scholarly journals The Effect of Training Results Perception on Individual Work Performance of Employee Moderated by Intrinsic and Extrinsic Motivation

2021 ◽  
Vol 21 (3) ◽  
pp. 208
Author(s):  
Hidayah Turachma ◽  
Hidajat Hendarsjah
Keyword(s):  
Quantitative Research ◽  
Work Performance ◽  
Extrinsic Motivation ◽  
Hierarchical Regression ◽  
Intrinsic And Extrinsic Motivation ◽  
Individual Work ◽  
Study Results ◽  
The Individual ◽  
Executive Position

This study aims at examining the effect of training results perceptions on individual work performance of employee, and intrinsic and extrinsic motivation serving as moderation strengthening that effect. T his study was quantitative research selecting 453 samples out of 1.311 population from PT KAI’s employees in which they are executive officer. The data collection was done using a close questionnaire with Likert scale 1-5. All valid and reliable instruments were assessed through Factor Analysis and Cronbach's Alpha Analysis. Hypothesis testing is carried out using Hierarchical Regression Analysis by including the Multicollinearity test as a prerequisite for analysis. The study results showed that training result perceptions and extrinsic motivation simultaneously or partially have a positive and significant effect on individual work performance of employee, but intrinsic motivation have no significant effect. Intrinsic or extrinsic motivation does not moderate or strengthen the relationship between training result perceptions and individual work performance of employee. The three independent variables are not related to each other. PT KAI’s employees, especially those in executive position, are more oriented towards extrinsic results than intrinsic ones. The implication for PT KAI is that to improve the individual work performance of its employees, the organization can focus on improving training, external motivation or both. It depends on the vision, long-term goals, and resources of PT KAI.

scholarly journals HUBUNGAN STRES KERJA DENGAN PERFORMA KERJA DIMODERASI MOTIVASI BERPRESTASI PADA ANGGOTA POLRES BLITAR

PSIKOVIDYA ◽  
2021 ◽  
Vol 25 (1) ◽  
pp. 18-24
Author(s):  
Yuyus Aditya Pratama ◽  
Iswinarti Iswinarti ◽  
Rr. Siti Suminarti Fasikhah
Keyword(s):  
Job Stress ◽  
Achievement Motivation ◽  
Work Stress ◽  
Police Officers ◽  
Quantitative Research ◽  
Work Performance ◽  
Stress Scale ◽  
Individual Work ◽  
The Individual ◽  
The Relationship

Abstrak               Performa kerja anggota Kepolisian menentukan baik dan buruknya kualitas pelayanan terhadap masyarakat. Dalam menjalankan tugas, anggota kepolisian perlu mengelola stres kerja sehingga dapat mencapai performa kerja yang diinginkan. Penelitian ini bertujuan untuk menganalisis hubungan stres kerja dengan performa kerja yang dimoderasi oleh motivasi berprestasi. Desain penelitian ini adalah penelitian kuantitatif korelasional. Penentuan subjek menggunakan accidental sampling. Subjek penelitian ini adalah anggota Polres Blitar yang berjumlah 341 orang dengan sampel 150 orang. Skala yang digunakan untuk mengukur stres adalah New Job Stress Scale, skala untuk mengukur performa kerja Individual Work Performance Questionare, dan dalam mengukur motivasi berprestasi menggunakan Teori Mcclelland dengan skala motivasi berprestasi. Analisa data yang digunakan dalam penelitian ini adalah analisis Hayes. Berdasarkan hasil analisis menunjukkan adanya hubungan positif dan signifikan antara stres kerja dengan performa kerja. Dari hasil analisis pada ketiga variabel diambil keputusan β = 0.616 dengan p = 0.00, menunjukkan motivasi berprestasi memoderasi hubungan stres kerja  dengan performa kerja.   Kata kunci: stres kerja, performa kerja, motivasi berprestasi   Abstract   The work performance of members of the Police determines the good and bad quality of service to the community. In carrying out their duties, police officers need to manage work stress so that they can achieve the desired work performance. This study aims to analyze the relationship between work stress and work performance which is moderated by achievement motivation. The design of this research is correlational quantitative research. Determination of the subject using accidental sampling. The subjects of this study were 341 Blitar police officers with a sample of 150 people. The scale used to measure stress is the New Job Stress Scale, a scale to measure the work performance of the Individual Work Performance Questionnaire, and in measuring achievement motivation using the Mcclelland Theory with achievement motivation scale. Analysis of the data used in this study is Hayes analysis. Based on the results of the analysis showed a positive and significant relationship between work stress and work performance. From the results of the analysis of the three variables, the decision β = 0.616 with p = 0.00 was made, achievement motivation moderates the relationship between work stress and work performance.   Keywords: job stress, work performance, achievement motivation  

scholarly journals The effects of hybrid pay incentives on work-team performance: A longitudinal study

2015 ◽  
Vol 18 (4) ◽  
pp. 463-474
Author(s):  
Mbusi Dlamini ◽  
Margie Sutherland ◽  
Merle Werbeloff
Keyword(s):  
Work Performance ◽  
Field Studies ◽  
Individual Performance ◽  
Work Team ◽  
Team Members ◽  
Incentive Structures ◽  
Improved Performance ◽  
The Individual ◽  
Pay Incentives

Despite the widespread use of pay incentives to drive performance, few studies empirically demonstrate their long-term benefits within work-team settings in field studies; even fewer studies incorporate hybrid pay incentives in their design. This longitudinal field study explored the effects on individual work performance of allocating tellers to teams with supervisors who received hybrid pay incentives, where 60 per cent of their incentive was based on the individual performance of each of their team members and 40 per cent on their own performance. It was conducted on bulk-cash tellers working in 19 centres, using a time-series design. The results, derived from quantitative data collected from 82 individual tellers over 24 months, showed that hybrid pay incentives for supervisors of teams of tellers, some of whom were individually incentivised, were associated with significant increases in the volume, speed and accuracy of deposit processing by all the tellers. The findings empirically demonstrate the long term sustainability of improved performance associated with the introduction of hybrid pay incentive structures within work teams.

scholarly journals The Differential Effect of Exploration and Exploitation on Work Performances

2019 ◽  
Vol 11 (7) ◽  
pp. 2074
Author(s):  
Hyunjeong Kang ◽  
Mihee Kim
Keyword(s):  
Differential Effect ◽  
Work Performance ◽  
Economic Sustainability ◽  
Exploration And Exploitation ◽  
Study Results ◽  
Hand Performance ◽  
The Individual ◽  
Creativity And Innovation ◽  
Work Capability

In organizations, the role of ambidexterity is becoming critical these days. Flexibility that enables creativity and innovation in work is also important for survival in a wildly competitive market and flexibility determines the economic sustainability of business enterprises. Drawing on the ambidexterity of exploration and exploitation, we believe that there is a fit between each of them and certain tasks, i.e., operational or dynamic works. Thus, the current study will investigate the individual levels of exploratory and exploitative work capability. Most importantly, the complementary relationship between exploration and exploitation and its differential influence on work performance will be specifically evaluated. The current study results show that if the complementary fit of exploration and exploitation is appropriate for the tasks at hand, performance will increase.

scholarly journals Construct Validity of the Individual Work Performance Questionnaire

2014 ◽  
Vol 56 (3) ◽  
pp. 331-337 ◽  
Author(s):  
Linda Koopmans ◽  
Claire M. Bernaards ◽  
Vincent H. Hildebrandt ◽  
Henrica C. W. de Vet ◽  
Allard J. van der Beek
Keyword(s):  
Construct Validity ◽  
Work Performance ◽  
Individual Work ◽  
The Individual

Social norm perceptions predict citizenship behaviors

2015 ◽  
Vol 30 (8) ◽  
pp. 894-908 ◽  
Author(s):  
Ryan P. Jacobson ◽  
Kathryn J. L. Jacobson ◽  
Jacqueline N. Hood
Keyword(s):  
Hierarchical Regression ◽  
Need To Belong ◽  
Citizenship Behaviors ◽  
Injunctive Norm ◽  
Injunctive Norms ◽  
Descriptive Norms ◽  
Cross Sectional ◽  
Content Type ◽  
Study Results ◽  
The Individual

Purpose – The purpose of this paper is to examine the extent to which perceptions of injunctive and descriptive norms for workplace organizational citizenship behaviors (OCBs) affect an individual’s frequency of performing such behaviors. The study also explores whether the effects of norm perceptions are moderated by the individual’s need to belong (NTB) to social groups. Design/methodology/approach – Hierarchical regression analysis was used to analyze data from 77 employed MBA students. Perceptions of OCB norms and NTB were assessed with an initial survey. Eight weeks later, a second survey assessed the individual frequency of OCBs. Findings – Descriptive norms, injunctive norms, and NTB independently predicted OCB frequency. Additionally, NTB moderated the effects of injunctive norm perceptions. The injunctive norm was particularly influential for employees high in NTB. Research limitations/implications – Limitations of this study include its cross-sectional nature and the possibility of common method bias. Practical implications – Study results indicate that managers can encourage OCBs by drawing attention to the prevalence of OCBs in the workplace (descriptive norm) and by showing approval of OCBs (injunctive norm). Hiring those with high NTB will also increase OCBs and enhance the effects of any effort on management’s part to signify approval of OCBs. OCBs can also be encouraged through new employee orientation and training that emphasizes the descriptive and injunctive norms for OCBs. Originality/value – This is the first study to demonstrate social norms and NTB as predictors of workplace OCBs. This study also provides the first evidence that the effects of injunctive norms are moderated by NTB.

scholarly journals Analisis tentang Pengaruh Motivasi Intrinsik dan Motivasi Ekstrinsik terhadap Kinerja Karyawan. Studi Kasus: di Rumah Sakit Rajawali dan Stikes Rajawali Bandung (Yayasan Kemanusiaan Bandung Indonesia)

2017 ◽  
Vol 16 (2) ◽  
pp. 203
Author(s):  
Fotuho Waruwu
Keyword(s):  
Intrinsic Motivation ◽  
Medical Staff ◽  
Quantitative Research ◽  
Extrinsic Motivation ◽  
Qualitative Data ◽  
Administrative Staff ◽  
Intrinsic And Extrinsic Motivation ◽  
Motivation Level ◽  
Motivation To Work

In order to improve the performance of an employee of an organization, such as managers and supervisors should give more attention to the motivation level of their subordinates. The managers should be pay attention to their employee’s wants and needs, the strength of his subordinates and set goals in order to satisfy their own needs. Representation of employees' interests in RS Rajawali and STIKES Rajawali believed to encourage employee’s motivation to work harder and better so that it can optimize any potential. The aim of this study is to determine the effect of intrinsic and extrinsic motivation either partially or simultaneously on the employee's performance in RS Rajawali and STIKES Rajawali. Object of this study were all employees works in RS Rajawali, 122 people from a variety of occupations such as doctors, nurses, to the non-medical staff in STIKES Rajawali, 28 people consist of lecturers and administrative staff. This type of research is descriptive quantitative research, research on the data collected and expressed in the form of numbers, although the form of qualitative data as well as supporting, such as the words or phrases that are arranged in the questionnaire, the results sentences of consultation or the interview between researcher and informant. The results showed that intrinsic motivation (82,20%) and extrinsic motivation (83,56%) has an influence on the performance of employees (76,42%) in RS Rajawali and STIKES Rajawali Bandung. However from both motivations, the most responses which give an affect of the employee’s motivation are reward or salary. Keywords: Extrinsic; Intrinsic; Motivation; Performance

scholarly journals Construct validity of the individual work performance questionnaire

2013 ◽  
Author(s):  
Linda Koopmans ◽  
Claire Bernaards ◽  
Vincent Hildebrandt ◽  
Henrica de Vet ◽  
Allard J. van der Beek
Keyword(s):  
Construct Validity ◽  
Work Performance ◽  
Individual Work ◽  
The Individual

scholarly journals The Impact of Self-directed Learning on Work Performance of Lawyers

2017 ◽  
Vol 8 (2) ◽  
pp. 165-176 ◽  
Author(s):  
Raimonda Alonderienė ◽  
Nina Suchotina
Keyword(s):  
Task Performance ◽  
Emerging Economies ◽  
Quantitative Research ◽  
Work Performance ◽  
Self Directed Learning ◽  
Correlation And Regression Analysis ◽  
Individual Work ◽  
Directed Learning ◽  
Individual Task ◽  
The Impact

Lawyers mostly work individually and unobserved by supervisors, therefore, their employers want to make sure they gain sufficient competence to perform well. There is little previous research on the direct relationship between self-directed learning and individual work performance. Therefore, the goal of the paper is to analyze how self-directed learning influences individual work performance of lawyers in Lithuania. Our study is based on a quantitative research method, a self-reported questionnaire including 267 lawyers. The self-directed learning readiness (Guglielmino, adapted by Hashim, 2007) and individual task performance (Koopmans et al., 2012) scales were chosen. The correlation and regression analysis is performed to answer the question of the research. The survey revealed that self-directed learning dimensions explain up to 32.5 % of variance in individual work performance expressed by task performance. Determination, initiative, confidence and reflection in learning have statistically significant influence on individual work performan between self-directed learning and individual work performance of lawyers. Also, the topic is under-researched in the context of emerging economies. The paper is original as few if any previous studies analyze the relationship between self-directed learning and individual work performance of lawyers. Also, the topic is under-researched in the context of emerging economies.

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