Employee Work Motivation Research Articles

Pengaruh Kemampuan dan Motivasi Kerja Pegawai terhadap Daya Saing Koperasi pada Unit Salapak di Kota Bandung

Cooperative as a form of economic organization that plays an important role in the economy. The purpose of this study was to determine the effect of the ability and work motivation of employees on the competitiveness of cooperatives. The research method used was to collect data through questionnaires which were distributed to cooperative employees involved in operational activities. This study used a quantitative method using the SPSS 23 analysis tool. The total population in the Salapak cooperative unit in the city of Bandung is 15 people. By using the saturated sample technique, the total sample is the entire population, namely 15 people. From the research that has been done, it can be concluded that simultaneously H3 is accepted, meaning that the ability and work motivation simultaneously have a positive effect on competitiveness.

Pengaruh Sistem Informasi Akuntansi, Motivasi Kerja, dan Pengendalian Internal terhadap Kinerja Pegawai pada Kantor Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kabupaten Karawang

The study conducted arose due to a decrease in employee performance in 2021 compared to 2020. Data collection using a questionnaire method with a population of 50 employees. Employee performance at the Karawang Regency Personnel and Human Resources Development Agency Office is the focus of the study carried out with the aim of understanding the role of information systems, work motivation, and internal control. Data were analyzed using SPSS descriptive techniques and multiple linear regression. Referring to the significance value of 0.005 <0.05, it means that the information system variable has a significant influence on the employee performance variable. The significance value of the employee work motivation relationship, namely 0.000, is still below the 0.05 figure so that the work motivation variable has a significant effect on employee performance. Meanwhile, the internal control variable has a significance value of 0.014, which is still below 0.05, so it can be interpreted that this variable affects employee performance. A significant value of 0.000 <0.05 indicates that accounting information systems, work motivation, and internal control affect employee performance. Based on these findings, improved accounting information systems, worker motivation, and the establishment of strong internal controls all contribute to better job performance. Things to do include implementing accounting information systems that help employee welfare and ensuring employees receive proper supervision

Pengaruh Pasca Pandemi Covid Terhadap Sistem Kerja, Kinerja, Dan Motivasi Pada Karyawan Swasta di Jakarta

Abstract
 The 2019 Corona Virus Disease (Covid-19) pandemic is spreading throughout the region, including the work system and work motivation of private employees in Jakarta. Work systems and work motivation are the impacts that receive the most attention after COVID-19. The work system of employees or private employees in Jakarta has certainly experienced a decline due to the influence of outside or conditions in the local area. The performance of private employees after the pandemic is certainly experiencing a bit of confusion because they are used to working from home or working from home so this must be addressed immediately so that it doesn't fall further in again becomes depressed performance. Therefore, the transition of the work system from WFH to WFO must be planned immediately and started to be implemented. Through qualitative descriptive studies, this journal aims to reveals the significant impact post-pandemic has had on the work system, performance and work motivation of private employees in Jakarta to restore the work system due to Covid-19 pandemic. The existence of COVID-19 is the cause of changes to the work system, hence the strategy for restoring the work system is to rely on restarting to implement the WFO work system periodically so that private employees can adapt so that they only need to continue the work system and improve their performance and work motivation while in the office. The impact of post-COVID-19 must be handled immediately so that employees can carry out their activities in the office as usual. Keywords: Work System, Post COVID-19, Work Motivation, Performance

The Role of Work Motivation as a Mediator in the Influence of Communication and Workload on Employee Performance at Warmadewa University

The objective of this study is to ascertain the function of work motivation as an intermediary in the impact of communication and workload on employee performance at Warmadewa University. The research at Warmadewa University focuses on the relationship between communication and workload as independent variables, work motivation as a mediating component, and employee performance as the dependent variable. This study used Partial Least Square analysis to ascertain the function of work motivation as a mediator in the impact of communication and workload on employee performance at Warmadewa University. The survey included a total of 248 regular staff that were employed at Warmadewa University, Bali. The research employed the proportionate stratified random sampling approach, with a total of 153 samples. This study utilizes primary data, which was gathered by the distribution of questionnaires to the whole research sample. The research findings indicate that there is a positive and statistically significant correlation between communication and employee performance at Warmadewa University. The workload has a detrimental and statistically significant impact on employee performance at Warmadewa University. The relationship between communication and job motivation of employees at Warmadewa University is both favorable and substantial. The workload has a detrimental and substantial impact on the work motivation of employees at Warmadewa University. Work motivation positively and significantly impacts employee performance at Warmadewa University. Work motivation acts as a mediator between communication and employee performance at Warmadewa University. Similarly, work motivation also acts as a mediator between workload and employee performance at Warmadewa University.

Analysis of Factors Affecting Performance With Work Motivation As Intervening West Sumatra Shipping Polytechnic

This study aims to see the influence of 1) Leadership style on employee work motivation 2). Compensation for employee motivation 3). Work motivation on employee performance 4). Leadership style towards employee performance 5). Compensation for employee performance 6). Leadership style towards employee performance with work motivation as an intervening variable. 7). The effect of compensation on employee performance with work motivation as an intervening variable. The study's demographic and sample consisted of all 50 West Sumatra Shipping Polytechnic workers. the process of employing total sampling to calculate the number of samples. By meeting the conditions of the classical assumption test for normality, linearity, multicollinearity, and heteroscedasticity, the data analysis approach employs route analysis. The West Sumatra Shipping Polytechnic personnel' job motivation is significantly impacted by their leadership style and salary, according to the study's findings. In addition, salaries, job motivation, and leadership style all have a big impact on how well West Sumatra Shipping Polytechnic personnel perform. The study's recommendations include that West Sumatra Shipping Polytechnic pay attention to the leadership styles that emerge in workers at work, that the agency focus on raising compensation, and that increased work motivation be taken seriously since it will lead to an improvement in performance.

Peran Motivasi Kerja Dalam Meningkatkan Produktivitas Kayawan Pada Wirman Sambel

This study was conducted to determine how work motivation is carried out by wirman sambel and how the productivity of wirman sambel employees in the application of work motivation. This research is presented with descriptive qualitative method, the author thoroughly observes the work motivation of WIRMAN SAMBEL employees in increasing work productivity. The result of this study is that work motivation has a relationship with work productivity, which work productivity is highly dependent on work motivation. The application of work motivation to wirman sambel employees is in the form of: communication, appreciation, sense of responsibility, and cooperation. So that productivity can be formed.

IMPROVING THE PERFORMANCE OF SALES EMPLOYEES THROUGH WORKLOAD AND WORK MOTIVATION AT PT. X

The purpose of this study is to determine how the workload and work motivation of employees on the performance of PT X employees and determine the effect both partially and simultaneously. This study used quantitative associative analysis which was used to determine the influence of the independent variable with the dependent variable. The sample of this study used a saturated sample of 57 employees of PT X sales department with data collection techniques in the form of interviews, questionnaires, and documentation. The data analysis technique used is multiple linear regression with SPSS 27 software. The results showed that partially workload had a negative effect on employee performance and work motivation had a positive effect on employee performance. Simultaneously, workload and work motivation affect employee performance.

The Effect of Financial Compensation in Increasing Employee Motivation and Performance (Case Study of Security Guards at Trunojoyo University, Madura)

This research aims to determine the effect of financial compensation in increasing employee motivation and performance, this was done as an effort to improve employee performance. In this research, descriptive qualitative methods were used using probability sampling and random sampling techniques. The research population consisted of all 150 Trunojoyo Madura University (UTM) security guards and 7 people were selected as samples with 3 people as key sources and the others as supporters. Research data was obtained by going directly to the field and interviewing selected sources. The data analysis used was interactive analysis and data triagulation. It was found that financial compensation has a direct effect on employee work motivation because the initial goal of a person's work is salary, financial compensation also has an effect on employee performance because it builds motivation

Influence of Work Motivation and Workload on Work Fatigue among Mechanic at the Train Maintenance Centre in Yogyakarta

The amount of risk and job demands, and monotony of work and task deadlines that are too short, can affect the decrease in employee work motivation. Work motivation can affect work fatigue through work capacity, workload and work stress. The purpose of this study was to determine the effect between work motivation and workload on work fatigue in employees of Maintenance Center Unit (UPT) Balai Yasa Yogyakarta in the production department. The research method used is quantitative research with a correlational approach. The sampling process is carried out using the purposive sampling method, with criteria for being 20 – 56 years old and having worked at UPT Balai Yasa Yogyakarta for at least 1 year. The instrument used to collect the data in this study were work fatigue scale, work motivation scale, and workload scale. The results of this study show that: work motivation has an influence on the condition of work fatigue of UPT Balai Yasa Yogyakarta employees, workload also has an influence on work fatigue of UPT Balai Yasa Yogyakarta employees, and motivation and workload have an influence together on the condition of work fatigue of UPT Balai Yasa Yogyakarta employees.

The Effect of Performance Allowances on Work Motivation and Employee Performance at the Ministry of Religion of Bengkulu City

This study aims to analyze the effect of performance allowances on work motivation and employee performance at the Ministry of Religion (Kemenag) of Bengkulu City. this uses quantitative method as an explanatory research approach, the data analysis technique used is multiple regression. The statistical test results show that there is a positive and significant influence between performance allowances and employee work motivation, as well as between performance allowances and employee performance. The analysis also identified several potential problems related to the provision of performance allowances, including unclear criteria, unequal distribution, and delays in payment. To address these issues, it is recommended that performance allowance policies be clear, transparent, and involve employees in program planning and evaluation. The importance of effective and open communication in managing performance benefits is also emphasized. The general benefits of performance allowances, such as high motivation, increased productivity, and improved psychological well-being of employees, were positively highlighted in this study. With the results of calculations using SPSS, it was found that work motivation and performance variables jointly significantly affect employee performance allowances. The test results state the rejection of the null hypothesis, indicating that the higher the value of performance allowance, the higher the work motivation and performance of employees of the Ministry of Religious Affairs of Bengkulu City.

Bond of organizational commitment and work motivation to employee performance at PT BPR Serang Branch

Effective management, thinking about the importance of human resources. Employee performance is an important factor influencing success. In an organization, this is one of the most important functions of a company. This study aims to determine the variables that affect employee performance and develop a theoretical basis for the research model. This study used an associative descriptive quantitative method with 30 respondents drawn into samples using non-probability sampling and saturated sampling / total sampling. Data analysis techniques using linear regression with the help of SPSS software version 26. The results of this study show that the first hypothesis states that employee performance is influenced by organizational commitment; the higher the employee who has organizational commitment, the higher the employee performance. The second hypothesis states that work motivation shows can influence employee performance. The third hypothesis is that employee performance is influenced by organizational commitment and employee work motivation, which can simultaneously accelerate the improvement of employee performance. This research is expected to make theoretical contributions to the literature in this context, certainly in the context of human resource management.

Motivasi Kerja Karyawan dalam Rangka Meningkatkan Kinerja di Dinas Kebudayaan dan Pariwisata di Kota Surabaya

This research aims to find out and describe how work culture is implemented and what motivates employees to improve their work at the Surabaya City Tourism and Culture Office. This can be seen from various factors, namely, intrinsic (internal) factors and extrinsic (external) factors. In obtaining quality Human Resources, the work process runs smoothly, and the work results are in accordance with what is desired must come from the behavior of each individual. This means that in forming a work culture and work motivation from leaders or employees it must be consistent with good coordination so that the vision and mission of the organization can be realized in accordance with what is desired. This research uses a qualitative descriptive research method. Data collection used interview techniques and carried out observations through purposive sampling techniques. The results of the research show that employee motivation has a big influence on improving the performance of employees at the Surabaya City Culture and Tourism Office. This can be seen from intrinsic (internal) factors and extrinsic (external) factors. Intrinsic (internal) factors are the achievements of the employee himself. Meanwhile, extrinsic (external) factors are in the form of communication relationships experienced between employees and superiors. So it can be concluded that employee work motivation must be maintained from an early age in order to achieve maximum results in accordance with the goals of the organization itself.

Organizational Justice and Work Motivation: The Perspective of Civil Servant Groups in Banten and Central Java Provinces

The purpose of this study was to uncover the effect of organizational justice (procedural justice, distributive justice, and interactional justice) on the work motivation of BAPENDA employees in Banten and Central Java Provinces. The data were collected using a survey with a purposive sampling technique. The sample size of the study was 587 persons, which involved 200 civil servants at Central Java Province BAPENDA and 387 civil servants at Banten Province BAPENDA. The data were analyzed using multigroup Structural Equation Modeling (SEM). The results of the study showed that organizational justice (distributive, procedural, and interactional justices) can explain and predict the work motivation in the cultural group background of Banten and Central Java. The involvement of the two different cultural groups in this study indicated that the analysis supports the high model fit. In other words, the psychometric properties of the model measurements was not disturbed by the group presence, aka disturbed by the deceptive response.

Analysis of Employee Work Motivation In The Scope of Tanralili Sub-district Gov-ernment, Maros Regency

This research aims to analyze employee work motivation, focusing on physiological, safety, social, esteem, and self-actualization needs within Tanralili Subdistrict Government, Maros Regency. The study utilizes a qualitative descriptive analysis approach, collecting data from primary and secondary sources through observation, informant interviews, and documentation. Data analysis involves qualitative descriptive analysis, comprising data collection, reduction, presentation, and conclusion drawing. Findings reveal that employee motivation stems from their work activities in providing administrative services. Motivation efforts aim to enhance performance, with Maslow's hierarchy of needs theory guiding motivation strategies, including: a) Addressing physiological needs through break time provision, position-based allowances, and incentives. b) Implementing safety needs via standard facilities, tools, and health benefits. c) Fulfilling social needs through community service, fostering employee relationships, and promoting positive community interactions. d) Realizing esteem needs through attention, recognition, and timely appreciation. e) Achieving self-actualization needs through study leaves, skill enhancement, and technology mastery opportunities. These strategies contribute to improved employee performance, emphasizing the importance of motivation in organizational effectiveness

Pengaruh Perilaku Kepemimpinan Terhadap Motivasi Kerja Pegawai Pada Kantor Desa Abbanuangnge Kecamatan Maniangpajo Kabupaten Wajo

This research was motivated by preliminary research at the Abbanuangnge Village Office, Maniangpajo District, Wajo Regency, with initial information that could be obtained, namely the impression that the work motivation of employees at the Office, a number of ideals were thought to be influenced by leadership behavior which was also not ideal. This research aims to examine the influence of leadership behavior on employee work motivation at the Abbanuangnge Village Office, Maniangpajo District, Wajo Regency. This research uses quantitative research methods. The population in this study was all 8 Abbanuangnge Village Office employees. The sample in this research uses a saturated sample, namely a sampling technique when all members of the population are used as samples. The primary data source is in the form of a questionnaire. The data analysis techniques used are descriptive statistical analysis, correlation analysis, coefficient of determination, simple linear regression. The questionnaire measurements answered by respondents used a Likert scale which was processed using the Statistical Product and Service Solution (SPSS). The results of this research show that training has a positive and significant influence on the performance of civil servants at the Pammana District Office, Wajo Regency. Meanwhile, the R2 (R Square) value is 0.623, which shows that the percentage contribution of the Training variable to the Civil Servant Performance variable at the Pammana District Office, Wajo Regency is 62.3%.

Loyalitas Pegawai Di Lingkungan Kerja Pemerintahan Dinas Pemuda Dan Olahraga Jawa Barat

Dispora or Youth and Sports Service is a regional government located in the province or district/city. Dispora has an important role in developing youth potential and advancing the field of sports in a country or certain city district, and its objectives include developing leadership, creativity and youth skills. , as well as increasing achievement and participation in sports activities to support overall Community Health and Development. The general aim of this research is to find out what influences employee/worker loyalty in completing performance programs that will be implemented in the Youth and Sports Department. This research uses a research method with a qualitative approach, where the research carried out is descriptive. The focus of this research is the achievement of work results (performance) of government officials at the Youth and Sports Department in increasing loyalty to performance by analyzing problems, especially regarding employee readiness and response to performance and loyalty. The results of this research are that employee loyalty is one of the keys to the success of a program. performance, so as to reduce the risk of failure in the performance program, suggestions: To increase employee morale and work motivation, leaders should act more wisely, so that appropriate work programs are created.

Antecedents of Job Satisfaction Mediated by Work Motivation

This research aims to determine the antecedents of job satisfaction mediated by work motivation. This research is quantitative using Partial Least Square version 4.0. The sample uses census techniques of 102 respondents. The results of the research individual characteristics and workload have a positive and significant effect on job satisfaction, job characteristics, and organizational culture do not affect job satisfaction, organizational culture has no significant effect on job satisfaction, job characteristics have a positive and significant effect on work motivation, organizational culture positive and significant effect on work motivation, workload has a significant effect on work motivation, work motivation does not affect job satisfaction, individual characteristics, job characteristics, organizational culture, and workload cannot mediate employee work motivation on job satisfaction.

Pengaruh Disiplin Dan Motivasi Kerja Terhadap Kinerja Pegawai Di Puskesmas Burneh Kabupaten Bangkalan

This research was conducted at the Burneh Health Center Service Employees of Bangkalan Regency. Burneh Health Center is an element of government implementation in the health sector. The human resources contained in it must have good performance to achieve organizational goals. The existing problems are in the performance of employees who have decreased. Some employees also often violate the provisions of working hours that have been determined so that employee discipline and work motivation are getting lower. The low level of employee motivation can be indicated from the lack of leadership both to nurses and doctors as well as to patient families. This study aims to determine the effect of work discipline on employee performance at the Burneh Health Center, Bangkalan Regency, to determine the effect of work motivation on employee performance at the Burneh Health Center, Bagkalan Regency, and to determine the effect of work discipline and motivation on employee performance at the Burneh Health Center, Bangkalan Regency. The method used in this research is quantitative research. The population in this study was 55 employees, so this research is population research. The data collection methods used are through interviews, questionnaires and literature studies. The data analysis techniques used are Validity Test, Reliability Test, Normality Test, Multicollinearity Test, Heteroscedasticity Test, Multiple Linear Regression Analysis and Hypothesis Test. The results of this study indicate that, 1) Work Discipline has a positive and significant effect on Employee Performance with a tcount value of 5.771 ttable 1.67591 with a significant level of 0.000 0.05 with a β value of 1.576. 2) Work Motivation has a positive and significant effect on Employee Performance with a tcount value of 2.900 t table 1.67591 with a significant level of 0.006 0.05 with a β value of 0.863. 3) Discipline and Work Motivation have a positive and significant effect on Employee Performance with an Fcount value of 65,173 t table 3.13 with a significant level of 0.000 0.05.

Analysis of The Influence of Transformational Leadership Style And Work Discipline on Employee Innovation Performance With Motivation As An Intervening Variable At SDIT Yogyakarta

This study aims to find out about the Analysis of the Effect of Transformational Leadership Style, Work Discipline, on Innovation Performance with Motivation as an intervening variable aimed at managing superior and advanced human resources in facing the era of globalization and quality human resources will develop high performance for the organization. One of them is by paying attention to the performance of employees both from their motivation and discipline in achieving the organization. This study uses a quantitative descriptive method with data analysis techniques Measurement Model (Outer Model): Convergent Validity, Discriminant Validity, Discriminant Validity, Reliability. Structural Model (Inner Model), Predictive Relevance (Q Square), Hypothesis Testing Results. Tested manually using the SmartPLS 3.2.9 software application. The population in this study were employee teachers at SDIT Luqman Al Hakim Yogyakarta, while for the sample data using the saturation technique, all employees were taken, namely 62 samples. The results showed that the coefficient value for the H1 coefficient was 0.288, the p-value was 0.007, the H2 coefficient was 0.343, the p-value was 0.003, the H3 coefficient was 0.339, the p-value was 0.000, the H4 coefficient was 0.327, the p-value was of 0.026, the H5 value, the coefficient value of 0.447 the p-value of 0.007 reveals that Transformational Leadership Style, and Work Discipline can improve employee innovation performance with Employee Work Motivation so that resources are able to develop high performance for the organization.

The Influence Of Compensation And Work Motivation On Perception Of Performance With Gender Moderation In Fast Food Employees In Jakarta

The coffee shop business is a form of business that is quite attractive to entrepreneurs as producers and the wider community as consumers. As is currently busy in the business world, coffee shops are a form of business that is quite attractive to entrepreneurs as producers and for the wider community as consumers. In managing this coffee shop business, coffee shop owners must compete with many other coffee shops, so coffee shop owners must have two good business strategies and innovation and creativity in managing all components that support the running of this coffee shop business. This study aims to determine the effect of Salary and Work-life Balance on Employee Productivity with the mediation of Work Motivation of Coffee Shop Employees. This research was conducted on coffee shop employees who have worked for at least 3 months in Jabodetabek. The sampling method used purposive sampling with a sample size of 170 respondents. The number of statements given to respondents was 17 statement items. The results of this study indicate an insignificant effect on salary with employee productivity, a significant effect on work-life balance on employee productivity, a significant effect of salary on employee work motivation, then a significant effect of work-life balance on employee work motivation , a significant effect of employee work motivation on work-life balance and an insignificant mediating effect on employee work motivation with salary and employee productivity, the mediating effect of employee work motivation with work-life balance and employee productivity. Keywords:Employee Productivity, Employee Motivation, Work-Life Balance, Salary