Work Motivation Research Articles

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

In the era of technology, along with friendly leader-member exchange (LMX), employees’ intrinsic work motivation (IWM) and technological turbulence (TT) as external factors are also associated with organisational innovation (OI). This study looks at the mediation effect of IWM and the moderation impact of TT between LMX and OI. The hypotheses were tested with data (N = 217) collected from the employees of various service and manufacturing firms using convenient and snowball sampling approaches. The result shows that IWM has full mediation and TT has no moderation influence on the association between LMX and OI. However, TT has a significant negative, moderated influence on the relationship between IWM and OI. While, TT has a significant negative, moderated influence on the relationship between IWM and OI. This study builds on social exchange theory and the resource-based view (RBV), demonstrating how LMX, reciprocity, and trust motivate employees to participate in OI. In practice, managers should be aware of TT in the presence of relevant internal constructs that substantially affect OI. This study concludes by highlighting its key limitations and pinpointing directions for future research.

Pengaruh Gaya Kepemimpinan Kepala Sekolah terhadap Motivasi Kerja Guru SD Negeri Kecamatan Sekadau Hilir

This study investigates the influence of school principals' leadership styles on the work motivation of elementary school teachers in Sekadau Hilir District. Using a quantitative correlational design, data were collected through surveys distributed to all teachers in public elementary schools within the district. The findings reveal a weak but positive relationship between the principal's leadership style and teacher motivation. Transformational leadership styles exhibited a stronger impact compared to other styles, emphasizing the role of inspiration and support. Additionally, the influence of leadership was moderated by local work culture, suggesting that cultural factors significantly shape the effectiveness of leadership in fostering teacher motivation. These results underline the need for adaptive leadership that aligns with cultural dynamics to enhance teacher motivation and overall educational quality.

Pengaruh Dukungan Sosial dan Self Esteem terhadap Motivasi Kerja pada Mahasiswa yang Sudah Bekerja

This study aims to analyze the effect of social support and self esteem on work motivation in working students. The research method used in this study is quantitative with a correlational design used to examine the relationship between social support variables and self esteem to work motivation with the sampling technique used, namely purposive sampling. Data collection in this study is using a social support scale, self esteem scale, and work motivation scale on 134 students who have worked with a length of work <1 year - >4 years. The analysis techniques used in this study are spearmen correlation and multiple linear regression. The results of the analysis that has been done show that there is a significant positive relationship in social support to work motivation. These results indicate that students who are already working and have high social support will increase their work motivation. However, self esteem shows that there is no significant influence on work motivation. In this study, the effective contribution value given from each variable is r2 = 0, 658 or 65.8%.

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.

THE INFLUENCE OF WORK ENVIRONMENT AND WORK DISCIPLINE ON WORK PRODUCTIVITY WITH WORK MOTIVATION AS A VARIABLE MODERATOR

This study aims to evaluate the influence of work environment and work discipline on employee work productivity, as well as to examine the role of work motivation as a moderation variable in the relationship. The research method used was a quantitative survey, with data collected through a questionnaire from 100 employees using the snowball sampling technique. Data analysis was carried out using multiple linear regression analysis and Moderated Regression Analysis (MRA) with the help of SmartPLS 3.3 software. The results showed that the work environment had a significant influence on work productivity, while work discipline did not show a significant influence, Work Motivation had a significant effect on work productivity. In addition, work motivation is proven not to moderate the influence between the work environment and work discipline on work productivity. These findings emphasize the importance of a conducive work environment in increasing employee productivity.

El temor a perder el empleo como motivación laboral

One of the most complex issues in organizations is work motivation; however, the phenomenon of fear as a motivating force at work has been little examined. Thus, the aim of this paper is to examine fear, understood as a work motivator, to boost performance and productivity. A qualitative methodology with a hermeneutic approach is used to explore the fear of losing one’s job as a motivating force in the work environment. Likewise, it is an exploratory and descriptive-analytical approach based on the review of scientific papers and a thematic analysis to identify patterns and recurring themes. The main results reveal that the fear of losing one’s job impacts both employees and the organization in general, generating psychological, physiological and behavioral reactions that affect productivity and social interactions, also damaging the culture and work environment. Fear can encourage work efforts in the short term, but it damages emotional and psychological well-being in the long term, decreasing creativity and innovation. In conclusion, based on the theories analyzed, it was found that, although fear can boost temporary performance, its effectiveness as a motivational driver depends on intrinsic factors and the balance between rewards and consequences. Fear can negatively affect competitiveness and organizational sustainability; therefore, leaders are recommended to apply balanced strategies that prioritize employee well-being, avoiding generating unnecessary anxiety, in order to improve performance and quality of work.