Work Motivation Research Articles

Pengaruh Insentif dan Motivasi Kerja terhadap Semangat Kerja Karyawan pada SMKS YKPP Bontang

The aim of this research is to investigate the influence of incentives and work motivation on employee morale at SMKS YKPP Bontang, with the hope of providing insight into human resource (HR) development strategies in educational institutions. This research uses quantitative methods by applying multiple linear regression analysis to investigate the influence of incentives and work motivation on employee morale at SMKS YKPP Bontang. The results of this research show that incentives and work motivation have a positive and significant influence on employee morale at SMKS YKPP Bontang. This indicates that increasing incentives and motivation can effectively increase work morale, which in turn can contribute to improving employee performance and the quality of education at the institution. The novelty of this research lies in its focus on the influence of incentives and work motivation on employee morale in educational institutions, especially at SMKS YKPP Bontang. While many studies have explored the relationship between incentives, motivation, and morale in various sectors, this research specifically identifies and analyzes the factors that influence morale in the context of technical and vocational education

Exploring the Relationship Between Quality of Work Life and Motivational Theories

The aim of the present research paper is to examine the relationship between some popular motivational theories and the quality of work life in order to understand the role which motivation play to enhance quality of work life. It discusses the famous motivational theories like Maslow’s Hierarchy of needs, Herzberg’s two factor theory, Alderfer’s ERG theory, McClelland’s needs theory in a very comprehensive way by a thorough literature review. The paper examines Maslow’ claim that satisfying fundamental needs has a positive influence on QWL, Herzberg’s classification of motivational and hygiene factors contributes to QWL, Alderfer’s ERG theory of employee’s existence, relatedness and growth needs improves QWL, McClelland’s needs theory of meeting employee’s achievement, power and affiliation needs is positively correlated with QWL. Findings show that motivation plays a crucial role in determining job satisfaction, impacting organizational commitment, encouraging a healthy work-life balance and benefiting employee general well-being. The paper concludes by emphasizing that it is significant to integrate motivational theories into organizational practices to optimize QWL.

Effect of the Axial Profile of a Ceramic Grinding Wheel on Selected Roughness Parameters of Shaped Surfaces Obtained in the Grinding Process with a Dual-Tool Grinding Head

The use of CNC equipment that integrates several machining operations eliminates downtime due to changes in setup and clamping of workpieces in more than one machining device. A review of CNC equipment and tools known from the literature and from manufacturers’ offerings indicates that new technical solutions are being developed to integrate two or more technological operations. However, these examples have numerous limitations and are mostly not suitable for machining surfaces with complex shapes. An example of such solutions is the use of a dual-tool grinding head, which integrates the process of rough grinding with a ceramic grinding wheel and finish grinding with a flexible grinding wheel. Unfortunately, it has the disadvantage of being limited by the angular shape of the ceramic grinding wheel, making it unable to adapt to the complex geometries of the shaped surfaces being ground. The need to overcome this limitation became the motivation for the research work described in this article. By means of experimental research, it was verified what effect the radial outline on the periphery of a ceramic grinding wheel realized by rough grinding would have on the surface roughness parameters obtained in the process of grinding shaped surfaces. For this purpose, grinding processes using a ceramic wheel with a conical and radial outline were compared. The result of the study was a summary of the surface roughness parameters Sa, St, Sq, Spk, Str, and Sds obtained after two-stage machining (rough and finish grinding). The obtained analysis results showed that changing the axial outline of the ceramic grinding wheel makes it possible to significantly expand the range of applications of the dual-tool head without negatively affecting the quality of the machined surface. Thus, such an improvement will make it possible to increase the applicability of the head by grinding shaped surfaces with a radial profile of curvature.

The Effect of Remuneration and Work Motivation on the Performance of Administrative Employees

This study aims to determine and analyze the effect of Remuneration and Work Motivation on the Performance of Administrative Employees at RSUP Prof. Dr. R. D. Kandou. This study used a quantitative approach. The population in this study was administrative employees at RSUP Prof. Dr. R. D. Kandou. The sampling technique uses a simple random sampling technique. Data collection techniques by distributing questionnaires, while secondary data through literature studies by reading various literature. Data analysis techniques use Research Instrument Test (validity and reliability test), t test, F test, r square test and multiple linear regression analysis with the help of SPSS software. The results of this study show that: (1) Remuneration has a positive and significant effect on performance; (2) Work Motivation has a positive and significant effect on Performance; (3) Remuneration and Work Motivation have a positive and significant effect on Performance. The performance of administrative employees at RSUP Prof. Dr. R. D. Kandou is influenced by remuneration of 41.4% and work motivation of 31.4%. It is partially concluded that the variable of Work Motivation most dominantly affects the Performance of Administrative Employees. Suggestions that can be conveyed to RSUP Prof. Dr. R. D. Kandou that it is necessary to continue to monitor and evaluate employee performance so that the services provided to the community are maximized. Moreover, motivation at work is one of the factors that can improve the performance of administrative employees at RSUP Prof. Dr. R. D. Kandou.

Motivating supervisors during disability accommodation: a comprehensive examination on job demand and resources theories

PurposeThis study develops and tests a comprehensive model that examines whether dimensions of supervisors’ job demands and resources influence their work motivation through their job strain levels while managing disability accommodation (DA).Design/methodology/approachThe proposed model leverages the assumptions of established job demand and resources theories, including demand-ability fit, job demand-control, job demand-control-support, and effort-reward balance models. Then, we tested with the quantitative data from 335 British, Canadian, American, Australian, Dutch, and German supervisors with recent DA experience.FindingsThis study found support for the proposed model. Job control and social support directly affected work motivation, while job strain did not mediate the relationship between job control and social support and work motivation. The results suggest that employers looking to improve the likelihood of DA success should focus on providing adequate job control, social support, and rewards to supervisors responsible for accommodating employees with disabilities.Practical implicationsThis research enhances our understanding of how additional DA responsibilities impact supervisors and aids in the development of effective DA management policies and interventions, providing robust support for practitioners.Originality/valueThis study contributes to extending the DA literature by testing the applicability of different theoretical models to explain the effect of the additional DA responsibility on supervisors’ job demand, strain, and motivation levels and identify the resources to mitigate them.

Proactive behaviors and health care workers: A systematic review.

Proactive behaviors at work refer to discretionary actions among workers that are self-starting, change oriented, and future focused. Proactive behaviors reflect the idiosyncratic actions by individual workers that shape the delivery and experience of professional services, highlight a bottom-up perspective on workers' agency and motivation that can influence organizational practices, and are associated with a variety of employee and organizational outcomes. This systematic review aims to understand the various forms of proactive behaviors in health care workers that have been studied, and how these proactive behaviors are associated with employee-level outcomes and quality of care. Systematic review of articles published to date on proactive behaviors in health care workers. Based on the identification of 40 articles, we find that job crafting, active problem solving, voice, extra-role behaviors, and idiosyncratic deals have been investigated as proactive behaviors among health care workers. Among these, job crafting is the most commonly studied (35% of articles), and it has been conceptualized and measured in the most consistent way, including as individual- and group-level phenomena, and as organizational interventions. Studies on active problem solving, which refers to workers accepting responsibility, exercising control, and taking action around anticipated or experienced problems at work, have not been consistently investigated as a form of proactive behavior but represent 25% of the articles identified in this review. Overall, this review finds that proactive behaviors in health care is a burgeoning area of research, with the majority of studies being cross-sectional in design and published after 2010, and focused on workers' job satisfaction as the outcome. Health care workers and managers should consider the distinct influences and contributions of proactive behaviors as ways to improve employee-level outcomes and quality of care.

Analisis Penilaian Kinerja Karyawan terhadap Motivasi Kerja pada Perusahaan

The purpose of this study is to analyze the importance of employee performance appraisal on work motivation in the company with a qualitative approach. This research method uses analysis of documents, articles, and journals related to employee performance appraisal of work motivation. This research is a research using the literature study method or literature review, through a qualitative approach, it is hoped that the research can provide deep insight into the Analysis of Employee Performance Appraisal on Work Motivation in the Company. employee and company development. Motivation is also a key factor in maintaining high performance, with companies using various motivational models to direct and control employees according to company goals effectively and efficiently. Thus, performance appraisal and work motivation become important elements in improving company performance and achieving the desired goals.

PENGARUH KEPEMIMPINAN, MOTIVASI KERJA, DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN PT DELAPAN JAYA PERKASA GARMEN KABUPATEN SRAGEN

This study aims to determine the effect of leadership, work motivation, and work environment on the performance of employees of PT. Delapan Jaya Perkasa Garmen Kabupaten Sragen, either partially or simultaneously. This research is a quantitative research. The sampling technique used was Proportionate stratified random sampling with purposive sampling by taking primary data and secondary data provided by the company. The population of this research is 200 employees where 70 employees are the sample. The analysis technique used is descriptive statistics, hypothesis testing, classical assumption test, multiple linear regression analysis, and the coefficient of determination (R²). Allegedly leadership, work motivation and work environment on the performance of employees of PT. Delapan Jaya Perkasa Garmen Kabupaten Sragen, either in part or in part simultaneously. The data needed in this study is primary data obtained from questionnaires distributed to respondents. Data results analysis in this study it can be concluded that leadership, work motivation, and work environment on the performance of employees of PT. Delapan Jaya Perkasa Garmen Kabupaten Sragen, either in part or in part simultaneously. These things show that the greater the influence of leadership, the better in providing work motivation and paying attention to the work environment, the higher the level of employee performance. People will trust companies that always pay attention to human resources.

The Influence of Work Motivation and Work Discipline on Employee Performance with Job Satisfaction as an Intervening Variable at PT. Prima Mas Lestari (PML) in Bungo Regency, Jambi

Penelitian ini bertujuan untuk mengetahui seberapa besar Pengaruh Motivasi Kerja dan Disiplin Kerja. Variabel penelitian yaitu Motivasi Kerja (X1), Disiplin Kerja (X2), Kinerja Karyawan (Y) dan Kepuasan Kerja (Z). Metode pengumpulan data melalui survei dan menyebarkan kuesioner kepada karyawan sebagai responden. Metode analisis yang digunakan adalah uji outer model dan inner model menggunakan alat pengolahan data smart PLS 3.0. Hasil penelitian menunjukan (a) Motivasi Kerja berpengaruh positif yang signifikan terhadap Kepuasan Kerja sebesar 8.152 dengan tingkat signifikan (0.000 < 0.05) (b) Disiplin Kerja berpengaruh positif yang signifikan terhadap Kepuasan Kerja sebesar 2.918 dengan tingkat signifikan (0.069< 0.05) (c) Motivasi Kerja berpengaruh positif dan tidak signifikan terhadap Kinerja Karyawan sebesar 1.460 dengan tingkat signifikan (0.002< 0.05) (d) Disiplin Kerja berpengaruh positif dan signifikan terhadap Kinerja Karyawan sebesar 3.111 dengan tingkat signifikan (0.000< 0.05) (e) Kepuasan Kerja berpengaruh positif dan signifikan terhadap Kinerja Karyawan sebesar 8.152 dengan tingkat signifikan (0.047< 0.05) (f) Motivasi Kerja berpengaruh positif dan signifikan terhadap Kepuasan Kerja melalui Kinerja Karyawan sebesar 2.600 dengan tingkat signifikan (0.078> 0.05) (g)

Measuring the Effectiveness of Learning Based on Supporting Facilities and Teacher Motivation

The Minimum Completion Criteria (KKM) is a reflection of success in learning. A student who scores below KKM is said to have not been completed which must be improved in order to achieve minimal completion. The research method used is the census method with a quantitative descriptive approach. The research is carried out in XYZ Junior High Schools in West Java. As the object of research is all teaching teachers. The purpose of the study is to measure the effectiveness of learning based on school facilities and teacher motivation in work. The results showed that simultaneously learning facilities together with teacher motivation had a direct positive effect on learning effectiveness with the equation Y = 0.199 X1 + 0.628 X2 + 0.255. Partially school facilities had a direct effect on the effectiveness of learning and teacher motivation had a direct effect on the effectiveness of learning, because to meet KKM it was necessary to support facilities and teacher motivation. Suggestions need to improve the school atmosphere, a sense of loyalty to peers and the continuous development of teacher competencies.

Effect Of Compensation, Work Motivation, Training On Employee Performance Through Job Satisfaction As An Intervening Variable

The study aims to examine the effect of compensation, work motivation, training on employee performance through job satisfaction as an intervening variable. The sample of this research is 81 employees at PT Cheil Jedang Indonesia Pasuruan. The main data source in this research is questionnaires. The data processing application uses Smart PLS. The results showed that compensation (X1) has a significant positive effect on job satisfaction (Z) of PT Cheil Jedang Indonesia Pasuruan employees. Work motivation (X1) has a significant positive influence on job satisfaction (Z) of PT Cheil Jedang Indonesia Pasuruan employees. Job Training (X1) has a significant positive influence on job satisfaction (Z) of PT Cheil Jedang Indonesia Pasuruan employees. Compensation (X1) has a significant positive influence on the performance (Y) of employees of PT Cheil Jedang Indonesia Pasuruan. Work Motivation (X1) has no influence on the performance (Y) of employees of PT Cheil Jedang Indonesia Pasuruan. Training (X1) has a significant positive influence on the performance (Y) of employees of PT Cheil Jedang Indonesia Pasuruan Job Satisfaction (X1) has a significant positive influence on the performance (Y) of employees of PT Cheil Jedang Indonesia Pasuruan. Job satisfaction (X1) can mediate the effect of compensation, work motivation and training on performance (Y).

Detecting causal relationships between work motivation and job performance: a meta-analytic review of cross-lagged studies

Given that competing hypotheses about the causal relationship between work motivation and job performance exist, the current research utilized meta-analytic structural equation modeling (MASEM) methodology to detect the causal relationships between work motivation and job performance. In particular, completing hypotheses were checked by applying longitudinal data that include 84 correlations (n = 4389) from 11 independent studies measuring both work motivation and job performance over two waves. We find that the effect of motivation (T1) on performance (T2), with performance (T1) controlled, was positive and significant (β = 0.143). However, the effect of performance (T1) on motivation (T2), with motivation (T1) controlled, was not significant. These findings remain stable and robust across different measures of job performance (task performance versus organizational citizenship behavior), different measures of work motivation (engagement versus other motivations), and different time lags (1–6 months versus 7–12 months), suggesting that work motivation is more likely to cause job performance than vice versa. Practical and theoretical contributions are discussed.

Contributory Pension Scheme and Performance of Employee of Unity Schools in South East Nigeria (2005-2019)

This paper critically examines the implementation of the contributory pension scheme in Unity Schools in the south east of Nigeria. The specific objectives were: to determine the extent of implementation of the contributory pension scheme; how it has helped in motivating staff and the challenges confronting the implementation of the scheme in Unity Schools in the South East. Population of the study was 1,091 based on the nominal rolls of the five schools in Enugu and Anambra States. The Sample Size of 293 was determined using the Taro Yamane’s statistical formula of 1964. Three hypotheses were formulated and tested using t-test statistics. Findings of the study revealed that: Contributory Pension Scheme has been fully implemented in Unity Schools; Contributory Pension Scheme has no significant effect on the motivation of workers for efficiency in the discharge of their duties and that Federal Government inconsistency in prompt remittance of its share of the contributions and it’s borrowing from the fund for infrastructural development among others constitute challenges to the implementation of the scheme. Based on the findings, the study recommended that: the Pension Reform Act be further amended to include the payment of gratuity; increase employers contributions from ten percent (10%) to fifteen percent (l5%), and the removal of the 16years limit on pension. The Contributory Pension Scheme is a welcome idea which when properly implemented will eradicate the pensioners’ harsh lives thereby making their dream a reality.

The Effect Of Work Supervision, Competence And Work Motivation On Work Discipline Of Rattan Industry Employees PT. Totum Diba Cirebon Regency

In company, nothing succeeds if it does not have disciplined employees. Work Discipline guarantees the implementation of tasks in orderly and smooth manner so as achieve optimal results. The purpose of this study is to determine the significant relationship between the influence of work supervision, competence and motivation on the work discipline of rattan industry employees of PT. Totum Diba, Cirebon Regency. In this study the research approach used was quantitative approach with survey / questionnaire method, and the data was tested using multiple linear regression test. The sample in this study is employees of PT. Totum Diba, Cirebon Regency totaled 160 respondents. The findings show that the sig value for the effect of Work Supervision (X1) Work Discipline has a positive influence of Work Supervision (X1) Work Discipline (Y), then it is known that the sig value for the influence Competence (X2) on work discipline (Y) that there is no influence for Competence (X2) work discipline (Y), and it is known that the sig value for the influence Motivation (X3) on Work Discipline (Y) there is a positive influence for Motivation (X3) on work discipline (Y). Based on the data, Work Supervision, Competence, and Work Motivation The results of multiple linear regression analysis show significance, This means that there is a simultaneous and significant influence on Work Discipline. Therefore, the level of work discipline is positively influenced by effective work supervision, high level of competence, and strong work motivation towards the Work Discipline of PT. Totum Diba, Cirebon Regency.

The Effect of Work Motivation and Work Discipline on Employee Performance of PT Yangtze Optical Fibre Indonesia

This study aims to determine the effect of work motivation and work discipline on the performance of PT. Yangtze Optical Fiber Indonesia. Data were collected through observation and questionnaires with 52 final respondents. This study used multiple linear regression method to analyze the data. The results of the analysis prove that partially, work motivation does not affect employee performance, while partially work discipline affects employee performance. Similarly, simultaneously work motivation and work discipline have a significant effect on employee performance. This research can be useful for PT. Yangtze Optical Fiber Indonesia, where to improve employee performance, companies must pay attention to work discipline factors, especially, and work motivation.

The Effect of Work Ability, Work Motivation, and Job Satisfaction on Employee Performance at DGP North Sumatra Regional Office I

This study investigates the impact of inspiration, work preparing, and work offices on representative execution at the Madya Dua Medan Assessment Administration Office. The study strategy was utilized utilizing a poll dispersed to a few representatives. The consequences of the relapse examination show that inspiration, work preparing and work offices fundamentally impact representative execution. These discoveries highlight the significance of dealing with these elements in working on the productivity and adequacy of duty authorities. Administrative ramifications and proposals for additional examination are likewise talked about. This exploration gives significant bits of knowledge to human asset the board in the duty area to further develop worker execution.

Pengaruh Motivasi Kerja dan Kompetensi terhadap Produktivitas Kerja Peternak Pada Kelompok Tani Ternak Sari Murthi Desa Tegallinggah

Pengaruh Motivasi Kerja dan Kompetensi terhadap Produktivitas Kerja Peternak Pada Kelompok Tani Ternak Sari Murthi Desa Tegallinggah

Enhancing Work Capability, Leadership Style, and Work Motivation for Improved Internationalization Performance of SMEs: A Case Study in the Micro Sector of Worm and Laboratory Animal Production in Indonesia

This study investigates the influence of work capability, leadership style, and work motivation on the performance of Micro, Small, and Medium Enterprises (MSMEs) in the context of internationalization. The method of analysis used is path analysis to test the relationships between variables. The research sample of 135 respondents was chosen to consist of employees working in the industry of breeding worms, rats, and animals for medical purposes in Indonesia. Data were collected through questionnaires distributed to respondents. The results of path analysis indicate a significant positive influence of work capability, leadership style, and work motivation on the performance of MSMEs in the context of internationalization. The implications of these findings underscore the importance of developing work capability, implementing effective leadership styles, and enhancing work motivation to improve the performance of MSMEs in facing the challenges of internationalization.

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI DENGAN MOTIVASI KERJA DAN DISIPLIN KERJA SEBAGAI VARIABEL MEDIASI DI DINAS KESEHATAN KABUPATEN PASER

The aim of the research is to determine the influence of transformational leadership, discipline, motivation and work environment on employee performance at the Paser District Health Service. tUsing path analysis with the help of the PLS tsoftware program. The results of the analysis show that transformational leadership has a significant influence on the work motivation of employees at the Paser District Health Service. The work environment has a significant influence on the work discipline of employees at the Paser District Health Service. Work motivation has a significant influence on the performance of employees at the Paser District Health Service. Work discipline has a significant influence on the performance of employees at the Paser District Health Service. Transformational leadership has a significant effect on employee performance at the Paser District Health Service. The work environment has a significant influence on the performance of employees at the Paser District Health Service. Transformational leadership has a significant influence on employee performance at the Paser District Health Service with work motivation as mediation by television. The work environment has a significant influence on the performance of employees at the Paser District Health Service with work motivation as the mediating variable

Strengthening collaborative learning in secondary school: Development and evaluation of a lesson-integrated training approach for transactive communication

BackgroundTransactive communication in collaborative learning environments occurs when students refer to their learning partners' ideas, build on them, and transform them into more elaborate ideas. This learning activity is essential for students to be able to benefit from collaboration, but they need scaffolding to produce transactive statements. From the teachers’ perspective, this intervention should take little effort. AimsWe developed and evaluated a lesson-integrated training in transactive communication for secondary school students, including instructions, exercises, and feedback on transactive communication, materials and tasks on curriculum-related content, and working with various cooperative learning methods. SampleIn a quasi-experimental pre-test post-test design, 594 ninth-grade students in 23 classes received training in transactive communication or presentation skills. A complete set of data exists for a parallelized sample of 82 students in each condition. MethodsAt both points of measurement, students worked in dyads, and their communication was audiotaped, transcribed, and their transactive statements and non-transactive, content-related externalizations were coded. Furthermore, students completed knowledge tests about the topic of partner work and reported on their experiences with collaboration and motivation for group work (trait). ResultsAnalyses revealed positive effects of the training in transactivity on transactive statements and experiences with collaboration. Students with the training in transactive communication also produced more externalizations. However, no differences were found for students’ knowledge acquisition and motivation for group work. ConclusionThe training in transactive communication was effective for the collaborative working process, but transfer effects need to be further investigated.