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Journal articles on the topic 'Human resource motivation'

Author: Grafiati

Published: 30 May 2022

Last updated: 31 July 2025

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1

Zeynep, GÜNER, GÜRDAL Hülya, HOROZOĞLU Emrullah, SARIYILDIZ Adnan, and ÇETİNER Turan. "Motivation in Human Resource Management." International QMX Journal 3, no. 11 (2024): 2232–42. https://doi.org/10.5281/zenodo.14253039.

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The link between Human Resources Management and motivation is a critical element that shapes the process of businesses effectively managing employees. Human resources management includes strategies and practices to increase employee commitment to work, optimize their performance, and direct them towards business goals. This study will reveal that highly motivated employees make positive contributions by focusing on the direct impact of motivation on business performance. Human resources and motivation management can face various challenges. The responsibility of managing various employee profi

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Vlasenko, Olga, and Mariia Sokolova. "EVALUATION OF ENTERPRISE HUMAN RESOURCES: THE THEORY BACKGROUND." Economics & Education 6, no. 1 (2021): 36–42. http://dx.doi.org/10.30525/2500-946x/2021-1-6.

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This article is devoted to the peculiarities of human resources evaluation in enterprises. The human resources evaluation has a special place in human resource management, because it allows you to identify the actual situation in an enterprise, find disadvantages and weaknesses in management, so that you can provide recommendations basing on its results. The main purpose of the study was to develop the theoretical principles for assessing human resources, which should establish the level of quantitative and qualitative characteristics in the terms of determining the state of motivation and eff

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Setyanti, Sri Wahyu Lelly Hana, and Diah Yulisetiarini. "Green human resource management and green creativity: Examining the role of green motivation in human resource management strategy." International Journal of Management and Sustainability 14, no. 2 (2025): 334–54. https://doi.org/10.18488/11.v14i2.4188.

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This study examines the influence of green Human Resource Management (HRM) practices on green creativity within Indonesia's banking sector, with a specific focus on the mediating role of green motivation in HRM strategy. Employing a quantitative approach, the research utilizes SmartPLS 3.0 software and Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the proposed hypotheses and assess the indirect effect of green HRM on green creativity via green motivation. Data was collected from 200 banking sector employees using quota sampling. The results demonstrate that green HRM str

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Hood, Penelope J. "Human Resource Development: Motivation and Movement." Management in Education 15, no. 4 (2001): 19–25. http://dx.doi.org/10.1177/08920206010150040801.

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Burdbar Khan, Muhammad, and Naeem Nisar Sheikh. "Human resource development, motivation and Islam." Journal of Management Development 31, no. 10 (2012): 1021–34. http://dx.doi.org/10.1108/02621711211281807.

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Adianto, Dwi Priyo, and Widodo Widodo. "HUMAN RESOURCE PERFORMANCE IMPROVEMENT INTRINSIC MOTIVATION BASED MODEL AND SKILL VARIATION IN TERMS OF INFORMATION COMMUNICATION TECHNOLOGY." International Journal of Islamic Business Ethics 2, no. 3 (2017): 72. http://dx.doi.org/10.30659/ijibe.2.3.72-82.

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This study aims to test a research model in which the performance� of human resources is related to intrinsic motivation, skill variation and information com- munication tecnology. There are as many as 83 respondents who fill out and complete questionnaires about human resource performance, skills variation, intrinsic motivation and information comunication tecnology. Data collection methods by census. The higher the skill variation, the higher the skill variation, the higher the human resource performance, the higher intrinsic motivation, the higher the performance of the human resources perf

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Budi, Agung Prasetya, Suhud Usep, Sariwulan Tuty, and Nurjannah Siti. "The Effect of Motivation on Human Resource Performance." International Journal of Recent Research in Commerce Economics and Management 9, no. 2 (2022): 78–88. https://doi.org/10.5281/zenodo.6597437.

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<strong>Abstract:</strong> This study aims to determine the influence of the level of motivation on performance in the Inspectorate General (ITJEN) is the Government Internal Supervision Apparatus (APIP) within the Ministry of Education, Culture, Research and Technology (Kemendikbudristek). ITJEN Kemendikbudristek has a vital role in realizing the quality and accountable management of state university (PTN) governance.  For this reason, it is essential to conduct research related to the audit performance produced by ITJEN and how the level of motivation affects what has a causality relati

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Lukankina, Yu I., and V. I. Menshchikova. "Human resource management using motivation and incentive tools." Entrepreneur’s Guide 17, no. 1 (2024): 56–62. http://dx.doi.org/10.24182/2073-9885-2024-17-1-56-62.

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In business practice, it is impossible to reassess the role of the personnel motivation and incentive system in a company, since it allows you to smooth out the main conflicts between an employee and an employer, meeting the needs and interests of both sides as much as possible. The importance of this area of management is also due to its close relationship with other areas of work with human resources — adaptation, loyalty and engagement, etc. This article reflects the processes of human resource management in the organization through the use of motivation and incentive tools. The methodologi

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Lestari, Tri Desi, and Safitrih Safitrih. "Pengaruh Pengembangan Sumber Daya Manusia dan Motivasi Kerja terhadap Kinerja Pegawai melalui Kepuasan Kerja." Management and Accounting Research Statistics 3, no. 2 (2023): 212–29. http://dx.doi.org/10.59583/mars.v3i2.57.

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This study aims to determine and analyze the influence of human resource development, and work motivation, on employee job satisfaction, to find out and analyze the influence of human resource development, and work motivation on employee performance, and to know and analyze the influence of human resource development and motivation on employee performance is mediated by job satisfaction.To implement these objectives, data collection techniques are used through observation, questionnaires and documentation, using path analysis methods.The results showed that the development of human resources a

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Dr., C. Chellappan Principal* N. Sathyanarayan Student R. Sudharsan Student. "HUMAN RESOURCE INFORMATION SYSTEM BASED ON GAMIFICATION." INTERNATIONAL JOURNAL OF ENGINEERING SCIENCES & RESEARCH TECHNOLOGY 6, no. 3 (2017): 57–61. https://doi.org/10.5281/zenodo.345694.

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A HRIS (Human resource information system) is a combination of system and processes that connects human resource management and information technology through HR software. Since every organization is made up of people, acquiring their services, motivation and self-engagement is lacking in employees as there is only 16% who are totally engaged in their work. This project aims to develop a web-based application which is capable of motivating the employees through “Gamification Environment ” it is a game-thinking and game mechanics in non-game scenarios such as business environment and processes

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Winta, Mulya Virgonita I. "HUMAN RESOURCE DEVELOPMENT INNOVATION IN CITIES." Journal of Education on Social Issues 2, no. 1 (2022): 37–43. http://dx.doi.org/10.26623/jesi.v2i1.43.

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Abstract. Humanity is currently in deep sadness due to the outbreak of Coronavirus Disease (Covid-19) which has hit almost all parts of the world. Indonesia spontaneously implemented policies of learning from home, working from home, and worshiping at home. One of the learning methods used by the Indonesian education system is online or the abbreviation for the network. Online or online is a learning method that is carried out online. While online courses are courses that are wholly or partly held online or online, using learning management. Learning methods used in the learning process affect

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Adi, Andri. "MODEL PENINGKATAN KINERJA SDM PADA DOMPET PEDULI UMMAT DAARUT TAUHID CABANG SEMARANG." Jurnal Ekonomi dan Bisnis 18, no. 1 (2017): 12. http://dx.doi.org/10.30659/ekobis.18.1.12-27.

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HR performance improvement is an intended thing which is going to endure in order to achievethe perfect result continuously. Several factors to improve the performance of human resourcesin order to create maximum performance include competency-based human resourcedevelopment, achievement motivation, Islamic work ethic and HR performance itself. Thisresearch used the population at Lembaga Amil Zakat Nasional Dompet Peduli Ummat DaarutTauhiid Cabang Semarang period 2015. The number of sample was 30 respondents with usingthe sample by census i.e. that the sample taken was equal with the number of

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Al-Musadieq, Muhammad, Nurjannah Nurjannah, Kusdi Raharjo, Solimun Solimun, and Adji Achmad Rinaldo Fernandes. "The mediating effect of work motivation on the influence of job design and organizational culture against HR performance." Journal of Management Development 37, no. 6 (2018): 452–69. http://dx.doi.org/10.1108/jmd-07-2017-0239.

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Purpose The purpose of this paper is to know the effect of mediation of work motivation on the influence of job design and organizational culture on human resource performance. Design/methodology/approach The design of the study is the detailed planning used as a study guide that leads to the purpose of the study. The unit of analysis of this research is the expert and skilled labor of construction service actors working in the national consulting company PT. Yodya Karya (Persero) at the central level and branches spread over 11 branches in Indonesian territory. Data analysis method used is pa

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Cahyani, Wiwi. "ANALYSIS OF HUMAN RESOURCES, MOTIVATION, AND ITS RELATIONSHIP WITH THE MANAGEMENT OF ENTERPRISE RESOURCE MANAGEMENT." OIKONOMIA: Journal of Economics and Management Science 1, no. 2 (2023): 50–55. http://dx.doi.org/10.59165/oikonomia.v1i2.23.

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This study aims to determine the human resources, motivation and how it relates to the management process of enterprise resource management. The research method used is to use the literature study research method to analyze human resources, motivation and its relationship with the management of Resource Management in the company. In the process of finding information, researchers collect information from national journals, citations, books and theses related to the title of the study. The following are the stages of literature study in this research: a) define the study or the scope of the top

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Putra, Aditya Kamajaya, and Agus Frianto. "Pengaruh Motivasi Intrinsik dan Motivasi Ekstrinsik terhadap Kepuasan Kerja." BISMA (Bisnis dan Manajemen) 6, no. 1 (2018): 59. http://dx.doi.org/10.26740/bisma.v6n1.p59-66.

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Human resources is one of the elements that determine the success of an organization's goals. To achieve the goals of the organization then needs to be done is to give intrinsic motivation and extrinsic motivation. Referring to doing intrinsic motivation and extrinsic motivation then will result job satisfaction. The purpose of this research is to know condition and influence intrinsic motivation and extrinsic motivation on job satisfaction employee Human Resource Department in PT. Semen Gresik (Persero) Tbk. either through partial and simultant. Samples taken by 31 respondents with a saturate

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Ali, Hadhriyatul Amni, Rasyidin Tobri, Hafidah Dinatul Latifah, and Abhanda Amra. "Implementasi Manajemen Sumber Daya Manusia dalam Meningkatkan Motivasi Kerja." Indo-MathEdu Intellectuals Journal 5, no. 3 (2024): 3086–93. http://dx.doi.org/10.54373/imeij.v5i3.1210.

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Work motivation is an important factor in improving employee performance and achieving organizational goals. Human Resource Management (HRM) plays a crucial role in motivating employees through various strategies and policies. The method used in this study is a type of qualitative research. The data sources obtained in this study are from the results of library research from various sources. The main source of data for this research is the results of research published on google scholar. Data analysis was carried out qualitatively with the stages of data reduction, data presentation, and concl

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Vermeeren, Brenda. "Influencing public sector performance: studying the impact of ability-, motivation- and opportunity-enhancing human resources practices on various performance outcomes in the public sector." International Review of Administrative Sciences 83, no. 4 (2015): 717–37. http://dx.doi.org/10.1177/0020852315591642.

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Background In response to recent calls in the literature to decompose both the human resources system and performance, this study has examined the effects of ability-, motivation- and opportunity-enhancing human resources practices on the effectiveness, efficiency and fairness of public organizations, with job satisfaction considered as a mediating variable. Aim Insights from Human Resource Management and performance research, mostly conducted in the private sector, have been combined with public management literature in order to gain insight into the Human Resource Management–performance rela

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Johar, Elaina Rose, Norzanah Mat Nor, Roshidi Hassan, and Rusnifaezah Musa. "Examining the Effect of Motivation on the Influence of Human Resource Practices and Normative Commitment Among SMEs in Selangor." Asia-Pacific Management Accounting Journal 14, no. 1 (2019): 179–200. http://dx.doi.org/10.24191/apmaj.v14i1-09.

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Human resources are vital to the success or failure of the organization. However, there exist challenges in maintaining these human resources although human resource practices are deliberated as an important factor to improve employees’ commitment to the organization. Hence, this study aimed to investigate the nature of relationship that exists between human resource practices and normative commitment with motivation as the mediator. Employed a quantitative research approach, 64 SME employees in Selangor were surveyed. It was found that all human resource practices have positive effect on norm

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., Musmulyadi, Abdul Rahman Mus, and Bahar Sinring. "Influence of Organizational Culture, Leadership Style and Work Motivation on Human Resource Development and Employee Performance at the Office of the Ministry of Religious Affairs of South Sulawesi Province." International Journal of Research and Review 8, no. 4 (2021): 171–79. http://dx.doi.org/10.52403/ijrr.20210423.

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This study aims to: (1) analyze the cultural influence of employee organization, in the form of integrity, professional, innovation, responsibility, and conscientiousness 2) analyze the influence of employee's work leadership style, in the form of spiritual leadership, autocratic style, laissez-fair style, and transformational style (3) analyze the influence of employee work motivation, the need for flexibility, the need to excel, the need for affiliation, and reward (4) analyze the influence of employee development, namely: benchmarking, learning tasks, intelegent quotient, and emotional quot

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Febri Silviana and Yudhi Novriansyah. "Pengembangan Sumber Daya Manusia terhadap Kinerja Dosen Dimediasi Motivasi pada Universitas Muara Bungo." Jurnal Publikasi Ilmu Manajemen 2, no. 4 (2023): 401–13. http://dx.doi.org/10.55606/jupiman.v2i4.2859.

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The research purpose is to determine the influence of human resource development on lecturer performance mediated by motivational variables at Muara Bungo University. This research method is descriptive and uses quantitative analysis SmartPLS 3 analysis statistical test tool. The population is lecturers at Muara Bungo University. Using the Accidental Sampling technique were 33 Permanent Lecturers who served at the Faculty on social, economics and law. The results directly show that Human Resources Development is not significant (P-Values 0.232 > 0.05) and has no effect on lecturer perform

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MOISE, Claudia. "Importance of Beliefs, Attitudes and Values in the Frame of Human Resource Motivation." Annals of "Spiru Haret". Economic Series 14, no. 2 (2014): 17. http://dx.doi.org/10.26458/1422.

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The article deals with a complex and original field of analyse – the role that concepts such as beliefs, attitudes and values can entail in the modern human resources management techniques that are dealing with employee’s motivation. Nowadays employees have a complex approach regarding motivation. Especially when we speak about big organisations such as multinational companies, we will find complex jobs having many tasks and a complicated network of inter-relations within the organisation. In such cases, as we speak about middle and top management positions, employee’s motivation is relying on

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Marthadinata, Suryadi, Mohamad Duddy Dinantara, and Edy Krisyanto. "STRATEGI MANAJEMEN SUMBER DAYA MANUSIA DALAM PENINGKATAN MOTIVASI KERJA KARYAWAN PADA PT GARUDA KARYA MANDIRI." SCIENTIFIC JOURNAL OF REFLECTION : Economic, Accounting, Management and Business 6, no. 1 (2023): 1–12. http://dx.doi.org/10.37481/sjr.v6i1.613.

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This study aims to find out what strategies are carried out by the company in this case the human resource management department to increase work motivation at PT Garuda Karya Mandiri. The findings of this study are expected to be able to find out the strategies and steps taken by the company's human resource management to increase work motivation for employees in running the company's organizational wheels. Where we know that in the era of free competition that is so tight today, work motivation that remains high and well maintained will have an impact on achieving optimization of company per

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Sholekhati, Nessy Juwita, and Irmawati Irmawati. "Analisis Pengaruh Desain Pekerjaan Dan Budaya Organisasi Terhadap Kinerja SDM Dimediasi Motivasi Kerja." Jurnal Ilmiah Poli Bisnis 15, no. 1 (2023): 48–64. http://dx.doi.org/10.30630/jipb.v15i1.1068.

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The aims of this study were to analyze the mediating effect of work motivation on the influence of job design and organizational culture on human resource performance. Research design is a detailed design that is used as a study guide that leads to research objectives. The object of this research is the human resources of the Karanganyar Regency Environmental Service. In this study there was a population of 55 people with a sample of 35 respondents. Sampling used a purposive sampling method, with the criteria of employees who have worked for more than one year and have at least a bachelor's de

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Tikson, Shinta Dewi Sugiharti. "Human Resource Policies and Work Culture: A Case of Starbucks." JBMI (Jurnal Bisnis, Manajemen, dan Informatika) 15, no. 1 (2018): 1–12. http://dx.doi.org/10.26487/jbmi.v15i1.1773.

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This paper discusses the human resource management policies and work culture at Starbucks. Starbucks view their employees as company assets that must be managed correctly in order to maintain the most valuable human resources in the business. This company also understand the relationship between positive human resource management policies and work culture and employee motivation. Therefore, the company take great care in selecting the right kind of people and make an effort to retain them. For that reason, the company’s human resource policies reflected its commitment on its employees.Keywords

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Sallamanda, Vickry Reza, and Siti Safaria. "The Influence of Human Resource Development on Performance Through Competence and Work Motivation to the Head of Mekaar Unit PT Permodalan Nasional Madani." Formosa Journal of Sustainable Research 3, no. 10 (2024): 2197–214. http://dx.doi.org/10.55927/fjsr.v3i10.12108.

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The purpose of this research is to determine the effect of human resource development on motivation, the effect of human resource development on competence, the effect of human resource development on performance, the effect of motivation on performance, the effect of competence on performance, the effect of human resource development on performance through motivation as intervening variable, the effect of human resource development on performance through competence as intervening variable. This research uses a quantitative methodology with purposive sampling method through the distribution of

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Filyasova, Yu A. "Perfectionism and rational-emotive behaviour as a motivational policy for human resource management." UPRAVLENIE / MANAGEMENT (Russia) 10, no. 1 (2022): 16–27. http://dx.doi.org/10.26425/2309-3633-2022-10-1-16-27.

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The article considers the concept of a perfectionist motivational policy, which promotes achieving a high level of intrinsic employee motivation that ensures accomplishment of the organisational duties maximum amount; meanwhile, additional compensation produces a motivation displacement eﬀect. Theoretically, perfectionism, as the organisation corporate culture value, contributes to a signiﬁcant resources saving for the personnel maintenance and development. Employees who ﬁnd themselves in a corporate perfectionist culture have the advantage of achieving a high autonomy level due to developing

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Rahayu, Sri, and Evi Selvi. "SISTEM INFORMASI SUMBER DAYA MANUSIA DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN." Movere Journal 5, no. 02 (2023): 194–201. http://dx.doi.org/10.53654/mv.v5i02.375.

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Increasingly advanced developments require companies to update strategies within their companies, one of which is on strategies in human resources. Human resources owned by a good company will be seen from how the results of employee performance. And that many factors can affect employee performance, including human resource information systems and work motivation. This study aims to conclude from the problem of employee performance that occurs by collecting from various previous studies or by literature review. The variables in this study are Human Resource Information Systems, Work Motivatio

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Welch, Trish, Mary Tanke, and Gerald Glover. "Multicultural Human Resource Management." Hospitality Education and Research Journal 12, no. 2 (1988): 337–45. http://dx.doi.org/10.1177/109634808801200233.

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As America becomes more ethnically diverse and culturally pluralistic so do the employees and consumer's of the hospitality industry. To be prepared to meet the needs of these people management must have an understanding of the cultural basis for value systems, social and interpersonal interactions, the work ethic, motivation, and communication systems. An awareness in the hospitality industry of both personnel and consumer relations within a multicultural, multiracial and multiethnic society will provide individuals with a cross cultural perspective on management styles and skills.

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Sumarjo, Wahid, Ani Setyowati, Haerofiatna Haerofiatna, Didit Haryadi, and Achmad Rozi. "Work Motivation Antecedents: the Effect of Human Resources Development in Improving Employee Performance." JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) 6, no. 3 (2023): 535. http://dx.doi.org/10.32493/jjsdm.v6i3.23745.

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Employee performance can be used as a benchmark for an agency in managing its human resources. This study, among others, examines and analyzes the factors in improving employee performance by developing human resources through work motivation. This research was conducted at the public works and spatial planning services with a population of 198 using a sample of 150 respondents. The questionnaire method was distributed using an interval scale of 1 strongly disagree to 10 strongly agree—data analysis technique using SEM PLS 4. The results of this study indicate that there is an influence of hum

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Marvel, Matthew R., Abbie Griffin, John Hebda, and Bruce Vojak. "Examining the Technical Corporate Entrepreneurs’ Motivation: Voices from the Field." Entrepreneurship Theory and Practice 31, no. 5 (2007): 753–68. http://dx.doi.org/10.1111/j.1540-6520.2007.00198.x.

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Prior research has proposed five conditions that support corporate entrepreneurship: rewards, management support, resources including time, organizational structures (at the macro level), and risk acceptance. This article investigates the sufficiency of these conditions in motivating individual scientists or engineers who have created and commercialized multiple breakthrough innovations in mature corporations—or technical corporate entrepreneurs. Using in–depth interviews with technical corporate entrepreneurs and human resource managers, we explore both how they are motivated and whether ther

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Pratidhina, Puti Harissa, and Indri Utami. "Organizational Behavior Analysis in the Context of Human Resource Management." Almana : Jurnal Manajemen dan Bisnis 7, no. 2 (2023): 415–20. http://dx.doi.org/10.36555/almana.v7i2.2328.

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The company is faced with the challenge of managing employees with diverse needs and motivations in a dynamic business environment. This article reviews the factors that affect employee performance through the work environment, job satisfaction, and commitment to the organization. This study aims to analyze organizational behavior in the context of human resource management at Unilever Companies. The case study was conducted by conducting interviews with some employees and managers at Unilever Companies. The results of the study show that employees at Unilever Companies experience high levels

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Morozova, Nadiia, Inna Viadrova, Timur Malafieiev, Volodymyr Kotkovskyi, and Nina Yurchenko. "Ways to improve the motivation and incentives of the banking sector personnel." Financial and credit systems: prospects for development 2, no. 13 (2024): 16–23. http://dx.doi.org/10.26565/2786-4995-2024-2-02.

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The relevance and feasibility of the chosen topic can be substantiated through several key aspects that emphasize the essence and importance of the problem under study: high competition in the banking sector, changes in service quality requirements, impact on corporate culture, technological changes and the need for continuous development, the need for a strategic approach to motivation.The purpose of the study is to develop ways to improve the motivation and incentives for banking personnel (on the example of JSC CB Privatbank). To achieve this goal, the article proposes and solves the follow

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Mony, Gadhan, and Rinaldi. "Pengaruh Kepemimpinan Transformasional dan Motivasi terhadap Kinerja Sumber Daya Manusia di Universitas Cokroaminoto Yogyakarta." Journal of Economics, Business, Accounting and Management 2, no. 2 (2024): 175–96. http://dx.doi.org/10.61476/0d3c6a95.

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The research aims to analyze the Influence of Transformational Leadership, on the Motivation and Performance of Human Resources with the research object of all students of Cokroaminoto University Yogyakarta. This research is a quantitative research. The sample used in the study was 100 respondents. The research uses the Statistical Product and service solutions program with SPSS software version 25. The results of this study are as follows. Partially, Transfoemional Leadership has a significant effect on Human Resources Performance by marking a t-count value of 3.839 greater than the t-table o

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Erpurini, Wala. "Pengaruh Sistem Informasi Sumber Daya Manusia dan Motivasi Kerja terhadap Kinerja pada Karyawan CV. Tirta Bening AMDK Kabupaten Cianjur." JURNAL EKONOMI PERJUANGAN 1, no. 1 (2019): 65–73. http://dx.doi.org/10.36423/jumper.v1i1.212.

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This research aims to determine the information system of human resources, work motivation and performance, and to determine the magnitude of the influence of human resource information systems and work motivation both partially and simultaneously on the performance of employees. CV Tirta Bening AMDK Cianjur Regency. This research uses descriptive methods and associative methods. The unit of observation of this research is all permanent employees of CV. Tirta Benk AMDK. The sample takes 100% of the population in the CV. Tirta Bening AMDK of Cianjur Regency is as many as 35 respondents, taken f

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Husainah, Nazifah, and Azimah Hanifah. "Determinants of Motivation and its Implications on Employee Performance." Business and Entrepreneurial Review 21, no. 2 (2021): 297–308. http://dx.doi.org/10.25105/ber.v21i2.10421.

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This research can be classified as explanatory research, which explains the causal relationship and the interrelationship of research variables that include wage earners and human resource audits of employee performance through employee work motivation. The population used in this study was 189 employees with a sample of 128 respondents. The data collection method in this study is through questionnaires through data contained in research objects both in primary. The analysis tool used in this study is path analysis, used to know the direct and indirect influence of free variables with variable

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الأحمر, عصام المبروك محمد. "أثر ممارسات إدارة الموارد البشرية في أداء العاملين". International Science and Technology Journal 36, № 1 (2025): 1–30. https://doi.org/10.62341/emma1249.

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This study aimed to reveal the impact of human resource management practices on employee performance. The study relied on the descriptive analytical approach. The study population consisted of all employees at the National Anti-Corruption Commission, Tripoli - Abu Nawas, numbering 450 employees. A regular random sample of 45 individuals was selected. The questionnaire was used as a tool for collecting data, as 45 questionnaires were distributed. The number of questionnaires retrieved was (42). After reviewing and examining the questionnaires, it was found that (39) questionnaires were suitable

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Raharja, Irwan. "The Influence of Human Resource Management Certification and Work Motivation on The Performance of Human Resource Managers In Indonesia." Paradigma 20, no. 1 (2023): 19–28. http://dx.doi.org/10.33558/paradigma.v20i1.5928.

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The purpose of the current research is to analyze the influence of Human Resources (HR) management certification as well as work motivation toward the performance of HR managers in Indonesia. The current research uses a quantitative method by distributing a set of questionnaires to the participants. Data was collected from a group of human resource managers in Indonesia. The results were analyzed using simple linear regression analysis and multiple linear regression analysis using quantitative methods using AMOS software. The results show that the variable of HR management certification has a

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Nusantara, Fadqham Dhiwa, Laila Nur Aini, Muhammad Fatih Farras, Thohal Fasyni, and Ratih Ayu Sekarini. "Optimization of Student Executive Body Organization Through Human Resource Performance." Indonesian Journal of Innovation Multidisipliner Research 3, no. 1 (2025): 11–20. https://doi.org/10.69693/ijim.v3i1.271.

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Universities are very important places in individual development, not only in terms of academics but also in the development of non-academic potential. This must be done so that one does not become a student with minimal knowledge, minimal experience, and minimal skills. Student organizations also serve as a platform for the interests and talents of active students on campus. This research aims to identify the roles of motivation, training, and organizational culture in improving the performance of the Student Executive Board (BEM) of the Faculty of Economics at the Islamic University of Jakar

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Setiawan, Imam, Bambang Satriawan, Indrayani Indrayani, and Muammar Khaddafi. "THE EFFECT OF ORGANIZATIONAL CULTURE, QUALITY OF HUMAN RESOURCES, AND THE MOTIVATION TO THE EMPLOYEES PERFORMANCE IN THE CORRECTIONAL INSTITUTION CLASS IIA OF BATAM WITH THE WORK DISCIPLINE OF INTERVENING." International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) 1, no. 4 (2022): 175–86. http://dx.doi.org/10.54443/ijset.v1i4.20.

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The purpose of this research is to analyse the influence of organizational culture variables, human resource quality and performance motivation against work discipline as a intervening variable. The research object was conducted at the Correctional Institution class IIA of Batam City. The purpose of this research is to know the influence of organizational culture to employee performance, influence of human resource quality to employee performance, influence of work discipline on employee performance, organizational culture influence, human resource quality and motivation to employee performanc

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Setiawan, Imam, Bambang Satriawan, Indrayani Indrayani, and Muammar Khaddafi. "THE EFFECT OF ORGANIZATIONAL CULTURE, QUALITY OF HUMAN RESOURCES, AND THE MOTIVATION TO THE EMPLOYEES PERFORMANCE IN THE CORRECTIONAL INSTITUTION CLASS IIA OF BATAM WITH THE WORK DISCIPLINE OF INTERVENING." International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) 1, no. 2 (2022): 73–84. http://dx.doi.org/10.54443/ijset.v1i2.9.

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The purpose of this research is to analyse the influence of organizational culture variables, human resource quality and performance motivation against work discipline as a intervening variable. The research object was conducted at the Correctional Institution class IIA of Batam City. The purpose of this research is to know the influence of organizational culture to employee performance, influence of human resource quality to employee performance, influence of work discipline on employee performance, organizational culture influence, human resource quality and motivation to employee performanc

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Handoko Gotama, William, Bambang Satriawan, Indrayani Indrayani, and Muammar Khaddafi. "THE EFFECT OF ORGANIZATIONAL CULTURE, QUALITY OF HUMAN RESOURCES, AND THE MOTIVATION TO THE EMPLOYEES PERFORMANCE IN THE CORRECTIONAL INSTITUTION CLASS IIA OF BATAM WITH THE WORK DISCIPLINE OF INTERVENING." International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) 1, no. 2 (2022): 125–32. http://dx.doi.org/10.54443/ijset.v1i2.14.

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The purpose of this research is to analyse the influence of organizational culture variables, human resource quality and performance motivation against work discipline as a intervening variable. The research object was conducted at the Correctional Institution class IIA of Batam City. The purpose of this research is to know the influence of organizational culture to employee performance, influence of human resource quality to employee performance, influence of work discipline on employee performance, organizational culture influence, human resource quality and motivation to employee performanc

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42

Setiawan, Imam, Bambang Satriawan, Indrayani Indrayani, and Muammar Khaddafi. "THE EFFECT OF ORGANIZATIONAL CULTURE, QUALITY OF HUMAN RESOURCES, AND THE MOTIVATION TO THE EMPLOYEES PERFORMANCE IN THE CORRECTIONAL INSTITUTION CLASS IIA OF BATAM WITH THE WORK DISCIPLINE OF INTERVENING." International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) 1, no. 5 (2022): 247–58. http://dx.doi.org/10.54443/ijset.v1i5.27.

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The purpose of this research is to analyse the influence of organizational culture variables, human resource quality and performance motivation against work discipline as a intervening variable. The research object was conducted at the Correctional Institution class IIA of Batam City. The purpose of this research is to know the influence of organizational culture to employee performance, influence of human resource quality to employee performance, influence of work discipline on employee performance, organizational culture influence, human resource quality and motivation to employee performanc

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Vučetić, Aleksa. "Managerial perception of employees in travel agencies in Montenegro." Tourism and hospitality management 18, no. 1 (2012): 127–40. http://dx.doi.org/10.20867/thm.18.1.9.

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Many developing countries strive, through stimulating employment policy in tourism sector, to ensure the new opportunities for development. Specificity of perception of managers in that respect is influenced by a lot of factors, from personal characteristic of managers, internal forces of travel agencies, migrations and performance of workforce, and business cycle of a travel agency. It is also very important that managers do not prefer the „hard“ to „soft“ approach in human resource management, because that would demotivate human resources in the long run, and thereby jeopardize the competiti

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Naqvi, Syeda Tarum Abbas, Tehreem Shafi, Samrah Qazalbash, Zohaib ul Islam, and Hadi Raza. "Green Human Resource Management Practices and the Digital World." Research Journal for Societal Issues 7, no. 1 (2025): 01–21. https://doi.org/10.56976/rjsi.v7i1.303.

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This study investigates the impact of Green Human Resource Management (GHRM) practices on environmental performance in the Information Technology (IT) sector of Karachi, Pakistan. It specifically explores how green competence-building practices, green motivation-enhancing practices, and green employee involvement practices contribute to achieving sustainability goals.A quantitative research design was employed using a cross-sectional survey approach. Data were collected from 398 IT professionals working in Karachi through a structured questionnaire based on a 5-point Likert scale. The data wer

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Hitka, Miloš, Alžbeta Kucharčíková, Peter Štarchoň, Žaneta Balážová, Michal Lukáč, and Zdenko Stacho. "Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management." Sustainability 11, no. 18 (2019): 4985. http://dx.doi.org/10.3390/su11184985.

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The ability to do business successfully and to stay on the market is a unique feature of each company ensured by highly engaged and high-quality employees. Therefore, innovative leaders able to manage, motivate, and encourage other employees can be a great competitive advantage of an enterprise. Knowledge of important personality factors regarding leadership, incentives and stimulus, systematic assessment, and subsequent motivation factors are parts of human capital and essential conditions for effective development of its potential. Familiarity with various ways to motivate leaders and their

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Tunnufus, Zakyya, and Juliansyah Noor. "Links Between Human Resource Management Practices, Work Motivation, and Work Commitment in Indonesia Banking." Asia Pacific Management and Business Application 011, no. 01 (2022): 119–30. http://dx.doi.org/10.21776/ub.apmba.2022.011.01.8.

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General, Lorna T., and Anna Lizel B. Masugod. "Human Resource Management and Pay Satisfaction as Predictors of Teacher Motivation in Public School." International Journal of Research Publication and Reviews 6, no. 3 (2025): 5328–38. https://doi.org/10.55248/gengpi.6.0325.1246.

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Keretsman, Angelika O., Natalia O. Ryngach, Ivan M. Rohach, and Gennadiy O. Slabkiy. "MOTIVATION THEORIES AS THE KEY TO MANAGEMENT OF MEDICAL STAFF." Wiadomości Lekarskie 76, no. 3 (2023): 662–67. http://dx.doi.org/10.36740/wlek202303133.

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The aim: To identify positions that are relevant for practical use in improving the process of human resource management in healthcare. Materials and methods: Comparative analysis of motivation theories. Conclusions: Human resources are a key intangible resource of a society or any organization. In today’s post-industrial society, the development of a knowl¬edge-based economy with the introduction of innovative technologies, principles of teamwork; improving the educational, cultural and qualification level of employees, democratization of socio-economic life in the country against the backgro

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Ismaili, Diturije, and Bardhyl Tushi. "THE CONCEPT OF MOTIVATION AND MANAGER'S APPROACH TOWARDS IT." Knowledge International Journal 31, no. 1 (2019): 259–63. http://dx.doi.org/10.35120/kij3101259i.

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In the current state of play concerning economic development towards the success of the enterprise, decisive factors are the employers with high potential and dedication to the enterprise. To achieve this goal, to a large extent affects the compilation of a motivational platform that will serve as a stimulating structure of human resources at the enterprise. The motivation concept besides achieving the goals of the employer, should also be combined with a balance between work and life (work-life-balance). Motivation can include one or more goals, such as preserving and increasing the commitmen

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Homberg, Fabian, and Rick Vogel. "Human resource management (HRM) and public service motivation (PSM)." International Journal of Manpower 37, no. 5 (2016): 746–63. http://dx.doi.org/10.1108/ijm-05-2016-0120.

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Purpose – The purpose of this paper is to provide an introduction to the special issue on public service motivation (PSM) and human resource management (HRM). The authors analyse and review how the literatures on HRM and PSM relate to each other. Design/methodology/approach – The paper combines two complementary studies: a bibliometric analysis of the interrelationships between the two literatures and a meta-analysis of the impact of HR practices on PSM. Findings – Although HRM is among the core subject categories to which the literature on PSM refers, the pre-eminence of HR topics self-report

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