Employee Motivation Research Articles

Work Environment, Employee Motivation, and Discipline as Drivers of Employee Performance in Local Government-Owned Bank

The objective of this research is to investigate the impact of the work environment, motivation, and discipline on employee performance in Local Government-owned bank. The study was conducted at Bank Daerah Lamongan, using a sample of 69 employees out of a total of 218. The sample size was determined using the Slovin formula, and data collection was carried out through random sampling. A quantitative method was applied, with data processed using SPSS to conduct data quality tests, classical assumption tests, and to assess the partial and simultaneous effects of these work factors on employee performance. Several hypotheses were tested regarding the relationships between the work environment, employee motivation, and work discipline. It was anticipated that the work environment would significantly influence employee performance. The analysis yielded the following results: Based on the t-test, the work environment showed a significant impact on employee performance. Similarly, the results indicated that both motivation and discipline also had significant effects on performance. The f-test results further confirmed that the work environment, motivation, and discipline had a combined and individual influence on employee performance at Bank Daerah Lamongan. Among these factors, the work environment was found to have the most dominant impact on performance.

TechMark: a framework for the development, engagement, and motivation of software teams in IT organizations based on gamification.

In today's fast-moving world of information technology (IT), software professionals are crucial for a company's success. However, they frequently experience low motivation as a result of competitive pressures, unclear incentives, and communication gaps. This underscores the critical need to handle these internal marketing challenges such as employee motivation, development, and engagement in IT organizations. Internal marketing practices aiming at attracting, engaging, and inspiring employees to use excellent services have become increasingly important. Internal marketing is attracting, engaging, and motivating employees as internal customers to utilize their quality services. Gamification has emerged as a significant trend over recent years. Despite the expanding use of gamification in the workplace, there is still a lack of focus on internal marketing tactics that incorporate gamification approaches. Thus, addressing the challenges related to employee motivation, development, and engagement is crucial. Therefore, as a principal contribution, this research presents a comprehensive framework designed to implement gamified solutions for software teams of IT organizations. This framework has been tailored to effectively address the challenges posed by internal marketing by optimizing motivation, development, and engagement. Moreover, the framework is applied to design and implement a gamified work portal (GWP) through a systematic process, including the design of low-fidelity and high-fidelity prototypes. Additionally, the GWP is validated through a quasi-experiment involving IT professionals from different IT organizations to authenticate the effectiveness of framework. Finally, the outclass results obtained by the gamification-based GWP highlight the effectiveness of the proposed gamification approach in enhancing development, motivation, and engagement while fostering ongoing knowledge of the employees.

Motivation and retention of outsourced employees

ABSTRACT A food service supplier is experiencing that, in their distribution centres, within 30 days, an average of 48% of the outsourced employees resign, which impacts profitability, productivity and service quality. This study investigates which factors of the Herzberg two-factor motivation theory contribute to the retention of outsourced employees of a food service supplier and whether there is a difference between eastern or southern European employees. A total of 299 outsourced employees of the food service suppliers at four out of nine distribution centres filled out a 15-item survey, including questions on the various aspects of the Herzberg motivation theory, and their intention to stay with the company. Results show that extrinsic motivation factors play a more significant role in the retention of outsourced employees in comparison to the intrinsic factors. Extrinsic factors significantly correlated with retention are policies and administration, work conditions, supervision and interpersonal relations. Intrinsic factors significantly correlated with retention are advancement, the work itself and achievement. No significant relationship was found between the salary factor and employee retention. Although results showed that southern Europeans tend to stay longer with the company in comparison to eastern Europeans, no significant differences were observed regarding the impact of motivation and hygiene factors between the two sub-groups. To enhance retention, the food service supplier is advised to provide sufficient growth and development opportunities, assign important responsibilities and acknowledge accomplishments. Furthermore, the company must assess, track and oversee all relevant extrinsic and intrinsic motivation factors to connect the outsourced employees with the company for a longer term.

Pengaruh Kompensasi dan Beban Kerja Terhadap Kinerja Pegawai Honorer dengan Motivasi Sebagai Variabel Intervening pada Sekretariat Daerah Kota Solok

The background of this study is based on the phenomenon of low performance of honorary employees which is allegedly influenced by lack of compensation and unbalanced workload. This study aims to analyze the effect of compensation and workload on the performance of honorary employees with work motivation as an intervening variable in the Solok City Regional Secretariat. This study uses a quantitative method with a survey approach, where data is collected through the distribution of questionnaires to 103 honorary employees who are the research samples. The data analysis technique used is Structural Equation Modeling (SEM) to test the relationship between the research variables. The results of the study indicate that compensation has a positive and significant effect on work motivation and employee performance. In contrast, workload shows a negative influence on work motivation but is not significant on employee performance. Additionally, work motivation is proven to be a significant intervening variable in mediating the effect of compensation on the performance of honorary employees. This study implies that increasing compensation can enhance employee motivation and performance, while excessive workload may decrease work motivation

Unlocking Potential How a Knowledge Management Environment Sparks Employee Motivation

Unlocking Potential How a Knowledge Management Environment Sparks Employee Motivation

The Influence of Safety Leadership and Safety Climate on Safety Behavior is Mediated by Safety Motivation in Sugar Factory Employees

The sugar industry has complex production processes and involves various risks, including the high potential for employee accidents. To reduce this risk, the implementation of an effective work safety programme is required. This reserach aims to analyse the effect of safety leadership and safety climate on safety behaviour mediated by safety motivation in sugar factory employees. The method used is quantitative with data collection through questionnaires. The population of this study were all sugar factory employees in Indonesia, with a sample of 100 respondents selected using random sampling technique. Data analysis was carried out using Path Analysis in the SEM-PLS programme. The results showed that Safety Leadership and Safety Climate positively influence the Safety Behaviour of sugar factory employees. In addition, Safety Motivation mediates the influence of Safety Leadership and Safety Climate on Safety Behaviour, which indicates that Safety Motivation can strengthen the influence of these two factors on the safety behaviour of sugar factory employees. This reserach provides important implications for sugar factory management to pay more attention to aspects of motivation and safety climate to improve safety behaviour in the workplace.

Advancing SDGs and performance management strategies for security personnel in higher education

Orientation: Performance management aligns individual and organisational goals, enhancing employee motivation, sustaining organisational success.Research purpose: The study aimed to investigate challenges experienced by security managers with performance management systems in a tertiary institution in Durban, South Africa.Motivation for the study: Understanding challenges delivers insights to advance organisational effectiveness, support sustainable development, and enhance human resources (HR) practices in the higher education security sector.Research approach/design and method: A qualitative approach was used. Twelve security managers were purposively selected for semi-structured interviews. Data were analysed using thematic analysis and NVivo software.Main findings: The study identified three challenges, namely inadequate training, education, development and communication, technological barriers and low computer literacy, limited resource allocation, inconsistent rewards, and a lack of transparency. These challenges were found to hinder performance management system application, reducing employee engagement and productivity.Practical/managerial implications: The study recommends the institution increase adult basic education and training in technological skills and literacy. Enhancing feedback mechanisms, conducting performance needs assessments, and implementing fair reward strategies may improve sustainable development of performance management practices.Contribution/value-add: The study advocates for practical strategies in response to the challenges faced by security managers to enhance performance aligned with sustainable development goals 4 (quality education), 8 (decent work and economic growth), 10 (reduced inequalities) and 16 (peace, justice and strong institutions), contributing to sustainable HR, embracing contextualised performance management application in developing countries.

Bibliometric Analysis of Factors Affecting Employee Performance with Motivation

Organizational performance can be maximized if the organization is able to utilize its human resources efficiently and effectively and use the right strategy to achieve predetermined goals. This consider points to supply a comprehensive bibliometric examination of components that impact worker execution, with a specific center on inspiration as an interceding variable. This inquire about contributes to the existing writing by systematically mapping patterns within the field, highlighting crevices, and proposing roads for future investigate. Understanding the complex transaction between inspiration and execution is significant for creating more successful human asset methodologies that progress organizational results. The investigate was conducted on May 30, 2024 looking the google researcher database with catchphrases connected employee_performance_AND_motivation within the areas of commerce, administration and bookkeeping with distribution title diary and greatest numbers of comes about are 500 diaries as a test. Metadata recovery utilizing the Publish or Perish (POP) adaptation 7.31 application. The PoP comes about were at that point analyzed unmistakably based on the year of distribution, watchwords, distributer title, source and researcher productivity. In arrange to induce an precise outline of investigate improvement, PoP information is sent out to Exel CSV and Result as RIS record groups. CSV information is made into a turn table and RIS information is analyzed utilizing the VosViewer (VV) application. The comes about appeared that the most elevated number of distributed articles happened in 2023 with 109 distributions. The publisher with the most cites perauthor based on publisher is Academia.edu with 1290 cites perauthor. The most sources are owned by Business Management and Strategy with 758 sources. Some of the keywords with the top total link strength are employee performance, motivation, impact and relationship. The authors who connected to each other in this study totaled 9 people. Some of the keywords recommended for further research related to employee performance and motivation include: compensation, work life balance and work environment.

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.

Exploring factors influencing work productivity: A qualitative case study of employee motivation and leadership practices

Work productivity is essential for organisational success, yet the reasons for varying levels of productivity among individuals are still not fully understood. This qualitative case study explores the elements that impact employee productivity and leadership practices through an examination of a private Business College’s Headquarter office in England. The study investigates motivational factors and engagement techniques used in this office through interviews with personnel and management. By studying real-world examples like this private business college, this research develops our understanding of productivity and leadership in contemporary business environments. The research aims to investigate the complex factors influencing employee productivity by drawing on motivational theories such as Self-Determination Theory and Expectancy Theory, as well as insights from leadership literature on transformational leadership and employee engagement. Early findings indicate that internal motivators, such as autonomy, competency, and purpose, are crucial in enhancing employee productivity. Leadership styles that exhibit empathy, honesty, and a shared vision promote trust and cooperation, leading to increased employee engagement and performance. This research intends to provide important insights on employee productivity and leadership practices in the Headquarter office of a private business college setting by using a qualitative case study technique.

THE RELATIONSHIP BETWEEN PUBLIC SERVICE MOTIVATION AND JOB SATISFACTION: A COMPREHENSIVE REVIEW

In the last decades, an increasing attention has been given to the relationship between job satisfaction and employee motivation in the public sector. In a world of constant change and growing demands, it is crucial for public sector organizations to understand and promote a work environment that supports both employee satisfaction and motivation. This article explores this complex relationship and proposes ways in which managers and leaders in the public sector can improve job satisfaction and employee motivation. This article reviews the literature on public service motivation and job satisfaction. In the first part we conduct a brief literature review of the concepts involved. In the main part of the article, we examine 33 WoS articles on the relationship between public service motivation and job satisfaction. In the discussion section, we stress some points relevant for public management practice.

Pengaruh Sistem Reward dan Recognition terhadap Motivasi dan Kinerja Karyawan di Perusahaan Explore Wisata Organizer

This research aims to explore the influece of reward and recognition systems on employee motivation and performance at the Explore Wisata Organizer. Through a quantitative approach with survey methods, data is collected from employees to evaluate their perceptions of the reward and recognition system implemented. The results of the analysis show that the two systems have a significant impact on employee motivation and performance. These findings emphasize the importance of designing and implementing an effective reward and recognition system to improve performance in Explore Wisata Organizer companies.

Connecting the dots: exploring the role of ebullient supervision in fostering knowledge sharing through curiosity and informal learning

PurposeThe purpose of this paper is to examine curiosity as a distal predictor of knowledge sharing facilitated by informal learning. It also probes the boundary conditions imposed by ebullient supervision in the influence of curiosity on knowledge sharing.Design/methodology/approachThe authors collected data through a two-wave survey of 349 knowledge workers in the IT sector and used structural equation modeling to analyze the data.FindingsThe results indicated a positive relationship between curiosity and knowledge sharing. In particular, informal learning was found to mediate the relationship between curiosity and knowledge sharing and ebullient supervision was identified as a significant condition that strengthens the effect of curiosity on informal learning.Practical implicationsOrganizations can promote knowledge sharing by harnessing curiosity as an intrinsic motivator for employees to engage in informal learning. Moreover, the findings identified ebullient supervision as an extrinsic motivator within the work environment, suggesting its potential to enhance the impact of curiosity on knowledge sharing.Originality/valueThis paper broadens the limited literature on ebullient leadership by revealing how it strengthens the effects of curiosity and informal learning on knowledge sharing.

Pengaruh Kedisiplinan, Lingkungan Kerja, dan Motivasi terhadap Kinerja Pegawai pada Kantor Pelayanan Pajak Pratama Bandung Tegallega

This study aims to find out and analyze how much the influence of discipline has a significant effect on employee performance at the Bandung Tegallega Primary Tax Service Office. The population of this study is 75 employees of the Bandung Tegallega Primary Tax Service Office. To meet the number of samples, the sampling method in the field uses random sampling techniques. The researcher determined a sample of 75 respondents who were employees of the Bandung Pratama Tax Service Office. As a result, the work motivation of employees is still in the sufficient category, so it needs to be improved so that the performance of employees who are also in the sufficient category can increase. Discipline and Work Environment are classified as good and need to be maintained. Discipline, Work Environment, and Work Motivation each have a significant positive effect on Employee Performance, with Discipline and Work Environment making a major contribution to improving Performance. Overall, these three variables affect Employee Performance by 82%, while the remaining 18% is influenced by other factors that are not studied.

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.

The Influence of Perceived Risk on the Performance of the Entrepreneur

The perception of risk has a substantial impact on the decision-making process and allocation of resources in entrepreneurship, which in turn affects business performance and the identification of strategic growth possibilities. Entrepreneurs frequently encounter situations characterized by uncertainty and ambiguity. Their perception of risk plays a crucial role in determining whether they adopt a cautious or proactive approach to decision-making. Perceiving a high level of risk might result in the adoption of conservative measures, which may restrict the allocation of funds toward growth projects. On the other hand, when entrepreneurs perceive a low level of risk, they are more likely to allocate resources aggressively, which allows them to pursue growth-oriented strategies. This study examines the impact of perceived risk on entrepreneurial performance by analyzing how risk perception influences decision-making and resource allocation. The results emphasize the significance of understanding perceived risk levels to improve business performance and boost employee motivation. Future research should conduct empirical investigations to examine the correlation between perceived risk and motivation, taking into account both inner and extrinsic elements to gain a thorough understanding of how they interact.

The mediating role of work motivation: The effect of leadership, workload, and reward on employee performance

Employee performance is considered key in achieving company goals, reflecting commitment, dedication and contribution to the company's vision. Motivation, as the main driver in the work environment, is a key factor in motivating employees to contribute optimally. Effective leaders have the ability to influence employee behavior. Heavy workloads, especially for drivers and helpers, can have a negative impact on employee motivation. Companies are advised to seek an optimal balance in workload to ensure employee well-being and productivity. Recognition and reward strategies are expected to maintain high quality employees. The aim of this research is to analyze the relationship and influence of leadership, workload and rewards on employee performance with work motivation as a mediating variable at liquefied petroleum gas distributors in Sidoarjo, Indonesia. This research used a cluster sampling technique with a total of 105 respondents. SPSS software was used to analyze the data. The findings demonstrate leadership, workload and rewards have a positive effect on employee performance, however work motivation cannot mediate leadership, workload and rewards on employee performance.

Exploring the Impact of Transformational Leadership on Employee Motivation and Organizational Performance: A Human Resource Management Perspective

This study explores the impact of transformational leadership on employee motivation and organizational performance from a human resource management perspective. Utilizing a qualitative literature review methodology, the research synthesizes existing studies to provide a comprehensive understanding of how transformational leadership practices influence employee motivation, engagement, and overall organizational effectiveness. Transformational leadership, characterized by its focus on inspiring and motivating employees through vision, support, and empowerment, has been widely recognized for its positive effects on employee attitudes and behaviors. The literature review reveals that transformational leaders enhance employee motivation by fostering a supportive work environment, encouraging innovation, and promoting professional development. Additionally, the review highlights that organizations led by transformational leaders often experience improved performance outcomes, including higher productivity, increased job satisfaction, and reduced turnover rates. However, the findings also indicate that the effectiveness of transformational leadership may vary depending on contextual factors such as organizational culture, industry, and employee demographics. This study contributes to the field of human resource management by offering practical insights into the benefits and challenges of implementing transformational leadership in diverse organizational settings. The implications of these findings suggest that HR professionals should consider adopting transformational leadership development programs to enhance employee motivation and drive organizational success.

Employee Motivation

Now a days employee motivation is very important for the development of the organization andto achieve goals. Previously we used to think that only money can motivate. But after researching we foundit that not only money but also other things also play a vital role.e.g- good relationships among themselves and upper authority, friendly and healthy environment, fringebenefits, oppourtunity of getting free schooling and medical benefits etc.Employee Motivation will help the employees to stick with the organization and love for the organization,which will automatically give profits to the organization and there will be less absentism, less frustration,which will help both employer and employees to build their career.Before we used to think that motivation is only done by incentives. But later many experts ofmanagement told that with incentives, mental satisfaction, friendly environment is also needed. Manyorganizations motivates the employee by giving e.g. – schooling facilities for their kids, medical benefitsetc. Human relation and human behaviour is also linked with Employee Motivation.