Increase Employee Motivation Research Articles

The Effect of Personality and Organizational Citizenship Behaviour (OCB) on Motivation on the Performance of the East Java Provincial Environmental Service

This study aims to determine the effect of Personality and Organizational Citizenship Behaviour (OCB) on Motivation on the performance of the Environmental Service of East Java Province. To analyse the causal relationship between variables and test the research hypothesis mathematically, the analytical tools used in this study are descriptive analysis, validity test, reliability test, path analysis using SPSS software. This path analysis requires knowing the path diagram and path coefficient. For the completion of path analysis, it is necessary to know the path diagram and path coefficients. The results of the data analysis show that the personality variable has a significant effect on the motivation of employees of the East Java Provincial Environmental Service. OCB has a significant effect on the performance of employees of the East Java Provincial Environmental Service, both directly and through motivation and motivation has a significant effect on the performance of employees of the East Java Provincial Environmental Service. As a result of this study, the East Java Provincial Environmental Service should ensure that employees have a good personality and supportive OCB, so that it will increase employee motivation which leads to increased employee performance. For further research to be able to add other factors and variables to support this research, such as work environment, educational background, work discipline and so on.

The Influence of Organizational Culture and Welfare on The Work Effectiveness of USK Employees

An organization is a forum in which there are activities of people working together to achieve a certain goal that has been determined together. This study aims to examine the influence of organizational culture and welfare on the work effectiveness of USK employees. The research method used is a survey using a questionnaire distributed to employees at the USK administrative headquarters. The collected data was analyzed using descriptive statistical and regression methods. The results of the study show that there is a positive relationship between strong organizational culture and employee welfare and employee work effectiveness. The influence of organizational culture on the work effectiveness of USK employees is 70.48%, which shows that organizational culture has a significant influence on the work effectiveness of employees at USK. While the influence of welfare is 66.76%, this shows a fairly good level of approval for the effectiveness of employee work. The combination of a strong organizational culture and employee well-being creates greater synergy in increasing work effectiveness. The influence of a strong and positive organizational culture significantly increases the effectiveness of employee work and the influence of employee welfare includes aspects such as fair compensation, a safe work environment, and contributes to increasing employee motivation and productivity. The implications of these findings show the importance of paying attention to organizational culture that allows employee participation and well-being in improving overall organizational performance.

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.

Factors Influencing Work Motivation on Employee Performance

Employee performance is not just the final result, but a planned and measurable process over a certain period of time, in accordance with predetermined conditions and agreements. More than that, employee performance is a reflection of the way and how they carry out their duties, which is the main key in achieving organizational goals. This research uses a qualitative descriptive method and collects data from various relevant literature. The research results identified several factors that significantly influence employee motivation and performance. These factors include recognition, needs, achievement, satisfaction, compensation, leadership style, and work environment. By understanding and meeting these factors, organizations can create the right strategy to increase employee motivation and performance. This will ultimately have an impact on achieving more optimal organizational goals.

Performance-Based Accounting and Its Influence on Employee Motivation

This study investigates the relationship between performance-based accounting practices and employee motivation within organizations. Utilizing a quantitative research design, a survey was conducted among employees in a specific industry to analyze how performance measurement systems impact motivation levels. The sample included 200 employees in PT. Pabrik TERIGU Makassar, and data were collected on their perceptions of performance-based accounting practices, such as clarity of performance metrics and reward systems. Statistical analyses, including linear regression and correlation analysis, revealed a significant positive correlation between effective performance-based accounting and increased employee motivation. The findings suggest that organizations that implement clear performance metrics and recognition programs can enhance employee engagement and productivity. This study contributes to the existing literature by providing empirical evidence of the positive influence of performance-based accounting on employee motivation, highlighting practical implications for management practices aimed at fostering a motivated workforce.

PENGARUH REMUNERASI, PENGUKURAN KINERJA, DAN ANALISIS JABATAN TERHADAP KUALITAS MUTU PEKERJAAN PEGAWAI DI BIRO KEUANGAN UNIVERSITAS NEGERI JAKARTA TAHUN 2022

Nowadays, people are increasingly smart and aware of getting quality products or services. People are very intelligent and understand about quality products or services. For this reason, an institution is required to provide quality products or services to provide satisfaction to consumers. Providing quality products or services, of course, cannot be separated from the extent of human resources (HR) owned by an institution. The reason is, through quality human resources, quality products or services will of course be produced. In the midst of increasingly tight business competition like today, improving the quality of employees is one of the important things for an institution. Because, the quality of products and services is largely determined by technology, systems, work methods and personal integrity to contribute the best quality work. Several factors that influence the quality of employee work are 1. Remuneration is a component that can increase employee motivation. With appropriate remuneration, an employee will work at his best. In this way, remuneration is something that can influence employee productivity and work performance; 2. Performance measurement is a process of assessing work progress against predetermined goals and objectives, including information on the efficiency of resource use in producing goods and services; 3. Job Analysis is a systematic process that aims to find out about the main points of the position which consists of several tasks, jobs, authority and responsibilities, as well as about the qualification provisions for the things sought such as experience, expertise, ability, education so that they can carry out their duties well in their position.

ANALYSIS OF THE IMPORTANCE OF TRAINING AND CAREER DEVELOPMENT ON EMPLOYEE PERFORMANCE

This research aims to analyze the importance of training and career development on employee performance in the organization. Training and career development are two very important components in the human resource development (HR) strategy, which not only serves to increase employee knowledge and skills but also as a means of motivating them to achieve optimal performance. This study uses a literature study method to examine various previous research relevant to this topic. The research results show that effective training can make a significant contribution to improving employee performance, while structured career development can increase employee motivation and commitment, and reduce turnover. Furthermore, there is a significant relationship between training and career development, with good training often laying the foundation for successful career development, ultimately improving overall employee performance. This research provides important insights for companies in designing HR development strategies that are more effective and oriented towards improving employee performance. Keywords: training, career development, employee performance, human resources, literature study.

Determination of Competency, Work Discipline and Motivation on employee performance at Universities in Indonesia

How to accept educational staff who lack competence with the level of job satisfaction of staff due to lack of competence and measure the level of motivation that has continued to decline since entering the staff, that the level of staff discipline has decreased. Quantitative research, which is a type of research emphasizing the testing of theoretical theories through measuring research variables with numbers and requiring data analysis with statistical procedures. The measuring instrument for this research is a questionnaire, the data obtained is in the form of answers from staff to the questions asked. based on the research objectives that have been set, this type of research is explanatory. The statistical t value of the effect of competence (KO) on motivation (MO) is 5.29 with a positive structural equation coefficient, that competence has a positive and significant effect on motivation. The more competence of university staff, it will increase employee motivation, otherwise the less competence the university staff has, it will reduce work motivation and can even transmit decreased motivation to other staff so that motivation becomes the main thing that must be owned by university staff. For universities, it is better when recruiting educational staff to have basic competencies so that they can increase the motivation of the staff themselves and form an academic culture that is in accordance with academic rules

Pengaruh Kepemimpinan terhadap Peningkatan Kinerja dan Motivasi Pegawai Bapedda Kabupaten Penukal Abab Lematang Ilir

Mulya Happenny. This study aims to get an in-depth picture of the effect on improving the performance and motivation of Bappeda employees of Penukal Abab Lematang Ilir (PALI) Regency. The place that became the object of research was the Bappeda of Penukal Abab Lematang Ilir Regency which was located on Merdeka Street, Handayani Mulya Village, Talang Ubi District. The background of the problem in this study is the decline in employee performance from 2019 to 2021. Since 2020 in PALI Regency there are many echelon 2 positions. The Head of Division at Bappeda also holds the position of Head of Service in another place. So the researchers tried to examine whether there is an effect on improving the performance and motivation of employees under these conditions. The method used is a quantitative analysis method using the SPSS v 25 application. Data collection uses a Likert questionnaire. The number of samples taken was 50 employees using the saturated sample method or using the total population. Data analysis used is validity and reliability test, classical assumption test, simple linear regression analysis, and multiple linear regression as well as t-test, F test, and coefficient of determination test (Adjusted R Square). The results of the study indicate that leadership has a varied effect on increasing employee motivation and performance. Leadership in the Infrastructure Sector on improving performance with the magnitude of the influence of 25.67%, 74.5% from the Head of the Ecososbud Sector, and 26.6% from the Head of the Program. The difference in the magnitude of the effect is also shown in the employee motivation variable, namely 27.6% from the Head of the Infrastructure Division, 25.6% from the Division Head, and 30% from the Program Head. The simultaneous influence shows that leadership will affect performance improvement by 90% and 33.4% effect on employee motivation. From the results of the study, it can be suggested to the leadership to improve the quality of good leadership and make improvements in terms of coordination and communication with subordinates.

Pendidikan dan Kompensasi di Era Teknologi: Faktor Utama dalam Meningkatkan Motivasi Kerja Karyawan

This study aims to examine the influence of education and compensation on employee work motivation at Suzuki Dealer PT. Megah Putera Kendari. Rapid technological advancements pose new challenges, including the demand for adaptation to big data and automation, which require employees with relevant educational skills. This research uses a quantitative approach with a sample of 55 employees, selected through proportional stratified random sampling. Data analysis was conducted using multiple linear regression with SPSS 23 software, including normality tests, t-tests, F-tests, and the coefficient of determination (R²). The results show that education has a positive and significant effect on work motivation. Good educational qualifications contribute to increasing employee motivation. Additionally, compensation also has a positive and significant effect on work motivation. The better the compensation provided, in line with the principles of fairness, appropriateness, and equity, the higher the employee work motivation. This study highlights the importance of education and fair compensation in enhancing work motivation at PT. Megah Putera Kendari.

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN BUDAYA ORGANISASI TERHADAP DISIPLIN KERJA PEGAWAI DI KANTOR KECAMATAN BAROS KABUPATEN SERANG

In the current era in an organization or institution, human resources (HR) are a very important component. For organizations or agencies, two factors that are worth studying in depth are leadership and organizational culture, which can increase employee motivation and commitment. And can uphold the values of Leadership, Organizational Culture and Work Discipline of employees at the Baros District Office, Serang Regency. The purpose of this research is to find out whether Transformational Leadership has an effect on employee work discipline, to find out whether Organizational Culture has an effect on employee work Discipline, to find out whether Transformational Leadership and Organizational Culture have an effect on employee work Discipline.The research method used in this research is a correlational quantitative approach. namely to test the influence of the independent variable on the dependent variable which in this research uses 2 independent variables (Transformational Leadership, Organizational Culture) and 1 dependent variable (Discipline). The approach used in this research is a survey method of 34 employees.The results of this research are that there is a significant influence of leadership on employee work discipline. Based on the calculation results of SPSS Version 27, the value of tcount > ttable (-4,939 > 1.693) is obtained, so H0 is rejected and H1 is accepted. And there is a significant influence of organizational culture on employee discipline. Based on the SPSS Version 27 calculation results, the value of tcount > ttable (13,102 > 1.693), H0 is rejected and H1 is accepted.Based on the significance test, the Fcount value was 99,220 and Ftable was 3.30. Based on the significance test, the Fcount value is greater than Ftable, so there is an influence between Leadership and Organizational Culture values on employee work discipline.

Implementasi Strategi Komunikasi Organisasi dalam Meningkatkan Motivasi Kerja: Studi Kasus PT Pallawa Sejahtera Mandiri di Kab. Mamuju

This study aims to determine the Implementation of Organisational Communication in Improving Work Motivation at PT Pallawa Sejahtera Mandiri in Mamuju Regency and maintain the effectiveness of organisational communication in improving employee work motivation at PT Pallawa Sejahtera Mandiri.To fulfil these objectives, qualitative research was conducted at PT Pallawa Sejahtera Mandiri in Mamuju Regency, located at Jl. Lingkar Jalur Dua Airport, Kel Sinyonyoi, Kec Kalukku, Kab Mamuju. Research data were collected through observation and in-depth interviews. The data findings were then analysed, in order to achieve the desired results. The results of this study are to determine the Implementation of Organisational Communication in Improving Work Motivation at PT Pallawa Sejahtera Mandiri in Mamuju Regency in this study, PT Pallawa Sejahtera Mandiri includes various factors both internal and external, such as providing salaries/incentives, appreciation for performance, opportunities to take part in education and training, a comfortable work environment, and adequate office facilities. In increasing employee motivation in the office, it is determined by several things, including openness in communication, good human resource management, solid cooperation with all members of the organisation, and a clear understanding of the duties and functions of each employee in their field.

Factors Affecting Employee Performance Mediated by Employee Motivation at PT. XYZ

This study aims to determine the Influence of Reward and Organizational Justice on Employee Performance Mediated by Employee Motivation (Empirical Study: Employees at PT. XYZ). The population taken in this study only focuses on all employees of PT. XYZ has 98 employees. The sampling technique in this study uses a saturated sampling technique, where all populations in this study are used as samples. This research method uses quantitative SEM analysis and uses PLS software. The results of the study show that Rewards have a positive and significant effect on employee performance. Organizational fairness has a positive and significant effect on employee performance. Rewards have a positive and significant effect on increasing employee motivation. Organizational fairness has a positive and significant effect on employee motivation. Employee motivation has a positive and significant effect on employee performance. Employee motivation can mediate the influence of rewards on employee performance. Employee motivation can mediate the influence of organizational justice on employee performance.

Pengaruh Motivasi Kerja terhadap Kinerja Karyawan di Courtyard By Marriott Bali Seminyak Resort

Human resources (HR) play a crucial role in organizations as strategic drivers to face market competition. One important factor affecting performance is work motivation. This reaserch aims to examine the impact of work motivation on employees performance at Courtyard by Marriott Bali Seminyak Resort. The research employs a descriptive quantitative approach, using purposive sampling with 68 respondents. Data analysis is conducted using Simple Linear Regression. The results show that work motivation significantly and positively affects employee performance at Courtyard by Marriott Bali Seminyak Resort. The analysis indicates that work motivation accounts for 65% of the impact on employee performance, with the remaining 35% influenced by factors not covered in this study. Thus, increased employee motivation correlates with improved performance. To enhance employee performance, management support is essential, including increasing employee motivation through appropriate salary, benefits, and health insurance.

The Influence of Transformational Leadership on Employee Motivation and Performance in the Banking Industry

This study analyzes the effect of transformational leadership on employee motivation and performance in the banking industry. The research method used is quantitative with a survey approach, involving 200 employees from several leading banks in Indonesia. Data were collected through a questionnaire that measured the respondent's profile, perceptions of transformational leadership, and employee motivation and performance. The results showed that transformational leadership has a significant positive effect on employee motivation and performance. Characteristics of transformational leadership such as charisma, intellectual stimulation, inspirational motivation, and individual consideration increase intrinsic motivation and employee performance. Employees feel appreciated, have challenging tasks, and get significant career development opportunities. This study concludes that transformational leadership can provide a significant competitive advantage for banking companies by increasing employee motivation and performance. Therefore, banking companies are advised to adopt and develop this leadership style in order to achieve long-term success.

Implementasi Program Employee Relations untuk Meningkatkan Motivasi Kerja Karyawan di Bank Perkreditan Rakyat (BPR) Nusumma Yogyakarta

This research aims to analyze employee relations activities to increase employee motivation at Bank Perkreditan Rakyat (BPR) Nusumma Yogyakarta. One form of relationship in public relations is employee relations or employee relations, employee relations aims to manage harmonious relationships and communication that occurs within a company to be able to achieve the company's vision and mission. The method in this research is descriptive qualitative with the data analyzed are the results of documentation, literature study and the results of interviews with the operational manager of BPR Nusumma Yogyakarta and Human Resource (HR) BPR Nusumma Yogyakarta. The results of the study show that BPR Nusumma Yogyakarta has implemented various employee relations programs, both formal and informal programs. The employee relations program implemented at BPR Nusumma Yogyakarta targets to increase the intrinsic and extrinsic motivation of employees, one of which is through an award program in the form of providing intensive for employees who successfully achieve the targets given by the company.

Digital Revolution: Aligning Transactional Leadership and Competencies to Improve ASN Performance (Case Study of Semarang City Transportation Service ASN)

This study aims to analyze the impact of transactional leadership style and digital competence on the performance of State Civil Apparatus (ASN) in the era of the digital revolution, with employee motivation as an intervening variable. This study uses a quantitative approach with a sample of 110 ASN from the State Civil Apparatus (ASN) at the Semarang City Transportation Service agency. Data was collected through an online questionnaire and used Structural Equation Modelling (SEM) to analyze. Outcome of the study show that transactional leadership has a positive impact on employee motivation and ASN performance. Digital competency has been proven to have a significant impact on improving ASN performance, both directly and through increasing motivation. Employee motivation acts as a partial mediator in the relationship between transactional leadership, digital competence, and ASN performance. These findings emphasize the importance of aligning transactional leadership styles with developing ASN digital competencies in facing the challenges of the digital revolution. The practical implications of this research include recommendations for leadership development programs and digital competency training for ASN, as well as strategies for increasing employee motivation in the context of government digital transformation.

The Influence of Employee Competencies on Increasing Women's Empowerment Through Programs Training at the Empowerment Office Women, Child Protection and Community (Dp3am) Binjai City

Employee knowledge or competence will increase employee motivation in participating in training and employee performance. The purpose of this study is to find out and analyze the influence of Competence on Performance mediated by Training at the Office of Women's Empowerment, Child Protection and Community Protection (DP3AM) Binjai City. This research was conducted with a causal associative quantitative approach. The sample used was all employees with a total of 61 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) showed that Competence had a significant influence on employee performance (T-statistic 2,567 > 1.96; P-value 0.011 < 0.05), which indicates that improving Competency directly improves employee performance. Competence also had a positive and significant effect on Training (T-statistic 9.042 > 1.96; P-value 0.000 < 0.05), indicating that the improvement of Competency significantly increases employee training. Furthermore, training had a positive and significant effect on Performance (T-statistic 6,091 > 1.96; P-value 0.000 < 0.05), which means that the increase in Training significantly improves Performance. Indirect influence analysis showed that Training was able to intervene in the influence between Competence and Performance (T-statistic 5.974 > 1.96; P-value 0.000 < 0.05). These findings provide insight that Training plays a significant mediator role in the relationship between Competency and Performance, emphasizing the importance of Training in improving employee Performance.

Pengaruh Gaya Kepemimpinan dan Teknologi Informasi Terhadap Kinerja Pegawai Melalui Motivasi Sebagai Variabel Intervening

This research uses a Partial Least Square (PLS) based Structural Equation Model (SEM) to examine the influence of leadership style and information technology on employee performance through motivation as an intervening variable. The research focused on the Pasuruan Regency Population and Civil Registry Service (Disdukcapil), with a population of 120 employees who are directly involved in the Management of the Population Administration Information System. A sample of 92 employees was selected using the Slovin formula as research respondents. The research results show that leadership style has a positive and significant direct influence on employee performance, as well as strongly influencing their motivation. Motivation has also been proven to have a very significant impact on employee performance. However, information technology does not have a significant direct effect on employee performance in the context of managing population administration information systems. However, information technology has a positive and significant impact on employee motivation, which indirectly improves their performance. A balance between an effective leadership style and the appropriate use of information technology in a dynamic and complex work environment is very important to increase employee motivation and performance at the Pasuruan Regency Dukcapil Office.

The Influence Of Work Discipline, Work Motivation, And Work Environment On Employee Performance At UD. Karya Jati

This study is used to test the influence of Work Discipline, Work Motivation, and Work Environment on Employee Performance at UD. Karya Jati. The method used is a quantitative method using primary and secondary data. The number of samples in this study is 48 respondents. Data were analyzed using SPSS software, and the analysis conducted includes validity test, reliability test, classical assumption test, multiple linear regression, coefficient of determination, F test, and t test. The research results show that (1) simultaneously, work discipline, work motivation, and work environment have a positive and significant effect on employee performance with a significance of 0.001 < 0.05. Partially, (2) work discipline has a positive and significant effect on employee performance with a significance of 0.014 < 0.05, (3) work motivation does not have a significant effect on employee performance with a significance of 0.106 > 0.05, and (4) work environment has a positive and significant effect on employee performance with a significance of 0.003 < 0.05. Based on research findings, it is recommended that UD. Karya Jati implement stricter sanctions against employees who violate industry regulations. Not only that, increasing employee motivation, such as by providing social security benefits, and paying more attention to workplace safety and comfort with the aim of improving their performance.