Low Work Motivation Research Articles

Work motivation of implementing nurses to improve the quality of health services

Introduction: The motivation of the implementing nurse is essential to improving the quality of health services. Implementing nurses plays a vital role in providing quality services to patients. High work motivation is crucial in enhancing nurses' performance and commitment to providing the best care. Objective: Knowing the motivation behind implementing nurses can improve the quality of health services. Method: This research is quantitative, with a cross-sectional study design using a quantitative analytical approach. The number of samples was 81 people using total sampling. The research instrument used was a questionnaire with a Likert scale. The analysis method uses the Fisher's exact test. Results: Based on the results of the analysis, these employees have discipline that is still lacking in completing work, while of the 5 respondents who have low work motivation, three respondents (3.7%) have good performance. This is because employees have effectiveness, efficiency, authority, responsibility, discipline, and good work initiative. The statistical test results using Fisher's exact test obtained p = 0.009, smaller than a = 0.05 (p < 0.05), which means Ho is accepted and Ha is rejected. This suggests there is a meaningful relationship between work motivation and. Conclusion: The researchers found that the work motivation of implementing nurses can improve the quality of health services. Implementing nurses can enhance healthcare quality, build team spirit, and achieve organisational goals. These efforts help increase patient satisfaction and improve job satisfaction and nurses' well-being. Therefore, understanding and applying compelling work motivation is the key to improving the quality of health services.

Peningkatan Kinerja Karyawan Non-Medis di Rumah Sakit Cimahi Berbasis Motivasi Kerja dan Pembinaan Disiplin

Based on performance assessment data for non-medical personnel at Cimahi Hospital, which is still categorized as unsatisfactory, employee performance has dropped due to low work motivation and inadequate discipline training. The purpose of this study is to ascertain how discipline development and work motivation affect non-medical employees' performance at Cimahi Hospital in a partial and simultaneous manner. 33 non- medical staff made up the population of this quantitative study. The complete population was sampled using a saturation sampling methodology, and data were collected via fieldwork and library research before being analyzed using associative and descriptive methods. Utilizing previously processed data, data analysis was performed by examining the SPSS version 26.0 program's output table. The findings of the study indicate that disciplinary development has a partially favorable impact on employee performance, whereas job motivation has no influence at all. Next, the performance of non-medical staff at Cimahi Hospital is concurrently impacted by job motivation and discipline growth.

The relative effect of job demands, resources, and personal resources on teaching quality and students’ engagement during the COVID-19 pandemic

During the COVID-19 pandemic’s school closures and the distance education that resulted from it, teachers were faced with an increasing workload and significant changes in their working environment. Because increased workload can result not only in worsened mental health and lower work motivation, but also in worsened learning outcomes, this article explores how teacher-perceived job demands, job resources, and personal resources are related to teachers’ assessment of teaching quality and student engagement during the pandemic. Using the data of 1,422 8th grade teachers in Slovenia from the IEA Responses to Educational Disruptions Survey (REDS) survey, this study also explores the perceived level of support from different institutional actors and the utility of Job demands-resources model for this specific group of workers in a specific work setting. The results show that the teachers of 8th graders in Slovenia perceived a higher level of support from their closest working environment compared to the national bureaucracy. In terms of job demands, the increased workload in preparing the lessons had negative effect on both teaching quality and student engagement, while the reported increase in time spent on direct work with students and social support received (a job resource) contributed positively to both outcome variables. In line with theoretical expectations, personal resources were positive predictors of teaching quality and student engagement in our model. Compared with the initial expectations this study had based on the underlying theoretical model, the results paint a complex relationship between job characteristics and learning outcomes during distance learning. Thus, some of the challenges both teachers and policy-makers face and will continue to face in possible similar situations are discussed.

The Relationship Between Work Motivation and Performance of Members of Ganto Campus Newspaper, University Of Padang

This research was motivated by the poor performance of members of the Ganto Campus Newspaper, Padang State University, which was allegedly due to the low work motivation of members of the Ganto Campus Newspaper, Padang State University. This study aims to describe the work motivation of members of the Ganto Campus Newspaper, Padang State University and the performance of members of the Ganto Campus Newspaper, Padang State University and to determine the relationship between work motivation and the performance of members of the Ganto Campus Newspaper, Padang State University. This study uses a quantitative approach with a correlational type. The population of this study was members of the Ganto Campus Newspaper, Padang State University in the 2022 management year, totaling 32 people and 70% of the sample was taken, namely 22 people, using a stratified random sampling technique. Data collection techniques using questionnaires and data analysis techniques using percentage formulas and product moment formulas. The results showed that the work motivation of members of the Ganto Campus Newspaper, Padang State University was low, the performance of members of the Ganto Campus Newspaper, Padang State University was classified as poor, and there was a significant relationship between work motivation and the performance of members of the Ganto Campus Newspaper, Padang State University.

Relationship Between Organizational Ergonomics and Work Motivation in The Ministry of Religion Binjai

The work system applied to government agencies is influenced by several ergonomic aspects involved in the process. This includes interactions between workers and the work type, tools used, internal and external environmental conditions, and related organizations. The lack of application of organizational ergonomics to employees causes low work motivation among employees. This study aimed to determine the relationship between organizational ergonomics and the work motivation of employees at the Ministry of Religion Binjai. This study was quantitative with a cross-sectional approach. The population was all employees at the Office of the Ministry of Religion Binjai, totaling 62 people. The sampling technique was total sampling. Data was collected using a questionnaire and analyzed using the product-moment correlation test. The results showed that there was a relationship between vertical communication, and work motivation (p=0.020), there was a relationship between horizontal communication and work motivation (p=0.000), there was a relationship between training and work motivation (p=0.000), there was a relationship between teamwork and work motivation (p=0.000). The variable most related to the very strong category was teamwork, with a correlation coefficient (r) of 0.901. Employees should be more open and instill a sense of trust among employees towards the work being done, especially by establishing good communication so that good teamwork can be created to increase employee motivation.
 Keyword: Organizational Ergonomics, Work Motivation, Minister of Religion

The Relationship between Work Motivation and Nurse Performance in Documenting Nursing Care at X Hospital, Malang City

Background: The nursing profession is an integral part of healthcare providers in hospitals, requiring high performance to deliver the best possible care. However, it is still common to find nurses with subpar performance accompanied by low work motivation. Purpose: This study aimed to investigate the relationship between work motivation and nurse performance in documenting nursing care at X Hospital, Malang City. Methods: The study utilized a cross-sectional design and included the entire population of nurses in the inpatient unit of the hospital. Accidental sampling was used, resulting in a sample size of 120 participants. Data were collected using a questionnaire instrument, and Spearman's correlation test was employed for data analysis. Results: According to the study's findings, the majority of nurses showed strong work enthusiasm (65.8%) and excelled in recording nursing care (63.3%). Based on the results of the Spearman's rho statistical test, which was used to analyze the relationship between work motivation and nurse performance in documenting nursing care, the p-value = 0.000 (0.05) indicates that there is a relationship. The results of the Spearman's correlation test showed a substantial association (p-value of 0.000) between the work motivation of nurses and their performance in recording nursing care. Conclusion: Work motivation encourages nurses to work diligently in accordance with their assigned responsibilities, thereby yielding improved performance outcomes. Efforts to enhance nursing performance can be made by fostering a supportive work environment and implementing effective supervision to boost motivation.

Analisis Motivasi Kerja Pegawai pada Bagian Kesejateraan Rakyat (KESRA) SETDA Kota Bima

This research aims to find out how high or low work motivation is in employees of the People's Welfare Section (KESRA) of Bima City SETDA. The research sample was 33 employees. Data collection techniques using observation, questionnaires and literature study. The data analysis technique uses a one sample t test. The results of the research show that the t-calculated value for the Motivation variable = 70.506 > 1.693 with a significance level of 0.000 < 0.05. Thus Ha was accepted which stated the work motivation of employees in the People's Welfare (Kesra) Section of the Regional Secretariat of Bima Tinggi City.

The Relationship between Work Motivation and Improved Performance of Ujoh Bilang Community Health Center Employees

Human resources or employees in an organization are an important concern in order to achieve organizational success. But not all employees have the skills and skills and work spirit in accordance with the expectations of the organization. This type of research is quantitative with 92 population from Ujoh Biku Puskesmas employees. The study used questionnaires. The time of the study was conducted on February 21 - 25, 2023. The results of this research analysis motivated the improvement of high employee work performance by 82.8% and increase in low employee performance by 17.2%. Meanwhile, low work motivation was to increase high employee work performance by 32.1% and increase in low work performance by 67.9%. Based on the results of the study using the chi square test, a p value of 0.03 (p<0.05) with an OR value of 3.951.

Conflict Management in Service Settings Nursing in A Hospital: Literature Review

Backgorund: The majority of healthcare professionals who offer services in hospitalsare nurses. However, nurses frequently neglect interprofessional partnerships and teamwork in favor of concentrating solely on their individual jobs. This may lead to conflict inside a healthcare organization, which may have an impact on the efficiencywith which nurses provide nursing care. Purpose: The purpose of this literature review is to identify factors that have the potential to cause conflict, the parties involved in conflict management, conflict management strategies or solutions in the nursing workplace, and variables that influence the success of conflict resolution. Methods: A literature review was used as a method in this research. The scientific databases used are Google Scholar, Sage Journals, PubMed, Elsevier, Wiley, BookedCentral,andPortal Garuda. The search results yielded 92 articles.After selection,there were 11 international journal articles and 14 national journal articles. The selection process uses an abstract checklist and a PRISMA checklist. Result: The results of the review show that the factors that cause conflict in health services include work stress, low work satisfaction and motivation, miscoordination a lack of empathy in interdisciplinary collaboration and toxic leadership. The parties involved in conflict resolution are the head of the room, nurse manager, nurses and doctors. Conflict resolution can be carried out with compromising, integrating,cooperative, assertive and obliging strategies which are supported by interdisciplinary communication, management skills, emotional intelligence and the involvement of clinical educators. Conclusion:The aspects that most often cause conflict are work stress and problems with work coordination and interdisciplinary collaboration. The parties most often involved are the head of the room and the nurse manager. Conflict management can be done using an integrating style, where the integrating style is also the most dominant style of conflict management strategy. Mindfulness is a supporting factor in implementing this integrating style. Key words: Conflict Management; Hospital; Nursing; Related parties; Strategy Issues.

The Influence of Teacher Competence and Work Motivation on the Performance of State High School Teachers

There are still problems related to teacher performance which are thought to be caused by teacher competence and low work motivation. The purpose of this study was to analyze about (1) the performance of state high school teachers. (2) the competence of state high school teachers. (3) the work motivation of state high schools. (4) the influence of teacher competence and work motivation in partial and joint performance on the performance of State High School teachers. This research is correlational quantitative research with associative type. The population is all teachers who teach at State High School, totaling 191 people. Samples were taken using the Proportional Stratified Random Sampling technique. The research instrument used a Likert Scale model questionnaire. From the trial results, it was found that the research questionnaire was valid. Then the research data were analyzed using the average score (Mean) for data description, requirements test, namely the normality test, homogeneity test, linearity test and multicollinearity test. Then test the hypothesis using simple linear regression and multiple linear regression testing using SPSS version 25.0. The results of the descriptive analysis of teacher performance were 89.40%, teacher competence was 89.95%, and work motivation was 87.9%. The results of the data analysis show that there is a significant influence between teacher competence on teacher performance of 47.2%, there is a significant influence between work motivation on teacher performance of 25.8%, and there is a significant influence between teacher competency and work motivation jointly on teacher performance of 75.1%.

Efektivitas Kepemimpinan Kepala Sekolah dalam Meningkatkan Kedisiplinan Guru di PAUD Al Ashriyyah Nurul Iman Islamic Boarding School

The difficulty experienced by the head of PAUD al Ashriyyah Nurul Iman in disciplining teachers and motivating them to comply with the foundation's policies is a problem that must be immediately found a solution. This research uses a qualitative approach, data sources obtained through interviews through zoom applications, documentation, and observation. This article found that PAUD al Ashriyyah Principal Nurul Iman in improving teacher discipline used autocratic style to be the dominant style, not seen other styles played by principals in the leadership model. The principal in improving the work discipline of his teachers does not always run smoothly, the obstacles and obstacles faced include that there are still a few teachers who are late in entering the classroom so that they need very strict supervision and guidance in terms of monitoring during learning hours, besides that there are other teachers in making learning tools so that there needs to be action in giving their assignments, So the principal needs to tell what, how the task in detail should be done. To improve discipline in PAUD al Ashriyyah Nurul Iman, the principal does not play only one leadership style, but uses a democratic leadership style where employees or teachers have high work motivation and high competence abilities, or participatory leadership styles if teachers have low work motivation but high competence abilities

Phenomenology of moral distress: implications for the humanization of medical education and practice

In the healthcare context, moral distress (MD) refers to the negative emotions that arise when a person knows the correct course of action in a given situation but is not able to follow it due to personal, hierarchical or institutional impediments. MD has been related to various professional problems, such as vocational disorientation, low work motivation, depersonalized treatment of patients, abandonment of duties, and changes of specialty or profession. Although this phenomenon has not been sufficiently studied in Chile, it presumably exists and would have even increased during the COVID-19 pandemic, leaving its repercussions unknown. Accordingly, this article has the objectives, firstly, to promote the phenomenological study of MD in our country, considering the importance of preventing its potential adverse impact on the mental health of future professionals, and, secondly, to highlight the need to include narrative approaches in medical education, in order to develop a more holistic approach to understanding patients and their condition of vulnerability. Ultimately, it is expected that addressing the implications of MD in medical education and practice will contribute to its humanization, optimizing the quality of healthcare.

Analisis Faktor-Faktor yang Menjelaskan Pengimplementasian Nilai-Nilai Utama (Corevalues) AKHLAK pada Karyawan di PT TASPEN (Persero)

The development of the global economy is currently entering the era of Industry 4.0. Industry 4.0 cannot be faced only with technological development, but must involve social dynamics in it. Every company and agency must create a strategy in dealing with this era, including Badan Usaha Milik Negara (BUMN) by establishing main values that become the reference for the behavior of all human resources in BUMN. These corevalues consist of Trustworthy, Competent, Harmonious, Loyal, Adaptive, and Collaborative (AKHLAK). In practice, AKHLAK has not been implemented properly, even though the corevalues of AKHLAK need to be implemented by all human resources in BUMN. This thesis examines the significant factors explaining the implementation of AKHLAK corevalues on PT TASPEN (Persero) employees and to examine the profile of employees who have implementation corevalues high and low are based on significant factors. The factors used in this study are work motivation, work environment, employee welfare, socialization, employee commitment, religiosity, work stress, age, gender, education level, and years of service. The methods used in solving this research problem are the Partial Least Square (PLS) method and the Classification and Regression Tree (CART) method. The data used is primary data of 209 PT TASPEN (Persero) employees taken using purposive sampling. The results showed that work motivation, socialization, religiosity, and education level can significantly explain the implementation of AKHLAK. The profile of employees who have a high level of implementation of AKHLAK are employees with high level of religiosity, high work motivation, for all categories of educational levels, and work stress levels. The profile of employees who have a low level of implementation of AKHLAK are employees who have low religiosity and work motivation.

Pengaruh Pelatihan dan Motivasi Kerja terhadap Kinerja Karyawan di Bank BSI Kantor Cabang Suniaraja Bandung

Based on the results of observations, that the background of this research is the lack of training and low work motivation applied, causing not optimal employee performance at BSI KC Suniaraja Bandung. This study aims to determine how the influence of training and work motivation at Bank BSI Suniaraja Bandung partially or simultaneously. The object of research in this report is to measure the performance of employees at BSI KC Suniaraja Bandung. The type of research is quantitative associative with primary data types and uses data collection techniques in the form of observations, interviews, questionnaires, and literature studies. While the sample collection technique is non-probability sampling with saturated sample type. The population is all employees at BSI KC Suniaraja Bandung, amounting to 32 people with the same sample as the total population of 32 people. The results showed that there was a significant influence between training on employee performance with the results of the t test where the value of tcount > ttable (10.317 > 2.042), there was a significant influence between work motivation on employee performance with the test results t where t table (5,161 > 2,042), and simultaneously there is a significant influence between training and work motivation on employee performance at BSI KC Suniaraja Bandung with F test results where fcount > ftable (104.512 > 3,34).

The Analysis of Relationship Between Work Life Quality and Work Motivation of Non-Medical Employees in Regional General Hospital

The purpose of this study is to identify the aspects of non-medical workers' work motivation that are related to their quality of work life. This study is quantitative and cross-sectional in nature. 74 non-medical staff made up the study's sample. Random proportional sampling was used for sampling. According to the findings of the research, there are 20 non-medical employees with low work motivation (27.0%), and there are 54 employees with high work motivation (73.0%). The availability of facilities, communication, career advancement, problem-solving skills, a sense of job stability, pride in one's workplace, job restructuring, and the environment all contribute to one's ability to stay motivated at work.

TRANSFORMATIONAL LEADERSHIP IN BENOWO DISTRICT, SURABAYA CITY

The aim of the research is to analyze the implementation of the Camat's transformational leadership; analyzing the supporting and inhibiting factors, as well as evaluating the impact of the implementation of the transformational leadership of the Camat in Benowo District, Surabaya City. This study uses a qualitative descriptive approach to analyze the transformational leadership of the Camat in Benowo District, Surabaya City. The research subjects consisted of sub-district and sub-district officials, as well as representatives of community leaders. The research subjects were selected from people who often interact with the sub-district head of Benowo sub-district, Surabaya city. Data collection was carried out by means of in-depth interviews and checking the validity of the data through source triangulation. Research data were analyzed using qualitative data analysis according to Creswell. The conclusions obtained are: 1) The transformational leadership of the Camat in Benowo District, Surabaya City is implemented by making himself a role model, realizing the vision and mission, stimulating employees to be innovative and creative, and providing fair and personal attention; 2) Supporting factors include work experience, education level, optimistic and friendly attitude, and employee support, while inhibiting factors include: low work motivation, low competence, limited number of human resources, and high workload; 3) The impact of implementation is reflected in the better quality of service and the increased contribution of employees in providing suggestions about their creativity in meetings that discuss innovation related to service to the community.

Pengaruh Motivasi Kerja terhadap Peningkatan Kinerja Setiap Agen Asuransi

The purpose of this research is to broaden the understanding of the structure of agent self-efficacy as a function of environment, ability and desire. By increasing work efficiency, it is possible to achieve high insurance agent performance, while low work motivation causes poor insurance agent performance. Agent motivation is an important issue in agents so that agents can achieve company goals and market insurance products. This case study uses a qualitative method. This study gathers information by searching previous reference works, documentation and descriptions. The results of the research show that work motivation and job satisfaction as well as work motivation and level of performance are factors that affect the performance of insurance agents
 Keywords: work motivation, performance, performance satisfaction, work performance

Does Person–Organization Value Fit Affect Job Performance of Post-90s Employees in China? A Moderated Mediation Model Based on Self-Determination Theory

Nowadays, post-90s employees are becoming the main cohort within organizations in China. They are considered to have strong self-awareness, weak collective consciousness, and low work motivation, making it difficult for managers to improve their job performance. After reviewing the relevant literature, we found that person–organization (PO) value fit is positively related to job performance, but there is a limitation in explaining the psychological characteristics of post-90s employees. This study aims to explore the mechanism that how PO value fit impacts the job performance of post-90s employees in China. From the view of self-determination theory (SDT), we selected happiness as a mediating variable and love of money (LOM) as a moderating variable. Based on valid data collected from 919 employees from all walks of life in China, we utilized both linear regression analysis and a bootstrapping approach to verify our propositions. The results revealed a positive relationship between PO value fit and job performance through happiness. The moderated mediation analysis further indicated that the mediated path bonding happiness with job performance was weaker for post-90s employees with higher levels of LOM. The present study offers a nuanced interpretation of how PO value fit affects the job performance of post-90s employees in China and contributes to providing suggestions for improving the sustainability of organizations.

The Role of Madrasah Working Groups in Improving the Performance of Private Madrasah Teachers in Serang District

The madrasah head has the right to mobilize the teachers to participate in the madrasah working group program. On the other hand, teachers must be able to formulate lesson plans, implement learning procedures, and establish interpersonal relationships with students, fellow teachers, education personnel, parents, and stakeholders. Therefore, it is necessary to conduct research on the empowerment of madrasah working groups to encourage improved teacher performance. The approach used in this research is quantitative, which is research that describes each variable. The purpose of using a quantitative approach is to explain the facts. Based on the results of descriptive analysis, it can be seen that there is a tendency for high teacher performance to be followed by a high score of madrasah leadership. This means that there is a tendency for good leadership to support high teacher performance. The conclusions obtained from the results of this study are: First, the better the madrasah principal's leadership, the higher the teacher's performance; on the other hand, poor madrasah leadership has the potential to reduce teacher performance. Second, the higher the work motivation of teachers, the higher the performance of teachers, otherwise teachers with low work motivation tend to have low performance.
 
 

The Influence of Organizational Culture and Work Motivation on the Work Commitment of State High School Teachers in the Mentawai Islands Regency

Based on the results of pre-survey observations in the field, it shows that the teacher's work commitment is still low in carrying out his duties. Low teacher work commitment automatically affects teacher discipline in carrying out their duties. The results of the recapitulation of attendance data for the even semester of the 2021/2022 school year Branch Office of Education Region VIII West Sumatra Province shows that 7 out of 14 public schools have a teacher attendance rate in carrying out assignments at school below 97% of active working days for 131 days in six months, the number the lowest was in SMA Negeri 1 Siberut Barat, namely 87%. This means that 50% of Mentawai Islands State Middle School teachers have low work commitment. This is thought to be related to unfavorable organizational culture and low work motivation. Therefore it is necessary to conduct more in-depth research to test the existence of this problem. This study aims to find and reveal the influence of organizational culture and work motivation on the work commitment of public high school teachers in Mentawai Islands District. The population in this study was all teachers of SMA Negeri Kabupaten Kepulauan Mentawai 209. The research sample was 55 people taken using the Stratified proportional random sampling technique based on strata of group and length of service. The research instruments used are assessment scales and questionnaires of Likert Scale models that have been tested for validity and reliability. The research data were analyzed by correlation and regression techniques. The results of data analysis show that: (1) organizational culture affects work commitment as much as 23%, (2) work motivation affects work commitment as much as 71.0%, (3) organizational culture and work motivation together affect work commitment as much as 86.6%. The achievement level of organizational culture score of 78.26% is in the sufficient category, the level of achievement of the work motivation score of 78.68% is in the sufficient category and the achievement of the teacher's work commitment score of 79.65% of the ideal score is also in the sufficient category. The findings above imply that teachers' work commitment is significantly influenced by organizational culture and work motivation. Beyond other factors. Therefore it can be concluded that improving organizational culture in a better direction and increasing work motivation becomes high, it will increase the teacher's work commitment also becomes higher