Employee Motivation Research Articles

Mediation of Organizational Commitment: The Relationship Between Employee Empowerment and Employee Performance

This study aims to analyze the effect of employee empowerment on employee productivity by considering the mediating role of organizational commitment. Employee empowerment is widely acknowledged as a crucial approach that enhances employee motivation, engagement, and performance. In addition, organizational commitment also contributes significantly to enhanced efficiency. This research was conducted at Fitness Plus Denpasar City using quantitative methods and involving 60 respondents through the census technique. Data was gathered through a survey and evaluated using the PLS technique. The results showed that employee empowerment has a notable and beneficial impact on the dedication and productivity of employees. However, organizational commitment has no significant effect on employee performance and does not act as a go-between when it comes to the correlation between empowering workers and their productivity. These results indicate that employee performance improvement occurs directly through employee empowerment without the mediating role of organizational commitment. This research provides important implications for organizational management to focus more on employee empowerment strategies to improve performance without relying too much on organizational commitment as a mediating factor. Future research is recommended to expand the scope of variables and use a longitudinal approach to dig deeper into the long-term effects of employee empowerment.

The Impact of Servant Leadership on Trust, Team Efficacy, and Intrinsic Motivation in Healthcare

This study aims to investigate the intricate dynamics of servant leadership and its impact on intrinsic motivation within the medical field, with a particular focus on the roles of trust as a moderator and team efficacy as a mediator. A sample of 200 hospital employees was surveyed using self-administered questionnaires. Data were analyzed using SmartPLS software to test the hypothesized relationships. The findings reveal that servant leadership significantly enhances intrinsic motivation, with trust amplifying this effect as a moderator, and team efficacy serving as a crucial mediator. Specifically, trust strengthens the relationship between servant leadership and team efficacy, which in turn, boosts intrinsic motivation. These results provide valuable insights into how servant leadership can be leveraged in healthcare settings to foster a motivated and effective workforce. The study addresses a critical gap in leadership literature by highlighting the dual roles of trust and team efficacy in the servant leadership process. The implications of this research suggest that healthcare organizations should focus on cultivating servant leadership qualities among their leaders, as well as fostering a trust-rich environment and promoting team efficacy to enhance employee motivation and overall performance.

Comparative Study of Employee Motivation for Those Working from Home Versus Those Working in the Office

Introduction/Main Objectives: Remote work has been one of the most effective solutions for companies during the recent pandemic. It has transformed our perspective on work by offering employees significant flexibility in both their work locations and schedules. Background Problems: With the pandemic now considered endemic, some individuals are choosing to return to the office, while others still prefer working from home. An employee's choice between office work and remote work is strongly tied to their work motivation. It is essential for companies to identify the factors driving these preferences to manage their employees effectively and efficiently. Novelty: The first comparative case study on employee motivation between remote work and office work in Indonesia's IT industry. Research Methods: This case study employs a qualitative approach, utilizing semi-structured interviews with six informants from an IT company. Finding/Results: Employees are more motivated when they work in the office compared to when they work from home, with office-based employees generally feeling more motivated due to factors like improved communication, tangible recognition, a stronger sense of achievement, better growth-supporting tools, and a more comfortable work environment. Conclusion: The research shows that working from the office is generally favored over working from home. However, the company should continue offering both options, not only due to the nature of the IT industry but also to combine the benefits of both in-office and remote work. leverage the benefits of both work environments.

Investigating the Effects of Motivation and Job Satisfaction on Performance among Telecommunications Employees

This paper explores the relationship between employee motivation, job satisfaction, and performance in Beijing's telecommunications sector. The study proposes a theoretical model that links motivation and job satisfaction as key drivers of job performance, emphasizing how these factors interact to influence employee productivity and organizational outcomes. By reviewing relevant motivation theories and examining job satisfaction in organizational contexts, the paper highlights the critical role of motivation and satisfaction in enhancing employee performance. The framework also suggests that understanding these relationships is crucial for improving human resource management practices in the telecommunications industry. Future research directions include empirical studies across various telecommunications companies and urban centers in China, as well as longitudinal research to track changes in motivation, satisfaction, and performance over time.

Job Uncertainty and The Well-Being of Non-Permanent Employees

This research aims to analyze the influence of job uncertainty on the motivation and performance of non-permanent employees at the Nias Regency DPRD Secretariat, identify effective HR management strategies in reducing the negative impact of job uncertainty on the welfare of non-permanent employees, and assess the role of managerial support and the work environment in mitigating the effects. negative job uncertainty on the welfare of non-permanent employees. This research uses qualitative research methods using observation, interview and documentation data collection techniques. The research results show that job uncertainty is mainly caused by inconsistent contract policies, frequent regulatory changes, and a lack of effective communication from management. The impact of this uncertainty is very significant, especially on employees' psychological well-being, which includes increased levels of stress, anxiety, as well as decreased work motivation and productivity. To overcome this problem, this research proposes several policy recommendations, including the need for more consistent contract policies, a more transparent communication system, and additional welfare support for employees. By implementing these recommendations, it is hoped that the Nias Regency DPRD Secretariat can create a more stable work environment, improve employee welfare, and support the long-term success of the organization.

ВЗАИМОСВЯЗЬ СОЦИАЛЬНО-ПСИХОЛОГИЧЕСКИХ И ОРГАНИЗАЦИОННЫХ АСПЕКТОВ КОРПОРАТИВНОЙ КУЛЬТУРЫ ПРОИЗВОДСТВЕННОЙ ФАРМАЦЕВТИЧЕСКОЙ КОМПАНИИ

In the context of the risks of business process transformation and digitalization of production, an important aspect is the search and implementation of new approaches to the company's human resource management system. The purpose of this study is to describe the results of a study of the relationship between the socio-psychological and organizational aspects of the corporate culture of a pharmaceutical manufacturing company and their management capabilities. The main research methods used are: system analysis, survey-questionnaire, rating-scaling and expert assessments. Factors such as the socio-psychological climate in the team and the development of sports activities in a pharmaceutical company are considered. It is shown that these aspects play an important role in strengthening corporate culture and increasing employee motivation. Taking into account socio-psychological and organizational factors in activities contributes to achieving the common goals of the employee and the employer, maintaining values that affect the level of the company's reputation. Conclusions are drawn about the need to take into account the interrelationship of socio-psychological and organizational aspects necessary for effective management of the corporate culture of a particular pharmaceutical company.

PROTOCOL: Employee work motivation, effort, and performance under a merit pay system: A systematic review.

This is the protocol for a Campbell systematic review. The objectives are as follows: One goal of this systematic review is to identify whether merit pay predicts employee work motivation, effort, and performance; a second goal is to determine whether the association between merit pay and subsequent employee work motivation, effort, and performance is stronger depending on the actual relationship between the performance ratings and merit increases received, as well as on the perceived relationship by employees between their performance and their pay; a third goal is to identify whether the association between merit pay and subsequent employee motivation depends on what type of motivation is measured (i.e., intrinsic vs. extrinsic/general work motivation).

The influence of emotional intelligence and employee motivation on employee performance in telecommunication companies in the sultanate of Oman

This study examines the impact of emotional intelligence (EI) and employee motivation on employee performance within the telecommunication industry in the Sultanate of Oman. The target population consisted of 4344 non-managerial employees across nine telecommunication companies, including Omantel, Ooredoo, Vodafone, Oman Broadband Company, Awasr Oman & Co, TEO, Oman Tower Company L.L.C, Helios Tower, and Connect Arabia International. Employing a deductive research approach, finally data were collected via an online survey from 354 respondents. The hypotheses were tested using multiple regression analysis. The results indicate that all dimensions of EI self-awareness, self-regulation, empathy, and social skills positively and significantly influence employee performance, with social skills having the strongest effect. Furthermore, both intrinsic motivation factors, such as work itself and career development, and extrinsic motivation factors, including wages, rewards, working environment, and co-worker relationships, significantly enhance employee performance. The interaction between EI and employee motivation was found to amplify these positive effects. Among control variables, age and education level showed significant impacts, while gender did not. These findings underscore the critical role of both emotional intelligence and motivation in driving employee performance. The study suggests that managers and policymakers should adopt integrated strategies that develop EI competencies and enhance motivational factors to optimize employee performance, thereby contributing to the success of organizations in the telecommunication sector.

Effect of Physical Work Conditions on the Work Performance of Academic Staff in Private Universities in Kenya

The working conditions (physical and psychological) in an organization have key linkage with and work performance including academic institutions. The aim of this paper was to examine the effect of physical working conditions and performance of academic staff in private universities in Kenya. The study is informed by Fredrick Herzberg’s two factor theory on motivation of employees and work performance. The study research design is descriptive that incorporates quantitative and qualitative methods. The target population for this study involved academic staff of selected private universities in Kenya. Considering the target population was high, a sample size was chosen who were selected using stratified and purposive sampling technique. The data has been collected using questionnaire. Data analysis has been undertaken using descriptive statistics and thematic content analysis. The study has found out that physical working conditions are a key determinant of employee performance in private universities in the country. Those universities with poor physical working conditions reported poor work performance amongst their academic staff compared to those that had conducive physical working conditions. The paper recommends that for private universities to remain competitive in the tertiary education sector, they have to ensure that the physical working conditions of school facilities are conducive for use by their members of staff. There is also need for the Commission for University Education in Kenya to regularly inspect universities physical infrastructure to ensure they are fit for use by both academic staff, non-academic staff and students. When all these recommendations are addressed, the academic staff productivity would significantly improve

Pengaruh Motivasi, Mutasi dan Kualitas Pelayanan Publik Terhadap Kinerja Pegawai Melalui Kepuasan Kerja Sebagai Variabel Intervening Pada Dinas Kependudukan dan Pencatatan Sipil Kabupaten Kupang

The aim of this research is to determine the influence of motivation, transfer and quality of public services on employee performance through job satisfaction as an intervening variable at the Kupang Regency Population and Civil Registration Service. Data collection methods include observation, recording and questionnaires, using the SmartPLS application. The sample for this research used the census method, totaling 69 employees of the Kupang Regency Population and Civil Registration Service. The results of this research reveal that statistically the performance variable of Kupang Regency Dukcapil service employees is influenced by job satisfaction. The job satisfaction variable is not influenced by service quality, but is influenced by employee motivation and transfer variables. Employee performance variables are not influenced by mutations, but are influenced by service quality variables and motivation variables. The job satisfaction variable cannot act as a mediating variable between the service quality variable and employee performance. Furthermore, the job satisfaction variable can mediate the influence of motivation and mutation variables on employee performance in the Kupang Regency Dukcapil service.

Charismatic Leadership: How Good Bosses Build Positive Employee Relationships Through Non-Power Factors

This research thoroughly explores how charismatic leaders build and maintain positive and harmonious employee relationships through a series of non-power factors, thus playing an irreplaceable role in organizational development. The core of charismatic leadership lies in transcending the traditional framework of authority and utilizing non-powerful means such as personal charisma, vision sharing, emotional resonance and value leadership to stimulate the intrinsic motivation of employees, and to promote the cohesion and creativity of the team. This paper analyzes cases in practice in detail, and then summarizes that charismatic leadership can play a great role in different situations. The paper shows that charismatic leaders have a profound and positive impact on organizational performance through their unique leadership style and influence mechanism. Charismatic leaders provide a strong impetus for organizational prosperity by motivating employees, driving change, and enhancing performance. This study can provide leaders with more comprehensive and in-depth guidance to help them better perform their leadership roles in the complex and changing business environment.

Leading with integrity: illuminating the pathway to positive job outcomes through ethical leadership and CSR

Purpose This paper aims to how ethical leadership influences innovative behavior and employee motivation, focusing on the mediating role of corporate social responsibility within the framework of social exchange theory (SET). Design/methodology/approach Data were collected from 341 bank employees using convenience sampling, and hypotheses were rigorously tested with SPSS 22. Findings The results highlight the significant impact of ethical leadership on enhancing both employee innovation and motivation, with corporate social responsibility initiatives playing a crucial mediating role. Originality/value Drawing on SET, the research illustrates how ethical leadership fosters a reciprocal exchange environment, leading to deeper employee engagement and innovation driven by positive corporate social responsibility practices. By advancing theoretical understanding and providing practical insights, this study offers valuable guidance for organizations aiming to leverage ethical leadership and corporate social responsibility to cultivate a workforce that is both innovative and motivated.

Unlocking employee potential through motivation workplace dynamics and incentives a holistic approach to driving productivity

Modern workplaces have evolved so much that it requires a change in how companies think of employee motivation and productivity. The study aimed to finding out the association between employee motivation and incentive systems to formulate a model that will guide on how best overall organizational productivity could be boosted. It also offers insights based on research proven strategies for building the type of workplace that will motivate employees. The research used a quantitative approach with cross-sectional survey design. Three hundred and fifty individuals were surveyed from 10 organizations across a range of industries, organizational levels. Stratified random sampling approach was used to ensure that all age groups as well as different generational and working models were represented in sample across cultures. Structural equation modelling (SEM) by means of AMOS 26 was applied and an analysis of the results revealed some important paths for critical organisational variables. The findings found was motivation, with high relationships to the workplace environment (β = 0.42), communication (β = 0.55) and incentives (p < Workplace environment was empirically shown to have a positive but weak effect on productivity (β =0.13), and the strong relationship with communication (β = 0.80). The proposed model shows a good fit in multiple indices: GFI (0.852), CFI (0.913), TLI (0.900) and RMSEA 90(74)], thereby validating the structure of the framework along with all its measured variables. These results suggest that organizations need to take a comprehensive view when looking at ways to motive and increase productivity of employees by being able understand the complex interrelations among work behaviors. This has operational implications for leaders and human resource professionals who seek a combined impact by aligning work designing, communication systems, incentive design structures and cultural integration strategies.

Analisa Peran Pelatihan dalam Meningkatkan Kinerja Karyawan: Kajian Literatur

Organizations must be able to adapt and innovate to maintain their edge in the increasingly competitive era of globalization. Employee performance is a critical component that contributes to organizational success. An organized and sustainable job training program is one of the most effective methods. This research is a descriptive qualitative research, with a literature study approach to analyze the role of training in improving employee performance. The data sources in this study consist of various scientific articles, journals, books, and research reports that focus on the relationship between training and employee performance. The results show that employee training has a significant impact on individual and organizational performance. Based on the literature review conducted, there is a consensus that a structured and relevant training program can improve employees' skills, knowledge and motivation. By understanding the factors that influence training effectiveness, organizations can formulate more appropriate strategies to achieve desired business goals.

Peran Desain Kerja dalam Meningkatkan Produktivitas SDM

Work design is a crucial human resource (HR) management element that directly affects organizational productivity. This research examines how aspects of work design, including physical arrangements, task division, team interaction, and organizational culture, can influence employee motivation and performance. With the right approach, work design creates a comfortable and supportive environment and encourages collaboration and innovation. Through an analysis of best practices in work design, this article identifies strategies organizations can implement to improve HR productivity and the long-term implications for business success. The results of this study show that the role of work design is crucial in improving HR productivity. Implementation of appropriate and good work design will increase the productivity of appropriate human resources to achieve the goals desired by the company or organization.

The Impact of Employee Motivation on Business Performance and Growth

Employee motivation is a key determinant of business performance, influencing productivity, job satisfaction, and organizational success. This research paper explores the relationship between employee motivation and business outcomes using secondary data sources. A thorough literature review is conducted to analyse various motivational theories and their practical applications across small businesses and multinational corporations. The paper highlights leadership’s role in fostering motivation, the challenges in maintaining employee engagement, and how businesses can enhance their motivational strategies. Recommendations are provided based on findings from prior studies, emphasizing the importance of intrinsic and extrinsic motivators in driving business growth

Exploring the Impact of Employee Motivation on Investment Decisions: - A Study of Factors Influencing Mutual Fund Investment Among Corporate Employee

This study explores the impact of employee motivation on investment decisions, specifically focusing on the factors influencing mutual fund investments among corporate employees. As financial literacy and investment participation grow, understanding the underlying motivations that drive investment choices is crucial for both individuals and financial institutions. Utilizing a mixed-methods approach, we conducted surveys and in-depth interviews with corporate employees across various sectors. The findings reveal that intrinsic motivations, such as personal financial goals and career advancement, significantly influence mutual fund investment decisions. Additionally, extrinsic factors, including company-sponsored financial education programs and peer influence, play a critical role in shaping employees' investment behaviors. Our analysis indicates that motivated employees are more likely to engage in proactive financial planning and make informed investment choices. We also identified barriers such as risk aversion and lack of confidence in investment knowledge that hinder mutual fund participation. The implications of this study suggest that organizations should enhance employee motivation through targeted financial education initiatives and create a supportive investment culture. By doing so, companies can not only improve employee financial well-being but also foster a more engaged and motivated workforce. This research contributes to the existing literature on employee motivation and investment behavior, offering insights for corporate stakeholders and financial advisors aiming to enhance mutual fund investment strategies among employees.

The Performance of Staff at the Arusha Regional Immigration Office: An Investigation into the Influence of Job Enrichment Practices

The inefficiency and low morale of Immigration staff in Tanzania have led to significant concerns regarding their performance. Over 40% of Immigration Department staff report low job satisfaction, and employee productivity has declined by 25% over the past three years. The persistent issues of inefficiency and low morale threaten to undermine these functions, thereby justifying the need for this study. This study assesses the influence of job enrichment practices on the performance and job satisfaction of Immigration Department staff in Arusha. The study employed a descriptive research design guided by a pragmatism research philosophy, which balances both subjective and objective perspectives to address the complex issues related to job performance and satisfaction. The study also used Job Characteristics Theory (JCT), which posits that certain job characteristics such as skill variety, task identity, task significance, autonomy, and feedback enhance employee motivation and performance. Data was collected through questionnaires and interviews with a sample size of 52 respondents whereby 47 staff completed questionnaires and 5 leaders were interviewed. A purposive sampling technique was used to ensure that participants with direct experience in job enrichment practices were included. The questionnaires were analyzed using descriptive statistical methods, including frequencies, percentages, means, and standard deviations. The qualitative data from the interviews were analyzed using thematic analysis. The findings reveal that job characteristics significantly impact job performance. This study highlights the significant role that job enrichment and job satisfaction play in enhancing the performance of Immigration Department staff in Arusha. The findings suggest that focusing on improving job characteristics that contribute to job satisfaction can lead to a more motivated and productive workforce. It is recommended that the Immigration Department adopt strategies that promote job enrichment, such as providing opportunities for skill development, increasing employee autonomy, and ensuring a supportive work environment.

Research on Work Motivation and Innovative Behavior

With the continuous progress of science and technology, the output of employees' innovative behavior in the work scene becomes more and more valuable. However, how to develop employees' innovative behavior is worth thinking about. This study reflects that there is a positive correlation between employee motivation and innovative behavior. The premise of improving employees' innovative behavior is based on giving employees effective external motivation. If employees are motivated by their love of work and willingness to pay for it, then innovative behavior will be greatly improved. Other than that, the leadership style plays an important role. Leaders not only need to encourage innovation through positive incentives and resource support but also need to demonstrate the value of innovation through their own behavior. A leader's openness and commitment to innovation can greatly influence employee behavior and organizational culture. To sum up, through the comprehensive use of a variety of incentive means and culture-shaping strategies, accompanied by the active participation of leaders, the innovative behavior of employees can be effectively cultivated and promoted, thus bringing long-term competitive advantages and development potential to the organization.

THE IMPACT OF MOTIVATION ON THE PERFORMANCE AND JOB SATISFACTION OF YOUNG EMPLOYEES WORKING AT THE SIERRA LEONE YOUTH COMMISSION

This study investigates the impact of motivation on performance and job satisfaction among young employees at the Sierra Leone Youth Commission. One of the objectives this study seeks to address is to identify the various motivational factors that influence the job performance and satisfaction of young employees in the Sierra Leone Youth Commission. This research aimed to explore the relationship between motivation, performance, and job satisfaction among the staff. Therefore, the study utilized both primary and secondary sources of data as well as qualitative and quantitative methods of data analysis. Analysis of the data using SPSS revealed that motivation plays a pivotal role in driving exceptional performance among the respondents. Key factors influencing motivation include remuneration, personal growth, and work-life balance. The findings suggest that the staff at the Youth Commission are highly motivated, resulting in outstanding performance. Employees are indeed a crucial component of business development and success. Based on this, the study recommends that employee motivation can be achieved through empowerment, which involves providing autonomy, recognizing individual contributions, and fostering a positive work environment. In addition, the study suggests that regular feedback, opportunities for growth and development, and competitive compensation packages can also enhance employee motivation and productivity.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0726/a.php" alt="Hit counter" /></p>