Work Motivation Research Articles

Analysis of Leadership, Job Satisfaction and Work Motivation on Employee Performance at PT. Maspion Medan

Analysis of Leadership, Job Satisfaction and Work Motivation on Employee Performance at PT. Maspion Medan

Subordinates' perceptions of the need‐supportive, need‐thwarting, and need‐indifferent behaviors used by their supervisors: A person‐centered investigation

AbstractAdopting a recent tripartite operationalization of subordinates' perceptions of their supervisors' behaviors, anchored in self‐determination theory (SDT), this person‐centered study considers the co‐existence of subordinates' perceptions of their supervisors' need‐supportive, need‐thwarting, and need‐indifferent behaviors. Moreover, we also consider how these various combinations (or profiles) of perceived supervisor behaviors relate to subordinates' levels of work motivation, well‐being, attitudes, behaviors, and work–home functioning. A sample of 596 French employees (Mage = 31.22; 73.5% women) participated in this study. Our results revealed six profiles of subordinates characterized by distinct configurations of perceived need‐related behaviors from supervisors (globally unfavorable, globally favorable and supportive, moderate‐indifferent, moderately favorable and involved, moderately unfavorable, and moderately favorable). Consistent with our expectations, these profiles displayed well‐differentiated patterns of associations with all of the outcomes considered in this study. These findings underscored the key role of subordinates' specific perceptions of need‐supportive, need‐thwarting, and need‐indifferent behaviors, over and above their global perceptions of their supervisors' behaviors, in determining how beneficial or harmful supervisory profiles are. In particular, our results also highlighted the critical role played by need‐indifferent behaviors, which prove to be a very important, and yet typically neglected, component of subordinates' perceptions of their supervisors' behaviors.

The Role of Self-Efficacy as a Mediator Between Active Organization and Job Readiness

The world of work requires students to have abilities and work skills as a basis for negotiation since willingness to work is the basis. At the same time, the organization promotes students' self-efficacy, making them more mature and career-ready. This study aims to determine the importance of self-efficacy as a mediator between organizational activities and work readiness. The research method uses a quantitative approach. The subjects were 95 students from the Faculty of Economics and Management, Mulawarman University, who were selected through simple random sampling. The data collection method uses three types of scales: work readiness scale, organizational activity scale, and self-efficacy scale. Structural Equation Modeling analysis technique and statistical software Smart PLS are adopted. The research results show that self-efficacy can play a partial role as a mediator between organizational activity and students' job readiness, organizational activity can directly affect students' work motivation, and Organizational activity can affect students' self-efficacy. This study concludes that self-efficacy plays a vital role in improving students' job readiness, directly or indirectly, in the current millennium.

Investigating the Relationship among Organizational Culture, Job Motivation, Organizational Citizenship Behaviour, and Job Performance: Indonesian Public Sector Context

The inadequate performance of Indonesia’s public sector is demonstrated by the decline in ranking on the Global Competitiveness Index from 2017 to 2019 and the lack of research on OCB in the public sector, considering that most studies focus on the private sector. The objective of this study is to explore the correlation between organizational culture, work motivation, work performance, and organizational citizenship behavior (OCB) within Indonesia’s public sector organizations. By using Structural Equation Modeling Partial Least Square (SEM-PLS), data from 189 public sector respondents were analyzed. The research tool was verified using tests for convergent validity, construct validity, and discriminant validity. The results indicate that organizational culture impacts job performance, OCB, and job motivation positively and significantly. Job motivation also has a positive and significant influence on OCB but is not significant in relation to job performance. Additionally, OCB positively and significantly affects job performance. This research addresses a gap in the existing literature by presenting a fresh perspective on the relationship between these factors within the public sector. The results of this study expand upon previous investigations and offer valuable insights for professionals seeking to enhance organizational performance in the public sector, particularly in terms of effectively implementing organizational culture and motivation strategies.

The Impact of Work Motivation, Training, and Career Development on University Academic Staff Performance

This study examines how educational staff performance at a private university in Surabaya is affected by work motivation, career development, and training. Universities, as establishments of higher learning, rely heavily on the performance of their human resources, particularly their faculty. This study is pertinent in light of the critical role that instructional personnel play in facilitating the learning process. Workplace motivation, professional development, training, and instructional staff effectiveness are among the factors under investigation. It is intended that by analyzing the data, we will be able to determine the degree to which these factors affect educational staff performance directly or indirectly. It is intended that this research's findings would aid in creating regulations pertaining to higher education's use of human resources, particularly regarding raising the calibre of teaching personnel. In addition, the findings of this study can serve as a guide for future investigations into the variables influencing individual performance in companies.

Work Motivation and Principal Supervision Perception

Teachers are a key element in the education system. Other components, such as curriculum, infrastructure, and funding, become meaningless without quality teachers. This study aims to analyze the influence of teachers' work motivation and their perception of school principal supervision on teacher performance at SMPN 1 Bone-Bone. The research employs an ex-post facto design with a population of 49 teachers. All are included as samples (total sampling). Data were collected via a questionnaire covering work motivation, perception of supervision, and teacher performance and analyzed using multiple linear regression. The results show that teachers' work motivation and perception of school principal supervision are in the medium category, with average scores of 90.531 and 71.571, respectively. Teacher performance varies more widely, with an average score of 142.367. Regression analysis indicates a significant influence of work motivation and perception of school principal supervision on teacher performance. These findings highlight the importance of enhancing teachers' work motivation and the quality of school principal supervision to improve teacher performance, suggesting strategies such as professional development, recognition, and support from school principals.

The Impact of Work Ability, Work Discipline and Work Motivation on the Work Performance of Employees of the Office of the National Unity and Political Agency of North Sumatra Province

The study aims to determine whether work ability, work discipline and work motivation partially and simultaneously have a positive and significant impact on employee work performance at the Office of the National Unity and Politics Agency of North Sumatra Province. The sample was 54 respondents, The results of the study showed that ability had a positive and significant impact on employee work performance at the Office of the National Unity and Politics Agency of North Sumatra Province. Tested and acceptable based on the t-value of the work ability variable (X1) is 2.274 and the t-table value is 2.008, then t-count> t-table (2.274> 2.008) and the Sig. value <0.05 The magnitude of the impact of ability (X1) on work performance (Y) is 0.025, Discipline has a positive and significant impact on employee work performance at the Office of the National Unity and Politics Agency of North Sumatra Province. Tested and acceptable based on the t-value of the discipline variable (X2) is 8.527 and the t-table value is 2.008, then t-count> t-table (8.527> 2.008) and the Sig. value <0.05 The magnitude of the impact of discipline (X2) on work performance (Y) is 0.686, Work motivation has a positive and significant effect on employee work performance at the Office of the National Unity and Politics Agency of North Sumatra Province. Tested and acceptable based on the t-value of the work motivation variable (X3) is 2.939 and the t-table value is 2.008, then t-count> t-table (2.939> 2.008) and the Sig. value <0.05. The magnitude of the impact of work motivation (X3) on work performance (Y) is 0.211 Ability, discipline and work motivation simultaneously have a positive and significant impact on employee work performance at the Office of the National Unity and Politics Agency of North Sumatra Province. Tested and acceptable based on the F count value of 75.124 with a significance level of 0.000, greater than the F table value with a significance level of 95% (α = 0.05).

The Influence of Organiztional Communication Culture and Organizational Communication Climate on Professional Performance and Work Motivation of Teachers at MA Ura El-Mumtaz Education Foundation in Binjai City

Communication within an organization plays a crucial role in determining the professionalism and work motivation of teachers. This study aims to examine the impact of organizational communication culture and organizational communication climate on the professional performance and work motivation of teachers at Maura El-Mumtaz Education Foundation. Using a quantitative approach, this research involved 36 teachers as respondents, selected through a total santpling method. Data were collected through a structured questionnaire designed to measure four main variables: organizational communication culture, organizational communication climate, professional performance, and work motivation. Data analysis was conducted using multiple linear regression techniques to determine the extent to which organizational communication culture and climate influence teachers' professional performance and work motivation. This study supports the Transitional Theory, which posits thatpositive changes in organizational communication culture and climate can enhance performance and work motivation. Additionally, the findings reinforce the Human Relations Theory, which emphasizes the importance of social interaction and effective communication in improvingjob satisfaction and productivity. The results of the study indicate that organizational communication culture has a positive and significant influence on teachers' professional performance

Implementasi Strategi Komunikasi Organisasi dalam Meningkatkan Motivasi Kerja: Studi Kasus PT Pallawa Sejahtera Mandiri di Kab. Mamuju

This study aims to determine the Implementation of Organisational Communication in Improving Work Motivation at PT Pallawa Sejahtera Mandiri in Mamuju Regency and maintain the effectiveness of organisational communication in improving employee work motivation at PT Pallawa Sejahtera Mandiri.To fulfil these objectives, qualitative research was conducted at PT Pallawa Sejahtera Mandiri in Mamuju Regency, located at Jl. Lingkar Jalur Dua Airport, Kel Sinyonyoi, Kec Kalukku, Kab Mamuju. Research data were collected through observation and in-depth interviews. The data findings were then analysed, in order to achieve the desired results. The results of this study are to determine the Implementation of Organisational Communication in Improving Work Motivation at PT Pallawa Sejahtera Mandiri in Mamuju Regency in this study, PT Pallawa Sejahtera Mandiri includes various factors both internal and external, such as providing salaries/incentives, appreciation for performance, opportunities to take part in education and training, a comfortable work environment, and adequate office facilities. In increasing employee motivation in the office, it is determined by several things, including openness in communication, good human resource management, solid cooperation with all members of the organisation, and a clear understanding of the duties and functions of each employee in their field.

Factors Influencing Job Satisfaction of Healthcare Workers at Bhayangkara Level III Hospital in Kendari City

Job satisfaction is a subjective experience influenced by individual values and personal perspectives. The greater the alignment between a job and a person's aspirations, the more happiness they are likely to feel. This research aims to identify the factors influencing job satisfaction among healthcare workers at Bhayangkara Tk. III Hospital in Kendari City in 2024. A cross-sectional survey method will be employed, with the research conducted from January to February 2024. The study population consists of 204 people, with a sample size of 135 healthcare workers selected through purposive sampling. The criteria for participation are active employment and willingness to be respondents. Data will be analyzed using univariate, bivariate, and multivariate methods. The results indicate that salary and incentives significantly affect job satisfaction. The work environment, workload, leadership recognition, and work motivation also have significant impacts on job satisfaction. In conclusion, Bhayangkara Tk. III Hospital must improve its incentive policies and workload management to enhance the motivation and satisfaction of its healthcare workers. Further studies with additional variables and more diverse methodologies are recommended to deepen the understanding of factors affecting job satisfaction in this sector.

Pengaruh Kedisiplinan, Lingkungan Kerja, dan Motivasi terhadap Kinerja Pegawai pada Kantor Pelayanan Pajak Pratama Bandung Tegallega

This study aims to find out and analyze how much the influence of discipline has a significant effect on employee performance at the Bandung Tegallega Primary Tax Service Office. The population of this study is 75 employees of the Bandung Tegallega Primary Tax Service Office. To meet the number of samples, the sampling method in the field uses random sampling techniques. The researcher determined a sample of 75 respondents who were employees of the Bandung Pratama Tax Service Office. As a result, the work motivation of employees is still in the sufficient category, so it needs to be improved so that the performance of employees who are also in the sufficient category can increase. Discipline and Work Environment are classified as good and need to be maintained. Discipline, Work Environment, and Work Motivation each have a significant positive effect on Employee Performance, with Discipline and Work Environment making a major contribution to improving Performance. Overall, these three variables affect Employee Performance by 82%, while the remaining 18% is influenced by other factors that are not studied.

The Influence of Visionary Leadership, Motivation, and Work Culture on Work Commitment and Performance of Education Staff at Doctor Husni Ingratubun University (UNINGRAT) In Tual City

The purpose of this study is to test, analyze and find out the influence of work culture, visionary leadership and work motivation on performance through work commitment at UNINGRAT Tual. In this study, visoner leadership, work motivation, organizational culture, work commitment, performance will be analyzed. Based on the type of research, this research is a study that explains the causal relationship between variables or so-called explanatory research, which is research to find out and explain the influence between existing variables and continues with hypothesis testing. In addition, this study is included in descriptive research, because it provides a descriptive explanation of the variables to be studied. The sample in this study is all Education Personnel at UNINGRAT Tual City which totals 150 people. The results of the study found that visionary leadership and work motivation positively and significantly increased the work commitment of education staff at Doktor Husni University UNINGRAT Tual, but did not have a direct impact on their performance. An inclusive and collaborative work culture has been shown to improve performance, but it does not affect work commitment. In addition, work commitment has proven to be an important mediator between visionary leadership and work motivation to performance, showing that highly motivated and highly committed education personnel tend to have better performance. On the other hand, visionary leadership and work motivation do not significantly improve performance directly, mainly due to the limitations of flexibility and resources at UNINGRAT. These findings highlight the need for a holistic management strategy to improve the performance and commitment of education personnel in this unique higher education environment.

ANALISIS KOMUNIKASI DAN MOTIVASI KERJA DALAM RANGKA MENINGKATKAN KINERJA KARYAWAN PADA HOLIDAY INN RESORT BARUNA BALI

This research aims to analyze the influence of communication and work motivation on employee performance at the Holiday Inn Resort Baruna Bali. Data was collected through a survey using a questionnaire filled in by the office employees. The data analysis methods used include correlation analysis, multiple linear regression, coefficient of determination, as well as hypothesis testing using the t test and F test. The research results show that both communication and work motivation partially have a positive and significant influence on employee performance. Simultaneously, communication and work motivation have also been proven to have a positive and significant effect on employee performance, as indicated by the calculated prob.F value (sig.) of 0.000, smaller than the significance level of 0.05 or 5%. Overall, the independent variables, namely communication and work motivation, are able to influence the dependent variable, namely employee performance, with an R square (R2) value of 57.8%. The remaining 42.2% is influenced by other factors outside the variables studied.

PENGARUH MOTIVASI DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN DI PT. ELANG REAKSI CEPAT, JAGAKARSA JAKARTA SELATAN

Based on the results of initial observations obtained from PT. Elang Reaksi Cepat, information was obtained that one of the problems that must be resolved at this time is how to encourage employees to further improve their performance. It was informed that the performance conditions of employees at PT. Elang Reaksi Cepat is still low. The aim of this research is to determine the partial and simultaneous influence of work motivation and work environment on employee performance at PT. Elang Reaksi Cepat, Jagakarsa, South Jakarta. The method used in this research is a survey method, using a quantitative correlational approach, namely looking at cause-and-effect relationships. The sample used was part of the population in this study, namely 78 employees using a saturated sample. This research can be concluded either partially or simultaneously, work motivation and work environment have a significant effect on employee performance at PT. Elang Reaksi Cepat, Jagakarsa, South Jakarta.

Effect of competency, education and training, workload on functional employee performance with work motivation as a variable intervening at regional government secretariat of the Riau Island Province

effect of competency, education and training, workload on functional employee performance with work motivation as a variable intervening at regional government secretariat of the Riau Island Province

Why School Bus Drivers Stay in Their Jobs

With the current shortage of school bus drivers in many states, access to education is at risk for the many students who get to and from school by bus. Despite the critical role drivers play, little is known about why they stay in their jobs, and what can be done to keep them. To learn more about school bus driver retention, 301 drivers in 32 districts in New York were surveyed. Drawing on an overarching model of person-environment fit, perspectives of job satisfaction, meaningful work and public service motivation were used to explore what aspects of the driver role relate to turnover intention. Findings indicated lower turnover intention when drivers reported higher extrinsic satisfaction, when they found their work to hold personal significance, and when they saw their work as a source of broader meaning for their lives. Drivers also viewed themselves as making a difference in the lives of students and considered themselves a significant part of their education. They also indicated that pay and benefits were important in their decision to stay or leave. Findings are discussed in terms of implications for school leadership practice and future research.

The Influence of Competency Development and Work Motivation on The Performance of KSP Coblong Pamor Employees

The research with the title "The Influence of Competency Development and Work Motivation on the Performance of "KSP Coblong Pamor" Employees aims to find out: (1) To find out the significant influence of Competency Development on the Performance of "KSP Coblong Pamor" Employees, (2) To find out the significant influence of Motivation Work on the Performance of "KSP Coblong Pamor" Employees, and (3) To determine the significant influence of Competency Development and Work Motivation together on the Performance of "KSP Coblong Pamor" Employees. The data analysis technique used is linear regression of two predictors. To find out whether the influence of the independent variable on the dependent variable is real, testing is carried out by carrying out regression analysis, namely analysis of the variance of the regression line to find the F value of the regression line, which can then be tested whether the F value is significant or not, then look for the Relative Contribution (SR) of each - each predictor X1 and The research subjects were 12 KSP Coblong Pamor employees, and the research object was competency development, work motivation and employee performance. Based on the results of the prediction analysis of two predictors, namely, X1 (competence development) and X2 (work motivation) on criterion Y (employee performance), the price F is obtainedreg of 8.45. With (N-m-1) in this case db = 9/2 with a significance level of 5% F valuetable of 5.14. This means that the regression line analyzed is significant to be used as a basis for predictions because there is a significant contribution between the criteria (Y) and the predictors (X1, X2). The Relative Contribution (SR) in % of each predictor is: Predictor X1 = 61.15%, and Predictor Based on these results, the regression line is 38.49%, which consists of the effective contribution of predictor X1 (competency development) = 23.54%. And the effective contribution of predictor X2 (work motivation) = 14.95. Meanwhile, the remaining 61.51% is influenced by other factors. Based on the results of the analysis above, it is hoped that employees can improve their competence by participating in training and that the leadership can also provide positive motivation to employees, so that employee performance can increase.

Pengaruh Motivasi Kerja dan Kepemimpinan Transformasional Terhadap Kinerja Pegawai

The aim of this research is to contribute to the literature and conceptual model of the influence of work motivation and transformational leadership on employee performance with job satisfaction as a mediating variable. This type of research is quantitative research with a survey method. The number of samples studied in this study was 115 samples of employees of the DIY Marine and Fisheries Service. Census method, because the entire population is used as a sample, the data collection method used is a questionnaire. The data analysis technique uses Structural Equation Modeling (SEM) with the SmartPLS program. The results of this research show that work motivation and transformational leadership partially have a positive and significant effect on job satisfaction. Work motivation, transformational leadership and job satisfaction partially have a positive and significant effect on employee performance. Job satisfaction is able to mediate the influence of work motivation and transformational leadership on employee performance

The mediating role of work motivation: The effect of leadership, workload, and reward on employee performance

Employee performance is considered key in achieving company goals, reflecting commitment, dedication and contribution to the company's vision. Motivation, as the main driver in the work environment, is a key factor in motivating employees to contribute optimally. Effective leaders have the ability to influence employee behavior. Heavy workloads, especially for drivers and helpers, can have a negative impact on employee motivation. Companies are advised to seek an optimal balance in workload to ensure employee well-being and productivity. Recognition and reward strategies are expected to maintain high quality employees. The aim of this research is to analyze the relationship and influence of leadership, workload and rewards on employee performance with work motivation as a mediating variable at liquefied petroleum gas distributors in Sidoarjo, Indonesia. This research used a cluster sampling technique with a total of 105 respondents. SPSS software was used to analyze the data. The findings demonstrate leadership, workload and rewards have a positive effect on employee performance, however work motivation cannot mediate leadership, workload and rewards on employee performance.

The Influence of Motivation and Competences on Amil’s Work Productivity at the National Amil Zakat Institution Dompet Dhuafa

Zakat is an important instrument in efforts to eradicate poverty in society. Dompet Dhuafa has implemented a fundraising strategy through technology aimed at increasing the collection of zakat funds. Increasing zakat collection needs to be balanced with the ability to distribute zakat funds and readiness to face potential risks. Amil's work productivity is needed to be able to collect large amounts of zakat funds and at the same time be able to distribute zakat funds. This research aims to analyze the influence of work motivation and amil's competence on amil's work productivity at LAZNAS Dompet Dhuafa. This research uses a quantitative-descriptive approach. Respondents in this study were 75 people using simple random sampling techniques. Data was collected through filling out questionnaires by respondents. The results of the research show that the processing indicators influence the test using PLS-SEM (Structural Equation Model). The results of the research show that the indicators which have the highest average score on each variable include the need for affiliation on the work motivation variable, spiritual competence on the amil competence variable, and ability and improving the results achieved on the work productivity variable, test results of the model of the influence of work motivation and Amil's competence on work productivity shows an R-Square figure of 0.47 while the remaining 0.53 is influenced by other factors not examined in this research. Another finding from the influence test results is that the amil competency coefficient has a significant direct influence of 0.655. This shows that the better the amil's competence, the higher the work productivity produced by the amil. This research has limitations in the variables studied and the number of respondents. This research has high originality because it is in accordance with the challenges faced by national zakat institutions today. Keywords: Amil Zakat, Motivation, Competence, Work Productivity