Work Motivation Research Articles

The Role of Organizational Commitment in Mediating the Influence of Work Motivation on Teacher Performance in State Vocational High Schools in Kendari City

This research analyzes the mediating role of organizational commitment in mediating the influence of work motivation on the performance of state vocational school teachers in Kendari City. Using quantitative methods with an explanatory research approach, this study involved 196 respondents from 7 state vocational schools in Kendari City, selected through purposive sampling. The results show that work motivation positively and significantly affects organizational commitment (path coefficient 0.510, p-value 0.000) and teacher performance (path coefficient 0.486, p-value 0.000). Organizational commitment has a significant effect on teacher performance (path coefficient 0.362, p-value 0.000). Mediation analysis confirms work motivation influences teacher performance through organizational commitment (path coefficient 0.184, p-value 0.000). In conclusion, work motivation is important for increasing a teacher's organizational commitment and improving teacher performance. The Southeast Sulawesi Provincial Government, in this case the education department, is advised to carry out regular monitoring of teacher performance and the effectiveness of training programs that have been implemented. This evaluation is important to ensure that the program meets the needs of teachers and students. It is recommended that further research use longitudinal studies and be carried out by comparing the influence of work motivation in various types of schools (for example, private versus public) or comparing vocational schools versus high schools. to gain greater insight into the dynamics of motivation in the education sector.

Unmasking the interplay between gaslighting and job embeddedness: The critical roles of coworker support and work motivation

Abstract Until now the research has mainly examined visible abusive supervision, like aggression and violence, but it’s unclear how subtle forms, such as gaslighting, impact victims. Gaslighting, an emotionally and psychologically manipulative form of abuse, is an increasingly prevalent phenomenon in contemporary times. Based on the conservation of resources theory, we examined how supervisory gaslighting affects job embeddedness directly and indirectly through work motivation. We also explored how coworker support moderates the gaslighting-work motivation link. Structural equation modeling was used to assess the two-wave time-lagged data from 337 Chinese hotel employees. The results show the negative direct and indirect effects of gaslighting, and coworker support moderates the negative link between gaslighting and work motivation. Hotel organizations should exercise caution when hiring supervisors to prevent gaslighting, which can undermine employee motivation and job embeddedness. This study also recommends raising awareness among employees to speak out against supervisors’ gaslighting behavior.

The Influence of Human Resource Development on Performance Through Competence and Work Motivation to the Head of Mekaar Unit PT Permodalan Nasional Madani

The purpose of this research is to determine the effect of human resource development on motivation, the effect of human resource development on competence, the effect of human resource development on performance, the effect of motivation on performance, the effect of competence on performance, the effect of human resource development on performance through motivation as intervening variable, the effect of human resource development on performance through competence as intervening variable. This research uses a quantitative methodology with purposive sampling method through the distribution of questionnaires to 150 respondent, analyzed using SmartPLS. The results of this study indicate that human resource development has a positive effect on motivation, human resource development has a positive effect on competence, human resource development has a positive effect on performance, motivation has a positive effect on performance, competence has a positive effect on performance, human resource development has a positive effect on performance through motivation as intervening variable, human resource development has a positive effect on the performance through competence as intervening variable

Pengaruh Absensi Online “Talenta” dan Motivasi Terhadap Disiplin Kerja Karyawan PT Kia Karawang

This study was made to determine the extent of the attendance technology system and work motivation provided by PT KIA Karawang to its employees in improving employee discipline in it. The analysis used in this study is to use independent variables, namely the "Talent" attendance system and work motivation, and the dependent variable, namely work discipline. This research included 85 employees from PT KIA Karawang and utilized multiple linear regression testing, alongside validity, reliability, classical assumption, and hypothesis testing techniques. The findings revealed that the Talent attendance system and work motivation together significantly and positively affect work discipline. However, when examined individually, the Talent Attendance System did not impact Work Discipline, whereas work motivation did have a positive and significant effect on work discipline.

Pengaruh Kompensasi dan Motivasi Kerja Terhadap Kinerja Karyawan pada Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kabupaten Karawang

This research aims to determine the effect of compensation and work motivation on employee performance at the Karawang Regency Personnel and Human Resources Development Agency (BKPSDM). The method used was quantitative descriptive sampling, which used saturated sampling, while obtaining data was carried out by distributing questionnaires to 53 employee respondents BKPSDM who then analyzed the influence partially and simultaneously using Path Analysis of the coefficient of determination as well as testing the t test and f test. The research results show that: the influence of compensation and work motivation on employee performance is positive and significant, so the compensation path coefficient is 0.888, which means that compensation is greater than the motivation variable, namely 0.172, which means that motivation has a greater influence on employee performance. Based on the research results, it can be concluded that compensation partially influences the performance of Karawang Regency employees BKPSDM. Motivation influences employee performance at BKPSDM Karawang Regency and simultaneously compensation and work motivation influence employee performance at BKPSDM Karawang Regency.

Analisis Motivasi Kerja, Lingkungan Kerja, dan Produktivitas Kerja Pegawai Pada Pusat Pengelolaan Pendapatan Daerah Wilayah Karawang

This research aims to find out and understand the results of the analysis of work motivation, work environment and employee work productivity at the Regional Revenue Management Center for the Karawang Region. The location of this research is the Regional Revenue Management Center for the Karawang Region. This research method uses a qualitative descriptive approach, expressed through word selection, sentence construction, detailed narrative and visual representation. Data collection techniques using interviews, observation and documentation. The results of research on work motivation provided at the Regional Revenue Management Center for the Karawang Region are quite good. The working environment at the Regional Revenue Management Center in the Karawang Region is still less comfortable for working employees, because several facilities were found to be not very functional. The work productivity of employees at the Regional Revenue Management Center for the Karawang Region can be seen from work efficiency, always trying to provide fast and precise services to the community, but increasing work productivity has not been achieved or is not yet optimal. In this way, of course, to increase employee work productivity at the Karawang Region Regional Revenue Management Center, it is necessary to pay attention to work motivation, especially the work environment so that it can leave a deep impression on employees, which will produce better results for employees.

Pengaruh Stres Kerja, Motivasi Kerja, dan Pengembangan Karir terhadap Kinerja Karyawan pada CV. Semesta Mendukung Indonesia (Semarang)

This research aims to explain and assess the influence of work stress, work motivation and career development on the performance of CV employees. The Universe Supports Indonesia. This research applies quantitative methodology with a sample of 80 respondents. Sampling uses a saturated sampling technique or what can be called a census, where all members of the population are used as samples. Data analysis in this study used SPSS version 25.0. The results of this data processing are the results of the validity test, reliability test, f test, coefficient of determination test, and t test results. The results of the research can be concluded that work stress has a negative and insignificant effect on employee performance, work motivation has a negative and insignificant effect on employee performance, and career development has a positive and significant effect on employee performance.

Analisis Pengaruh Stres Kerja, Beban Kerja, dan Lingkungan Kerja terhadap Motivasi Kerja dan Kinerja Karyawan di UMKM XYZ

UMKM XYZ is a small-scale business that specializes in the production of krupuk. UMKM XYZ faces various challenges, including issues related to the work environment, workload, work stress, and their impact on employee motivation and performance. Thus, this study seeks to gain insights into the factors that impact the motivation and performance of employees at UMKM XYZ. By actively supporting the growth of the MSME sector in the production of krupuk. Researchers are studying the factors that impact the motivation and performance of employees at UMKM XYZ. The Partial Least Squares (PLS) method is a data analysis method that can be highly relevant depending on the characteristics of the data and the purpose of the study. The Partial Least Squares (PLS) method can be quite useful in determining the variables that have the greatest impact on explaining variability in the data. The findings of the analysis research indicated that the work environment had a notable impact on employee motivation in UMKM XYZ. The initial sample value of 0.479 indicates a significant correlation between work environment variables and work motivation. Furthermore, the T-Statistics value is 2.540 with p Values of 0.011, indicating a noteworthy finding. It is worth noting that work stress has a positive and significant influence on employee performance. The initial sample value of 0.389 indicates a significant correlation between work stress variables and employee performance. In addition, the T-Statistics value is 2.943 with p Values of 0.003.

Relation Between Striations Spacing and Fatigue Crack Growth Rates for Additive Manufactured Inconel 625

ABSTRACTThe principles of the mechanisms for fatigue crack propagation in metals have been established several decades ago. By definition, fatigue might be summarized as a damage process imparted to a material under the action of cyclic loads. The relation between fatigue crack growth rates (FCGRs) and formation of striation marks has been a controversial topic. Some authors stated that, in certain fatigue regimes, several fatigue cycles are required to form a single striation. The disagreement found was the motivation for the present work. This study's main goal is to provide a comparison between the striation spacing and the respective FCGR. These analyses will be performed in a Nickel superalloy, Inconel 625, obtained via directed energy deposition. Investigation of the striations spacing are compared with data obtained from FCGR tests. A good agreement between striation spacing and FCGRs was found to intermediate and large values of stress intensity factor.

The Role of Motivation in Moderating the Influence of Organizational Culture and Work Discipline on Performance Employees at The Employment BPJS Se-Medan Raya

This study aims to look at the role of motivation in moderating the influence of organizational culture and work discipline on employee performance at BPJS Ketenagakerjaan Se- Medan Raya. This type of research uses qualitative methods, this research was conducted at the BPJS Employment Branch Office in Greater Medan, the population used was 80 employees consisting of 20 personnel from Medan City, 20 personnel from North Medan, 20 personnel from Tanjung Morawa and 20 personnel from Binjai. The sample used is all the population of 80 employees with saturated samples being the sample technique. The data source used is primary data source and data collection by distributing questionnaires. This research model uses phat analysis and the measuring tool is the smart PLS version 3.3.3 application. The results of this study are as follows: Organizational culture has a positive and insignificant effect on employee performance with an original sample value of 0.042 and P values of 0.910. Organizational culture has a positive and significant effect on work motivation with an original sample value of 0.875 and p values of 0.000. Work discipline has a positive and insignificant effect on employee performance with an original sample value of 0.042 and p values of 0.851. Work discipline has a negative and significant effect on work motivation with an original sample value of -0.347 and p values of 0.000. Work motivation has a positive and significant effect on employee performance with an original sample value of 0.730 and p values of 0.000. Organizational culture has a positive and significant effect on employee performance through work motivation indirectly with original sample results of 0.634 and p values of 0.000. Work discipline has a negative and significant effect on employee performance through work motivation indirectly with an original sample value of -0.209 and p values of 0.006.

Optimization of Strengthening Organizational Culture through the Development of Management Knowledge, Pedagogical Competence, Work Ethics, Organizational Commitment and Work Motivation

Optimization of Strengthening Organizational Culture through the Development of Management Knowledge, Pedagogical Competence, Work Ethics, Organizational Commitment and Work Motivation

PENGARUH KEPEMIMPINAN DAN MOTIVASI KERJA TERHADAP KEPUASAN KERJA PEGAWAI PADA DINAS PERHUBUNGAN KOTA BIMA

This study aims to determine the Influence of Leadership and Work Motivation on Employee Job Satisfaction at the Bima City Transportation Office. The approach used in the study is an associative approach. The population in the study was 188 people with a sample of 32 ASN people. Data collection techniques used were observation, questionnaires, and literature studies. The data analysis technique used was multiple linear regression analysis processed using the Statistical Product and Service Solution (SPSS) version 20 program. The results of the study showed that leadership and work motivation simultaneously had a significant effect on Employee Job Satisfaction at the Bima City Transportation Office.

A Comparative Study on Teacher’s Work Motivation and Job Satisfaction in Public and Private Educational Institutions: The Case of Marawi City National High School and Peaci-Senior High School

A Comparative Study on Teacher’s Work Motivation and Job Satisfaction in Public and Private Educational Institutions: The Case of Marawi City National High School and Peaci-Senior High School

Evidence of positive influence: soft skills competence and organizational culture on innovative work behavior

This study investigates the innovative work behavior (IWB) of marine lecturers, considering work motivation (WM), organizational culture (OC), and soft skill competence (SSC). Data from 145 respondents representing ten higher education polytechnics in Indonesia were analyzed using partial least squares-structural equation modeling (PLS-SEM). Respondents answered 54 Likert-scale questions, revealing that SSC significantly shapes IWB (estimated value: 0.504), primarily through problem-solving ability. However, WM showed no significant impact on IWB, possibly due to non-influential dimensions like science, technology, environment, and society. Incorporating technological developments as moderating variables could enhance this relationship. Notably, SSC and OC exhibit crucial relationships with IWB, highlighting their importance over WM. These findings shed light on the complex dynamics influencing IWB among marine lecturers, emphasizing the significance of SSC and OC in fostering innovation in the maritime education sector.

Analysis of the Influence of Intrinsic and Extrinsic Factors on Teachers' Work Motivation in Improving Educational Performance in Elementary Schools

This research investigates the influence of intrinsic and extrinsic factors on teachers' work motivation and its impact on educational performance at primary schools. The study addresses the crucial role of teacher motivation in enhancing school education quality. Using a quantitative, descriptive-correlational methodology, the study examined the statistical relationships between intrinsic factors, such as job satisfaction and commitment, and extrinsic factors, such as financial rewards and work environment, on teachers' motivation. Data was gathered from 60 respondents, selected through purposive sampling, and analyzed using multiple linear regression and Pearson correlation. The results revealed that intrinsic factors had a stronger impact on work motivation than extrinsic factors, though both were significant. Teachers who experienced greater job satisfaction and commitment exhibited higher motivation, ultimately leading to better performance in teaching. The study concludes that strategies for improving teacher motivation should prioritize intrinsic factors, while still recognizing the importance of supportive extrinsic elements. This research provides valuable insights into balancing motivational strategies and suggests further exploration in diverse educational contexts to validate the findings.

Hubungan motivasi kerja dan workplace spirituality dengan counterproductive work behavior pada karyawan perusahaan multimedia

This research aims to examine the relationship between work motivation, workplace spirituality, and counterproductive work behavior among employees in a multimedia company. The study utilizes a quantitative approach with a correlational design. Data were collected using the Counterproductive Work Behavior Scale, Work Motivation Scale, and Workplace Spirituality Scale. The sample consisted of 70 employees chosen through saturated sampling techniques. Data analysis was performed using multiple linear regression with IBM SPSS version 23 software. The results of the regression analysis revealed that the F-value for the main hypothesis—examining the relationship between work motivation, workplace spirituality, and counterproductive work behavior—was 19.174, with a significance level of ( p < 0.01 ), indicating a significant relationship. Specifically, work motivation accounted for 12.7% of the variance in counterproductive behavior, while workplace spirituality contributed 23.7%, leading to a total contribution of 36.4%. The remaining 63.6% of the variance is influenced by other variables not discussed in this study. These findings suggest that higher levels of workplace spirituality and work motivation can help reduce counterproductive behavior, foster a positive work environment, and enhance employees' connection to their work.

STRES KERJA DAN MOTIVASI KERJA PENGARUHNYA TERHADAP KINERJA KARYAWAN BANK SYARIAH MANDIRI DI KOTA MAKASSAR

This study aims to determine the effect of work stress, work motivation, and the effect of both simultaneously on the performance of Bank Syariah Mandiri employees in Makassar City. This research was conducted at the Bank Syariah Mandiri Office in Makassar City with a research unit of permanent employees aged 20-40 years with a minimum work period of 1 year and a high school educational background and a maximum of Master degree (S2). The total population is 409 employees spread across 8 branch offices and sub-branches. The method chosen to determine the sample is purposive sampling and proportional sampling method and the results obtained are 202 samples. Furthermore, data collection was carried out using questionnaire, observation, and interview methods. The research hypothesis was tested through multiple regression analysis using the SPSS program. The research shows that work stress and work motivation have a significant influence on the performance of Bank Syariah Mandiri employees in Makassar City. Unmanaged work stress can reduce productivity, loyalty, and increase employee turnover, while good work motivation tends to improve performance.

Sales Performance Analysis in Adding New Indihome Customers (Case Study in Telkom Jember Area)

Sales Force is an important part of PT Telkom Indonesia's position which has a role in making the company successful. Sales Force finds it difficult to make offers to get customers. Sales Forces do not get a fixed salary, they only get a fee based on new customer orders whose been activated on the same day, so this makes Sales Force less motivated to work. It is suspected that there is miss preception between the Sales Force and the Organization which can influence their job satisfaction and performance. This research presents the results of descriptive statistical analysis, validity and reliability tests of measurement model parameters, as well as the results of testing the research structural model. The descriptive statistical analysis, validity test and reliability test in this research were analyzed using SMARTPLS software. Meanwhile, hypothesis testing and model suitability analysis in this research were carried out using the variance-based Structural Equation Modeling (SEM) method. Data collection was carried out directly by distributing questionnaires to 101 respondents, who were in the IndiHome Sales area for the period 2019 – July 2023. For the result analysis, Work Motivation and Self Efficacy have positive significant for Sales Force Job Satisfaction. Work motivation and Climate Organization have a positive significant effect on Sales Force Job Performance. Climate Organization does not have a significant effect on job satisfaction. Self-Efficacy does not have a significant effect on Performance. Job Satisfaction does not have a significant effect on Sales Performance.

Bellboy Work Motivation: Studying at a Star Hotel in Bali

This study aims to determine the work motivation of bellboys at Hotel ABC Bali. Data collection was carried out by distributing questionnaires to bellboy staff, then confirmed through interviews with bell captains to confirm the results of the questionnaire and to conduct documentation as supporting evidence. The data analysis technique used in this study is a qualitative descriptive method. This study refers to the two-factor work motivation theory according to Fredrick Herzberg. The results of the analysis showed that the motivation of bellboy staff was 3.34 with a fairly satisfied predicate. As for the intrinsic or hygienic factor, it has the highest level of satisfaction, namely 3.57 with a satisfied predicate, while the extrinsic or motivation factor gets the lowest value, namely 3.11 with a fairly satisfied predicate.

The Effect of Work Motivation and Work Discipline on Employee Performance at PT. Liza Christina Garment Industry Sukabumi Regency

The purpose of this study is to ascertain how employee performance at PT. Liza Christina Garment Industry Sukabumi Regency is impacted by work motivation and discipline. Descriptive and associative research methods with a quantitative approach are employed. 35 respondents from PT. Liza Christina Garment Industry Sukabumi Regency made up the sample for this study, which was carried out utilizing a total sampling approach in conjunction with the non-probability sampling technique. The validity and reliability test was the instrument utilized, followed by the classical assumption test. Multiple linear regression analysis, Pearson correlation analysis, and coefficient of determination analysis were the methods employed to ascertain the link and effect. The findings of the studies that have been done indicate that job motivation has an impact. impact employee performance of 0.588, meaning that a one-time increase in the work variable will result in a 0.588-fold rise in employee performance. The effect of partial work discipline on employee performance is 0.270; a one-time increase in the work discipline variable will result in a 0.270-fold rise in employee performance values. Together or separately, work motivation and work discipline have a 63% positive impact on employee performance, according to the computation results and coefficient of determination. The remaining 37% is influenced by the work environment, collaboration, pay, and other factors that were not examined. Based on these findings, it can be said that work motivation and work discipline, either separately or in combination, significantly impact employee performance as the dependent variable