Work Motivation Research Articles

EVALUASI EFEKTIVITAS SERVANT LEADERSHIP DAN MOTIVASI KERJA TERHADAP KINERJA PERSONIL SATPAS DALAM MENINGKATKAN PELAYANAN PENERBITAN SIM DI WILAYAH HUKUM POLRESTABES PALEMBANG

This research is motivated by the quality of the National Police's Human Resources (HR) and public services which are not yet optimal, Standard Operating Procedures (SOP) which are still complicated, vocational school-based assessments which are still not running well, the integrity of officers is weak, and leadership style is something that must continue to be improved in the SIM service. The purpose of this research is to determine the evaluation of the effectiveness of servant Leadership and work motivation on the performance of Satpas personnel in improving SIM issuance services in the Palembang Police Legal Area. The concept or theory of Servant Leadership (X1) from Yulk (2016:62), work motivation (X2) is explained by Uno's theory (2017:53) and performance (Y) uses Robbins' theory (2015:76). This research uses quantitative methods with a cross-sectional research design. The target population in this research is the Palembang Police Traffic Unit personnel, 176 people who work at the Palembang Police. Meanwhile, the target population is 36 Satpas personnel. The data collection technique uses a 50-item questionnaire with a Likert scale. The data analysis technique used is Multiple Linear Regression Analysis. The research results show that the calculated F value is 425.013 with a significance level of 0.000. The t value is 7.538 with a significance value between Servant Leadership and the performance of Satpas personnel in improving SIM issuance services of 0.000. The multiple linear regression equation is ????̂ = 0.453 + 0.615X1 + 0.241

PENGARUH MOTIVASI DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI PADA PT X JAKARTA PUSAT

This study aims to analyze the impact of work discipline and motivation on employee performance, with job satisfaction acting as an intermediary variable. A quantitative research method was utilized in this investigation. The target population consisted of employees at PT X, located in Central Jakarta. The sampling process utilized a purposive sampling method, involving a total of 80 respondents. Data collection was conducted using a questionnaire formatted on a Likert scale. For data analysis, PLS technique was applied with the assistance of SMARTPLS 4.0 software. The PLS-SEM analysis consists of two main components: the Inner Model and the Outer Model. The result showed that motivation positively affects employee performance, but the impact is not significant. In contrast, work discipline has a positive and significant influence on employee performance. Moreover, both motivation and work discipline contribute positively and significantly to job satisfaction. Additionally, job satisfaction acts as a mediator in the relationship between motivation and work discipline with employee performance.

Analysis of the Effect of Leadership Style, Work Motivation and Incentives on Sales Work Productivity at PT Dipo International Pahala Automotive Medan

This study aims to find the effect of leadership style, work motivation and incentives on work productivity of PT Dipo Internasional Pahala Otomotif Medan. The number of samples in this study was 45 respondents. This study used quantitative data processed with SPSS 25.0 with a multiple linear regression model. The results of the study indicate that leadership style, work motivation and incentives partially and simultaneously have a positive and significant effect on work productivity of PT Dipo Internasional Pahala Otomotif Medan. The results of the t-test show that leadership style has a regression value of 0.412, t-count = 2.342 and significant = 0.000. Work Motivation has a regression value of 0.296 has a t-count = 2.027 and significant = 0.000. Incentives have a regression value of 0.055 and a t-count result of 1.987. The results of the determination coefficient test of 92.8% of work productivity can be explained and obtained from the variables of leadership style, work motivation and incentives, while the remaining 7.2% is influenced by other factors.

The impact of COVID-19 pandemic context on work motivation: a two-wave study

The impact of COVID-19 pandemic context on work motivation: a two-wave study

Revolutionizing faculty's intrinsic work motivation in China: A novel serial mediation model integrating value-based leadership, growth mindset, and teaching self-efficacy.

This study presents a revolutionary understanding of how value-based leadership enhances the intrinsic work motivation of Chinese university faculty. A novel serial mediation model is introduced, highlighting the interplay between growth mindset and teaching self-efficacy in transmitting the impact of leadership to increased intrinsic motivation. Utilizing a comprehensive sample of 394 faculty members from across China, advanced SmartPLS 3.0 analytics were employed to validate the model. The results demonstrate a significant positive effect of value-based leadership on faculty intrinsic motivation, partially mediated by the sequential influence of nurturing a growth mindset and strong teaching self-efficacy. The findings provide fresh theoretical perspectives and practical strategies for researchers, university leaders, administrators, and policymakers seeking to elevate the intrinsic work motivation of China's academic faculty to new levels.

Determinan Produktivitas Kerja Karyawan PT. Perkebunan Nusantara XIII

This study aims to analyze the influence of leadership style, work discipline and work motivation on work productivity. The sample in this study was 87 people who were employees of Perkebunan Nusantara XIII Kebun Ngabang. The data collection technique used was by distributing questionnaires. The results of the instrument test stated that the data in this study were valid and re-labeled. The classical assumption test stated that in this study it was normally distributed, free from multicollinearity and heteroscedasticity. The results of the study showed that: (1) Leadership style has a positive and significant effect on work productivity. (2) Work discipline has a positive and significant effect on work productivity. (3) Work motivation has a positive and significant effect on work productivity. These results have an impact on further researchers to assess work productivity in various companies and use other variables besides those in this study. The results of this study give the impression that PT Perkebunan Nusantara XIII Kebun Ngabang needs to optimize leadership style, work discipline and work motivation in order to create work productivity so that it can create good company performance.

The Effect of Work Environment, Compensation, and Leadership on Job Satisfaction through Work Motivation as a Mediating Variable

Aims: This study aims to examine the effect of work environment, compensation, and leadership on job satisfaction mediated by work motivation in employees of PT. Pelita Satria Perkasa Depo Pelita Sokaraja. Study Design: This study uses work environment, compensation, and leadership as independent variables, job satisfaction as the dependent variable, and work motivation as the mediating variable. Place and Duration of Study: This research was conducted at retail companies in Banyumas with a population of PT employees. Pelita Satria Perkasa Depo Pelita Sokaraja. The research data used data in 2024. Methodology: This type of research is qualitative—data analysis using Smart Partial Least Square (Smart-PLS) 3.2.9. The population in this study consisted of 200 employees of PT Pelita Satria Perkasa Depo Pelita Sokaraja, who used purposive sampling. The sample of this study amounted to 120 employees based on the Slovin sample size determination formula. This research instrument uses a questionnaire in the form of Google Forms. Results: The study found that the work environment and compensation significantly impact work motivation, while leadership does not. Work motivation, work environment, and leadership all significantly affect job satisfaction, but compensation does not. Work motivation can mediate the effect of work environment and compensation on job satisfaction, but it cannot mediate the effect of leadership on job satisfaction. Conclusion: The findings highlight the importance of improving the work environment, compensation, and employee satisfaction to boost productivity and contribute to the company’s long-term success.

Relationship Between Leader-member Exchange and Organisational Innovation: Role of Intrinsic Work Motivation and Technological Turbulence

Relationship Between Leader-member Exchange and Organisational Innovation: Role of Intrinsic Work Motivation and Technological Turbulence

Professional burnout as a demotivation factor among social workers

In the modern world, social workers face high demands and stress levels, making them especially susceptible to professional burnout. This article examines the relationship between professional burnout and demotivation among social workers and identifies effective strategies for prevention and mitigation. The study results indicate a significant relationship between burnout levels and decreased work motivation, impacting on the quality of social services and overall profession satisfaction. Contributing factors include excessive workloads, lack of support from colleagues and management, and challenges in client interactions. Based on the data obtained, a number of recommendations were developed to improve work settings and reduce burnout risks. These include implementing psychological support programs, training in stress management, revising workloads and workflows, and strengthening organizational culture to promote employee well-being. The study suggests the need for a comprehensive approach to the problem of professional burnout of social workers, including organizational changes and development of individual self-help and professional development strategies. According to the author, these measures aim to improve professional satisfaction and enhance the effectiveness of social work.

Pengaruh Pengembangan Karir dan Disiplin Kerja Terhadap Kinerja Karyawan

Career development is an effort to improve the ability of employees in the organization and develop careers through education and training. Employees who have high performance are talented, qualified, highly motivated and willing to work with the team. Motivation is very important for employees because motivation is what causes, channels, and supports human behavior so that they want to work hard and enthusiastically to achieve optimal results. In addition, the presence of education and high work discipline in employees in a company will make these employees effective at work. This research was conducted at PT Bangga Teknologi Indonesia with the intention of knowing how strong the influence of employee career development and work discipline on performance at PT Bangga Teknologi Indonesia which is engaged in the leading Android tablets and smartphones in Indonesia with the Advan Vandroid brand which currently controls more than 75% of the Android tablet and smartphone market in Indonesia which also produces mobile phones. In this study using qualitative methods. The data collection process was carried out using a questionnaire technique. In this study multiple linear regression analysis was used, because this research was conducted to determine the effect of Career Development (X1) and Work Discipline (X2) on Employee Performance (Y). Based on the results of the discussion, it shows that the variables of career development and work motivation have a positive effect on employee performance.

The Effect of Transactional Leadership, Compensation, and Organization Culture on Employee Performance with Work Motivation as a Mediating Variable

This research investigates how transactional leadership, compensation, and organizational culture at Hotel XYZ influence employee performance, with work motivation playing a role as a mediator. A quantitative approach was employed, involving a questionnaire survey of 110 Hotel XYZ employees in Makassar. Data analysis was conducted using the SEM-PLS technique. The findings suggest that transactional leadership does not have a notable impact on employee performance, but compensation and organizational culture play a significant role. Additionally, it is evident that work motivation serves as a mediator for the relationship between organizational culture and employee performance. This research benefits Hotel XYZ by informing strategies to enhance employee performance through a focus on developing organizational culture and work motivation.

Antecedents of Female Lecturers' Performance: The Mediating Role of Psychological Well-Being and Work Motivation and the Moderating Effect of Role Conflict in Private Universities in East Kalimantan

Antecedents of Female Lecturers' Performance: The Mediating Role of Psychological Well-Being and Work Motivation and the Moderating Effect of Role Conflict in Private Universities in East Kalimantan

Personality, Intrinsic and Extrinsic Work Motivation, and Satisfaction

Personality, Intrinsic and Extrinsic Work Motivation, and Satisfaction

The Effect of Work Motivation, Service Quality and Employee Workload on Employee Performance

Human resource management is an important field of study in the company because the problems faced by the company are not only the problems of raw materials, capital, work tools, and production, but also the problem of human resources, which in fact is the party that runs and manages the factors of production as well as the purpose of the production activities themselves. The purpose of this study was to determine the effect of work motivation, service quality and employee workload on the performance of employees of the Bukit Kerman Sub-District Office, Kerinci Regency. This research is quantitative research. The sample in this study amounted to 25 people. Data is processed using the SPSS application. Data analysis techniques used in this study include normality test, reliability test, multiple linear regression test, test and f test. The results of this study are: Work motivation has a positive effect on the performance of employees of the Bukit Kerman sub-district office of Kerinci district, service quality has a positive effect on employee performance in the Bukit Kerman sub-district office of Kerinci district, workload has a negative effect on employee performance in the Bukit Kerman sub-district office of Kerinci district, work motivation, service quality and workload together have a positive effect on the performance of employees of the Bukit Kerman sub-district office of Kerinci district. With an R² figure of 0.680 or 68% of employee performance is influenced by the independent variables of Work Motivation, Service Quality and workload.

Transformation of Generation Z Work Motivation through Information Transparency, Performance Recognition, and Technology Support in Palembang Telecommunication Industry in Indonesia

This study explores the influence of information transparency, performance recognition, and technology support on the work motivation of Generation Z employees in the telecommunication industry in Palembang, Indonesia. Using a quantitative approach, data were collected from 48 respondents through a structured questionnaire with a Likert scale of 1 to 5 and analyzed using SPSS version 26. The findings indicate that all three factors significantly and positively impact work motivation, with technology support emerging as the strongest predictor. The results highlight the importance of fostering transparent communication, implementing effective recognition systems, and providing advanced technological tools to engage and motivate Generation Z employees. These insights offer valuable implications for human resource strategies in the telecommunication sector.

The influence of leadership style, work environment, and job satisfaction on employee performance through work motivation as a moderating variable in the PT. PLN (Persero) UP3 Bima UIW NTB

The influence of leadership style, work environment, and job satisfaction on employee performance through work motivation as a moderating variable in the PT. PLN (Persero) UP3 Bima UIW NTB

Pengaruh Kepuasan Kerja dan Motivasi terhadap Kinerja Perawat di Rumah Sakit X Denpasar

Job satisfaction is an attitude of achievement and love for one's work, work motivation is a stimulus for carrying out work, performance is the achievement of work results. These three things are interrelated, this research aims to determine the relationship between job satisfaction and motivation on performance. Non-experimental research method, correlational study with a cross-sectional approach. The research location is Hospital X Denpasar. The population of all nurses at Hospital X Denpasar is 61 people, with total sampling, so the total sample is 61 people. Using the Job Satisfaction Questionnaire, Nurse Motivation and Performance. The research results based on gender, the majority were women, 70%, the majority were educated as nurses, 75%. Nurse Job Satisfaction is highest with a very high category of 75.4%. Most nurses' motivation is in the very high category, 96.7%. Nurse performance is 100% very high. The results of the analysis using rank spearment show that there is a relationship between motivation and nurse performance (p value: 0.034) and there is a relationship between job satisfaction and performance (p value: 0.000). These results indicate that hospital x has maintained nurses' job satisfaction, so that nurses have good motivation to achieve good performance. It is recommended to get good performance in order to maintain employee job satisfaction.

The Influence of Work Culture, Discipline, and Motivation on Employee Performance Through Competence

The Influence of Work Culture, Discipline, and Motivation on Employee Performance Through Competence

The Mediating Role of Work Motivation in the Relationship Between Compensation, Work Environment, and Employee Performance at Medistra Hospital

The Mediating Role of Work Motivation in the Relationship Between Compensation, Work Environment, and Employee Performance at Medistra Hospital

The Influence of Principal Leadership, Decision Making Communication Systems and Work Motivation on Teacher Job Satisfaction at UPT SPF SDN Tamamaung 1 Makassar

This research aims to analyze and examine 1) Principal Leadership, Decision Making Communication Systems and Work Motivation simultaneously influence teacher job satisfaction at UPT SPF SDN Tamamaung 1 Makassar. 2) The leadership of the principal partially influences teacher job satisfaction at UPT SPF SDN Tamamaung 1 Makassar. 3) The communication system influences teacher job satisfaction at UPT SPF SDN Tamamaung 1 Makassar. 4) Decision making influences teacher job satisfaction at UPT SPF SDN Tamamaung 1 Makassar. 5) Work Motivation influences teacher job satisfaction at UPT SPF SDN Tamamaung 1 Makassar. This type of research is quantitative research. The population of this study were all class V teachers at UPT SPF SDN Tamamaung 1 Makassar with a total of 17 people, the sample taken was the entire population. The data collection technique uses research questionnaires and documentation, while the data analysis technique uses descriptive analysis and t test. The results of the research show that 1) Principal Leadership, Decision Making Communication Systems and Work Motivation simultaneously influence teacher job satisfaction at UPT SPF SDN Tamamaung 1 Makassar. research findings show that there is a direct influence of Fcount Ftable (37.063 3.09), so Ha is accepted and H0 is rejected, meaning that there is a significant influence simultaneously between the variables Principal Leadership (X1), Communication System (X2), Decision Making (X3) and Teacher Work Motivation (X4) on teacher job satisfaction at UPT SPF SDN Tamamaung 1, 2) Principal leadership partially influences teacher job satisfaction at UPT SPF SDN Tamamaung 1 Makassar. obtained tcount ttable, namely 4.3051.660 and sig 0.000.05. It can be explained that there is a direct influence of the Principal's Leadership on the Job Satisfaction of teachers at UPT SPF SDN Tamamaung 1, 3) The Communication System influences teacher job satisfaction at UPT SPF SDN Tamamaung 1 Makassar. obtained tcountttable, namely 4.9581.660 and sig 0.0000.05. It can be explained that there is an influence of the Communication system on teacher job satisfaction at UPT SPF SDN Tamamaung 1, 4) Decision making influences teacher job satisfaction at UPT SPF SDN Tamamaung 1 Makassar. obtained tcountttable, namely 4.0441.660 and sig 0.0000.05. It can be explained that there is a direct influence on decision making on teacher job satisfaction at UPT SPF SDN Tamamaung 1, 5) Work Motivation influences teacher job satisfaction at UPT SPF SDN Tamamaung 1 Makassar. obtained tcount ttable, namely 4.2031.660 and sig 0.0000.05. It can be explained that there is a direct influence. Work motivation has a direct influence on the job satisfaction of teachers at UPT SPF SDN Tamamaung 1.