scholarly journals Identifying Motivators for the Employees in Companies in Bosnia and Herzegovina

2013 ◽  
Vol 2 (2) ◽  
pp. 117-129
Author(s):  
Zijada Rahimic ◽  
Amra / Kozo
Keyword(s):  
Empirical Research ◽  
Bosnia And Herzegovina ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Business Environment ◽  
Organizational Characteristics ◽  
Methodological Framework ◽  
Global Business ◽  
Special Challenge

Competence ability, and even company survival in today's dynamic and relatively unpredictable global business environment, are both becoming increasingly dependent on knowledge, skills and employee competence, as well as their work motivation. Thus, in these times of harsh competition, companies seek ways through which to increase employee readiness to fulfill company goals. Individuals are pushed for action by different motivators, awards and stimulations, all of which mirror their wishes. The task of every manager is to use motivators in order to stimulate employee performance, or drive them to complete their duties. The aim of this paper is to identify those factors that have a motivating effect on the employees working in companies across Bosnia and Herzegovina. The research included workers from different organizations in order to establish a relationship between organizational characteristics and the motivating effects of various factors. The methodological framework of this work has its basis in Herzberg's Two Factor Theory of Motivation. A special challenge for the empirical research, conducted through surveys distributed across companies in Bosnia and Herzegovina, was the identification of motivators which stimulate employee action. The results of this research could help managers in finding answers to different strategies of employee motivation, as well as in increasing their own capability in motivating workers and employing inventive motivators.

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 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.

scholarly journals PERAN MOTIVASI KERJA DALAM MEMEDIASI PENGARUH PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN

2019 ◽  
Vol 8 (10) ◽  
pp. 6002
Author(s):  
I Gede Made Yudi Suryawan ◽  
I Gusti Made Suwandana
Keyword(s):  
Career Development ◽  
Path Analysis ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Development Work ◽  
Analysis Techniques ◽  
Sample Data ◽  
Saturated Sample ◽  
The Relationship

This research was conducted at PT Sejahtera Indobali Trada Tabanan Branch. The number of samples taken is 54 employees, with the method used is a saturated sample. Data collection was obtained from the results of interviews and questionnaires. Data analysis techniques used the classic assumption test, path analysis (path analysis), sobel test and VAF test. The results of the study are career development has a positive and significant effect on employee motivation. Career development has a positive and significant effect on employee performance. Work motivation has a positive and significant effect on employee performance. Work motivation has a positive and significant effect in mediating the relationship between career development and employee performance. Keywords: career development, work motivation, employee performance

scholarly journals Motivation and Performance: A Psychological Process

2021 ◽  
Vol 9 (2) ◽  
pp. 104-112
Author(s):  
Prof. Shoeb Ahmad
Keyword(s):  
Employee Performance ◽  
Employee Motivation ◽  
Business Environment ◽  
Motivational Factors ◽  
Optimal Performance ◽  
Psychological Process ◽  
Staff Retention ◽  
Crucial Element ◽  
And Performance

The achievement of a workplace entirely depends on the skill of managers that how to offer a motivating environment to its employees. The performance of a workplace entirely depends upon employee motivation which is a crucial element in creating an amicable environment for producing optimal performance. Employee motivation is highly responsible in stimulating workplace harmony, commitment and overall employee performance at the workplace. It is decisive in relating to long term benefits for the organization. Motivated employees signify staff retention and loyalty towards the workplace which in turn foster growth & development of business. In the competitive business environment, the biggest challenge for managers is to retain the employees and keep them motivated to perform satisfactorily at the workplace. Equally, it is important that the manager must be aware of the behavioural instinct of employees and of the factors of what possibly motivate them. Individuals can be motivated due to various factors like: leadership, rewards, incentives, etc. and other organizational constituents in which they perform the duties. Keeping in mind these views, the study primarily focuses upon the effects of motivational factors on employees’ performance. Subsequently, the study highlights the connection among employee motivation along with performance.

scholarly journals WORK PLACEMENT AFFECTS EMPLOYEE PERFORMANCE THROUGH WORK MOTIVATION

2021 ◽  
Vol 19 (2) ◽  
pp. 394-403
Author(s):  
Endang Suswati ◽  
Keyword(s):  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Employee Motivation ◽  
Partial Least Square ◽  
Least Square ◽  
Analysis Tool ◽  
Work Placement ◽  
Partial Least Square Analysis ◽  
Efficiency And Productivity

The success of the banking industry in a crisis such as the Covid pandemic is highly dependent on employee performance. Employee performance in banking companies will increase employee efficiency and productivity. Employee performance improvement can be formed through accuracy in Work Placement and providing Work Motivation. Work Placement and employee motivation to improve performance are still debated in previous studies. Based on previous research gaps, this study aims to determine the effect of Work Placement and Work Motivation on Employee performance and to determine the effect of Work Placement on Employee performance through Work Motivation in employees of a government bank in Kediri, East Java, Indonesia. The number of respondents in this study was 58 people who were obtained by using the saturated sampling technique for employees. The data collection method used a questionnaire with PLS (Partial Least Square) analysis tool. The results of this study indicate that employee placement and work motivation influence the employee performance of a bank company. However, the Work Motivation variable as a moderating variable cannot be proven because there is no influence between the Work Placement variable on Work Motivation. The next researcher can retest and develop the concepts used in this research to contribute to the development and renewal of management science.

scholarly journals Pengaruh Lingkungan Kerja dan Job Insecurity Terhadap Motivasi Kerja dan Dampaknya pada Kinerja Karyawan Outsourcing Mall Lippo Cikarang

2012 ◽  
Vol 3 (1) ◽  
pp. 61
Author(s):  
Lim Sanny ◽  
Selby Kristanti
Keyword(s):  
Work Environment ◽  
Work Motivation ◽  
Job Insecurity ◽  
Employee Performance ◽  
Pearson Correlation ◽  
Strong Relationship ◽  
Employee Motivation ◽  
Analysis Data ◽  
Working Environment ◽  
Correlation And Path Analysis

Mal Lippo Cikarang a shopping center that uses outsourcing employees to manager level down. The purpose of this study is to analyze the influence of work environment and job insecurity on work motivation and its impact on employee performance Outsourcing in Lippo Cikarang Mall. The method of analysis used in this study are Pearson correlation and path analysis. Data obtained from the assessment of employees through questionnaires and interviews. Results achieved in this study was to determine that the work environment at the Mall Lippo Cikarang less convenient and there is job insecurity on the company and therefore contributes less well on work motivation and employee performance Outsourcing in Lippo Cikarang Mall. Job insecurity has a weak and a significant effect on work motivation and employee performance and work environment has a fairly strong relationship and significant impact on employee motivation and performance. Motivation to work has a strong relationship to the employee's performance. With the company is expected to focus on increasing motivation and improving the working environment at the Mall Lippo Cikarang and member attention on job insecurity. In addition, the expected results of this research can provide input to the Mall Lippo Cikarang so as to improve employee performance Outsourcing as well.

scholarly journals PENGEMBANGAN SUMBER DAYA MANUSIA DI INSTITUT AGAMA ISLAM NEGERI (IAIN) BENGKULU MELALUI PENDEKATAN MOTIVASI

2019 ◽  
Vol 3 (1) ◽  
Author(s):  
Syaifuddin Syaifuddin
Keyword(s):  
Human Resources ◽  
Work Motivation ◽  
Employee Performance ◽  
Work Productivity ◽  
Employee Motivation ◽  
Expectancy Theory ◽  
Human Resources Development ◽  
Abraham Maslow ◽  
High Motivation ◽  
Resources Development

Human Resources development has an important role in improving employee performance and productivity. In developing human resources, it can be done using a work motivation approach where work motivation is an impulse to do something consciously that arises from within and outside of each individual with the aim of increasing superior and competitive human resources. In the work motivation there are 6 motivational theories including: Need theory from Abraham Maslow, (b) Frederick Herzberg's two-factor theory, (c) McClelland's Achievement Theory, (d) Strengthening Theory (e ) Expectancy Theory, (f) Purpose Theory as Motivation. Based on this theory a leader can do various things to improve employee motivation and work to improve work productivity because with high motivation, work productivity will also be high and vice versa because between the two will be interrelated.

scholarly journals The Influence of Motivation and Workload on Employee Performance in Hospital

2020 ◽  
Vol 5 (1) ◽  
pp. 8
Author(s):  
Tiara Putri Ryandini ◽  
Mokhamad Nurhadi
Keyword(s):  
Work Performance ◽  
Extrinsic Motivation ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Hospital Performance ◽  
Cross Sectional ◽  
Hospital Employees ◽  
And Performance ◽  
Quantitative Descriptive

Introduction: Improved hospital performance can improve employee performance. The better employee performance, the more services provided to patients Employee performance is influenced by work motivation. The purpose of this study was to analyze the effect of motivation on employee performance. Methods: This research uses a quantitative descriptive design with a cross-sectional approach. The number of respondents in this study was 79 employees. Data were analyzed using correlation analysis. Motivation is assessed by questionnaire and performance evaluation uses observation sheets. Results: Employee motivation and performance are included in the high category (82.3%) and (92.4%). There is a significant influence between motivation on employee performance (r = 0.775 p (0, 00) <0, 05). The effect of intrinsic motivation (r = 0.737) is stronger than extrinsic motivation (r = 0.325). There is the influence of sub-variable responsibility (p = 0.032), recognition (p = 0.002), work performance (p = 0.007), career development (p = 0.000), work (p = 0.016), promotion (p = 0.029)) working conditions (p = 0.001) on employee performance. Conclusions: Overall there is a strong influence on the work motivation of hospital employees. Work motivation still needs to be maintained and improved for better employee performance.

scholarly journals PENGARUH KOMPETENSI, KOMPENSASI DAN MOTIVASI TERHADAP KINERJA PEGAWAI KPU KABUPATEN BANYUASIN

2021 ◽  
Vol 2 (1) ◽  
pp. 15-26
Author(s):  
Bahrial Syah ◽  
Luis Marnisah ◽  
Fakhry Zamzam
Keyword(s):  
Data Collection ◽  
Quantitative Methods ◽  
Work Motivation ◽  
Employee Performance ◽  
Secondary Data ◽  
Employee Motivation ◽  
T Test ◽  
Primary Data ◽  
Significance Level ◽  
Good Attitude

This study aims to analyze how competence, compensation and work motivation jointly affect the performance of KPU employees in Banyuasin Regency. The General Election of Banyuasin Regency used quantitative methods, using a saturated sampling sample in the study of 20 employees. In this study, the types of data used are primary data and secondary data. Data collection techniques using questionnaires, interviews, observation and documentation. Hypothesis testing through t test and F test using SPSS analysis tools. The results of data processing using SPSS 20, using the t test that t counts 4,330> t table 2.003 There is an influence of competence on performance; that t count 4.181> t table 2.003 positive and significant effect of compensation on performance; t count 4.469> t table 2.003 there is a positive and significant influence of motivation on performance; and F count 34.356> F table 4.883 and a significance level of 0.00 <0.05, that there is a positive and significant effect on the competency, compensation and motivation patterns together on performance, with a determination coefficient of 77.5%, the rest is influenced by other variables. The conclusion of the research is that competence, compensation and motivation have a positive and significant effect on performance either partially or simultaneously. Strategies to improve employee performance at the KPU Banyuasin Regency can be done by first increasing employee motivation to increase broad knowledge of knowledge in supporting work implementation, then increase. competence to be consistent in having a good attitude with colleagues.

scholarly journals Pengaruh Kepemimpinan Transformasional dan Budaya Organisasi Terhadap Motivasi Serta Dampaknya Terhadap Kinerja Pegawai Pengadilan Negeri Jambi

2021 ◽  
Vol 12 (1) ◽  
pp. 41
Author(s):  
Firman Syah Noor
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Work Motivation ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Employee Motivation ◽  
District Court ◽  
Leadership Quality ◽  
High Level ◽  
The Relationship

This study aims to determine and analyze the description of transformational leadership, organizational culture, motivation and performance, and the relationship between the four variables at the Jambi District Court employees. This study uses descriptive and verificative research methods that aim to describe research variables systematically and in accordance with the facts investigated, as well as knowing the relationship between variables through testing hypotheses. The study sample used as many as 74 employees of the Jambi District Court, The results of the descriptive analysis show that the overall level of transformational leadership quality and organizational culture in the Jambi District Court are at a good level of quality. While for work motivation and employee performance are at a high level of quality. The results of hypothesis testing through path analysis prove that transformational leadership and organizational culture both partially and simultaneously have a significant effect on work motivation and employee performance. For the indirect effects of transformational leadership and organizational culture on employee performance through work motivation, it shows that the application of transformational leadership and good organizational culture can increase employee motivation at a higher level, which indirectly has an impact on improving employee performance. However, on the other hand work motivation partially does not affect employee performance.

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