Work Motivation Research Articles

Smart traffic management of vehicles using faster R-CNN based deep learning method

With constant growth of civilization and modernization of cities all across the world since past few centuries smart traffic management of vehicles is one of the most sorted after problem by research community. Smart traffic management basically involves segmentation of vehicles, estimation of traffic density and tracking of vehicles. The vehicle segmentation from videos helps realization of niche applications such as monitoring of speed and estimation of traffic. When occlusions, background with clutters and traffic with density variations, this problem becomes more intractable in nature. Keeping this motivation in this research work, we investigate Faster R-CNN based deep learning method towards segmentation of vehicles. This problem is addressed in four steps viz minimization with adaptive background model, Faster R-CNN based subnet operation, Faster R-CNN initial refinement and result optimization with extended topological active nets. The computational framework uses adaptive background modeling. It also addresses shadow and illumination issues. Higher segmentation accuracy is achieved through topological active net deformable models. The topological and extended topological active nets help to achieve stated deformations. Mesh deformation is achieved with minimization of energy. The segmentation accuracy is improved with modified version of extended topological active net. The experimental results demonstrate superiority of this framework with respect to other methods.

A Grounded Theory of Christian Public Administrators’ Integration of Faith and Work

About 28% of U.S. public administrators profess to be Christians who regularly attend church. Given potential impacts on public policy and services, it is important to understand how these administrators integrate faith and work. Following a constructivist grounded theory approach, this study presents a taxonomy of Christian public administrators’ faith–work integration based on analysis of 30 in-depth interviews. The taxonomy’s axes are: (1) purpose—pious versus instrumental, and (2) locus—personal, workplace relationships, or societal. All participants share faith-driven work motivation aligned with public administration values. Their mode of faith–work integration varies based on perceived religious liberty and orientations toward a sacred–secular divide versus a holistic Christian worldview. The model suggests individuals motivated by theonomic and proselytizing goals may self-select out of government service. This research offers implications for public sector leaders, educators, and Christian public administrators seeking insight into how to relate their faith and work.

The Effect of Non-Physical Work Environment and Work Motivation on Oriflame Employee's Performance

This research aimed to explore the influence of the non-physical work environment and work motivation on the performance of Oriflame Palembang branch office members. There were 63 participants in the study. This research used saturated sampling, primary data obtained by distributing questionnaires and multiple linear regression analysis methods as data analysis techniques. The results of this research indicated that the non-physical work environment and work motivation have a positive and significant effect on the performance of Oriflame Palembang Branch office members. Keywords: non-physical work environment, work motivation, performance

Pengaruh Budaya Kerja dan Komunikasi terhadap Motivasi Kerja dan Kinerja Pegawai pada Badan Pusat Statistik Provinsi Sulawesi Tenggara

The purpose of this study is to investigate and analyze the impact of work culture and communication on employee motivation and performance at the Central Bureau of Statistics of Southeast Sulawesi Province, as well as understand the direct influence of work motivation on employee performance.  The type of data used in this study is primary data which includes data related to respondents' statements on the variables of this study, namely work culture, communication, work motivation and employee performance at the Central Bureau of Statistics of Southeast Sulawesi Province. The results of the research findings, first, work culture has a positive and significant influence on work motivation and employee performance at the Central Bureau of Statistics of Southeast Sulawesi Province. The higher the work culture, the higher the motivation and performance of employees. Second, communication also has a positive and significant influence on work motivation and employee performance.

The Effect of Workload and Motivation on Employee Performance at PT. Pos Indonesia Lahat Branch

This study aimed to determine the effect of workload and motivation on employee performance at PT. Pos Indonesia Lahat Branch. Samples were taken from the entire population, and 43 employees were respondents. The study used primary data obtained through a questionnaire. The analysis technique used was multiple linear regression analysis. Based on the research results, workload partially had a positive and significant effect on employee performance. These results indicated that the hypothesis that workload has a negative and significant effect on employee performance was rejected. Work motivation partially had a positive and significant effect on employee performance. Workload and work motivation simultaneously had a positive effect on employee performance. The result of the determination coefficient test showed a value of 0.761, meaning that employee performance was influenced by workload and work motivation at 76.1%, while other variables influenced the remaining 23.9%. Keywords: workload, motivation, performance

Understanding the Decline in Work Motivation among Hong Kong's Gen Z

This study employed a mixed methods research design to explore the factors that influence Gen Z employees' motivation in the workplace. The study involved a literature review, an analysis of news and tr ends, and an exploration of potential impacts and solutions.

Chronotype preferences, work motivation, and gender differences among private sector employees in Bengaluru

In Bengaluru, a thriving economic center, the private sector employs a diverse workforce, including individuals from various cultural backgrounds and age groups. Understanding the relationship between chronotype preferences and work motivation among private sector employees in Bengaluru is essential for optimizing workplace practices and fostering employee well-being. This study aims to explore how chronotype preferences, rooted in individuals' intrinsic rhythms, intersect with work motivation among 200 employees aged 20-50 residing in Bengaluru, India. By examining these intersections, organizations can tailor their practices to accommodate diverse employee needs, ultimately enhancing engagement, satisfaction, and performance in the workplace. The findings suggest that there is a significant negative correlation between chronotype preferences and work motivation. Moreover, our investigation into gender differences unveiled intriguing insights, with significant disparities observed in eveningness preferences and work motivation between males and females. While no significant gender differences were found in morningness preferences and work motivation, indicating similarities in these domains, distinct gender dynamics were evident in the eveningness preferences and work motivation.

Competence and Work Motivation on Employee Performance Mediated by Career Development

This research aims to determine the influence of competency and work motivation on the performance of Banyumas Industry and Trade Service Employees with Career Development as a mediating variable. This quantitative research uses a simple random sampling method with a population of Civil Servants, using data collection instruments and a questionnaire. The sample used was 131 employees. The analysis technique uses SEM with the Smart PLS Version 3.0 tool. The tests used are the outer model, inner model, and mediation and hypothesis tests. The research results show that competence, work motivation, and career development positively and significantly affect employee performance. Competence and work motivation have a positive and significant effect on career development. Career development mediates the influence of competency and work motivation on employee performance.

FOSTERING PSYCHOLOGICAL WELL-BEING AND IGNITING WORK MOTIVATION IN EMPLOYEES: GENDER AS MODERATOR

In today's rapidly evolving work environments, organisations recognize the critical importance of fostering psychological well-being and igniting work motivation among their employees. This study aims to explore the role of gender as a buffering effect in the association between employees’ psychological well-being and its work motivation. The study comprised 385 Malaysian public sector personnel as participants. While psychological well-being and work motivation are universal concerns, gender differences may shape the ways in which individuals perceive and respond to various organisational strategies and practices aimed at enhancing these outcomes. The study's results reveal a significant relationship between psychological well-being and employees' motivation, indicating that individuals with higher levels of environmental mastery exhibit greater drive and enhanced performance in the workplace. Interestingly, the study finds that female employees tend to have slightly lower levels of motivation compared to their male counterparts, although the difference is not statistically significant. These findings hold valuable implications for professionals and policymakers, shedding light on the intricate interplay between work motivation, individual performance, and well-being, particularly in the public sector. Furthermore, the study delves into the practical applications of human capital and organisational behaviour, offering actionable insights for leveraging these concepts to optimize employee motivation and productivity.

The impact of placement and work motivation on employee performance in the Gorontalo Provincial social service office

The problem in this research is the lack of leadership motivation and placement that is not in accordance with the employee's educational background on employee performance, making employees less than optimal in completing their tasks and work. This research is descriptive quantitative research with a correlation design that aims to determine the influence of placement and work motivation on employee performance at the Gorontalo Province Social Service Office. The results of this research show that: 1) The test results show that the t-count value for the placement variable is greater than the t-table (2.858 > 0.677). So, Ho is rejected and H1 is accepted, meaning that there is a positive influence from the placement variable on the employee performance variable partially (individually). 2) The test results show that the t-count value of the motivation variable is greater than t-table (6.848 > 0.677). So, Ho is rejected and H2 is accepted, meaning that there is a positive influence of the motivation variable on the employee performance variable partially (individually). 3) The test results show that the t-count value for the placement and motivation variables is greater than the t-table (1.264 > 0.677). So, Ho is rejected and H_3 is accepted, meaning that there is a positive influence of each placement and motivation variable on the employee performance variable partially (individually). From the data analysis, it can be concluded that placement and motivation together have a positive and significant effect on employee performance. From this conclusion, the impact resulting from this research is that good motivation by the leadership and placement in accordance with the educational background will improve employee performance.

Systematic Literature Review : The Correlation Between Head of Room Leadership Style and Work Motivation of Nurse in the Hospital

Leadership is the process of influencing or setting an example for followers through communication, with the aim of achieving organizational goals. The issue of nurse motivation in hospitals remains a current concern. This does not necessarily mean that nurses are underperforming, but it may be influenced by ineffective leadership, which can affect their level of work motivation. The objective of this research is to assess the correlation between the leadership style of ward heads and the work motivation of nurses in hospitals, as well as to identify the leadership styles commonly used by ward heads. The research method employed is systematic literature review. The research sample involves all practicing nurses in hospitals. The review of 11 research articles, spanning from 2018 to 2023 and originating from Indonesia, Timor-leste, and Jordan, indicates a correlation between the leadership style of ward heads and the work motivation of nurses in hospitals. The democratic leadership style is frequently used by ward heads in hospitals, as identified in the study.

THE EFFECT OF WORK ENVIRONMENT AND INNOVATION ON JOB SATISFACTION OF MILLENNIAL EMPLOYEES AT PT.XYZ WITH CAREER DEVELOPMENT AS AN INTERVENING VARIABLE

Abstract   Employees are an important company asset who have quality work competencies to provide the best performance to support company programs. In practice, the Human Capital (HC) team has a competency improvement program that requires motivation from employees as an internal factor so that the program can run effectively. Work motivation is affected by a variety of factors such as salary, work environment, job security, relationships with coworkers, awards, and so on. This influences whether an employee is satisfied with his or her job. The proportionate stratified random sampling approach was utilized, which is a sampling methodology for populations with mixed or variable features, and the data in this study uses a quantitative approach. The population is millennial employees at PT XYZ with a total of 139 millennial employees. The data was collected by distributing a questionnaire with 28 closed questions and response options indicating how strongly respondents agreed or disagreed with the questions posed. The results show it is possible to conclude that the millennial employees at PT XYZ have a level of job satisfaction that is influenced by work environment factors, innovation, and career development factors that can mediate changes in the level of job satisfaction. This finding could be an overview of benchmarks for management in departments, so that job satisfaction obtained by employees does not become a saturation point but becomes a driving force to improve their performance in this company continuously.    

The effect of work motivation on employee performance with compensation as an intervening variable at PT Hutama Karya (Persero) Trans Toll Road Construction Division Sumatera in Cawang, East Jakarta

This study aims to determine and analyze the effect of work motivation on employee performance with compensation as an intervening variable at PT Hutama Karya (Persero) Trans Sumatra Toll Road Development Division in Cawang, East Jakarta. This research method uses associative and quantitative approaches with a population of 168 people who are permanent employees. The sampling technique is purposive sampling using the slovin formula so that the number of samples is 63 respondents. Data analysis techniques use SEM (Structural Equation Modelling) based on Smart_Partial Least Square (PLS). Based on direct testing (direct effect) the results of the study show that motivation has a positive and significant effect on employee performance. Motivation has a positive and significant effect on employee compensation. Compensation has a positive and significant effect on employee performance. And based on indirect testing, motivation has a positive and significant effect on employee performance through compensation at PT Hutama Karya (Persero) Trans Sumatra Toll Road Development Division.

MOTIVASI KERJA, LINGKUNGAN KERJA, DAN KINERJA KARYAWAN PERUSAHAAN ASURANSI X

Employee management is an important aspect that needs to be considered by the company. In the field of Human Resource Management, employees are considered an asset that needs to be managed by the company. The importance of employee management is related to the strategic goals that the company has planned and will achieve within a predetermined time. Companies that pay attention to employees well can have a positive impact on the ability to acquire and retain customers, especially in the service sector. Companies that offer insurance services certainly compete to offer a variety of services to potential customers. This study examines one of the insurance company branch offices in Semarang with a total number of employees as a population as well as a saturated sample of 34 people. Motivation and the work environment were investigated for their influence on employee performance. In this study, questionnaires were distributed online to collect data from respondents. The data collected was processed using the multiple linear analysis method, which was carried out using the help of the SPSS version 29 program. The results of this study indicate that work environment and work motivation affect employee performance positively.

Flexible Work Arrangements, Stress, Work-Life Balance, and Motivation: their Implications on Junior High School Teachers in the Depok Region

This study aims to analyse Flexible Work Arrangements, Stress, Work-Life Balance, and Motivation and Their Implications on Junior High School Teachers in the Depok Region. The research provides both theoretical and managerial implications as inputs for Work-Life Balance influenced by Flexible Work Arrangements and Stress as exogenous variables through Motivation as a moderating variable. The population in this study comprises Junior High School Teachers in the Depok Region, utilizing Snowball Sampling technique in an effort to gather respondents numbering more than 100. Data from these respondents are then analysed for their fit with the research model developed from the theoretical framework using SmartPLS SEM analysis. The results of this study are expected to: (1) Analyse and test all factors influencing Motivation and Work-Life Balance, namely Flexible Work Arrangements and stress, (2) Provide additional information for the Depok City Government for policy formulation regarding assessment and enhancement of motivation as well as efforts to improve teachers' work-life balance for the better, (3) Provide additional information and knowledge for Human Resource Management, especially its implications for enhancing Motivation and Work-Life Balance in schools. The hypothesis testing results prove that: 1) Flexible Work Arrangements have a positive and significant effect on work motivation. 2) Stress has a positive and significant effect on work motivation. 3) Motivation has a positive and significant effect on work-life balance. 4) Flexible Work Arrangements have a positive and significant effect on work-life balance. 5) Stress does not affect work-life balance. 6) Flexible Work Arrangements indirectly have a positive and significant effect on work-life balance through motivation. 7) Stress indirectly has a positive and significant effect on work-life balance through motivation.

The Effect of Discipline and Work Motivation on Employee Performance at PT Yala Kharisma Shipping, Palembang

This study aims to explore the impact of work discipline and work motivation on employee performance at PT Yala Kharisma Shipping Palembang Branch. Data was collected through observation and distributing questionnaires to 40 respondents. Data analysis used multiple linear regression methods. The results of the analysis show that individually, both work discipline and work motivation have a significant influence on employee performance. In addition, together, the two factors also have a significant effect on employee performance. This research provides implications for PT Yala Kharisma Shipping Palembang Branch, that to improve employee performance, companies must pay attention to both work discipline and work motivation.

THE IMPACT ANALYSIS OF JOB SATISFACTION, WORK MOTIVATION, AND LOYALTY ON PERFORMANCE IMPROVEMENT AT ÉCLAT BEAUTÉ HOUSE

This study aimed to determine the influence of job satisfaction, work motivation, and loyalty on performance improvement at Éclat Beauté House. This research was quantitative in nature. Data collection techniques were conducted through observation and questionnaire completion. Data analysis techniques employed multiple linear regression analysis with the assistance of SPSS version 25. The sample for this research consisted of 30 employees of Éclat Beauté House. Simultaneously, variables X1, X2, and X3 (job satisfaction, work motivation, and loyalty) simultaneously had a positive and significant influence on performance improvement at Éclat Beauté House Medan. It is stated as positive because if job satisfaction, work motivation, and loyalty improve, performance improvement will also increase. Conversely, if job satisfaction, work motivation, and loyalty decline, performance improvement will decrease as well.

THE EFFECT OF TRANSFORMATIONAL LEADEARSHIP, WORK MOTIVATION AND SELF-EFFICACY ON EMPLOYEE PERFORMANCE IN PT MITRA KRIDA MANDIRI, BANDUNG

The success and continuity of an organization's activities are greatly influenced by the workforce it has. Labor is one factor that plays an important role in every company. This research aims to determine the influence of transformational leadership, cmotivation, and self-efficacy on employee performance. This research was conducted at PT Mitra Krida Mandiri in Badung Regency. The population and sample in this research are employeePT Mitra Krida Mandiri in Badung Regency which totaled 66 people as research respondents. The method for determining the sample in this research is method saturated sampling. Data collection was carried out through observation, interviews, questionnaire methods, and documentation. The data analysis technique used in this research is multiple linear regression analysis using the SPSS version 25 program. Based on the results of the analysis, this research shows that transformational leadership has a positive and significant effect on employee performance, which means that the more transformational leadership increases, the more performance at PT Mitra Krida Mandiri in Badung Regency increases. Work motivation has a positive and significant effect on employee performance, which means that the better the motivation, the performance at PT Mitra Krida Mandiri in Badung Regency increases. Self-efficacy has a positive and significant effect on employee performance, which means that the better the self-efficacy, the performance at PT Mitra Krida Mandiri in Badung Regency increases.

The Influence of Discipline, Motivation, and Compensation on Teachers' Self-Perception of Performance

This study aims to determine the effect of the variables of discipline, work motivation and compensation on the performance of state junior high school teachers in the Koja area of North Jakarta. The research was conducted at SMP Negeri 30, SMP Negeri 277 and SMP Negeri 151. The sampling technique in this study used a saturated sampling technique. Saturated sampling technique is a sampling technique when all members of the population are sampled and are relatively small. The results of the study show that the variable of discipline has an effect on teacher performance, motivation has an effect on teacher performance and compensation has had an effect on teacher performance. The results of hypothesis testing show that the variables of discipline, motivation and compensation together have a significant effect on teacher performance.

Investigating the impact of employee empowerment and autonomy on job satisfaction and organizational commitment Shubhangi Roy

The potential of employee empowerment and autonomy to improve job satisfaction and organizational commitment has drawn attention from scholars and practitioners alike, leading to a focus on these topics in current organizational management literature. To methodically investigate the relationship between employee empowerment, autonomy, work happiness, and organizational commitment, this meta-analysis synthesizes findings from previous empirical investigations. This study aims to offer insights into the degree to which giving employees autonomy and empowerment affects their job satisfaction and commitment to the company through an extensive analysis of pertinent literature.The meta-analysis incorporates a broad spectrum of research that spans different industries, organizational sizes, and geographic regions. With the use of rigorous statistical methods such as moderator analyses and effect size calculations, this study seeks to clarify the complex dynamics that underlie the relationship between work satisfaction, employee autonomy, empowerment, and organizational commitment. To further understand their influence on the observed connections, potential modifiers including personality differences, leadership styles, and corporate culture will be investigated. It is anticipated that the results of this meta-analysis will have significant ramifications for theory and practice. This research aims to provide a thorough knowledge of the mechanisms via which employee autonomy and empowerment affect work satisfaction and organizational commitment by synthesizing empirical evidence from several studies. These perceptions have the potential to promote employee well-being and organizational effectiveness by informing management strategies and policies that strive to develop a more dedicated and engaged workforce. The results indicate that a substantial correlation exists between increased levels of job satisfaction and organizational commitment and employee empowerment, which is defined as the transfer of authority, discretion in decision-making, and access to resources. Similarly, autonomy—that is, giving workers the freedom and flexibility to carry out duties and make decisions—correlates favourably with organizational commitment and job satisfaction. Moreover, the examination pinpoints mediating factors including job engagement, psychological empowerment, and perceived control that elucidate the connections between employee outcomes, autonomy, and empowerment. The significance of cultivating a culture of trust, communication, and support for employee empowerment initiatives is one of the implications for organizational practice. Supervisors must acknowledge the significance of autonomy in augmenting worker motivation, contentment, and dedication, while simultaneously taking into account the situational elements that impact the efficacy of employee empowerment tactics. upcoming