Employee Work Motivation Research Articles

Analisis Pengaruh Pendidikan Dan Pelatihan, Motivasi Dan Penempatan Kerja Terhadap Kinerja Karyawan Pada PT. Indonesia Power Pltu Pangkalan Susu Omu Unit 1-2

This study aims (a) To determine and analyze the effect of education and training partially on employee performance (b) To determine and analyze the effect of work motivation partially on employee performance (c) To determine and analyze the effect of job placement partially on employee performance ( d) To determine and analyze the effect of education and training, work motivation and work placement simultaneously on employee performance. The problem to be investigated is that the performance is less than optimal because there are still employees who are not optimal in carrying out their duties as indicated by (a) There are some employees who do not know the work process of the new system that has just been adopted by the company. (b) There are still found employees who have not mastered the technology used by the company (c) Work motivation of employees who are not good so that employee performance decreases because employees are too often in and out of the workspace for no reason and the level of attendance is minimal. (d) There are still employees who complain about work placements that are not in accordance with applicable regulations. (e) The existing work placement system in the company is still subjective. The research was conducted at PT. Indonesia Power PLTU Pangkalan Susu OMU Unit 1-2. This study used a questionnaire as a research instrument and distributed to 35 employees. From the results of data processing, obtained a significance value of 0.001 which is smaller than 0.05. From this analysis, Ho is rejected, meaning that there are simultaneously independent variables affecting the dependent variable. To improve employee performance, education and training, motivation and work placement must also be increased. The value of the Adjusted R Square in the table above is 0.304 or 30.4%. This condition explains that 30.4% of the variables are Education and Training, Work Motivation and Work Placement. The remaining 69.6% is influenced by other variables not examined in this study. This means that from several factors supporting Education and Training, Work Motivation and Work Placement that affect employee performance the most is 30.4%

The Effect of Job Training, Motivation, and Work Ethic to the Workforce Performance

Problems focussed of the research are job training, work motivation, and work ethic of employees at UD. Semanggi Mas Sejahtera. The study took the sample with predetermined criteria of 51 respondents who had carried out training activities, with the sampling technique using purposive sampling. The technique used to analyze the data is the validity and reliability test, multiple linear regression test, classical assumption test, and hypothesis test through t-test and F-test. The results indicated that the regression equation Y = 11.205 + 0.173 X1 + 0.462 X2 + 0.631 X3. Partially job training has a significant effect on workforce performance at UD. Semanggi Mas Sejahtera. Partially work motivation has a significant effect on workforce performance at UD. Semanggi Mas Sejahtera. Partially work ethic has a essential effect on workforce performance at UD. Semanggi Mas Sejahtera. Simultaneously job training, motivation, and work ethic have a significant effect on workforce performance at UD. Semanggi Mas Sejahtera. It is hoped that the company will further increase the intensity of job training in the company, and pay attention to policies regarding work motivation and work ethic so that workforce performance can be achieved.

Human-centered performance management in manual assembly – The impact of gamified KPI provision on performance and motivation

ABSTRACT This paper presents results from an empirical study that investigates the effect of human-centered performance management concerning operational performance and work motivation of shop floor employees. The approach is based on gamified information provisioning. To date, the concept of gamification has been applied in numerous fields, yet hardly any related work provides empirical findings for the production environment. The approach is realized as an MES (Manufacturing Execution System) application and integrated into a business game simulation. The study design builds on an application scenario in manual assembly. Three treatment groups were defined for investigation. The developed business game was conducted among 150 trainees in technical vocational schools in Germany. The obtained data is evaluated concerning operational performance and motivation using descriptive statistics. Quantitative and qualitative observations show that the provision of gamified metrics-based information proves to be a motivation driver.

Workplace motivation and job satisfaction among generation Y in India

Employee work motivation and job satisfaction are dynamic and demanding goals for a business. It has been much more daunting in today’s dynamic workforce. A business is a wonderful workspace that serves the expectations of each employee and motivates each one to achieve its objectives. The present research illustrates the desires and aspirations of various employees regarding work encouragement and satisfaction from the organization. The focus is on understanding specific characteristics, needs, and expectations of Generation Y, which in today’s context are considered to be critical. There is also an emphasis on learning how and what motivates workers in Generation Y. In addition, racial and geographic diversity is often taken into consideration in this report. The company that recognizes the requirements and can help its workers improve is producing greater performance. In this analysis, a technique of the interview is used. A group of 254 workers from different backgrounds and ages is evaluated for the quantitative model. Any variables suggesting relevant HR behaviors are taken from earlier research in this report. In the study of human personal variations in organizational efficiency, the “locus of influence” aspect is often taken.

EFFECT OF TRANSFORMATIONAL LEADERSHIP, COMPENSATION AND EMPLOYEE DEVELOPMENT ON WORK MOTIVATION MSME EMPLOYEES IN MEDAN CITY

This study aims to examine the effect of transformational leadership, compensation and employee development on the work motivation of MSME employees in Medan City. The dependent variable of the study is work motivation, while the independent variables of the study include transformational leadership, compensation and employee development. This research is quantitative descriptive. The study was conducted on employees of 15 Food and Beverage SMEs in Medan City, amounting to 120 people. The sampling method used is the saturated sample. The type of data used is primary data. The data collection method used a questionnaire distributed online to 120 respondents. From a total of 120 questionnaires distributed, as many as 100 questionnaires returned with complete data for the measurement of all variables. Methods of data analysis using multiple linear regression analysis method. The results showed that transformational leadership partially had a positive and significant effect on the work motivation of MSME employees in Medan City. Likewise, compensation and employee development are partially concluded to have a positive and significant effect on the work motivation of MSME employees in Medan City.

The Influence of Leadership, Workload and Work Environment on the Work Motivation of Employees of the Personnel Agency and Resource Development Human South Coast District

This study aims to determine the effect of leadership, workload and work environment on work motivation employees of Agency For Personnel and Human Resources Development Agency (BKPSDM) Pesisir Selatan Regency. The method used in this research is quantitative research with survey and descriptive approach. The population in this study were employees of Agency For Personnel and Human Resources Development Agency (BKPSDM) Pesisir Selatan Regency. The sample used was 48 people using saturated sampling technique. The data analysis technique is multiple linear regression. The results showed that: (1) Leadership has a positive and significant effect on work motivation employees, (2) Workload has a negative and significant effect on work motivation, (3) Work environment has a positive and significant effect on work motivation employees

Factors affecting work motivation of employees in small and medium steel enterprises in Long An province

Human resources are a very important and valuable asset of organizations. However, how to retain employees, motivate them to work, and contribute to the company's business performance is an issue that needs special attention. Based on a survey of 220 employees in Small and medium steel enterprises in Long An province, the research project has discovered the influencing factors and their degree of impact on the employee's work motivation, contributing to improving the efficiency of the Company's business activities in the coming time.

Pengaruh Kecemasan Isu Pemutusan Hubungan Kerja Terhadap Motivasi Kerja Karyawan PT.Gapura Angkasa di Bandar Udara Zainuddin Abdul Madjid Lombok

The success and failure of an organization in carrying out its duties and responsibilities is closely related to human resources (HR). In this study, the researchers aimed to (1) determine whether there is an influence of anxiety over the issue of termination of employment on the work motivation of PT. Gapura Angkasa employees at Zainuddin Abdul Madjid Airport, Lombok (2) To determine how much influence anxiety over the issue of termination of employment has on work motivation. employees of PT. Gapura Angkasa at Zainuddin Abdul Madjid Airport Lombok. In this study using quantitative methods with saturated sampling technique of 54 respondents employees of PT. Gapura Angkasa at Zainuddin Abdul Madjid Airport Lombok. Data analysis used simple linear regression test, t test and coefficient of determination test (R2). The results of this study indicate that, (1) the anxiety of the issue of termination of employment has a positive and significant effect on the work motivation of employees of PT. Gapura Angkasa at Zainuddin Abdul Madjid Airport Lombok. (2) the anxiety variable on the issue of termination of employment is influenced by the work motivation variable of 71.3% and the remaining 28.7% is influenced by other variables outside the variable variation model in this study.

PENGARUH GAYA KEPEMIMPINAN, KOMPENSASI FINANSIAL, DAN IKLIM ORGANISASI TERHADAP MOTIVASI KERJA KARYAWAN NEW KUTA GOLF

The purpose of this study was to determine the effect of leadership style, financial compensation and organizational climate on employee motivation at New Kuta Golf Bali. The sample used was 62 employees, with proportional random sampling method. The method of data collection was done through interviews and questionnaires. The analysis technique used is multiple linear regression. The results of the analysis found that: 1) Leadership style had a positive and significant effect on employee motivation at New Kuta Golf Bali; 2) Financial compensation has a positive effect on employee work motivation; 3) Organizational climate also has a positive effect on employee motivation. Keyword: leadership style; financial compensation; organizational climate; work motivation.

Effect of Work Discipline and Work Motivation on Employee Performance

The Covid-19 pandemic has an impact on employee anxiety to leave the house for activities for a long period of time, this condition triggers a decrease in work discipline in the company which is known from employees arriving late, not being in place during working hours and high levels of employee absenteeism. Another phenomenon is a decrease in employee work motivation which is known from employees who are less diligent, unfocused, less responsive, and less proficient at work. The phenomenon of work discipline and work motivation has an impact on decreasing employee performance. This research aim is to test and analyze the effect of work discipline and work motivation on employee performance at PT. Samawood Utama Works Industries Medan during the covid 19 pandemic. The method used is a quantitative approach with quantitative descriptive research. Methods of collecting data were interviews and questionnaires. The data analysis method used is multiple linear regression. The results obtained are work discipline and motivation individually and simultaneously affect the performance of employees. The ability of the employee performance variable to explain work discipline and work motivation is 73.4%, the remaining 26.6% is explained by variables not observed in this research such as leadership, work environment, and others.

Implications of Leadership Style and Persuasive Communication on Performance Mediated by Employee Work Motivation

This study aims to describe and analyze the implications of leadership style and persuasive communication on performance and motivation as mediation at the Agency for Personnel and Human Resources Development of East Barito Regency. This research was conducted quantitatively with an explanatory research approach. Sampling technique with the total sampling method. The analysis uses the Partial Least Square (PLS) method. The results showed that leadership style had a positive and significant effect on performance, leadership style had a positive and significant effect on motivation, persuasive communication had a positive and significant effect on performance, persuasive communication had no direct effect on motivation, then the influence of leadership style had no significant effect on performance through motivation, and persuasive communication has no significant effect on performance through motivation.

Analysis of the Effect of Participatory Leadership Style on Employee Work Motivation at PT. BRI Syariah KC. Banjarmasin

The analytical test used in this study is a simple linear regression analysis. The sample used is all employees of PT. BRI Syariah KC. Banjarmasin with a total sample of 85 people. Data were collected through answers from respondents to questions in the form of questionnaires distributed to respondents, namely employees of PT. BRI Syariah KC. Banjarmasin. The research hypotheses were tested by simple linear regression which met the test of classical assumption. The analysis results shows that the style of participatory leadership variable has a positive significant effect on employee loyalty (Y) PT. BRI Syariah KC. Banjarmasin, because the value of tcount (13.203) > ttable (2.006) and Ha is accepted. The simple linear regression equation obtained from the results of hypothesis testing is Y= 13.978 + 1.715X. From the regression equation, it can be seen that the participative leadership style is in line with work motivation. This is because the regression coefficient of each of these variables is positive, meaning that if the participatory leadership style experiences an increase, work motivation will also increase.

Pengaruh Budaya Organisasi, Kepuasan Kerja, dan Gaya Kepemimpinan terhadap Motivasi Kerja Karyawan pada Hotel Mega Anggrek Jakarta di Masa Pandemi Covid 19

This study aims to understand and demonstrate the influence of organizational culture, job satisfaction, and leadership style on employee work motivation at Mega Anggrek Hotel Jakarta during the Covid 19 pandemic. The sampling technique used was Non Probability Sampling with a saturated sample type. Assistance applications when processing data using SmartPLS 3.0 by performing T-test and F-test, so that the output results can be known and statistically proven that: (1) Organizational Culture has a positive and significant effect on employee motivation, (2) Job Satisfaction has a positive and significant effect on significant effect on work motivation (3) leadership style has a negative and significant effect on work motivation, (4) organizational culture, job satisfaction, and leadership style have a joint and significant effect on work motivation.

IMPLEMENTATION OF THE TOP MANAGER 'S LEADERSHIP ROLE AS AN EFFORT TO INCREASE EMPLOYEES' WORK MOTIVATION IN MASLOW'S PERSPECTIVE OF THE HIERARCHY OF DEMANDS

A top manager is significant in a company because leaders are the only people responsible for guiding, leading, guiding, motivating, and providing adequate supervision or supervision to their employees. Maslow argues that a person will be encouraged to work if his demands are filled in the hierarchy of needs theory. With this motivation, employees will work more decisive for optimal results. Maslow's theory of inspiration should be considered a general direction for managers. This research is qualitative research with a descriptive approach, namely research that produces analytical procedures that do not use statistical analysis. This qualitative study aims to analyze the top manager's leadership role to increase employee work motivation from Maslow's hierarchy of needs theory. According to the findings of this study, top managers' leadership role in increasing employee work motivation is very realistic, namely by providing inspiration, encouragement, and direction to subordinates and broad responsibilities and opportunities for them to make decisions or wisdom in completing their work. The leadership role of top managers to increase employee work motivation in the perspective of Maslow's hierarchy of needs theory is by fulfilling several requirements, including physiological needs, safety and security needs, social needs, esteem needs, and self-actualization needs

Improving The Performance Employees Of Bogor Regency Regional Device Organization Through Improvement Employee Discipline, Work Climate, And Work Motivation

The purpose of this study is to examine the influence of improving employee discipline, work climate and work motivation on improving the performance of employees of regional device organizations in Bogor Regency. The research population is the executor in the Human Resources Staffing and Development Agency and the Bogor Regency Regional Secretariat as many as 290 people with a sample size of 169 people calculated using the Slovin formula with an error rate of 5%. Data collection for each variable studied using questionnaires with a rating scale. Data analysis techniques use descriptive statistical analysis techniques and inferential statistical analysis techniques. The data analysis in this study used the Partial Least Square Structural Equation Modelling (PLS SEM) method. The results showed: (a) Employee discipline variables have a positive and significant influence on motivational variables. (b) Employee discipline variables have a positive and significant influence on performance variables. (c) Work climate variables have a positive and significant influence on motivational variables. (d) Work climate variables have a positive and insignificant influence on performance variables. (e) Motivational variables have a positive and significant influence on performance variables. (f) The magnitude of the coefficient of parameters for discipline variables on performance through motivation is 0.054 which means there is a positive indirect influence of discipline on performance through motivation. Or it can be interpreted that the higher the value of discipline, the performance through motivation will increase as well. (g) The magnitude of the coefficient of parameters for the working climate variable on performance through motivation is 0.278 which means there is a positive indirect influence of discipline on performance through motivation. Or it can be interpreted that the higher the value of the work climate, the performance through motivation will increase as well.

ANALYSIS OF WORK MOTIVATION AND WORK DISCIPLINE OF EMPLOYEE AT WIYUNG SEJAHTERA HOSPITAL SURABAYA

Introduction: Work discipline is the obedient attitude of an employee towards the rules that apply in the workplace. Work discipline directly affects work productivity. Methods: This study aimed to investigate the correlation of work motivation and work discipline of the employee at Wiyung Sejahtera Hospital Surabaya. This study was an observational analytical research with cross sectional method, where each of the respondents was observed or interviewed for once. The samples used proportional random sampling with a sample size of 80 respondents who were hospital employees. Independent variable in this study was work motivation and a dependent variable was dicipline of employee. Data were analyzed by using spearman. Result: The respondents’ characteristics were mostly female (81.25%) with age criteria age 21-30 years old (80.0%). Meanwhile, the characterictic based on educational level suggested that more than half of respondents were diploma graduates(67.5%) and have the most work periode for more than 3 years (33.75%). The majority of respondents had a moderate level of work motivation at 41.3% and the majority of respondents had a moderate level of work discipline at 42.5%. The results showed that there was correlation between work motivation and work discipline (p = 0.000). Conclusion: It can be concluded that there is a relationship between work motivation and work discipline of employee at Wiyung Sejahtera Hospital Surabaya. As the relation is very strong, an employee who has a high level of work motivation will have a high level of work discipline too and otherwise. Keywords: work motivation, work discipline,Wiyung Sejahtera Hospital

The Influence of Organizational Culture, Incentives and Work Motivation on Job Satisfaction in the Regional Government at Mebidangro Region

The important thing in human resource management is to manage the human element properly in order to obtain a workforce who is satisfied with their work. Employee job satisfaction is a factor that can affect the organization as a whole. Job satisfaction factors provide good benefits for the organization. Therefore, there are several ways that organizations can do to maintain and maintain their human resources, namely by providing motivation, presenting a conducive organizational culture, providing appropriate incentives to employees and others. other. This study aims to analyze the direct influence of organizational culture and incentives on employee work motivation at the Mebidangro Regional Government, to analyze the direct influence of organizational culture, incentives and work motivation on employee job satisfaction at the Mebidangro Regency Government. Mebidangro area. , and to analyze the indirect effect of organizational culture and compensation on job satisfaction through employee motivation at the Mebidangro Regional Government. The method used is the quantitative causality method. The population in this study were 37 respondents. The results of the study indicate that organizational culture and incentives have a direct effect on the work motivation of employees of the Regional Government of the Mebidangro Region and have a positive and significant effect on employee job satisfaction. Then the organizational climate and compensation indirectly have a positive but not significant effect on job satisfaction through the work motivation of employees at the Regional Government of the Mebidangro Region.

Influence of organizational culture, job satisfaction and work experience on employee work motivation regional secretariat financial section sungai penuh city

This study aims to see the effect of (1) Organizational culture on employee motivation in the Finance Division of the Sungai Penuh City Regional Secretariat (2) Job satisfaction on the work motivation of employees of the Regional Secretariat of the Regional Secretariat of Sungai Penuh (3) Work experience on the work motivation of employees of the Finance Section of the Regional Secretariat of Sungai Penuh City(4)Organizational culture, job satisfaction and work experience have a joint effect on the work motivation of employees of the Regional Secretariat of Sungai Penuh City. The population in this study were all employees Sungai penuh City Regional Secretariat Finance Sectionas many as 31 people. The technique of determining the number of samples using total sampling. The data analysis technique used multiple regression by fulfilling the requirements of the classical assumption test of normality, and multicollinearity, heteroscedasticity. The results of this study indicate that (1) Organizational culturehas a positive significant effect on employee motivation in the Finance Division of the Sungai Penuh City Regional Secretariat (2) Job satisfactiongive a positive influence on the work motivation of the employees of the Regional Secretariat of the Finance Division of Sungai Penuh City (3) Work experienceprovide a positive influence on the work motivation of employees of the Regional Secretariat of the Finance Division of Sungai Penuh City (4) Organizational culture, job satisfaction and work experiencecollectively have a positive effect on the work motivation of the employees of the Regional Secretariat of the City of Sungai Penuh.

Organizational Culture & Work Motivation: Effect on Job Satisfaction and Turnover Intention in Hospital Industry

Employee turnover is undesirable because the greater the turnover rate, the greater the impact of losses that must be borne, and can also affect the goals of the hospital itself. So it is necessary for the hospital to find out and resolve the early signal of employee turnover intention problems. This study aims to obtain empirical evidence the effects of organizational culture and work motivation on turnover intention which is mediated by job satisfaction In Hospital industry. This research is a quantitative causality research by testing the hypothesis, with the unit of analysis are regular employees. The sample in this study used a purposive sampling method with 89 respondents. Data were analyzed using path analysis. The results show that simultaneously organizational culture and work motivation have a significant effect on turnover intention mediated by job satisfaction. Partially, organizational culture does not significantly effect on job satisfaction, work motivation has a significant effect on job satisfaction, organizational culture has a significant effect on turnover intention, work motivation has a significant effect on turnover intention, job satisfaction has a significant effect on turnover intention. Job satisfaction can mediate work motivation on turnover intention and work motivation as the most dominant variable affecting the turnover intention of hospital employees. Thus increasing employee work motivation is a priority for resolving employee turnover problems. Keywords: Organizational Culture, Work Motivation, Job Satisfaction, Turnover Intention.

Pengaruh Motivasi Kerja terhadap Kinerja Karyawan (Study pada PT. Bank BNI Cabang Kota Malang)

The purpose of the study was to determine whether or not there is an influence related to work motivation on the performance of employees at PT. Bank BNI Malang City Branch. So in accordance with these objectives, this research includes a type of quantitative research that is causal or causal, and is also included in descriptive research (Explanatory Research). Employee Performance (Study at PT.Bank BNI Malang City Branch)", it can be concluded as follows: Related to work motivation, it is known that the responses of respondents agreed and strongly agreed with the statements that had been submitted on the research questionnaire. So from the results of these studies, it can be concluded that work motivation on employee performance at PT. Bank BNI Malang City Branch is said to be good. This is evident from the work motivation of employees at PT. Bank BNI Malang City Branch has a significant effect on Employee Performance of PT. Bank BNI Malang City Branch. Keywords: Motivation, Job Performance, HRM