scholarly journals Work Motivation, Institutions, and Performance

2002 ◽  
pp. 351-372 ◽  
Author(s):  
Simon Gächter ◽  
Armin Falk
Keyword(s):  
Work Motivation ◽  
And Performance

The Impact of Women’s Employment on Marital Stability in Qatar Society

2019 ◽  
Vol 10 (2) ◽  
pp. 144-151
Author(s):  
Noora Ahmed Lari ◽  
Keyword(s):  
Work Motivation ◽  
Marital Stability ◽  
Female Employment ◽  
Social Constraints ◽  
Primary Data ◽  
Family Policies ◽  
Insufficient Time ◽  
And Performance ◽  
The Impact ◽  
The Relationship

The State of Qatar has implemented several family policies in order to improve the wellbeing of Qatari families and ensure fair distribution of development benefits for both men and women. However, there is a linkage between female employment outside the home and instability in the marriages of Qatari families. This paper investigates the impact of female employment on marital stability, based on the results of primary data collected in Qatar, a questionnaire that consisted of several sections such as challenges in the workplace, supervisor, family and spouse relations, work motivation and performance. Of the 824 questionnaires that were returned, 807 were completed and valid for analysis. Regression analysis and an ANOVA test have been used to test the relationship between the variables. The results of the research have produced mixed findings about how wives’ employment increases marital instability and have yielded few significant differences on mean scores of discuss on work demands, insufficient time together, housework, financial matters, communication, relatives and rearing children. The results indicates that in general Qatar working women face several challenges in relation to their marital life as part of cultural and social constraints.

Faktor-Faktor yang Berhubungan dengan Kinerja Penyuluh Pertanian di Kabupaten Ciamis Jawa Barat

2020 ◽  
Vol 4 (4) ◽  
pp. 545
Author(s):  
Nur Puti Kurniawati ◽  
Dwi Sadono ◽  
Endang Sri Wahyuni
Keyword(s):  
Achievement Motivation ◽  
Census Data ◽  
Work Motivation ◽  
Agricultural Extension ◽  
Field Extension ◽  
Need For Achievement ◽  
Extension Agent ◽  
Spearman Correlation Test ◽  
And Performance ◽  
The Relationship

Agricultural extension agent was the main spearhead in carrying out counseling. A good agricultural extension agent can be reflected in their performance. The purpose of this study were: (1) describe the characteristics of agricultural extension agent, (2) describe the level of competence, level of work motivation, and describe level of performance of agricultural extension agent, (3) analyze the relationship between characteristics of agricultural extention agent and the level of performance of agricultural extension agent, (4) analyze the relationship between the level of competency of agricultural extension agent and the level of performance of agricultural extension agent, (5) analyze the relationship between the level of motivation of agricultural extension agent and the level of performance of agricultural extension agent. Responden in this study were 48 field extension agent who are civil servant in Ciamis Regency West Java and selected by census. Data were analyzed using Rank Spearman correlation test. The results showed that agricultural extension agent in Ciamis Regency were dominated by extension agent who were old, undergraduate educated, had little training, and had a long working period. Agricultural extension agent in Ciamis Regency generally have sufficient competency which tends to be high and generally dominated by the need for achievement motivation. The results also show that there is a relationship between managerial competence and performance, social competence with performance, technical competence with performance, level of competency with performance, and the need for achievement with performance.Keywords: Agricultural Extension Agent,Competence, Motivation, Performance.

MODEL KUANTITATIF MANAJEMEN STRES KERJA DAN MOTIVASI UNTUK MENINGKATKAN KINERJA PETUGAS REKAM MEDIS DI RS ORTOPEDI PROF. DR. R. SOEHARSO SURAKARTA

2016 ◽  
Vol 5 (2) ◽  
pp. 150-156
Author(s):  
Laili Rahmatul Ilmi
Keyword(s):  
Stress Management ◽  
Work Stress ◽  
Work Performance ◽  
Work Motivation ◽  
Cross Sectional ◽  
Staff Performance ◽  
Bivariate Correlation ◽  
And Performance ◽  
The Relationship ◽  
Management Work

Background: Workload may indirectly cause stress. The ability to manage work stress may affect staff’s motivation and performance. The staff performance will affect decision-making in improving the service quality. Objective: This study aimed to analyze the relationship between stress management, work motivation and work performance. Method: This was an analytic observational study with a cross sectional approach. A sample of 19 medical record staff, working at Prof. Dr. R Soeharso orthopedic hospital Surakarta, were selected for this study. A set of questionnaires were developed and administered to measure stress management, work motivation and work performance. Data were then analyzed with a bivariate correlation analysis. Results: There were statistically significant correlations between work stress management, work motivation and work performance. The ability to manage stress positively increased the motivation (r= 0,56; p= 0,013), as well as the work performance (r= 0,49; p= 0,036). Moreover, a higher motivation will lead to a higher performance (r= 0,42; p= 0,071). Conclusion: There were positive relationships between work stress management, work motivation and work performance. Key words: work stress management, motivation, performance.

PENGARUH GAYA KEPEMIMPINAN, MOTIVASI KERJA DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI DINAS PEKERJAAN UMUM DAN PENATAAN RUANG KOTA PADANG

2020 ◽  
Author(s):  
Lidya Agusti
Keyword(s):  
Leadership Style ◽  
Spatial Planning ◽  
Work Motivation ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Public Works ◽  
Cronbach’S Alpha ◽  
Cronbach's Alpha ◽  
Independent Variable ◽  
And Performance

The purpose of this study are: 1. To explain the presence or absence of influence of leadership style, work motivation and work discipline on the performance of employees Public Works Department and Spatial Planning Padang City. 2. Measuring the magnitude of the influence of leadership style, organizational culture and organizational commitment to the performance of employees of Public Works and Spatial Planning Padang City. This research was conducted in August 2017 at Public Works Department and Spatial Planning of Padang City The samples used in this study were 83 respondents. The independent variable in this research is Leadership Style (X1), Work Motivation (X2) and Work Discipline (X3). The dependent variable is Employee Performance (Y) Data collection techniques are questionnaires. Data analysis techniques using Descriptive Analysis and Inferential Analysis. To know the influence of independent variable to dependent variable partially, used t test. While to know the influence of independent variable to dependent variable simultaneously, used F test. The assumption used in validity test is if R-count> R-table item declared valid. The R-arithmetic shown in the table above, from each item indicates that R-arithmetic> R-table so the item is declared valid. Leadership Style (X1), Work Motivation (X2), Work Discipline (X3) and Performance (Y) Valid. All of the research variables had Cronbach's alpha values above 0.70 and thus expressed reliably or reliably. The value of Cronbach's alpha variable Leadership Style (X1) is 0.857, Job Motivation (X2) is 0.813, Job Discipline (X3) is 0.736, and the performance variable (Y) is 0.844. In the hypothesis testing of the study found the result that the significance value of leadership style variable (X1) is with the value (sign β = 0,049, p <0,05), Work Motivation variable (X2) with value (sign β = 0.001 p <0.05) , and Work Discipline variable (Y) with value (sign β = 0,041 p <0,05). With the finding of sign β above mentioned, it is stated that Leadership Style (X1), Work Motivation (X2) and Work Discipline (X3) have a significant effect on performance (Y) of Public Works and Spatial Planning Official of Padang City. The magnitude of the influence of the three variables on the performance of employees of Public Works Department and Spatial Planning Padang City is 27.8% (R2 = 0.278).

scholarly journals Work Motivation, Institutions, and Performance

2001 ◽  
Author(s):  
Simon G�chter ◽  
Armin Falk
Keyword(s):  
Work Motivation ◽  
And Performance

Work Design in the Contemporary Era

2021 ◽  
Author(s):  
Caroline Knight ◽  
Sabreen Kaur ◽  
Sharon K. Parker
Keyword(s):  
Work Motivation ◽  
Job Demands ◽  
Organizational Factors ◽  
Well Being ◽  
Work Design ◽  
Good Work ◽  
Close Monitoring ◽  
Early 21St Century ◽  
Contemporary Work ◽  
And Performance

Work design refers to the roles, responsibilities, and work tasks that comprise an individual’s job and how they are structured and organized. Good work design is created by jobs high in characteristics such as autonomy, social support, and feedback, and moderate in job demands such as workload, role ambiguity, and role conflict. Established research shows good work design is associated with work outcomes such as job satisfaction, organizational commitment, work safety, and job performance. Poor work design is characterized by roles that are low in job resources and/or overly high in job demands, and has been linked to poor health and well-being, absenteeism, and poor performance. Work design in the 20th century was characterized by traditional theories focusing on work motivation, well-being, and performance. Motivational and stress theories of work design were later integrated, and work characteristics were expanded to include a whole variety of task, knowledge, social, and work-context characteristics as well as demands, better reflecting contemporary jobs. In the early 21st century, relational theories flourished, focusing on the social and prosocial aspects of work. The role of work design on learning and cognition was also recognized, with benefits for creativity and performance. Work design is affected by many factors, including individual traits, organizational factors, national factors, and global factors. Managers may impact employees’ work design “top-down” by changing policies and procedures, while individuals may change their own work design “bottom-up” through “job crafting.” In the contemporary era, technology and societal factors play an important role in how work is changing. Information and communication technology has enabled remote working and collaboration across time and space, with positive implications for efficiency and flexibility, but potentially also increasing close monitoring and isolation. Automation has led to daily interaction with technologies like robots, algorithms, and artificial intelligence, which can influence autonomy, job complexity, social interaction, and job demands in different ways, ultimately impacting how motivating jobs are. Given the rapidly changing nature of work, it is critical that managers and organizations adopt a human-centered approach to designing work, with managers sensitive to the positive and negative implications of contemporary work on employees’ work design, well-being, and performance. Further research is needed to understand the multitude of multilevel factors influencing work design, how work can be redesigned to optimize technology and worker motivation, and the shorter- and longer-term processes linking work design to under-researched outcomes like identity, cognition, and learning. Overall, the aim is to create high-quality contemporary work in which all individuals can thrive.

scholarly journals PENGARUH KOMPENSASI FINANSIAL DAN NON FINANSIAL TERHADAP KINERJA KARYAWAN PT. BANK SYARIAH X MELALUI MOTIVASI KERJA SEBAGAI VARIABEL INTERVENING

2020 ◽  
Vol 22 (1) ◽  
pp. 42-50
Author(s):  
Rizky Aprilia Ayu Wardani
Keyword(s):  
Work Motivation ◽  
Partial Least Square ◽  
Least Square ◽  
Mediating Effect ◽  
Significant Positive Effect ◽  
Analysis Method ◽  
Indirect Influence ◽  
Pls Analysis ◽  
And Performance ◽  
Positive Effect

Abstract – performance is a record of the outcome of the function of a particular job or activity of an employee for a certain period of time (Gomes, 2000). This study aims to examine the effect of compensation financial and compensation non financial on performance of employee with motivation as intervening variabel involving 35 people as respondent with using partial least square (PLS) analysis method and sobel tests to test the mediating effect. Data were obtained through observation and questionnaire distribution.This study shows two point, first compensation financial has a significant positive effect on work motivation and work motivation has a significant positive effect on employee’s performance. Indirect influence between compensation financial on performance of employee through work motivation that is partial of mediation due to the effect between compensation financial variable on performance also significant. Second, compensation non financial has a significant positive effect on work motivation. Indirect influence between compensation non financial on performance through work motivation that is full of mediation due to the effect between compensation non financial variable on performance of employee not significant. Keywords:  compensation financial, compensation non financial, work motivation, and performance of employee

scholarly journals THE EFFECT OF WORK FROM HOME ON CORPORATE CULTURE MEDIATED BY MOTIVATION, WORK BEHAVIOR, AND PERFORMANCE

2021 ◽  
Vol 19 (3) ◽  
pp. 522-534
Author(s):  
Reny Andriyanty ◽  
◽  
Farida Komalasari ◽  
Delila Rambe ◽  
◽  
...  
Keyword(s):  
Human Resource Development ◽  
Corporate Culture ◽  
Structural Equation ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Work Behavior ◽  
Equation Modeling ◽  
And Performance

The research aims to analyze how WFH influences corporate culture through the availability of work facilities, motivation, work behavior, and employee performance. It is quantitative research using structural equation modeling. Data were obtained from 32 respondents that spread across Jakarta, Bekasi, and West Java. The results of this research show that WFH significantly affects the employee’s motivation. On the other hand, WFH has a significant direct effect on work motivation. Work motivation significantly affects work behavior. Work behavior affects employee performance significantly, and performance has a significant effect on innovative corporate culture. The analysis on the specific indirect effect resulted in significantly influencing innovation corporate culture from home through employee motivation, work behavior, and employee performance. Further research could explore the WFH-implementing mechanism as part of a culture of innovation for sustainable human resource development in the new-normal era of Indonesian companies

scholarly journals The Determinant Factors Affecting the Employee Performance Improvement of Educational Institution, State Institution and State-owned Enterprise

2018 ◽  
Vol 1 (2) ◽  
pp. 116
Author(s):  
Ana Sriekaningsih ◽  
Mariman Darto ◽  
Agus Subekti
Keyword(s):  
Organizational Citizenship ◽  
Work Motivation ◽  
Employee Performance ◽  
Educational Institution ◽  
State Institution ◽  
The State ◽  
State University ◽  
Factors Affecting ◽  
East Kalimantan ◽  
And Performance

<p><em>This study focuses on the factors that affect the employee performance in terms of institutions where they work. </em><em>There are three objects or locations that become the research focus, namely educational institutions represented by the state university in East Kalimantan, government institutions represented by the State AdministrationInstitution (LAN) and state-owned institutions represented by PT. Pupuk Kaltim Tbk. The research results show that employee performance is influenced by three factors, namely competence, work motivation, and organizational culture.The performance of government employees is influenced by three factors, namely religiosity, organizational culture, and organizational citizenship behaviors (OCB).</em><em> </em><em>And performance of state-owned employees is influenced only by work motivation.</em><em></em></p>

scholarly journals Pengaruh Gaya Kepemimpinan Kepemimpinan dan Penempatan Pegawai Terhadap Motivasi Kerja Serta Dampaknya Pada Kinerja Pegawai di Biro Umum Setda Provinsi Jambi

2020 ◽  
Vol 5 (2) ◽  
pp. 276
Author(s):  
M Zahari MS ◽  
Fakhrul Rozi Yamali ◽  
A Irfani
Keyword(s):  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Good Condition ◽  
Employee Motivation ◽  
Analysis Tool ◽  
Analysis Techniques ◽  
Indirect Influence ◽  
Several Variables ◽  
And Performance

Theoretically outlined, Employee Performance can be influenced by several variables including Leadership Style, Placement, and Work Motivation. Therefore, the performance of employees at the General Bureau of Setda Jambi Province can also be attributed to these three variables, this is what inspired the authors to conduct the research. Research objectives: 1. To find out the description of leadership style, placement,, motivation, and performance of Employees in the General Bureau of Setda Jambi Province, 2. To know the direct and indirect influence of leadership style and placement on the work motivation of employees in the General Bureau of Setda Jambi Province, 3. To know the direct and indirect influence of leadership style and placement on the performance of Employees in the General Bureau of Setda Jambi Province, 4. To know the influence of leadership style and placement through work motivation on Kinerja Employees in The General Bureau of Setda Jambi Province. This research that became the object of the research was employees of the General Bureau of Setda Jambi Province with a population of 130 people who were used as a research sample. Analysis techniques using Path Analysis tool using SPSS 22 software. The results showed that: 1. Leadership style, placement, motivation and employee performance are in good condition, 2. Leadership and placement styles directly and indirectly affect employee motivation, 3. Leadership and placement styles directly and indirectly affect employee performance, 4. Leadership and placement styles through motivation directly and indirectly affect performance.

Sign in / Sign up

Export Citation Format

Share Document