Work Motivation Research Articles

Re-visiting women’s work motivations and career needs: international evidence from the perspective of self-determination theory

Purpose The study explores the work motivations and career needs of women, drawing on self-determination theory. The study aims to develop motivation theories and support organisations to shape the work environment addressing women’s work motivations and current career needs. Design/methodology/approach The exploratory study was conducted based on two research questions: Why do women change jobs? What are women looking for in a new workplace? To conduct this study, an online questionnaire with open-ended questions was prepared. Respondents were women who had applied for an administrative job post in Brazil, Mexico, Poland, Portugal and State of Palestine. Collected answers from 363 respondents were analysed by using Nvivo software. Findings This study presents women’s work motivations and career needs that affect the decision to change the job. Results indicate that women’s work motivations include four components: 1 − career growth (career development, skills improvement, challenges), 2 − competitive compensation (financial, personal fulfilment), 3 − work environment (organisational culture, work-life balance) and 4 − leadership (recognition, management leadership skills). Additionally, the study highlights four components of women’s current career needs: 1 − career growth (continuous professional development, challenges, training skills), 2 − competitive compensation (financial/fair pay, personal fulfilment), 3 − work environment (cooperation/teamwork, adequate tools, respect and safety) and 4 − leadership (clear organisation goals, communication/empathy, recognition, support). Originality/value Based on collected data, components of women’s work motivations and career needs were identified. The results provide contemporary and international evidence about the complex nature of women’s work motivations and career needs.

The Influence of Leadership Style, Work Motivation and Organizational Commitment on Employee Performance of DPMD Malang Regency

This study aims to analyse the impact of leadership, work motivation, and commitment among employees of the Malang Regency Community and Village Empowerment Office (DPMD). The validation study is a quantitative study. Data were collected from a questionnaire administered to 52 respondents who were employees of DPMD Malang Regency using the entire sample. Data analysis techniques use multiple linear regression to show the impact of independent variables on the variables. The results showed that: (1) leadership style, work motivation, and organizational commitment have an impact on employee performance; (3) Job support has also been shown to have a positive effect on employee performance. In addition, (4) organizational commitment has also been shown to have a positive effect on employee performance. Wide. The importance of this study shows the importance of using good leadership styles, developing job support and strengthening the commitment of organizations to mobilize staff well

The Effect of Training and Work Environment on Employee Performance through Employee Engagement as an Intervening Variable

This research aims to examine the influence of Training and Work Environment through Employee Engagement on Employee Performance at PT. Coway International Indonesia. This research was motivated by employee performance which was not mentioned, so research was carried out to find out which training, work environment and Employee Engagement variables would have the most influence on employee performance at PT. Coway International Indonesia. The population in the study were employees of PT. Coway International Indonesia. Meanwhile, the research sample was taken using a purposive sampling technique and then using a saturated sampling technique, namely all members of the population were used as samples with a total of 100 respondents. This research is quantitative research using the Structural Equation Model - Partial Least Square (SEM-PLS) method. The results of the research show that Training and Work Environment have a positive effect on Employee Engagement, Training and Work Environment have a positive effect on Employee Performance, Employee Engagement has a positive effect on Employee Performance, Training has no positive effect on Employee Performance through Employee Engagement, finally the Work Environment has a positive effect on Performance Employees through Employee Engagement. After conducting research, the author suggests expanding the population to other branches, so that it can represent more answers from Coway International Indonesia employees. Coway International Indonesia throughout Indonesia. Apart from that, you can also add other supporting variables, such as Work Motivation, Job Satisfaction, Reward and Punishment and other variables that are relevant to the novelty of the research.

Efektivitas Komunitas Belajar dalam Meningkatkan Kualitas Guru di Sekolah

Teacher learning communities are regarded as essential means to improve education quality through collaboration and professional development. However, implementation within formal school contexts faces challenges, such as time constraints, limited structural support, and low awareness of the benefits of learning communities. This study aims to explore the effectiveness of learning communities in enhancing teacher quality in schools and to identify factors influencing teacher participation. The research method employed is a literature review, encompassing analysis of 25 articles from various relevant academic journals. Thematic analysis highlights key topics, including effectiveness, challenges, and opportunities for the development of learning communities. Findings indicate that learning communities have a positive role in enhancing teacher competence and work motivation. However, significant obstacles remain, such as lack of support from school management and limited understanding. The study also emphasizes the potential for digital technology-based learning communities, which could increase teacher participation by providing more flexible access. This study concludes that stronger policy support and further research are needed to address implementation barriers and maximize the potential of learning communities to enhance teaching quality in schools.

Enhancing Faculty Work Productivity through Organizational Support and Servant Leadership with the Mediating Role of Work Motivation: A Study Case at University of Muhammadiyah Jakarta

This study aims to examine the influence of organizational support and servant leadership on work productivity, both directly and indirectly through work motivation as a mediating variable. A quantitative approach with a survey method was employed by involving 164 permanent faculty members of the University of Muhammadiyah Jakarta as the sample. Data collection techniques was conducted using questionnaires, and path analysis was performed for data analysis. The results indicate that organizational support (β = 0.309), servant leadership (β = 0.375), and work motivation (β = 0.149) have a direct positive, and significant influence on work productivity. Additionally, organizational support (β = 0.338) and servant leadership (β = 0.303) also exert a direct positive and significant influence on work motivation. Work motivation mediates the relationship between organizational support (β = 0.050) and servant leadership (β = 0.045) on work productivity, although this mediating influence is less effective than the direct influences, which are more dominant. The findings offer recommendations for faculties and stakeholders to enhance work productivity in achieving the Three Principles (Tri Dharma) of Higher Education through strategies that strengthen organizational support, servant leadership, and work motivation.

The Influence Of Physical Environment, Situational Leadership On Performance Through Work Motivation

Human resources are an asset for organizations and agencies, because humans are part of the elements in every organization that can trigger creativity. Without effective human resources, it will be impossible for the organization to achieve its goals.The analysis used to test the research hypothesis uses descriptive analysis and path analysis. The results of this study show that there arethere is a positive influence of the physical environment on work motivation, there is a positive influence of situational leadership on work motivation, there is a positive influence of the physical environment on teacher performance, there is a positive influence of situational leadership on teacher performance, there is a positive influence of work motivation on teacher performance, there is a direct influence of the physical environment on performance through work motivation, there is a direct influence of situational leadership on performance through work motivation.In an effort to improve teacher performance, management ensures that the physical work environment is adequate, and that situational leadership is supportive so that it can increase work motivation.

The Influence of Principals' Leadership and Work Motivation on Teacher Performance in Middle Schools

This study aims to identify and describe (1) the influence of the principal's leadership on teacher performance in junior high schools in Muara Telang District, Banyuasin Regency; (2) the influence of work motivation on teacher performance in junior high schools in Muara Telang District, Banyuasin Regency; (3) the influence of the principal's leadership and work motivation together on teacher performance at SMP Muara Telang District, Banyuasin Regency. This research is quantitative. This research was conducted at Muara Telang District Middle School, Banyuasin Regency, with 53 teachers as respondents. The data in this research was collected by distributing questionnaires to respondents. Data collection techniques use questionnaires and documentation. Test the prerequisites for analysis using the normality test, linearity test, and multicollinearity test, as well as the simple linear regression technique t-test and multiple linear tests using the F test with the help of the Product and Service Solution (SPSS) Statistics Program version 25. The results of this research show that (1) there is an influence of the principal's leadership on teacher performance at SMP Muara Telang District, Banyuasin Regency; (2) there is an influence of work motivation on teacher performance in junior high schools in Muara Telang District, Banyuasin Regency; (3) there is an influence of the principal's leadership and work motivation together on teacher performance at SMP Muara Telang District, Banyuasin Regency.

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