Work Motivation Factors Research Articles

Assessment of Quality of Life and Work Motivation Among the Aging Workforce in Suphan Buri, Thailand

Demographic changes due to the reduced birth rate and aging in the population increase the proportion of older persons in the workforce. This article explores the determinants of and impacts on quality of life and motivation for work among the aging workforce of Suphan Buri, Thailand. Using a cross-sectional, mixed-methods approach from surveys and interviews with older persons, the quality of life of the older people in Suphan Buri was assessed as variable and dependent on their health and socioeconomic statuses. Personal characteristics of family and community, together with health and financial status, reflected quality of life and work motivation. A concept model connected the concepts of Relational, Income, Care, and Environmental (RICE) factors from analyzing themes to determine the quality of life and work motivation outcomes. Quality of life and work motivational factors for the aging workforce are also essential for the sustainability of agricultural and economic performance measures and production outcomes for Suphan Buri, Thailand. Efforts focusing on financial literacy, occupational policies, practices, and promoting family relationships, health status, and social engagements should be a strategy to prepare for aging and support a better quality of life and work experience.

Motivating Filipino Generation Z employees at work: enablers and outcomes

PurposeThis research focused on exploring factors that engender the work motivation of Gen Z employees and determined whether these factors affected their job satisfaction, engagement and affective commitment to their organizations.Design/methodology/approachThe study employed a sequential mixed-methods approach, starting with 40 qualitative interviews to determine the work motivation factors of Gen Z employees. Findings of the qualitative study were then validated through an online survey that gathered data from 132 Gen Z employees. The quantitative study tested a model that relates factors that contribute to the motivation of Gen Z and positive employee outcomes – affective commitment, job satisfaction and work engagement.FindingsSeveral factors were found as contributors to the work motivation of Gen Z employees: learning and development, family, impact on others and society, passion and enjoyment, financial security, ability to provide for oneself, personal achievement and self-rewards. The result of the structural equation modeling showed that the presence of motivating factors at work is a significant predictor of the outcome variables. Moreover, affective commitment was also found to partially mediate the relationship between the motivating factors and outcome variables – job satisfaction and work engagement.Originality/valueThis study addresses the dearth of empirical studies on factors that motivate Gen Z employees (the youngest employee cohort that recently joined the workforce) and how these contribute to positive work outcomes. Findings may help organizations curate their human resources management programs to attract, engage and motivate their Gen Z employees.

Pengaruh Etos Kerja Islam, Disiplin Kerja, Motivasi Kerja dan Lingkungan Kerja Terhadap Kinerja Karyawan pada Badan Pusat Statistik (BPS) Provinsi Bengkulu

This examination plans to determine whether the factors of Islamic work ethic, work discipline, work motivation and work environment have an impact on employee performance. The Central Statistics Agency (BPS) of Bengkulu Province was the subject of the research. The population of this study consisted of all employees of the Bengkulu Province Central Statistics Agency, totaling 61 respondents. The data analysis method is multiple linear regression. Based on the test results, the Islamic work ethic and work discipline variables have a partially significant influence on employee performance. For the time being, work motivation and work environment do not have much influence on employee performance. Then simultaneously or together the factors of Islamic work ethic, work discipline, work motivation and work environment essentially influence the implementation of employee performance at the Central Bureau of Statistics (BPS) of Bengkulu Province.

THE INFLUENCE OF LEADERSHIP STYLE, WORK MOTIVATION AND WORK ENVIRONMENT ON THE PERFORMANCE OF EDUCATORS AT SMKN 2 BANDAR LAMPUNG

The study aims to measure the impact of leadership style, work motivation, and working environment conditions on teaching efficiency at SMKN 2 Bandar Lampung. A quantitative approach was chosen as the research method, with data collected directly from teachers through questionnaires, covering a total population of 31 educators. The collected data was then analyzed using multiple linear regression models. The results of the analysis showed that leadership style did not have a meaningful impact on efficiency in the teaching process. Meanwhile, work motivation factors were found to have a significant influence. Related to the work environment, the results of the analysis showed no significant influence. It is hoped that the findings from this study can contribute to improving the quality of teaching at SMKN 2 Bandar Lampung, by paying special attention to work motivation variables, while leadership styles and working environment conditions may require further evaluation in different contexts.

Analysis of Influencing Factors of Work Motivation of Government Employees Based on MaxDiff Model: Evidence from Jiangmen City

The purpose of this paper is to use the MaxDiff model to explore the factors influencing the work motivation of staff in certain government agencies in Jiangmen City, and to conduct relevant empirical analyses. The study aims to propose strategies for improving work motivation among these staff members. The results indicate that the most significant factors affecting the work motivation of staff in Jiangmen government agencies are salary and remuneration, additional welfare benefits, and the power to make decisions about their own work. In contrast, factors such as a sense of belonging to the work unit, recognition of their work, and job security are less important. Therefore, it is recommended that government agencies in Jiangmen City increase the salaries and benefits of their staff and provide them with more decision-making power. This approach will stimulate their desire to work, enhance their motivation, improve the efficiency of government agencies, and elevate the level of public service. Ultimately, these measures will support the construction of a harmonious, stable, and orderly society.

Literature Review: Kinerja Guru Sebagai Sumber Daya Manusia Yang Strategis Dalam Sistem Pendidikan di Indonesia

Teachers are a key element in the education system, especially in schools. All other components, ranging from curriculum, infrastructure, costs, and so on will not mean much if teachers who hold strategic positions are unable to maximize their performance. The purpose of the literature review is to review how teachers perform as strategic human resources in the education system in Indonesia. Methods: The literature review was conducted based on issues, methodology, similarities and further research proposals. The 5 studies used were qualitative research methods. The results of the 5 studies showed that teacher performance as a strategic human resource in the Indonesian education system is strongly influenced by work motivation factors.

PENGARUH MOTIVASI KERJA DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN PADA PT KIRANA PERMATA

This research aims to examine whether or not there is an influence on work motivation and work discipline factors on employee performance at PT. Kirana Permata. Employee performance is now an important indicator to support the company's success, both for operational achievement purposes and to achieve competitive advantage and maintain existence. The company always tries to provide policies and rules to encourage employees to achieve the performance desired by the company. so the focus of this research is the importance of managing human resources by considering work motivation and work discipline factors to improve employee performance. The research method applied in this work is descriptive quantitative. Data collection techniques were obtained through the observation process and distributing questionnaires to 50 PT employees. Kirana Permata in the production section of Division A. The sampling technique was carried out using non-probability sampling, namely saturated sampling, this was done by taking all employees in Division A as research samples. The research results indicate that the two aspects raised, namely motivation and work discipline, are able to contribute or have a positive influence on employee performance. The conclusion of the results obtained is that it was found that there is an influence of work motivation factors and work discipline which can have an influence on the performance of employees who work at PT. Kirana Permata with a sig value obtained*, namely 0.000 (0.000 < 0.05) and the coefficient of determination or what can be called r2 square has an achievement of 0.445, meaning that work motivation factors along with work discipline can have an influence on employee performance by 44.5%. Meanwhile, the remaining value of 55.5% is influenced by other variables not included in the discussion of the topic of this scientific work.

Exploring the Work Motivational Factors of Generation Z Workforce in Selected BPO Companies: Basis For Job Satisfaction

This qualitative study explored the work motivational factors of the Generation Z workforce. Herzberg’s Approach guided the study in relating situations where Generation Z participants perceived themselves as motivated (job satisfaction) with their work and, equally, in circumstances where they felt demotivated (job dissatisfaction). Hygiene factors (extrinsic) identified for motivating and satisfying this generation at work included a conducive work environment, favorable policies, supportive leaders and teammates, and a competitive salary. For the intrinsic motivating factors, Generation Z participants expressed a desire for continuous personal and career growth, as well as aspirations for job promotions. Regarding demotivators, Generation Z participants perceived issues related to salary disputes, changes in work conditions like remote work (WFH), undesirable interactions with teammates, and unsupportive leaders. They also mentioned lack of rewards and recognition in terms of employee engagement from their company. Additionally, they were demotivated by the absence of training and development opportunities. This study recommended programs for BPO companies aimed at motivating and satisfying Generation Z in the workplace. These included work schedule options, recognition and rewards, and training and development. Work schedule options encompassed flexible scheduling and compressed work weeks, while recognition and rewards consisted of flexible reward options and employee-driven recognition programs. Finally, training and development programs focused on technology utilization, leadership, and team building. Implementing these programs would assist BPO companies in adapting to Generation Z behavior, thereby retaining them in the workforce.

The Effect of Work Motivation and Reward System on Employee Performance at Travel Agent: Case Study Travelinn

This study discusses the effect of work motivation and the Reward system on employee performance at a travel agent in the Menteng area. The research method used is quantitative. This study uses primary data using a questionnaire which is then distributed to respondents, namely 10 employees who are at Travelinn. Data collection is also by direct observation. Descriptive statistics are used to provide an overview of data from work motivation variables, reward systems and employee performance, as well as the distribution of items from each variable. The inferential analysis used in this study is multiple linear regression involving the t test and F test. The results showed that work motivation has a positive and significant effect on employee performance and the Reward system also has a positive and significant effect on employee performance. It is recommended to travel agent management to focus on work motivation factors and reward systems that can improve employee performance. This research also confirms the importance of paying attention to motivational and reward factors in achieving organizational goals in the travel industry.

Work motivation and related factors among nurses at Ninh Binh general Hospital in 2023

Objectives: Describe the work motivation among nurses at Ninh Binh General Hospital in 2023 and related factors. Research participants and methods: Cross-sectional descriptive study conducted from July 2023 to December 2023 among 244 nurses. Nurses working at Ninh Binh General Hospital. The reference questionnaire for measuring nurses’ work motivation from previous studies was recruited, and evaluated by experts The data analysis was conducted by using SPSS 20. Results: The average score of nurses› work motivation was 3.83 points. The rate of nurses who were motivated to work was 75.4%, and the rate of nurses who were not motivated to work was 24.6%. Factors such as personal experience, salary, allowances, manager›s support, manager›s information feedback, timely management, and encouragement affected work motivation to nursing work, this relationship was statistically significant with p < 0.05. Conclusion: The work motivation of nurses at Ninh Binh General Hospital was at an average level and there were many factors related to the work motivation of nurses. Hospitals should consider taking measures to maintain and improve the work motivation of nurses.

PENGARUH KOMPETENSI, MOTIVASI KERJA DAN KEPUASAN KERJA TERHADAP KINERJA GURU PADA SEKOLAH DASAR SE-KECAMATAN JOHAN PAHLAWAN KABUPATEN ACEH BARAT

The aim of the research is to determine and prove the influence of teacher competency, work motivation and job satisfaction factors on teacher performance both partially and simultaneously. This research is in the form of a survey with quantitative associative descriptive methods. With analytical tools using a multiple regression analysis approach. The research was conducted in 30 elementary schools involving 215 elementary school teacher respondents in Johan Pahlawan Meulaboh sub-district, West Aceh Regency. The research results found (a). The level of achievement of teacher competence is in the good category, namely 88.08%, the level of achievement of teacher work motivation is high at 82.08%, while the level of teacher satisfaction at work has reached 84.33% and the level of achievement of teacher competence is in the good category. Teacher performance is good, reaching 84.86% of ideal expectations. (b) The results of multiple regression analysis conclude that the factors of teacher competence, work motivation and teacher satisfaction partially have a positive effect on performance, (c). Based on correlation and determination analysis, it is proven that there is a very close relationship and the three factors, namely teacher competence, work motivation and teacher satisfaction, contribute 53.5% to changes in teacher performance

The Influence of Work Motivation, Leadership Style, and Supervision on the Performance of Goods and Services Procurement Bureaucrats in the North Sulawesi Central Bureau of Statistics Work Unit

The main objective of this study was to determine whether work motivation, leadership style, and supervision factors affect the performance of Goods and Services Procurement Bureaucrats in the Work Unit of the Central Bureau of Statistics in North Sulawesi. The problem encountered is that PBJ bureaucrats in the BPS work unit in North Sulawesi still violate the rules in terms of document fulfillment. The results of the research obtained there is a significant relationship between work motivation and employee performance in PBJ bureaucrats in BPS work units in North Sulawesi, there is a significant relationship between leadership style and employee performance in PBJ bureaucrats in BPS work units in North Sulawesi, and there is a significant relationship between supervision and employee performance in PBJ bureaucrats in BPS work units in North Sulawesi. Work motivation (X1), leadership style (X2), and supervision (X3) together contribute to the performance (Y) of PBJ bureaucrats in the BPS work unit in North Sulawesi. So it is concluded that work motivation, leadership style, and supervision affect the performance of Goods and Services Procurement Bureaucrats in the BPS work unit in North Sulawesi.

Human Resource Productivity: Integrating Resilience Engineering, Motivation, and Health Safety

Abstract This study investigated the multifaceted relationship between resilience engineering practices, work motivation factors, health, safety, and environment (HSE) management to achieve employee productivity within a mining company in South Kalimantan, Indonesia. Employing structural equation modelling (SEM) on data from 178 workers, intriguing results are diverged from established research. While resilience engineering practices and work motivation factors significantly enhanced productivity, robust HSE management demonstrated a surprisingly insignificant association. This unexpected finding necessitates a closer examination of the unique context of Indonesian mining culture and HSE implementation practices. Several potential explanations emerge, including ingrained communal responsibility for safety, limited applicability of imported frameworks, prioritisation of immediate needs over long-term safety due to competitive pressures, and possible erosion of trust in bureaucratic systems. These factors highlight the need to consider cultural nuances and industry challenges when designing effective HSE interventions. Moving forward, research and practice must prioritise developing culturally sensitive HSE practices, fostering trust and employee engagement, bridging the gap between formal systems and daily realities, and gathering qualitative data to understand employee perspectives. By addressing these considerations, future interventions can effectively align HSE efforts with employee productivity, contributing to a safer, more productive, culturally relevant work environment for Indonesian miners.

Analisis Beban Kerja dan Kompetensi Sumber Daya Manusia terhadap Efektifitas Kegiatan Stevedoring Petikemas di Pelabuhan

This study discusses the analysis of workload and human resource competencies on the effectiveness of container loading and unloading activities at the port. The research was conducted at Tanjung Priok Port, North Jakarta, using interview and observation methods. The results show that workload can affect loading and unloading activities at the port, and it is important for companies to consider these factors to maintain safety, worker welfare, productivity, and profitability. High-risk jobs require competence in teamwork, good communication, and specialized skills such as operating heavy equipment. Work motivation is also important to improve morale and efficiency. Companies need to provide training and support to workers to develop competencies and work motivation. Some work motivation factors include work safety, efficiency, labor, and job satisfaction. Many studies have been conducted on competence and performance in various fields, including in ports. Training, supporting activities, and additional time off are some of the ways companies can increase work motivation.

The Leader of the East Java Province Community Empowerment Agency Performance: Participatory Budgeting, Leadership Style, and Work Motivation Factors

The budget is a key element in planning and controlling. This is because the budget is a form of leadership plan that is outlined in the composition of estimated costs needed to make the plan that has been made a success. Apart from that, the budget is also a program arrangement to achieve the organization's long-term plans. Following the background and problems above, this research aims to find empirical evidence that the implementation of participatory budgeting, leadership style, and motivation influence leadership performance to achieve organizational goals. This research was conducted at one of the government agencies in Surabaya, namely the East Java Province Community Empowerment Agency (BAPEMAS), with a sample of 16 people. The sampling technique uses total sampling or census. The analysis used multiple linear regression to answer the problem formulation, research objectives, and hypotheses. The results of this research conclude that the variables participative budgeting and leadership style have a positive relationship pattern with leaders' performance. In contrast, work motivation has a negative relationship pattern with leader performance. However, all three are proven to have a viable model for influencing leadership performance. This is proven by the results of the F-test and the coefficient of determination (R2), namely the magnitude of the influence of participatory budgeting, leadership style, and work motivation on leadership performance, which is 51.9%. In comparison, the remaining 48.1% is influenced by other factors not discussed in this research. Based on the results of the F-test and the value of the coefficient of determination mentioned above, it can be concluded that the hypothesis, which states: "It is suspected that participatory budgeting, leadership style, and work motivation influence leadership performance," has been tested as true.

Factors of work motivation of aerospace employees in the context of digitalization and robotization

The article is aimed to analyze the work motivation of employees of modern Russian aerospace enterprises engaged in automated and non-automated production sites. The authors give an overview of the existing approaches to the analysis of work motivation and provide data from the pilot sociological study conducted in October 2023 (N=86), when theoretical and applied problems were solved. Theoretically, the hypothesis about the influence of digitalization and robotization processes on the factors of labor motivation was tested. The applied task of the study was connected with the approbation of the tools of sociological research and methods of factor and cluster analysis to the data obtained during the survey of employees. The conducted research enabled the authors to conclude about 3 main groups of motives that form the factors of the employees’ work motivation of the surveyed enterprise: 1) motivation of professional realization; 2) material motivation and 3) socially-oriented motivation. As a result of the cluster analysis, two groups of employees were identified, depending on the type of dominant motives: those who are materially oriented towards professional self-realization ("pragmatists") and those who expect approval and support from their superiors and their colleagues in the course of their work ("conformists"). Despite the fact that the hypothesis about the influence of the automation level of a production site on the type of the employee’s dominant motivation has been confirmed using the discriminant analysis method, it needs additional verification on a larger sample scale.

An integrated approach for evaluating and improving the performance of hospital ICUs based on ergonomic and work-motivational factors

The intensive care unit (ICU) holds significant importance in hospitals. Primarily concerned with monitoring and providing care to critically ill patients, the ICU has proven effective in reducing mortality rates and minimizing complications of diseases, thanks to the highly complex and specific measures taken within this department. Considering the unique contributions made by the staff in this unit, its performance assessment can help improve patient care and satisfaction. This study presents a framework that utilizes ergonomic and work-motivational factors (WMFs) to assess the performance of various ICUs. Upon the identification of these indicators, a standard questionnaire is developed to collect the required data. The mean efficiency score of the units is then determined using the data envelopment analysis (DEA). The model is validated using the principal component analysis (PCA). Ultimately, the SWOT (strengths, weaknesses, opportunities, and threats) matrix is employed to formulate an appropriate strategy and offer improvement measures to the managerial team to enhance their ICU performance. The proposed framework can be applied to evaluate the performance of other healthcare departments. Among the studied ICU centers, including general ICU, isolation ICU catering to individuals with infectious diseases, cardiac care unit (CCU), and neonatal ICU (NICU). NICU and general ICU have the best and worst performance in terms of macro- and micro-ergonomic and motivational indicators, which are on average 0.826% more elevated and 0.659% lower, respectively. According to the performed sensitivity analysis, the ICUs in question demonstrate the most appropriate and inappropriate performance about the indicators of “knowledge, situation assessment, and situation analysis” and “work stress”, respectively.

Optimizing Job Satisfaction: A Comprehensive Analysis of Work Discipline, Compensation, and Motivational Factors

Objective: The objective of this research is to determine the impact of work discipline and compensation on job satisfaction with work motivation as an intervening variable. Design/Methods/Approach: The study was conducted on 131 employees of PT. Altour Yasa Abadi Group using a saturated sampling method, where the entire population was used as research respondents. Data collection involved distributing questionnaires to the respondents, and the gathered data were processed using smartPLS software. Findings: There is no influence of the work discipline variable on job satisfaction, there is an influence of the compensation variable on job satisfaction, there is an influence of the work discipline variable on work motivation, there is an influence of the compensation variable on work motivation, there is an influence of the work motivation variable on job satisfaction. Originality/Value: The novelty of this research is that no studies have been found that specifically examine job satisfaction by analyzing the factors of work discipline, compensation, and work motivation as intervening variables. And lies in the fact that no prior studies have been conducted on employee job satisfaction at PT Altour Yasa Abadi Group. Practical/Policy implication: The implications of the research findings are that they can serve as alternative strategies for companies to enhance employee job satisfaction. By understanding the influence of the variables of work discipline, compensation, and work motivation, companies can design more effective policies and programs to create a motivating work environment, support discipline, and provide adequate compensation. Therefore, companies have the potential to increase employee job satisfaction levels, which, in turn, can positively impact overall organizational productivity and performance.

Factors of Performance Management System and Work Motivation on Employee Engagement through Employee Performance as a Mediation Variable

This study aimed to identify Performance Management System (PMS), work motivation, and employee performance factors through employee engagement as mediation. Measuring the value of each performance achievement using the PLS SEM method. The research was conducted from March to April 2023. The data collected in this study were primary data obtained from an Indonesian-language questionnaire survey which was distributed via the Google form link using a Likert scale. The sampling method (respondents) used was quota sampling. Data is processed and analyzed using SEM-PLS. The results of the study obtained 240 respondents and showed that all variables had an effect. The managerial implication of this research is that state-owned banking companies in Indonesia are advised to increase their current employee engagement and pay attention to factors that can inhibit or reduce employee engagement to maintain company performance in the future. One of the factors that has an impact on the performance of employees and the company at this time is the occurrence of the Covid-19 pandemic and changes in the company’s internal environment. Thus, communication between companies and employees must be maintained to minimize misunderstandings regarding their work. The ability of employees to manage emotions, control themselves and establish good relations with fellow co-workers will have an impact on improving performance both at work and in social life. Purpose: Therefore, it is necessary to evaluate the company’s performance measurement system with a more in-depth Performance management system approach, so that by providing suggestions for improvements to several aspects of PMS, it is expected to form a company to improve the performance of its employees. Because, performance improvement is very influential for the company, especially in terms of creating profit value for the company. Patients and methods: Measuring the value of each performance achievement using the PLS SEM method. The research was conducted from March to April 2023. The data collected in this study were primary data questionnaire survey which was distributed via the Google form link using a Likert scale. The sampling method (respondents) used was quota sampling. Data is processed and analyzed using SEM-PLS. Results: The results of the study obtained 240 respondents and showed that all variables had an effect. The managerial implication of this research is that state-owned banking companies in Indonesia are advised to increase the engagement of their current employees and pay attention again to the factors that can hinder or reduce their employee engagement to maintain the company’s future performance. One of the factors that has an impact on the current performance of employees and companies is the occurrence of the Covid-19 pandemic and the changing internal environment of the company. Conclusion: The employee engagement variable mediates the influence between the performance management system, work motivation, and employee performance. Employee Engagement is able to partially mediate the effect of work motivation on employee performance. Work motivation in BUMN companies in the banking sector is good and balanced with employees who have high engagement, it will improve the performance of the employees concerned. When employees feel comfortable with their work environment they will be more easily engaged with their work.

Determinants of Motivation to Work in Terms of Industry 4.0—The Gen Z Perspective

The mentality of Generation Z differs markedly from the approach to social and economic issues presented by earlier generations. These young people have had access to the internet and other innovative technologies since birth. A tape recorder or a floppy disk is a museum exhibit for them. They are unfamiliar with the everyday problems that citizens of Central and Eastern Europe faced during the socialist era, such as the lack of necessities on the shelves. The aim of this article is to present the results of the authors’ survey on the identification of work motivation factors relevant to Generation Z. The survey involved 649 respondents, young Poles who are currently entering the labor market. It was also an interesting research task for the authors to compare the results of surveys among young Poles with the results of international surveys. The research provided insight into young people’s expectations, values, and preferences regarding work. The results of the survey can provide valuable guidance for employers in shaping sustainable human resource management strategies. In addition, studying the competences of Generation Z can identify the gap between the requirements of the labor market and the skills possessed by young workers. The study conducted by the authors is among the first of its kind in Poland after the pandemic, emphasizing the growing trend in remote work. Earlier research was undertaken in a different economic climate. The current investigation took place following the COVID-19 outbreak and amidst heightened military operations in Ukraine. It also takes into account the effects of recent technological progress related to the rapid development of Industry 4.0. Notably, the questionnaire used in this study is unique as the authors categorized motivational factors into three essential groups, highly relevant in today’s markedly altered labor market.