto City. The methodology employed includes multiple linear regression analysis and path analysis, with questionnaires distributed to 87 respondents. Data processing was conducted using Smart PLS 4.0. The findings indicate that organizational commitment significantly affects work motivation among village government employees in Barangin District, Sawahlunto City. Furthermore, organizational commitment also significantly impacts the performance of these employees. Additionally, work discipline significantly influences both work motivation and employee performance in the aforementioned district. Work motivation, in turn, significantly affects employee performance. Moreover, organizational commitment and work discipline together exert a significant influence on work motivation. When combined with work motivation, organizational commitment and work discipline significantly influence the performance of village government employees. Lastly, work motivation mediates the influence of organizational commitment and work discipline on employee performance in Barangin District, Sawahlunto City.

The Influence of Transformational Leadership and Job Satisfaction mediated by Work Motivation on the Performance of Functional and Structural Officials of the Mappi District Education Office

The main problem of this study is that the performance of functional and structural staff of the education office has not reached the expected target so that the purpose of this study is to analyze the effect of transformational leadership and job satisfaction with work motivation as a mediating variable.The sampling technique used accidental sampling technique with a sample size of 100 respondents. The variable measurement was carried out using Likert scale parameters. Data analysis using descriptive statistics using SEM- PLS to test the hypothesis. The results showed that leadership transformation and job satisfaction had a significant effect on performance through work motivation, while the direct test results showed that transformational leadership and job satisfaction had no effect on performance. The results of this test also confirm that transformation leadership and job satisfaction affect work motivation and work motivation affects performance.

The Effect of Harmonious Passion and Workload on The Performance of State Administrative Court Apparatus in Banda Aceh Mediated by Work Motivation

This study aims to influence harmonious passion and workload on the State Administrative Court (SAC) apparatus performance, mediated by work motivation. Research data were collected by distributing questionnaires to 68 apparatus at the SAC of Banda Aceh city. Data were measured using a Likert scale that offers five alternative responses. Data were tested using SPSS, SEM-PLS, and Sobel calculator. The results of descriptive testing prove that harmonious passion, workload, work motivation, and Apparatus performance are good. Direct impact testing proves that positively harmonious passion and workload affect work motivation significantly. Furthermore, positively harmonious passion and work motivation affect Apparatus performance significantly, but workload does not have a significant effect on Apparatus performance. Indirect impact testing proves that positively work motivation significantly and partially mediates the harmonious passion effect on Apparatus performance, and positively work motivation significantly and fully mediates the workload effect on Apparatus performance.

The Influence Of Communication, Leadership Style And Organizational Culture On Job Satisfaction With Work Motivation As Intervening Variables At PT Hki Binjai Project Brandan Zone 2

The purpose of this study is to see the influence of communication, leadership style and organizational culture on job satisfaction with work motivation as an intervening variable in PT Hutama Karya Infrastruktur Project Binjai Brandan Zone 2. This research uses a quantitative approach, with statistical methods of path analysis. The population in this study is all contract and permanent employees of PT Hutama Karya Infrastruktur Project Binjai Brandan Zone 2 totaling 86 people. The sampling technique uses saturated samples so that the number of samples is 86 respondents. Partial Least Square (PLS) data analysis technique with Structural Equation Modeling (SEM) equation model. The results showed organizational culture, leadership style, communication, and motivation had no effect on job satisfaction. Leadership style variables have no effect on motivation, while organizational culture and communication affect work motivation. The results of the indirect influence test show that leadership style and organizational culture affect job satisfaction through work motivation as an intervening variable, and communication has no effect on job satisfaction through work motivation as an intervening variable.

The Role of Mediation of Work Motivation in Determining Working Readiness of Vocational School Students

The competency of vocational high school students is still said to be lacking in work readiness. This is caused by a lack of encouragement for oneself, family, school facilities, school environment, etc. This research aims to analyze the mediating role of work motivation in determining vocational school students' work readiness. This research uses an ex-post facto quantitative approach with the path analysis method. Research subjects in 3 vocational schools in machining engineering expertise in class XII with a total sample of 193 people. Data collection uses questionnaires, interviews, and documentation. Hypothesis testing in this study used SmartPLS 3 software. The findings show that work competency and industrial work practice experience can influence work motivation. Work motivation can directly influence students' work readiness. Indirectly, work competency affects work motivation through work readiness. Indirectly, industrial work practice experience affects work motivation through work readiness. It was concluded that work motivation plays a role in determining vocational school students' work readiness, especially in class XII machining engineering, followed by work competency and industrial work practice experience. So it is recommended to the vocational school community always to be motivated so that students are ready to work, have sufficient competence and experience, and always pay attention to the 3 things researchers discovered and discussed because vocational schools aim to work, continue, and become self-employed.

EMPLOYEE PERFORMANCE AND WORK MOTIVATION MODELS: TRANSFORMATIONAL LEADERSHIP AND WORK ENVIRONMENT

This study aims to uncover the influence of transformational leadership and the work environment on employee performance with work motivation as an intervening variable. The research was conducted at PT Abisiat Raya. The study population is 90 employees who work at PT Abisiat Raya. This study uses a saturated sample technique where the total population is less than 100 people and will be taken from the entire population. The number of samples is taken as a whole. Structural equation modeling (SEM) with a partial least square (PLS) approach is applied as a data analysis method. The study's results revealed that transformational leadership affects work motivation but cannot affect employee performance. The work environment does not affect work motivation or employee performance. And work motivation is known to affect employee performance. And there is an indirect influence between transformational leadership on employee performance through work motivation as an intervening variable. This research provides input to PT Abisiat Raya to improve the performance of its employees by improving transformational leadership and the work environment without neglecting the importance of motivation work.

Implications of Organizational Justice on Work Motivation in BJA Medan

This study aims to determine the implications of organisational justice on increasing work motivation in BJA Medan employees with the research subject of BJA Medan employees. The approach used in this research is qualitative and quantitative. The technique used to reveal the research variables with semi-structured interviews with employees from various backgrounds and the provision of work motivation measurement tools to determine the level of employee work motivation. The results of the analysis show that there is a consensus among employees that distributive justice is a key factor affecting work motivation. Employees feel motivated when distributive justice, procedural justice, interactional justice are met in balance. In conclusion, this study illustrates the influence of organisational justice on work motivation. Distributive justice, procedural justice, and interactional justice were identified as factors that influence employees' work motivation. The findings provide valuable insights for organisations in designing policies and practices that promote organisational justice, thereby enhancing employee work motivation and overall performance.

Động lực làm việc của điều dưỡng và một số yếu tố ảnh hưởng tại Trung tâm y tế Huyện Vạn Ninh, Tỉnh Khánh Hòa năm 2023

Objective: Describe and analyze some factors affecting the working motivation of nurses at the Medical Center of Van Ninh district, Khanh Hoa province in 2023. Methods: Cross-sectional study, quantitative combined with qualitative. Quantitative data were collected through interviews with 86 nurses. Qualitative data were collected through 09 in-depth interviews and 01 group discussion with representatives of leaders and representatives of faculties/departments. Results: The percentage of nurses who are motivated to work together is 70.9%. Percentage of motivated nurses with conscientiousness factor, job satisfaction factor, and organizational commitment factor are: 86%; 76.7%; 75.6%. Factors that positively affect the staff of the nurse: increased income, good relationship between colleagues, nature of work, career advancement, recognition of achievements, good management policy. Factors that both negatively affect work motivation: Salary, working conditions, professional training, relationship between leaders and employees. Recommendations: Medical centers need to pay special attention to the issue of salary on time, improve facilities, create opportunities to improve the professional qualifications of nurses. Keywords: Working motivation, nursing, influencing factors, Van Ninh Medical Center

The Influence of Work Discipline and Career Development on Employee Performance with Motivation as a Mediating Variable (Case Study at PT. PNM Regional Probolinggo 2)

This research determine the role of motivation in influencing work discipline and career development on employee performance of PT PNM Regional Probolinggo 2. The respondents are all account officer employees at PT PNM Regional Probolinggo 2, totalling 371 employees. The technique of sampling using random sampling method which amounted to 100 employees. Method of analysis using SEM and PLS. The results showed that Work Discipline has a positive effect on Work Motivation. Work discipline has no effect on employee performance. Career Development has a positive effect on Work Motivation. Career Development has no effect on Employee Performance. Work Motivation has a positive effect on Employee Performance. Work Discipline affects Work Motivation through Employee Performance. Career Development affects Work Motivation through Employee Performance

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.

The Effect of Work-Life Balance on Job Satisfaction Mediated by Work Motivation of Higher Education Lecturers in West Kalimantan

This study aims to test and analyse the effect of Work-Life Balance on Job Satisfaction with Work Motivation as mediation for lecturers working in Universities in West Kalimantan. The research approach used in this research is quantitative research. The method used is a survey method by distributing questionnaires to 100 lecturers in West Kalimantan; the data is then processed by the Structural Equation Model (SEM) method. The results of data analysis were carried out with the help of Smart Pls 4.0. The results obtained are work-life balance affects work motivation; work motivation affects job satisfaction while work-life balance affects job satisfaction when fully mediated by work motivation.

Performance And Motivation: The Influence Of Leadership Style, Work Environment And Organizational Culture In Bagian Umum Sekretariat Daerah Kabupaten Lumajang

This study explains the effect of changes in perceived leadership style, a supportive work environment and the organizational culture that is created on employee performance from the point of view of employee motivation in the General Section of the Bagian Umum of Lumajang Regency. The purpose of this study was to determine the effect of leadership style, work environment, organizational culture on employee performance and the influence of leadership style, work environment, organizational culture on performance through work motivation at the General Section of the Bagian Umum of Lumajang Regency. the research method uses a quantitative approach with analytical tools using path analysis. Respondents used amounted to 76 people. the results of the study show that leadership style does not affect employee performance, work environment influences employee performance, organizational culture influences employee performance, work motivation influences employee performance, leadership style influences work motivation, work environment does not affect work motivation, organizational culture does not has an effect on work motivation, leadership style has an effect on employee performance by mediating work motivation, the work environment has an effect on employee performance not by mediating work motivation, organizational culture has an effect on employee performance not by mediating work motivation.