To see the other types of publications on this topic, follow the link: Employee motivation – Research.
Journal articles on the topic 'Employee motivation – Research'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Employee motivation – Research.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Dwibedi, Lalan. "Employee Motivation in Private Schools of Birgunj Metropolitan City." Dristikon: A Multidisciplinary Journal 10, no. 1 (December 31, 2020): 157–68. http://dx.doi.org/10.3126/dristikon.v10i1.34553.
Full textAbstract:
The paper aims to find out which motivational factors can effectively increase employee motivation, to know whether the delivered incentives are sufficient or not and also to know effect of incentives in their performance. Motivation and its influence on organizational performance has always remained highly researched area and have gone through many discussions and repetitions. In this research both exploratory and descriptive research design used to explore employee motivation issues in schools of Birgunj Metropolitan city. Data was collected through Questionnaire and content analysis. It is revealed that motivating factors and motivational packages has positive impact on employee motivation in private schools. The responses of this paper were analyzed and found that monetary and non-monetary both incentives are active tools to motivate workforce. Good salary and allowances have been used as monetary motivators, while, good working environment, freedom to work and recognition as non-monetary motivator. This study has recommended that promotion system of the career development is desired to satisfy and motivate the employee. Moreover, the work appreciation should craft the feeling that they are value for the organization.
2
Jensen, Joshua D. "Employee Motivation: A Leadership Imperative." International Journal of Business Administration 9, no. 2 (February 8, 2018): 93. http://dx.doi.org/10.5430/ijba.v9n2p93.
Full textAbstract:
Employee motivation is a topic that has been studied for nearly a century. Beginning with the Hawthorne Studies in the 1920s and continuing to the current day, researchers have explored the elusive phenomenon of employee motivation. Furthermore, researchers have attempted to understand how leaders can effectively lead their employees in a way that motivates them to reach their full potential. While employee motivation has been, and continues to be, the focus of much research among the social and behavioral sciences on an international scale, leaders today are in need of practical tools that can help them motivate employees more effectively. This paper provides a survey of some of the key research on employee motivation and highlights the important role that leaders play in motivating their employees to achieve high performance. Also included are some practical tools that leaders can implement to increase employee motivation.
3
Hitka, Miloš, Silvia Lorincová, Miloš Gejdoš, Kristina Klarić, and Dagmar Weberová. "Management approach to motivation of white-collar employees in forest enterprises." BioResources 14, no. 3 (May 29, 2019): 5488–505. http://dx.doi.org/10.15376/biores.14.3.5488-5505.
Full textAbstract:
Employee motivation is a prerequisite for the effective development of the potential of human resources. Therefore, motivation processes are important. The aim of the paper was to define the motivational priorities of white-collar employees in forest enterprises. Following the research results, cluster analysis statistical methods were used to define employee groups with similar motivations. The research was carried out in 11 forest enterprises with 195 total respondents. The results indicated that it is possible to create a unified motivation program with selected motivation factors for white-collar employees in forest enterprises. Defined groups had similar levels of motivation in individual motivation factors. Three significant motivation factors were determined: basic salary, working environment, and fair appraisal system. These motivation factors can be systematically implemented as a tool to improve the level of motivation of individual groups. It is important to consider that conditions and work environments change over time, so an effective motivation program must be updated regularly in order to produce sustained benefits.
4
Hidayati, Siti Noor, and Antonius Ermiyanto. "Analisis Faktor Motivasi Intrinsik dan Motivasi Ekstrinsik Pengaruhnya terhadap Kinerja Karyawan dengan Kepuasan Kerja sebagai Mediasi." Jurnal Maksipreneur: Manajemen, Koperasi, dan Entrepreneurship 7, no. 1 (December 31, 2017): 18. http://dx.doi.org/10.30588/jmp.v7i1.320.
Full textAbstract:
<p><span class="fontstyle0">Intrinsic motivation is an employee motivating factor for achievement that comes from within the person, while extrinsic motivation is sourced from outside the person. This research has been conducted to survey on 140 employees of PT Taman Wisata Candi Prambanan consisting of 65 permanent employees and 75 contract employees. The results of this research can be concluded that intrinsic and extrinsic motivation have significant </span>effects to employee performance indirectly with job satisfactions mediation. The influence of extrinsic motivation on job satisfaction and subsequently to employee performance is more dominant than intrinsic motivation. The level of intrinsic motivation, extrinsic motivation, job satisfaction, and employee performance of permanent employees, higher than contract employees, and the difference of them is significant.</p>
5
Conrad, David, Amit Ghosh, and Marc Isaacson. "Employee motivation factors." International Journal of Public Leadership 11, no. 2 (May 11, 2015): 92–106. http://dx.doi.org/10.1108/ijpl-01-2015-0005.
Full textAbstract:
Purpose – Motivation is a widely explored topic and numerous studies have been done to determine motivation importance and implementation. However, no studies have been identified that investigate what motivators are most important to physicians and if physician leaders agree with the importance physicians place on specific motivational aspects. The purpose of this paper is to investigate this missed management learning opportunity. Design/methodology/approach – A fully inclusive sampling of all (n=2,547) public-practice physicians and physician leaders (clinic and hospital employed, non-private practice) in Minneapolis and St. Paul Minnesota was conducted in the summer and fall of 2013. The surveys were sent in a link via a web survey software program by the study researchers. The surveys were anonymous and minimally intrusive, asking only for perspectives regarding the most important motivational elements by physicians and physician leaders. Findings – Generally, the responses were surprisingly similar between physicians and physician leaders. The two statistically different motivators – interesting work and job security – were ranked as more important by physicians than the physician leaders. This suggests that leaders should be more attentive to ensuring variety, challenge, and engagement is an active part of the physicians’ work. This also suggests that managers should emphasize and reinforce the fact that – if it is the case – jobs are secure and that staffing stability is a key goal for management. As Kovach (1987) suggests, as employees’ income increases, money becomes less of a motivator and as employees get older, interesting work becomes more of a motivator. Research limitations/implications – Conclusions and generalizations can be made about the population sampled. Practical implications – The two statistically different motivators – interesting work and job security – were ranked as more important by physicians than the physician leaders. This suggests that leaders should be more attentive to ensuring variety, challenge, and engagement is an active part of the physicians’ work. This also suggests that managers should emphasize and reinforce the fact that – if it is the case – jobs are secure and that staffing stability is a key goal for management. Social implications – As this study reveals, physicians have clear preferences when it comes to workplace motivation. It is not unreasonable then to determine that the more satisfied the employee, the better he or she will perform. Accordingly, the environment that managers create for their employees must be one that is constructive to positive energy. If employees feel happy when they are working, then they will be naturally encouraged to work, thus producing improved quality healthcare for patients. Originality/value – What are the most important motivators for physicians and do physician leaders understand what motivators are to enhance physician productivity, well-being, and morale? Answers to this question may be beneficial to designing leadership education that enhances the understanding of the impact effectively identified and effectively applied motivation techniques may have on employee behavior and attitudes. Insights will also benefit the design of motivational structures and methods in the healthcare workplace.
6
Perić, Goran, Marko Gašić, and Vladan Ivanović. "RESEARCH OF EMPLOYEE MOTIVATION IN THE SPA TOURIST CENTERS IN SERBIA." ЗБОРНИК РАДОВА ЕКОНОМСКОГ ФАКУЛТЕТА У ИСТОЧНОМ САРАЈЕВУ 1, no. 10 (December 7, 2015): 65. http://dx.doi.org/10.7251/zrefis1510065p.
Full textAbstract:
The success of business companies whose business is tourism largely depends on the human resources or employees. It is therefore essential that employees in spa tourism (hotels, wellness and spa centers, rehabilitation centers) are motivated and thus be able to provide high quality service and achieve the required level of customer satisfaction services. The paper presents new findings in motivating employees, which may be used by other companies to motivate their employees and achieve commitment, productivity and retention of quality staff. The aim of this research is to determine on which motivational indicator employees in spa centers are the most and the least consistent as well as the relation between characteristics of the subjects on the highest and lowest consent. By applying the method of field research, a research has been carried out in spa tourist centers in Serbia in the period from September 2013 until mid-April 2014, on a sample of 202 respondents in various organizations. Based on collected data, we analyzed and presented results. The results show that the motivation of the employees is not satisfactory and that the financial factor is the key in motivating employees, because of the low standard of living. The influence of examinees characteristics on observed indicators of motivation was also noticed. Limitations of the research cannot be ignored, however, results may be important for understanding the contribution of employee motivation in the business, both for scientific and expert public, and for organizations whose main activity is spa tourism.
7
Wulansari, Indah, Humaira Uswatun Hasanah, Jacqueline Lewaney, and Tiarapuspa Tiarapuspa. "Development Review of Research about Motivation on Employee Performance Topics over The Past Ten Years in Online Journals." Metafora: Education, Social Sciences and Humanities Journal 4, no. 2 (March 20, 2021): 96. http://dx.doi.org/10.26740/metafora.v4n2.p96-103.
Full textAbstract:
In an organization, motivation is the very important thing that it cannot be separated from employee performance. To get good performance, it is necessary to improve employee work motivation. Most employees need motivation to feel good about their jobs and perform optimally. Some employees are financially motivated while others find recognition and rewards personally motivating. A good leader will certainly create a comfortable environment and motivate employees with the aim that the enthusiasm for work and providing maximum performance. Work motivation is an important factor for obtaining good performance. This study aims to be a reference for researchers who plan to make research with the theme of motivation on employee performance so that researchers have a plan about what cases have been studied by previous researchers and then provide ideas for further development. The data in this study were taken from 30 articles over the past 10 years with the theme of motivation on employee performance and published in the Trijurnal Online Research Institute of Trisakti University and Emerald Insight Journals.
8
ELLIS, JASON D., SUSAN W. ARENDT, CATHERINE H. STROHBEHN, JANELL MEYER, and PAOLA PAEZ. "Varying Influences of Motivation Factors on Employees' Likelihood To Perform Safe Food Handling Practices Because of Demographic Differences." Journal of Food Protection 73, no. 11 (November 1, 2010): 2065–71. http://dx.doi.org/10.4315/0362-028x-73.11.2065.
Full textAbstract:
Food safety training has been the primary avenue for ensuring food workers are performing proper food handling practices and thus, serving safe food. Yet, knowledge of safe food handling practices does not necessarily result in actual performance of these practices. This research identified participating food service employees' level of agreement with four factors of motivation (internal motivations, communication, reward-punishment, and resources) and determined if respondents with different demographic characteristics reported different motivating factors. Data were collected from 311 food service employees who did not have any supervisory responsibilities. Intrinsic motivation agreement scores were consistently the highest of all four motivational factors evaluated and did not differ across any of the demographic characteristics considered. In contrast, motivation agreement scores for communication, reward-punishment, and resources did differ based on respondents' gender, age, place of employment, job status, food service experience, completion of food handler course, or possession of a food safety certification. In general, respondents agreed that these motivation factors influenced their likelihood to perform various safe food handling procedures. This research begins to illustrate how employees' demographic characteristics influence their responses to various motivators, helping to clarify the complex situation of ensuring safe food in retail establishments. Future research into why employee willingness to perform varies more for extrinsic motivation than for intrinsic motivation could assist food service managers in structuring employee development programs and the work environment, in a manner that aids in improving external motivation (communication, reward-punishment, and resources) and capitalizing on internal motivation.
9
Rusli, Aldi Khairy. "The Effect of Work Motivation Toward Employee Performance at PT. Permodalan Nasional Madani (Persero) Jakarta." Jurnal Ilmu Sosial Politik dan Humaniora 3, no. 1 (March 26, 2020): 1–12. http://dx.doi.org/10.36624/jisora.v3i1.55.
Full textAbstract:
Work motivation can be seen from the data and employee attendance employee delays the data in the company, judging by the attendance of data and delays the data of employees of PT. Permodalan Nasional Madani (Persero). From the Data Obtained can be said that the attendance and delay of employees of PT. Permodalan Nasional Madani (Persero) is fairlygood in every month. As for measuring the performance of employees in this research, they have a Key Performance Indicator and, preliminary questionnaire. This research aims to know the condition of intrinsic motivation and extrinsic motivation PT. Permodalan Nasional Madani (Persero) Jakarta as well as influence the intrinsic motivation and extrinsic motivation to the employee performance. The approach to this research is quantitative with the type of descriptive research using IBM SPSS 20. While the method of analysis used is multiple linear regression. Method of collecting the data through the dissemination of questionnaires using sample 272 employees. The sampling method uses probability sampling technique while sampling technique uses simple random sampling. The results of the study proved that the motivation of intrinsic partially work has a significant influence on employee performance, while the extrinsic motivation of work has no significant influence on the employee's performance. Also the results proved that the motivation of intrinsic work and motivation of extrinsic work have a simultaneous influence on the employee's performance. It is hoped that Researchers can then use other variables such as organizational culture, job satisfaction, and employee commitment. To know other aspects not addressed in this research and can also use other research methods such as path analysis and SEM analysis. Advice for companies to provide creativity training that aims to provide opportunities for its employees to bring out the idea of the free as rational as possible.
Keywords: Work motivation, intrinsic motivation, extrinsic motivation, employee performance.
10
Mukhambetov, T. I. "Distant motivation against short motivation." BULLETIN OF THE KARAGANDA UNIVERSITY. ECONOMY SERIES 101, no. 1 (April 30, 2021): 83–91. http://dx.doi.org/10.31489/2021ec1/83-91.
Full textAbstract:
Object: This article examines the issues of comparative analysis of short, that is, near and long perspectives from the point of view of their impact on employee motivation. Another goal of the article is to develop practical recommendations for the development of Far Distant (Long-term) Motivation in the wage system. Methods: This study uses quantitative research methods and a trending data collection method. The data were collected through a survey using the same questionnaire in 1994 and in 2010, which made it possible to identify the dynamics of changes in employee motivation. The sample size was 250 respondents. Findings: The results show that long-term perspectives at work play a huge role for workers. Second, Far Distant Motivation is unfortunately underestimated by employers, as a result of which the potential for increasing employee productivity is not fully exploited. Conclusions: Research shows that Far Distant Motivation should become an essential element of the motivation system in a company focused on competitiveness. Its presence will increase the competitiveness of the company, the productivity of employees and achieve the integration of personnel into the strategic goals of the company. The widespread practice of Short-Term Motivation based on assessment and remuneration based on short-term results for certain categories of workers has significantly less motivational power than Far Distant Motivation based on assessment of merit and long-term performance results. Therefore, modern companies must build a combination of Short and Far Distant Motivation.
11
Thuan, Le Cong, and Bui Thi Thanh. "Mediating mechanisms linking developmental feedback with employee creativity." Journal of Workplace Learning 32, no. 2 (November 3, 2019): 108–21. http://dx.doi.org/10.1108/jwl-06-2019-0070.
Full textAbstract:
Purpose The purpose of this paper is to investigate mediating mechanisms linking leaders’ developmental feedback with employee creativity and the moderating role of intrinsic motivation in the effects of employees’ skills on employee creativity. Design/methodology/approach Using data collected from 326 employees at information technology organizations in Vietnam, this study tested the hypotheses by using structural equation modeling. Findings The results show that leaders’ developmental feedback has a positive indirect relationship with employee creativity via creativity-relevant skills, domain-relevant skills and intrinsic motivation. There are no significant differences in the effects of developmental feedback on employee creativity through proposed mediators. Further, intrinsic motivation positively moderates the impact of domain-relevant skills on employee creativity. However, intrinsic motivation does not moderate the effect of creativity-relevant skills on employee creativity. Originality/value This research is one of the first efforts to investigate intrinsic motivation as a motivational mechanism as well as creativity-relevant skills and domain-relevant skills as cognitive mechanisms for understanding the relationship between leaders’ developmental feedback and employee creativity. This research also examines how intrinsic motivation moderates the effects of employees’ skills on employee creativity.
12
Adamska, Hanna. "Assessment of the company’s motivation system in the employees’ perception – case study." Scientific Journal of the Military University of Land Forces 191, no. 1 (January 1, 2019): 97–106. http://dx.doi.org/10.5604/01.3001.0013.2401.
Full textAbstract:
Nowadays, organizations through the appropriate motivational activities create employee behavior. They should apply available material and non-material incentives in a sustainable manner. Therefore, it is necessary to create such a motivation system within the organization’s activity that will generate employees’ right attitudes, beneficial for them and for the entire organization as well. The purpose of the work was to determine the employees’ subjective feelings related to motivational instruments used in the company. The research object was EnergiaPro S.A. with its registered seat in Wroclaw. The basic research technique was a survey, which was carried out anonymously among the employees of the administrative division. Research has shown that the company uses methods of material and non-material motivation. Employees particularly appreciate the system of cash incentives, especially bonuses. It is the motivator for them to work more efficiently. Not without significance for them is also non-cash motivating (training, social allowances and the use of additional leave). They have positive feelings about the correctness of the motivational methods used, although their expectations regarding cash motivation, especially salaries, are higher. They expect wage increases and fair awards, recognizing that this is a major problem in the company.
13
Hitka, Miloš, Jozef Ďurian, Silvia Lorincová, and Bianka Dúbravská. "INFLUENCE OF SELECTED MACROECONOMIC INDICATORS ON EMPLOYEE MOTIVATION." E+M Ekonomie a Management 24, no. 3 (September 2021): 4–22. http://dx.doi.org/10.15240/tul/001/2021-03-001.
Full textAbstract:
Motivation is considered one of the most important prerequisites for the success and effectiveness of the resulting performances. Usually, we meet only with a perspective of employee motivation from inside the company. However, the external environment, i.e. macro-environment, also influences the motivation of employees. We decided to focus on exploring how macroeconomic indicators evolution affects employee motivation. By means of the research conducted in Slovakia during the period from 2008 to 2019 on a sample of more than 30,000 respondents, we define the dependence of selected macroeconomic indicators and employee motivation. The research focuses on the analysis of average annual wage and household debt influence on the most important employees’ motivational factors. Based on our findings, we can state that macroeconomic indicators affect the importance of motivational factors in Slovakia. Especially, the average annual wage strongly influences the six motivational factors (communication at the workplace, duties and type of work, working hours, working environment, superior approach, psychological burden). The results of the research also show that the seven motivational factors (atmosphere at the workplace, good team, communication at the workplace, working hours, working environment, superior approach, psychological burden) strongly depend on the macroeconomic indicator of household debt. Therefore, when creating incentive programs, business managers in Slovakia should take into account not only the effects of the company’s microenvironment on motivation but also the effects of the macro-environment and thus macroeconomic changes in the state. The role of a manager is to keep balance between external environment influence on employee motivation and internal actions. The paper presents inspiring ideas in a field of employee motivation and the influence of external environment on motivation.
14
Tani Raka, Benediktus Ignasius, Anik Yuesti, and Nengah Landra. "Effect of Motivation to Employee Performance which was Mediatied by Work Satisfaction in PT Smailing Tour Denpasar." International Journal of Contemporary Research and Review 9, no. 08 (August 6, 2018): 20959–73. http://dx.doi.org/10.15520/ijcrr/2018/9/08/569.
Full textAbstract:
This study aims is to test and analyze the influence of motivation on employee performance mediated by job satisfaction. This research was conducted at PT Smailing Tour Denpasar with population and research sample of all permanent employees that is 90 people. All data obtained from the kuisoner distribution is feasible to be used, then analyzed using a variance based structural equation model known as Partial Least Square (PLS) analysis. The result of the research shows that (1) the motivation has positive and significant effect on the employee's performance, (2) the motivation has positive and significant effect on the job satisfaction, (3) the job satisfaction has positive and significant effect to the employee's performance; (4) the motivation has positive and significant effect on employee performance through job satisfaction. The implication of this research is that motivation can be improved by taking into account the need for workplace environment to improve employee performance, job satisfaction can be improved by paying attention to the work itself in order to increase employee performance. Employee performance can be improved by taking into account the effectiveness of employees.
15
Pariyanti, Eka, Rinnanik Rinnanik, and Tri Mardiono. "Pengaruh Motivasi Kerja Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Pada PT. Federal International Finance (FIF)." RELASI : JURNAL EKONOMI 15, no. 2 (July 28, 2019): 293–307. http://dx.doi.org/10.31967/relasi.v15i2.313.
Full textAbstract:
Fulfill all needs or desires in the employee, it will create a feeling of satisfaction, and employees with high levels of satisfaction will experience an increase in performance. Based on this matter, this study aims, (1) To determine the effect of work motivation on employee performance, (2) To determine the effect of work motivation on job satisfaction, (3) To determine the effect of job satisfaction on employee performance, (4) To determine the effect work motivation on employee performance with job satisfaction as an intervening variable. The data collection technique of this study was a questionnaire and documentation. The population of this study was employees of PT. PT. Federal International Finance (FIF), eastern Lampung region with a total of 96 people. While the data analysis uses regression analysis and phat path. The results of this study are, (1) Motivating Work Influence on Employee Performance, (2) Motivating Influential Work Against Job Satisfaction, (3) Influential Job Satisfaction on Employee Performance, (4) Job Satisfaction Role as Intervening Variables Between Work Motivation and Performance Employees (5) Work motivation influences employee performance directly, but work motivation will have greater influence on employee performance if first through or added to job satisfaction. These Research Results Can Become Input For PT. Federal International Finance (FIF), as material for consideration to improve employee performance.
16
Kozłowski, Waldemar. "Employee Motivation as an Element of the Development Process in an Enterprise." Olsztyn Economic Journal 15, no. 3 (November 30, 2020): 205–13. http://dx.doi.org/10.31648/oej.6539.
Full textAbstract:
Motivation is one of the most important elements from an enterprise development perspective which, in turn, provides a basis for the development of other strategic perspectives. However, several barriers may distort the positive correlation between staff motivation and the development perspective of the enterprise. The research problem concerns the location of employee motivation in the development perspective as one of the key elements of the strategic scorecard. The research objectives within the research problem are the analysis of the level of employee motivation and the correlation of the level of motivation with the results of the organization.
The aim of the article is to analyze the level of motivation of employees in a production and trade company. The subject of research is the motivational system. The basic research method was a survey. The research results demonstrated which elements of the motivational process, and to what extent, should be analysed and improved, as required by the evaluation. There exists a close relationship between employee motivation and the perspective of internal processes, the client’s perspective and, consequently, the financial perspective.
17
Nadeem, Muhammad, Naveed Ahmad, Muhammad Abdullah, and Naqvi Hamad. "Impact of Employee Motivation on Employee Performance (A Case Study of Private Firms: Multan District, Pakistan)." International Letters of Social and Humanistic Sciences 36 (July 2014): 51–58. http://dx.doi.org/10.18052/www.scipress.com/ilshs.36.51.
Full textAbstract:
This article is based on the private firms which working in Multan city, Pakistan. In this article all we studied and analyzed all aspects of the employee motivation importance especially in private firms. In Pakistan many employees who are working in private firm (especially in Multan) facing motivational problem. But many private firms working for the employee motivation and encouraging the employees. In this we also mentioned major factors which can help the firms to achieve employee motivation. We also observed employee motivation is so important for the employee’s performance and efficiency and for the private firm’s success. A questionnaire was developed for estimating effect of employee motivation on firm’s performance. Data was collected through convenience sampling method. Our sampled people include both, managers and non managers of private firms in Multan city. This research study will contribute into existing literature through indicating the importance of employee motivation on performance.
18
Sokro, Evans. "ANALYSIS OF THE RELATIONSHIP THAT EXISTS BETWEEN ORGANISATIONAL CULTURE, MOTIVATION AND PERFORMANCE." Problems of Management in the 21st Century 3, no. 1 (April 20, 2012): 106–19. http://dx.doi.org/10.33225/pmc/12.03.106.
Full textAbstract:
This research aimed at investigating the relationship that exists between organizational culture, employee motivation and performance. The domains of organizational culture (organizational values, individual beliefs, working environment, and employee relationships) and employee motivation and performance were investigated. In order to find the culture and motivation link, mixed method approach for data collection and analysis has been used. By using Pearson’s and Spearman’s Correlation methods, a positive correlation has been found between the two variables. The study revealed that organizational culture has a direct impact on employee motivation and indirectly on organizational performance as well. The better the organizational culture, the higher the motivational level of employees. It was observed that if organizations develop a strong culture of rewarding and acknowledging employees’ effort, it leads to increase motivation and their performance would be significantly enhanced. Key words: employee, motivation, organisational culture, performance.
19
Pererva, Petro, Oleksandr Hutsan, Valerii Kobieliev, Andrii Kosenko, and Volodymyr Kuchynskyi. "Evaluating elasticity of costs for employee motivation at the industrial enterprises." Problems and Perspectives in Management 16, no. 1 (February 16, 2018): 124–32. http://dx.doi.org/10.21511/ppm.16(1).2018.12.
Full textAbstract:
Employee motivation at the industrial enterprises is one of the most important principles of modern management. The practice of production and commercial activities of domestic enterprises speaks for essential modifications in the approaches to identifying the methods of employee motivation.In the meantime, at many industrial enterprises, motivational modules are limited to the level of salary payment. Therefore, the search for approaches to the formation of effective methods of employee motivation and the analysis of their classification peculiarities require implementing the complex scientific research and determine the relevance of the chosen topic. The purpose of the article is to adapt the notion of function elasticity to increase the employee motivation effectiveness at the domestic industrial enterprises. Increasing the effectiveness of employee motivation at an industrial enterprise is the object of the research.The research findings are obtained using the theory and practice of expert methods and system analysis, whereby 26 basic (key) motivational measures were determined, which were divided into six block-modules: jurisdictions, effectiveness, social and psychological, indirect financial influence, and direct financial influence.The weight of each of the motivational factors is determined and they were also classi¬fied according to this indicator. The notion of motivation elasticity is proposed, which makes it possible to assess the motivational measures performance both for every block-module and for every employee, team, production department or enterprise.Motivation elasticity ratio for ten employees of Kharkiv Machine Engineering Plant FED is calculated. Recommendations for further research on the paper’s subject are proposed.
20
Vlacsekova, Dominika, and Ladislav Mura. "Effect of motivational tools on employee satisfaction in small and medium enterprises." Oeconomia Copernicana 8, no. 1 (March 31, 2017): 111. http://dx.doi.org/10.24136/oc.v8i1.8.
Full textAbstract:
Research background: This paper begins by defining the small and medium-sized enterprises and their background in Slovakia. It explores the roles of SMEs in the economic development. Furthermore, the background of the paper analyzes motivational tools in practice.
Purpose of the article: The purpose of the paper is to provide a better understanding of the employee motivation issues in small and medium-sized Slovak enterprises; an examination of the motivational tools that influences the levels of satisfaction of employees of SMEs.
Methods: This research was conducted with members of small and medium enterprises in Slovakia. A personal information form and the motivation factors questionnaire form were used as data collection tools. The ending contains the results of the research and conclusions. The Pearson-correlation and the Asymptotic Significance (2-sided) were used as statistical methods.
Findings and Value added: The findings show that motivation is very individual and managers have a hard task by motivating their employees. Employees are more motivated by intrinsic factors rather than extrinsic, but none of the two can be overlooked by the managers.
21
Mao, Hsiao-Yen, An-Tien Hsieh, and Chien-Yu Chen. "The relationship between workplace friendship and perceived job significance." Journal of Management & Organization 18, no. 2 (March 2012): 247–62. http://dx.doi.org/10.1017/s1833367200000985.
Full textAbstract:
AbstractExisting research suggests that leaders/supervisors are the major persons in work organizations to promote employee perception of job significance, which is an intrinsic motivator for employee productivity. However, the literature remains unclear on the relationship between workplace friendship and perceived job significance. Results from a survey of 290 Taiwanese employees indicated that workplace friendship enhanced perceived job significance, and such enhancement did not vary across organizational levels. Our findings suggest intrinsically motivating employees through workplace friendship, which extends extant literature on work role of leaders/supervisors in employee motivation. Further, although lower organizational levels have a disadvantage of objectively less job significance in work organizations, our findings suggest workplace friendship is an effective factor in promoting employee perception of job significance. Thus, organizations can embed the mechanism of workplace friendship into the factors of job design to promote employees' intrinsic motivation and thus job and organizational productivity.
22
Mao, Hsiao-Yen, An-Tien Hsieh, and Chien-Yu Chen. "The relationship between workplace friendship and perceived job significance." Journal of Management & Organization 18, no. 2 (March 2012): 247–62. http://dx.doi.org/10.5172/jmo.2012.18.2.247.
Full textAbstract:
AbstractExisting research suggests that leaders/supervisors are the major persons in work organizations to promote employee perception of job significance, which is an intrinsic motivator for employee productivity. However, the literature remains unclear on the relationship between workplace friendship and perceived job significance. Results from a survey of 290 Taiwanese employees indicated that workplace friendship enhanced perceived job significance, and such enhancement did not vary across organizational levels. Our findings suggest intrinsically motivating employees through workplace friendship, which extends extant literature on work role of leaders/supervisors in employee motivation. Further, although lower organizational levels have a disadvantage of objectively less job significance in work organizations, our findings suggest workplace friendship is an effective factor in promoting employee perception of job significance. Thus, organizations can embed the mechanism of workplace friendship into the factors of job design to promote employees' intrinsic motivation and thus job and organizational productivity.
23
Kuswati, Yeti. "The Effect of Motivation on Employee Performance." Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences 3, no. 2 (May 8, 2020): 995–1002. http://dx.doi.org/10.33258/birci.v3i2.928.
Full textAbstract:
This research is motivated by the decline of employee performance over a period of time which results in the realization of the work not fully achieving the specified targets. The decline of employee performance is suspected by the decrease in the level of motivation possessed by the employee. The purpose of this study is to empirically prove that motivational factors have an influence on employee performance both descriptively and verifiatively. The research method used is descriptive method and survey method with quantitative data processing and analysis through parametric statistical approaches, the calculation of using SPSS 16 program tools. While the parameters used are employee motivation and performance based on respondents' perceptions with sampling techniques carried out in random sampling. From the research results obtained that the effect of motivation on employee performance is quite good.
24
Widyaputra, Ketut Andika, and A. A. Sagung Kartika Dewi. "PENGARUH MOTIVASI INTRINSIK TERHADAP KEPUASAN KERJA DAN KINERJA KARYAWAN PADA PT BUSSAN AUTO FINANCE." E-Jurnal Manajemen Universitas Udayana 7, no. 1 (December 5, 2017): 85. http://dx.doi.org/10.24843/ejmunud.2018.v7.i01.p04.
Full textAbstract:
Performance is the result of work produced both in terms of quality and quantity of work and can be accounted for in accordance with its role within the organization or company, and accompanied by the ability, skill, and skill in completing the work within a certain period of time. This research was conducted at PT Bussan Auto Finance Branch of Denpasar by using 73 employees as research respondents. Sample determination technique used in this research is saturated sample technique. Data collection was done through interviews and questionnaires. Data analysis technique used in this research is path analysis processed using SPSS software. Based on the results of the analysis, this study shows that intrinsic motivation has a significant positive effect on job satisfaction. This shows that giving good intrinsic motivation to employees can increase employee work satisfaction to the company. Job satisfaction has a significant negative effect on employee performance. The higher the job satisfaction is perceived, the higher the employee's performance against his company. Intrinsic motivation has a significant positive effect on employee performance. Giving good intrinsic motivation to employees can improve employee performance against the company.
Keywords: intrinsic motivation, job satisfaction, employee performance
25
Miskiani, Komang Alit, and I. Wayan Bagia. "Pengaruh Motivasi Kerja dan Disiplin Kerja Terhadap Kinerja Karyawan." Prospek: Jurnal Manajemen dan Bisnis 2, no. 2 (January 31, 2021): 120. http://dx.doi.org/10.23887/pjmb.v2i2.27077.
Full textAbstract:
The research aimed to obtain an explanatory findings were tested on the effect of (1) work motivation and work discipline influencing employee performance, (2) work motivation influences work discipline, (3) work motivation influences employee performance, and (4) work discipline on employee performance. The subjects in this study were all employees of Koperasi Serba Usaha Tunas Mertha Mandirii Singaraja and the object of this research were work motivation, work discipline and employee performance. The population in this study were all employees of 39 people. This research includes population research because all employees are used as observation units. Data were collected by questionnaire method, then analyzed by path analysis. The findings of this study show that (1) work motivation and work discipline has a positive effect on employee performance, (2) work motivation has a positive effect on work discipline, (3) work motivation has a positive effect on employee performance, and (4) work discipline has a positive effect on the performance of Koperasi Serba Usaha Tunas Mertha Mandiri Singaraja.
26
Khan, Aroosa, Fatima Latif, Wardah Jalal, Rabia Anjum, and Muhammad Rizwan. "The Impact of Rewards & Corporate Social Responsibility (CSR) On Employee Motivation." International Journal of Human Resource Studies 4, no. 3 (July 2, 2014): 70. http://dx.doi.org/10.5296/ijhrs.v4i3.5875.
Full textAbstract:
After a long period of research on this topic, motivating employees and retaining them is still a threatening challenge for organizations. The study aims to analyze impact of rewards and corporate social responsibility (CSR) on employee’s motivation in Pakistan. This study specifically examines the relationship between intrinsic rewards, extrinsic rewards, internal CSR, external CSR (customer related), external CSR (local communities related), external CSR (business partner related) and employee motivation. It also examines relationship between employee motivation and organizational commitment. Employees of Bahawalpur and Rahim yar khan are the sample of this research. Sample size of 150 respondents was used and data collected through self administered questionnaire which was analyzed in SPSS 16 using regression technique. The result depicts that there is significant relationships between extrinsic rewards, external CSR (local communities), external CSR (business partner) and employee motivation and there is also significant relationship between employee motivation and organizational commitment. Management should focus on extrinsic rewards, external CSR (local communities & business partner related) to motivate employees for organizational commitment.
27
Tú, Huỳnh Thanh, and Ung Hoàng Khang. "Factors that affect employee motivation at Bentre Import Export Joint- stock Corporation (Betrimex)." Science & Technology Development Journal - Economics - Law and Management 5, no. 1 (December 18, 2020): first. http://dx.doi.org/10.32508/stdjelm.v5i1.706.
Full textAbstract:
The research on factors that affect employee motivation at Bentre Import Export Joint- stock Corporation (Betrimex) has special significance in motivating employees, attracting and retaining talent, thereby helping the Corporation improve work performance. During the research, 300 employees working at Betrimex were surveyed and 250 employees with valid answer sheets were selected, survey data was processed with the SPSS software and the research model through scale reliability analysis, exploratory data analysis, correlation analysis and multiple regression analysis was tested. The research results have shown 07 factors affecting employee motivation at Betrimex, measured through 37 observed variables and including the pay, bonuses, benefits, allowances, working conditions, relationships with colleagues and relationships with superiors. Where the pay (b = 0.403) is the factor that has the most powerful influence on employee motivation and working conditions (b = 0.171) have the least influence on employee motivation. The results of multiple regression analysis have also showed that the adjusted R2 is 0.732. Thus, 07 independent variables can explain 73.2% of the variations of the dependent variables. Also, the research results have tremendous implications for developing strategies and plans for human resources development of Betrimex in the future.
28
Rosłon, Jolanta. "Motivators and Demotivators for Employees." Olsztyn Economic Journal 15, no. 4 (December 31, 2020): 327–38. http://dx.doi.org/10.31648/oej.6856.
Full textAbstract:
Employee motivation is the basis of effective human resource management. A properly designed motivational system and an adequate selection of motivation drivers elicit employee behaviour desirable from the employer’s standpoint and thus play a decisive role in the organisation’s success. This study aimed to identify factors that have a motivating and demotivating effect on the workforce, as well as to determine the motivational intensity of selected incentives. The empirical research also covered the influence of conflicts – interpersonal and intrapersonal – on the motivation levels among the employees, and the effectiveness of motivational systems applied in the organisations. The findings were obtained through a Web study (CAWI) conducted with the use of a survey questionnaire distributed by electronic means. According to the respondents, the most effective motivation driver is the level of remuneration. This factor is a priority mainly for people with a lower income, lower status and shorter work experience. A positive atmosphere at the workplace turns out to be the second most important driver, whereas non-financial benefits rank third. Furthermore, the poll demonstrates that the level of employee motivation is largely affected by conflicts between employees, employees and their managers, or those of an internal nature. Irrespective of their character and development, antagonisms generate a slew of negative consequences, such as weaker engagement in the job, increased staff fluctuation, a drop in work efficiency and the manifestation of unfavourable attitudes among staff members.
29
Chahar, Bhawna. "Performance Appraisal Systems and Their Impact on Employee Performance." Information Resources Management Journal 33, no. 4 (October 2020): 17–32. http://dx.doi.org/10.4018/irmj.2020100102.
Full textAbstract:
The purpose of this study was to understand the relationship between employee performance appraisal systems, employee motivation, and employee job performance. A cross-sectional survey of 393 employees of an Indian service organization showed that the performance appraisal system has a direct impact on employee job performance, and that this impact is moderated by the employee's motivation. Respondents were asked about 36 appraisal system, performance, and motivation attributes. Implications of the findings for the future research directions and practice are discussed.
30
Riyanto, Setyo, Endri Endri, and Novita Herlisha. "Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement." Problems and Perspectives in Management 19, no. 3 (August 20, 2021): 162–74. http://dx.doi.org/10.21511/ppm.19(3).2021.14.
Full textAbstract:
Technological developments are things that must be followed by companies to achieve a competitive advantage to improve performance. To achieve and improve performance, companies need active employee engagement by encouraging motivation and fulfilling their job satisfaction. This study aims to analyze the effect of motivation and job satisfaction on performance with employee engagement as a mediating variable. The research sample is Information Technology (IT) companies located in the cities of Jakarta and Bandung, Indonesia. Research respondents are system developers who handle system development activities for a project or part of an ongoing project. By using the convenience sampling technique 103 responses were obtained from IT developers. The research model analysis method uses Partial Least Square (PLS) with SMART PLS Ver 3.0 software. Empirical findings prove that motivation has a positive effect on the performance of IT employees, while job satisfaction is independent. Employee engagement does not directly affect employee performance, but the effect of mediation through motivation and job satisfaction can have a significant effect on employee performance. The research findings have managerial implications, in increasing high employee involvement, motivation needs to be encouraged to be more active and innovative, and facilitate the achievement of the desired results. AcknowledgmentThis study was made possible because of the full support of the Region III Education Service Institute (LL-DIKTI III), the Ministry of Education and Culture of the Republic of Indonesia, and the Research Center at Mercu Buana University, Jakarta.
31
Muwafik, Mohammad. "ANALISIS KOMPETENSI DAN MOTIVASI KERJA PENGARUHNYA TERHADAP KINERJA PEGAWAI." Jurnal Ilmiah Magister Managemen 5, no. 2 (December 1, 2019): 1–20. http://dx.doi.org/10.34010/jimm.v5i2.3756.
Full textAbstract:
This study aims to get the results of the study background of frequent occurrence and out of the employee, the employee's performance has not fulfilled what is expected by the leadership, the study include: (1) competence, motivation and performance of employees, (2) The relationship of competence and motivation, (3) the effect of competence on employee performance, (4) the effect of motivation on employee performance.This type of research is descriptive and verification. The population is Sinarmas Bank branch employees Cirebon. The number of samples taken as many as 215 samples are taken with the withdrawal of a random sample method. Model the effect of using Structurall Equation Modeling (SEM) with LISREL 8.80. The results of this study have suitability in explaining linkages between variables. the results showed that: Competence, motivation and performance of employees are in the good category. Competence and motivation are intimately connected, competencies influence on employee performance, and motivation influence on employee performance.
32
Kharchenko, Vera. "Motivation and Motivation Profiles of the Employees in a Modern Organization." Sociologicheskaja nauka i social'naja praktika 9, no. 1 (March 31, 2021): 156–71. http://dx.doi.org/10.19181/snsp.2021.9.1.7879.
Full textAbstract:
The article presents the results of an empirical study of staff motivation in a large financial company in a case study format. The technique of V. I. Gerchikov to determine the motivational profiles of employees: instrumental, professional, patriot, boss, lumpen. The experience of research conducted using this technique contains limited information on how to implement such research in organizations, and what results can be obtained. The features of the implemented research are the format of the survey (internally, HR research), the motivation of respondents (the possibility of obtaining a personal report), the format for presenting the results (the report and infographics on the internal portal), the breadth of analysis of the data obtained (analytics for certain categories of employees) and the nature of the research – applied. The test results allowed us to understand various aspects of motivation and motivational profiles of employees by category (position, length of service, gender). In the studied organization, the most common were professional and instrumental motives, but employees of different positions differed in terms of motivation and in motivational profiles. Professional motives are more typical for managers, and instrumental ones for specialists. Seniority in the company affects the change in motivation: if professional and patriotic motives are more typical for newcomers, then over time professional and instrumental ones begin to prevail. The most common employee profiles in an organization are “instrumental” and “professional”. An analysis of the differences in the distribution of employee profiles revealed that there are more “professionals” among managers (56%), and among employees working with clients – “instrumentalists” (60%). Employees with profiles “professional-instrumental” and “instrumental-professional” are widespread in the studied company. The results obtained were taken into account when adjusting the current motivation system and personnel development programs.
33
Putri, Wednesdayanti Angelia, and Ari Prasetyo. "Motivasi Kerja dan Pengaruhnya Terhadap Kinerja Islam Karyawan BRI Syariah KCI Surabaya Gubeng." Jurnal Ekonomi Syariah Teori dan Terapan 1, no. 6 (December 2, 2015): 448. http://dx.doi.org/10.20473/vol1iss20146pp448-455.
Full textAbstract:
Basically BRISyariah’s employee have different job motivations. Working on an Islamic environment certainly at least a little or a lot will affected their job motives, so that finnaly, it can be shown the Islamic performance employee. The aim of this research was to examine job motivation of BRISyariah KCI Surabaya Gubeng’s employee influance on their Islamic performance whether the Islamic performance assessment was affected by their motivations.This research is quantitative research and uses linier regression analysis as analysis model. The sample in this research was obtained by purposive sampling method. Based on this method, there were 44 employees in accordance with the criteria of this research’s sample that was determined with a minimum work term of 3 months. The performance assessment was rated by each department manager where they were placed. Data collected by distributing questionnaires about their job motivation to employees and performance appraisal sheet to the manager.The results of the research indicate that job motivation influence on the Islamic performance of BRISyariah KCI Surabaya Gubeng’s employee.
34
Sujana, Ni Putu Ayu Shela Paramitha, and I. Komang Ardana. "PERAN MOTIVASI KERJA MEMEDIASI PENGARUH KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KINERJA KARYAWAN." E-Jurnal Manajemen Universitas Udayana 9, no. 3 (March 3, 2020): 904. http://dx.doi.org/10.24843/ejmunud.2020.v09.i03.p05.
Full textAbstract:
The purpose of this study was to determine the role of work motivation in mediating the effect of transformational leadership on employee performance. This research was conducted at Samabe Bali Suites & Villas. The number of samples taken was 65 employees, with the method used was the saturated sample method. Data collection is done through interviews and questionnaires. Data analysis techniques used are path analysis (path analysis) and multiple analysis. Based on the results of the analysis found that transformational leadership has a positive and significant effect on employee performance. This shows that the better the transformational leadership carried out by the leader the employee's performance will increase as well. Transformational leadership has a significant positive effect on employee work motivation, this means the better leadership of a leader will increase employee motivation. Work motivation has a significant positive effect on employee performance, this shows that the better the work motivation provided, the better the employee's performance increases. Work motivation is positive and significant in mediating the effect of transformational leadership on employee performance.
Keywords: employee performance, transformational leadership, work motivation
35
Tasya, Intan Anas, and Alini Gilang. "The Influence of Motivation on Employees Performance." Almana : Jurnal Manajemen dan Bisnis 4, no. 2 (August 10, 2020): 262–65. http://dx.doi.org/10.36555/almana.v4i2.1405.
Full textAbstract:
The role of human resources is crucial for the realization of the company's goals to find optimal profits. At this time, employees will be motivated if needs are met, if needs are met then job satisfaction will arise which will have a positive impact on the work needs of employees at the company. This study aims to study the work motivation of employees of PT. Taspen (Persero) Bandung Main Branch Office. The method used in this research is quantitative with a descriptive research type. Respondents in this study were 51 employees of PT. Taspen (Persero) Bandung Main Branch Office, sampling method Saturated sampling technique. Based on the results of research that shows motivation and performance at PT. Taspen (Persero) Bandung Main Branch Office is included in both categories. The results also showed motivation for employee performance. In addition, contributing motivation in contributing to employee performance by 33.8%. So the higher the motivation provided, the higher the employee's performance.
36
Kovačević, Milan, Srđan Blagojević, and Bojan Kuzmanović. "Sustainability of the Motivation Policy Model for Employees in State Administration." Sustainability 12, no. 19 (September 26, 2020): 7974. http://dx.doi.org/10.3390/su12197974.
Full textAbstract:
An important condition for the performance sustainability of organizations, in the public and state sector, is the maintenance and improvement of the employee motivation policy model. Motivation for work has a significant impact on the success of modern organizations; the impact is multidimensional and complex, and it has been confirmed empirically. Motivation is influenced by numerous factors, of different influence and hierarchy, which depend on socio-economic conditions and cultural determinants, but also on the characteristics of employees, and it is necessary to constantly monitor them. The paper presents a sustainable model of employee motivation in public administration and the results of research on the hierarchy and the impact of motivation factors on employees of different demographic characteristics. The research was conducted by an anonymous survey of 2128 respondents (1576 employees in the state administration and 552 persons employed in the Republic of Serbia outside the state administration), in the period March–June 2020. The questionnaire developed for this research has 16 questions on motivating factors with a scale with a high level of internal consistency. Using one-factor analysis of variance (ANOVA), tests of subsequent comparisons, and t-test, statistically significant differences are determined for the influence of motivational factors on respondents of different levels of education, age, role in organization, gender, and family status—also, the magnitude of influence ranges from small to large. The influence of motivational factors is greater for older people, for people with a higher level of education, for managers in relation to workers, for women in relation to men, as well as for persons in marriage in relation to persons out of wedlock. By applying multi-criteria analysis, the factors are ranked: the amount of salary and good interpersonal relations are at the top, while criticism and information about work are in the last positions. As a factor that negatively affects motivation, low wages stands out. The difference in the motivation of state administration members was determined by comparing the results of motivational factors’ influence with the appropriate sample of employees outside the state administration. Differences were registered for 15 out of 16 factors (only for the factor high wages, there is no difference), and the magnitude of the impact is medium and small.
37
Agustini, Ni Kadek Ira, and A. A. Sagung Kartika Dewi. "PENGARUH KOMPENSASI, DISIPLIN KERJA DAN MOTIVASI TERHADAP PRODUKTIVITAS KARYAWAN." E-Jurnal Manajemen Universitas Udayana 8, no. 1 (December 5, 2018): 231. http://dx.doi.org/10.24843/ejmunud.2019.v08.i01.p09.
Full textAbstract:
The success of the company is determined by the human resources so that the company needs to meet the needs of employees so employees can work productively. Employee's punctuality is the ability of employees to complete their tasks effectively and efficiently. Employee productivity can be affected by several factors including compensation, work discipline and motivation. The purpose of this study is to determine the effect of compensation, work discipline and motivation to employee productivity. The research was conducted at Single Fin Restaurant & Bar Bali. The number of respondents in this study was 79 people. In the data collection is done through the spread of questionnaires using Likert scale data measurement method. The analysis technique used in this research is multiple linear regression. The results of this study showed that each variable of compensation, work discipline and motivation partially have a positive and significant effect on employee productivity at Single Fin Restaurant & Bar Bali.
Keywords: compensation, work discipline, motivation, employee productiviy
38
Ilham, Ilham, I. Nyoman Nugraha Ardana Putra, and Amir Tengku Ramly. "PENGARUH DISIPLIN KERJA DAN KOMPENSASI TERHADAP KINERJA PEGAWAI DENGAN DIMEDIASI VARIABEL MOTIVASI." JMM UNRAM - MASTER OF MANAGEMENT JOURNAL 9, no. 4 (November 4, 2020): 315. http://dx.doi.org/10.29303/jmm.v9i4.569.
Full textAbstract:
TThis research aimed to analyze the effect of work discipline and compensation on employee performance, and the effect of motivation as intervening variabel. The population of research amounted 39 employees. Thirthy four employees in Investment And Integrated One Stop Services Of Bima City were selected as the sample in this research.The data collection technique used is a questionnaire that has been tested for validity and reliability, then tested using path analysis. From the results data analysis produced several research findings as follows work discipline has a positive and significant effect on employee performance, compensation has no effect on employee performance, motivation does not effect in employee performance, motivation can not mediate the effect of work discipline with employee performance, motivation can not mediate the effect of work compensation with employee performance.Keywords:Work Discipline; Compensation; Motivation; and Employee Performance
39
Alansyah, Putra Muhammad. "Kepuasan sebagai mediasi pengaruh motivasi kerja dan iklim kerja terhadap kinerja karyawan." Management and Business Review 2, no. 2 (December 29, 2018): 114–22. http://dx.doi.org/10.21067/mbr.v2i2.3231.
Full textAbstract:
This research focuses on the employee performance and job satisfaction. This research to analysis the influence of motivation and work climate to job satisfaction, the influence of motivation and work climate on employee performance, the influence of job satisfaction on employee performance, the influence of motivation on employee performance through job satisfaction, work climate on employee performance through job satisfaction. This research was conducted at PT. Hajar Aswad Probolinggo, with a sample 67 employees. The analysis technique used is Path Analysis. The result of the research shows that motivation and work climate have a significant effect on job satisfaction, motivation and work climate have a significant effect on employee performance, job satisfaction has a significant effect to employee performance, motivation has a significant effect on employee performance and job satisfaction, work climate has a significant effect on employee performance and job satisfaction, job satisfaction effectively mediates motivation and work climate on performance.
40
Rachmat, Adiwiratna Briandana Ganefanto, Noermijati Noermijati, and Sudjatno Sudjatno. "The effect of work environment and organizational culture on employee performance mediated by work motivation (Study on operational field employee of PT. Bank Pembangunan Daerah Provinsi Jawa Timur Tbk)." Management and Economics Journal (MEC-J) 3, no. 1 (May 1, 2019): 55. http://dx.doi.org/10.18860/mec-j.v0i2.5843.
Full textAbstract:
This research aims to examine and analyze the effect of the work environment and organizational culture on the operational field employee performance of PT Bank Pembangunan Daerah Provinsi Jawa Timur Tbk Cabang Sidoarjo with mediated work motivation. The population in this research was 134 employees. Data analysis in this research is the SEM using sofware PLS. The results of this research show that influential work environment significantly on the employee performance, organizational culture affect significantly on the employee performance, work environment affect significantly on the work motivation, organizational culture affect significantly on the work motivation, work motivation affect significantly on the employee performance. Motivation work also roles as a partial mediation from the effect of work environment on performance of employees and the effect of organizational culture on performance of employees.
41
Vavra, Jan, Michal Patak, Jana Kostalova, and Marie Bednarikova. "S-LCA Indicators as Employee Motivation Factors." European Journal of Sustainable Development 10, no. 2 (June 1, 2021): 267. http://dx.doi.org/10.14207/ejsd.2021.v10n2p267.
Full textAbstract:
There are a lot of factors affecting employee motivation in the company. Some of them are supported by law, while others result from voluntary activities of the company, and the way to some of them still have not been found. Our research dealt with one of the possibilities, the S-LCA indicators as employee motivation factors. The attention is usually paid to companies and their system of employee stimulation. This research is supported by in-depth literature review in the field of S-LCA. Our research addressed employees of one medium-sized company to find out what they think of the activities of their management in the area of stimulation of their employees. Using a factor analysis, we found seven basic motivation factors, i.e. Safety at Work, Fair Remuneration, Social Security and Benefits, Work Climate, Basic Rights and Freedoms, Corporate Image, and Equal Opportunity. In the context of social impacts of manufacturing on employees, individual employee groups are motivated to work in different ways.
42
Mulyadi, Idham, Muh Ikram Idrus, and Muh Akib Agussalim. "PENGARUH MOTIVASI DAN GAYA KEPEMIMPINAN TERHADAP KINERJA PEGAWAI PADA KANTOR DINAS PERINDUSTRIAN DAN PERDAGANGAN PROVINSI SULAWESI SELATAN." Jurnal Ilmu Manajemen Profitability 4, no. 1 (July 28, 2020): 114–21. http://dx.doi.org/10.26618/profitability.v4i1.3084.
Full textAbstract:
This study aims to analyze the effect of motivation and leadership style to employee performance. This research was held at the Office of Industry and Trade of South Sulawesi Province. The sample of this study was 64 respondents. This study is a quantitative research and analysis methods of data using multiple linear regression. The results of this study indicate that the variables of motivations and leadership style to employee performance. In partial leadership style does not significantly affect the performance of employees while variable motivation significantly affect the performance of employees at a significance level of less than 0,05 or 5%.
43
Wardini, Benari Saras, and Lenny Christina Nawangsari. "The Influence of Employer Branding and Organizational Culture on Employee Engagement with Motivation as Mediators on the Millennials Generation at KAP TSFBR." European Journal of Business and Management Research 6, no. 4 (August 31, 2021): 388–93. http://dx.doi.org/10.24018/ejbmr.2021.6.4.1007.
Full textAbstract:
This study aims to analyze the effect of Employer Branding and Organizational Culture on Employee Engagement with Motivation as a Mediator for the millennials generation working at KAP TSFBR. Respondents in this study are 138 employees who were born between 1980 – 1995. This research used Descriptive Statistics with Structural Equation Modeling (SEM) analysis methods with variance-based multivariate statistical techniques using PLS.
The results of the study conclude that: 1) Employer branding has a positive and significant effect on employee engagement of millennials generation working at KAP TSFBR, 2) Employer branding has a positive and significant impact on the motivation of millennials working at KAP TSFBR, 3) Organizational culture has a positive and significant impact on employees' engagement of millennials working at KAP TSFBR, 4) Organizational culture has a positive and significant effect on the motivation of millennials working at KAP TSFBR, 5) Motivation has a positive and significant effect on millennials working at KAP TSFBR, 6 ) Employer branding has a positive and significant effect on employee engagement through motivation as a mediator for millennials working at TSFBR KAP, and 7) Organizational culture has a positive and significant effect on employee engagement through motivation as a mediator for millennials working at KAP TSFBR.
44
Yuliana, Rachma, and Novita Rifatul Khirom. "PENGARUH MOTIVASI, KEMAMPUAN DAN KOMITMEN KERJA TERHADAP KINERJA KARYAWAN PADA PERUSAHAAN MEUBLE BASUKI LACASA ART GALLERY SINGOSARI-MALANG." Manajemen & Bisnis Jurnal 6, no. 1 (April 12, 2020): 16–30. http://dx.doi.org/10.37303/embeji.v6i1.96.
Full textAbstract:
The role of human resources in the organization is very important, because it is natural if the management give more attention through the policies that has been taken. Currently many problems that arise related to employment, especially employee performance, therefore the problems relating to performance need to be resolved. Motivation is a condition or energy that moves employees directed to achieve the goals of the company organization. besides motivation, another thing that can affect performance is ability, by having the appropriate ability in the field of work that he does, then he can work better. While employee performance in general is influenced by two main factors, namely the ability and driving force or what is called motivation. The purpose of this study were: 1) describing the motivation, work ability, commitment and performance employers at the Meuble Basuki Lacasa Art Gallery Singosari-Malang. 2) analayzing the influences of motivation, work ability, and commitment employer performance at the Meuble Basuki Lacasa Art Gallery Singosari-Malang Company. And 3) analyzing the dominant influences of Motivation, Ability and Work Commitment on Employee Performance at Singosari-Malang Meuble Basuki Lacasa Art Gallery. The analysis method used in this research was descriptive analysis. The results of his research were: 1) Motivation, work ability and commitment of employer simultaneously have a significant effect on the performance of employer at Meuble Basuki Lacasa Art Gallery Singosari Malang, and 2) Based on the results of the t test shown that motivation, work ability and employee commitment simultaneously have a significant effect on employee performance at Meuble Basuki Lacasa Art Gallery Singosari Malang, while the variable that has a dominant influence on employee performance were motivation.
Key Word : Motivation, Work Ability, Komitmen dan Commitment of Employer
45
Rulianti, Erina, Giri Nurpribadi, and Roni Amirudin. "Peran Motivasi dalam Memediasi Pengaruh Lingkungan Kerja terhadap Kinerja Karyawan." Jesya (Jurnal Ekonomi & Ekonomi Syariah) 4, no. 2 (May 29, 2021): 963–73. http://dx.doi.org/10.36778/jesya.v4i2.458.
Full textAbstract:
The purpose of this study is to explain the role of motivational mediation on the influence of the work environment on the performance of employees of PT Hung-A Indonesia. This research is quantitative in nature using a questionnaire as a data collection tool. The population in this study were employees of PT Hung-A Indonesai Hi End Factory division with 81 samples obtained from the Slovin formula. The independent variable in this study is the work environment, the dependent variable is employee performance and the work motivation variable is the mediating variable. Data analysis in this study used path analysis. By processing data using Smart PLS 3.0. The results showed that work environment variables had an effect on employee performance. Work environment variables affect motivation. Motivation variables have an effect on employee performance, and motivation is able to mediate the influence of the work environment on employee performance.
46
Kosasih, Achmad. "Optimalisasi Pelayanan Publik melalui Peningkatan Kinerja Pegawai pada PDAM Tirta Kerta Raharja." Journal of Government and Civil Society 2, no. 1 (June 6, 2018): 51. http://dx.doi.org/10.31000/jgcs.v2i1.776.
Full textAbstract:
Training and motivation have an important role for organization or company in achieving its goals. If managed well, they can improve employee performance. This study aims to determine the correlation between: (1) training intensity with employe performance; (2) achievement motivation with the employe performance; and (3) training intensity and achievement motivation on the employe performance. The method used in this research is associative research method, with product moment correlation analysis and regression analysis. The result of this research showed: (1) there is a significant relationship between training intensity toward employee performance, with coefficient value 0.327; (2) there is a significant correlation between achievement motivation toward employee performance, with coefficient value 0,610; and (3) there is also significant relationship between training intensity and achievement motivation simultaneously toward employee performance, with coefficient value 0.625.
47
Noermijati, Noermijati, and Diana Primasari. "The effect of job stress and job motivation on employees’ performance through job satisfaction (A study at PT. Jasa Marga (Persero) Tbk. Surabaya - Gempol branch)." Journal of Economics, Business & Accountancy Ventura 18, no. 2 (August 28, 2015): 231. http://dx.doi.org/10.14414/jebav.v18i2.450.
Full textAbstract:
Job stress and motivation has a critical role to enhance female employee performance. The research attempts to analyze the direct effect of job stress and motivation on employee performance, and indirect effect of job stress and motivation on employee performance through job satisfaction. This research involves 108 married female employees, with minimal one year working period, as the population and respondents (census sampling). Using Path analysis, it was found that job stress have significant negative effect on employee performance. Motivation has a significant positive effect on employee performance. Job stress does not have an effect on job satisfaction. Motivation significantly positive influences job satisfaction. Job satisfaction significantly influences employee performance. Job stress does not have indirect effect on employee performance through job satisfaction. Motivation has an indirect effect on employee performance through job satisfaction. Motivation has the most important role to enhance employee performance. As an implication, company must give more attention and enhance employee motivation, especially on fulfilling self actualization need.
48
Kyfyak, V. I., and I. M. Todoriko. "Implementation of Foreign Experience in Employee Motivation into the Activity of Ukrainian Enterprises." PROBLEMS OF ECONOMY 1, no. 47 (2021): 72–77. http://dx.doi.org/10.32983/2222-0712-2021-1-72-77.
Full textAbstract:
The actual value of the issue in question lies in the new challenges present in the labor market and the transformation of public relations in connection with COVID-19, making it necessary to reconsider the mechanism of employee motivation, i.e. using the latest instruments for the utilization and management of labor resources. We believe that reasonable implementation of effective employee motivation instruments, developed by successful enterprises, will lead to highly productive work of employees at enterprises and increase the efficiency of human resources utilization. The article aims at analyzing the motivational models of the leading countries and to form the principles of implementing their experience in the business practice of Ukrainian enterprises. The research results in identifying popular instruments used abroad, which are most effective in the current situation in Ukraine, namely: motivating employees to innovative activity by evaluating the results obtained; employees involvement in the management, strategic planning and distribution of corporate profits; flexibility and social dimension of salaries and wages; scoring and rating employees’ performance; encouraging competition and teamwork. The principles of introducing an effective employee motivation model based on foreign experience are formed. It is concluded that if Ukrainian enterprises use employees’ motivation instruments that have proved their effectiveness abroad, then, if used systematically and holistically, they will bring economic growth to the enterprises and social development to the country, in general.
49
Indriyani, Ratih, Hendro Prakoso Handjaya, and Ayoub Gougui. "Measuring Employee Performance of Shuttle Cock Industry in Surakarta, Indonesia." SHS Web of Conferences 76 (2020): 01041. http://dx.doi.org/10.1051/shsconf/20207601041.
Full textAbstract:
Employees are the core of ongoing organizational activities. In the industrial cycle, employees are coming from adjacent regions.Social support is needed to have motivation at work. Motivation to work will have an impact on work results. This study aims to analyze social support for employee performance with work motivation as an intervening variable in the shuttlecock industry in Pringgolayan Surakarta, Indonesia. Previous research shows that social support has an influence on employee motivation at work. Other studies explain that motivation can improve employee performance. This study uses a quantitative method with a sample of 100 respondents. The sample is determined by the purposive sampling method. Respondents are employees of the shuttlecock industry, who had worked for at least 3 mo.. This study uses SmartPLS 3.0 as a data analysis technique. The results of this study indicate that working conditions have a significant effect on work motivation, social support has a significant effect on work motivation and social support has a significant effect on employee performance. Research also shows that work motivation has a significant influence on employee performance. Work motivation among shuttlecock industry employees still needs to be improved so that its performance is improved. Aspects of social support are friends and superiors, for that the leadership must provide support to increase employee work motivation.
50
Boihaki, Boihaki. "PENGARUH KEPEMIMPINAN, MOTIVASI DAN KEDISIPLINAN TERHADAP KINERJAPEGAWAI DAN DAMPAKNYA PADA KINERJA DINAS PERTANIAN KABUPATEN PIDIE." Jurnal Sains Riset 8, no. 1 (March 15, 2019): 37–43. http://dx.doi.org/10.47647/jsr.v8i1.30.
Full textAbstract:
The purpose of this study was to determine: (1) how leadership, motivation, discipline, employee performance and the performance of the Department of Agriculture Pidie District (2) the influence of leadership, motivation, self-discipline on the performance of employees, (3) the influence of leadership, motivation, self-discipline on the performance of the Office Agriculture Pidie district (4) the effect of an employee's performance against the performance of the Department of Agriculture Pidie and (5) the effect of leadership, motivation, discipline to employee performance through performance Pidie District Agricultural Office. This research was conducted at the Department of Agriculture Pidie district by the number of respondents as many as 125 people. As for the object of this study is to show that leadership, motivation, discipline, employee performance and the performance of the Department of Agriculture Pidie district already well underway, leadership, motivation and discipline either simultaneously or partially influence employee performance, leadership, motivation and discipline both simultaneously and partially also affect the performance of Pidie District Agricultural Office, employee performance directly affect the performance of the Department of Agriculture Pidie and leadership, motivation and discipline indirectly affect the performance of Pidie District Agricultural Office through the performance of employees.
Keywords : Leadership, Motivation, discipline, Employee Performance and Organizational
Performance