Development Review of Research about Motivation on Employee Performance Topics over The Past Ten Years in Online Journals

In an organization, motivation is the very important thing that it cannot be separated from employee performance. To get good performance, it is necessary to improve employee work motivation. Most employees need motivation to feel good about their jobs and perform optimally. Some employees are financially motivated while others find recognition and rewards personally motivating. A good leader will certainly create a comfortable environment and motivate employees with the aim that the enthusiasm for work and providing maximum performance. Work motivation is an important factor for obtaining good performance. This study aims to be a reference for researchers who plan to make research with the theme of motivation on employee performance so that researchers have a plan about what cases have been studied by previous researchers and then provide ideas for further development. The data in this study were taken from 30 articles over the past 10 years with the theme of motivation on employee performance and published in the Trijurnal Online Research Institute of Trisakti University and Emerald Insight Journals.

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Perceived Burden of Informal Caregivers of a Chronically Ill Older Family Member

GeroPsych ◽

10.1024/1662-9647/a000042 ◽

2011 ◽

Vol 24 (3) ◽

pp. 143-154 ◽

Cited By ~ 20

Author(s):

Elmar Gräßel ◽

Raffaela Adabbo

Keyword(s):

Family Member ◽

Informal Caregiver ◽

Chronically Ill ◽

Stress Model ◽

The Past ◽

Perceived Burden ◽

Hypothetical Construct ◽

Care Situation ◽

The Impact ◽

Further Development

The burden of caregivers has been intensively researched for the past 30 years and has resulted in a multitude of individual findings. This review illustrates the significance of the hypothetical construct of perceived burden for the further development and design of the homecare situation. Following explanations regarding the term informal caregiver, we derive the construct burden from its conceptual association with the transactional stress model of Lazarus and Folkman. Once the extent and characteristics of burden have been set forth, we then present the impact of perceived burden as the care situation. The question of predictors of burden will lead into the last section from which implications can be derived for homecare and relief of caregivers.

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Pengaruh Motivasi Kerja Dan Lingkungan Kerja Terhadap Kinerja Karyawan Bappeda Kabupaten Wonosobo Tahun 2013

Jurnal Riset Manajemen Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha Program Magister Manajemen ◽

10.32477/jrm.v1i2.69 ◽

2017 ◽

Vol 1 (2) ◽

pp. 135-147

Author(s):

Ary Sutrischastini ◽

Ratna Setyani

Keyword(s):

Work Environment ◽

Work Motivation ◽

Employee Performance ◽

Linear Regression Analysis ◽

Test Validity ◽

Multiple Linear Regression Analysis ◽

Reliability Testing ◽

Evaluation Influence ◽

Environment Variables ◽

Research Goal

This research goal is to identification and evaluation influence of work motivation and work environment to employee’s performance in BAPPEDA Kabupaten Wonosobo. The object of this research is 37 employees of Badan Perencanaan Pembangunan Kabupaten Wonosobo. And the location of this research is at Badan Perencanaan Pembangunan Kabupaten Wonosobo. The analysis used is test validity, reliability testing, and test the hypothesis, with the help of the computer program SPSS version 17, using multiple linear regression analysis. Based on calculations of data and analysis used, the regression equation is obtained: Y = 11.733 + 0.320 X1 +0.334 X2 + ε, by using the equation regression analytical method can conclude that (X1) take effect positively against employees performance. With t value in amount of 2,219 (bigger than t in table in amount of 1,690) and significance value in amount of 0,33. By applying significance limited value in amount of 0,05, it means, hypothesis that claim if work motivation take effect against employees performance can be accepted. There is a positive and significant correlation between work environment variables (X2) against employees. With t value in amount of 2,219 (bigger than t in table in amount of 1,690) and significance value in amount of 0,33 (smaller than 0,5). Simultaneously, work motivation take effect positively and significantly against employees performance with the F value in amount of 11,562 (bigger than 0.05), then obtained significance value 0.000. It can be concluded that the work motivation and work environment has a positive and significant influence on employee performance in BAPPEDA Kabupaten Wonosobo.

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PENGARUH BUDAYA, MOTIVASI KERJA DAN KOMPETENSI TERHADAP KINERJA KARYAWAN

eBA Journal: Journal Economics, Bussines and Accounting ◽

10.32492/eba.v5i1.706 ◽

2019 ◽

Vol 5 (1) ◽

pp. 11-21

Author(s):

Riza Faizal ◽

Maman Sulaeman ◽

Ismayudin Yulizar

Keyword(s):

Work Motivation ◽

Employee Performance ◽

Sampling Technique ◽

Work Culture ◽

Work Time ◽

Work Quality ◽

Service Excellence ◽

Positive Effect ◽

External Motivation ◽

Culture Work

The aim of this research is to know and to analyze the influence of work culture, work motivation and competency on employee's performance. The Objects are employees of BJB bank at Ciamis, Garut and Tasikmalaya). The method used is descriptive. The sample was taken by using total sampling technique with total of the samples 89 people. By path analysis, the research found that work motivation with indicators internal and external motivation; work culture with indicators of Service excellence, Professionalism, Integrity, Respect, Intelligence, Trust included in the high category. Work motivation with indicators of internal motivation and external motivation is included in the sufficient category. Competencies with indicators of Work Quality, Cooperation, Responsibility and Quantity of work are included in the sufficient category. Employee performance with indicators of Work Quality, Discipline Behavior, Use of work time and Attendance are included in the sufficient category. There is a partial positive effect and simultaneous work culture, work motivation and competence on employee performance so that the hypothesis is verified. This means that if the strategy which includes work culture, work motivation and competence is increased, the performance of bank employees to Tasikmalaya, Garut and Ciamis will be better.

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Commonwealth of Independent States: The First 20 Years

Voprosy Ekonomiki ◽

10.32609/0042-8736-2011-12-90-101 ◽

2011 ◽

pp. 90-101 ◽

Cited By ~ 1

Author(s):

N. Shumsky

Keyword(s):

Commonwealth Of Independent States ◽

The Past ◽

Independent States ◽

Further Development

The article assesses the effectiveness and outcomes of cooperation of the Commonwealth participating states over the past 20 years. It reviews perspectives and directions for further development of the CIS taking into account the conditions and characteristics of integration processes of the post-Soviet states, implementation of the principles of multilevel and multispeed integration of the Commonwealth participating states.

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ANALISIS PENGARUH MOTIVASI KERJA DAN PELATIHAN TERHADAP KINERJA PEGAWAI DINAS PENDIDIKAN DAN KEBUDAYAAN KABUPATEN PADANG PARIAMAN

10.31219/osf.io/2ruft ◽

2020 ◽

Author(s):

Vebi Deswanto

Keyword(s):

Regression Analysis ◽

Quantitative Analysis ◽

Multiple Regression Analysis ◽

Multiple Regression ◽

Work Motivation ◽

Employee Performance ◽

Department Of Education ◽

Performance Result ◽

Training Variable ◽

And Training

The purpose of this research is to analyza the influence of work motivation and training on the performance of the employees at the Education and Culture Office Of Padang Pariaman Regency. In this study using descriptive analisys. This analysis is to strengthen the argumentation and logic in answering and implementing allegations that will be described in quantitative analysis, for testing this research hypothesis, including multiple regression analysis. The result of this study illustrate that all variables affect the performance of employees. The result of this research where the variable of work motivation (X1) is known equal to 1,670 then training variable (X2) is obtained equal to 1,670, for employee performance result (Y) equal to 33,196. It can be concluded that the motivation of work ad training is influential in improving the performance of employees within the Department of Education and Culture of Padang Pariaman Regency.

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PENGARUH MOTIVASI KERJA, KOMUNIKASI INTERPERSONAL DAN BUDAYA ORGANISASI TERHADAP KINERJA GURU (STUDI KASUS DI SMPN 5 PARIAMAN)

10.31219/osf.io/es2bn ◽

2020 ◽

Author(s):

Hasnah Mila

Keyword(s):

Organizational Culture ◽

Regression Analysis ◽

Interpersonal Communication ◽

Work Motivation ◽

Employee Performance ◽

High Reliability ◽

Eligibility Criteria ◽

Validity Test ◽

Independent Variable ◽

Performance Teachers

The independent independent variables in this study are Work Motivation, Interpersonal Communication and Organizational Culture while the dependent variable is the Performance Teachers and Employees SMPN 5 Pariaman. The sample used in this study as many as 32 respondents determined by using saturated samples. To know the influence of independent variable to dependent variable partially, used t test. While to know the effect of independent variable to dependent variable simultaneously, used F test. The assumption used in the validity test is if R-count> R-table item is 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. Based on the validity test of Work Motivation instrument, Interpersonal Communication and Organizational Culture on Teacher and Employee Performance, all items are declared valid and reliability test results indicate that the instrument has high reliability. This means that the eligibility criteria Instrument Motivation Work, Interpersonal Communication and Organizational Culture on Performance Teachers and Employees have met the criteria of good instrument requirements, namely valid and reliable. Regression analysis results obtained t count = 2.550 while t table = 2.042 so thitung> ttable and significance value is 0.000, this value is smaller than α = 0,05 so it can be said that motivation factor (X1) (Y) Regression analysis results obtained t count = 1.076 while the value of t table = 2.042 so that tcount < ttable or and its not significance value is 0.000, this value is smaller than α = 0,05, and proved variable of Interpersonal Communication (X2) (Y) Regression analysis results obtained t count = 1.715 while the value of t table = 2.042 so thitung< ttable and its not significance value is 0.000, this value is smaller than α = 0,05, and proved Organizational Culture variable (X3) The value of correlation coefficient (R) turns out that the correlation is positive. This means that there is a strong one-way relationship, where the change of increment that occurs in the free factor of Work Motivation, Personal Communication and Organizational Culture is accompanied by the change of the bound factor increase that is Teacher Performance (Y).

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PENGARUH GAYA KEPEMIMPINAN, MOTIVASI KERJA DAN KOMPETENSI TERHADAP KINERJA PEGAWAI PADA DINAS PEMBERDAYAAN MASYARAKAT DAN DESA PROVINSI SUMATERA BARAT

10.31219/osf.io/sqm5k ◽

2020 ◽

Author(s):

Mafral

Keyword(s):

Regression Analysis ◽

Leadership Style ◽

Work Motivation ◽

Employee Performance ◽

High Reliability ◽

Test Results ◽

Eligibility Criteria ◽

Validity Test ◽

Negative Effect ◽

Independent Variable

The independent independent variables in this study as many as 89 respondents are determined by using saturated samples. To know the influence of independent variable to dependent variable partially, used t test. While to know the effect of independent variable to dependent variable simultaneously, used F test. The assumption used in the validity test is if R-count> R-table item is 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. Based on the validity test of the instrument of Leadership Style, Work Motivation, and Competence on Employee Performance, all items are declared valid and reliability test results indicate that the instrument has high reliability. This means that the eligibility criteria of the Instrument of Leadership Style, Work Motivation, Competency and Employee Performance have met the criteria of good instrument requirements, that is valid and reliable. The result of regression analysis of Leadership Style obtained by tcount = 20,91 while ttable value = 1,988 tcount> ttable proved variable of Leadership Style influence to Employee Performance. Work Motivation regression analysis obtained tcount = 17.62 while the value ttable = 1.988 tcount> ttabel proven Motivational Work variables influence on Employee Performance. Regression analysis Competence obtained value tcount = - 06.85 while ttable =1.988 so thitung> ttable and proven variable Competence have a negative effect on Employee Performance.

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PENGARUH MOTIVASI KERJA, KOMPETENSI, DAN KOMPENSASI TERHADAP KINERJA KARYAWAN RUMAH SAKIT UMUM DAERAH (RSUD) KABUPATEN KEPULAUAN MENTAWAI

10.31219/osf.io/rsgm5 ◽

2020 ◽

Author(s):

Syofrinal

Keyword(s):

Linear Regression ◽

Work Motivation ◽

Regression Coefficient ◽

Employee Performance ◽

Primary Data ◽

Coefficient Of Determination ◽

Reliability Test ◽

Mentawai Islands ◽

Regression Test ◽

Analytical Tools

The purpose of this study is to test the Influence of Work Motivation, Competence, and Compensation Against Performance Employees Regional General Hospital (RSUD) Mentawai Islands District. This study is a census. The data used are primary data by taking sample of 79 (seventy nine) respondents. This research uses analytical tools such as validity, reliability test, multiple linear regression test, t test, F test and coefficient of determination (R2). The results of this study illustrate that all variables have an effect on employee performance except the compensation variable. The results can be described by the equation Y = 12.752 + 0.248X1 + 0.396X2 + 0.051 X3, where X1 = Work Motivation, X2 = Competence, and X3 = Compensation. This means that the constant of 12.752 states that factors other than the variables X1, X2, and X3 that affect employee performance of 12,752. Work Motivation coefficient of 0.248 states that if the variable X1 added one unit will add the effect of employee performance of 0.248 with the assumption that the competence and compensation variables are constant. The regression coefficient X2 of 0.396 is that if the variable X2 increases one unit will increase the employee performance by 0.396 with the assumption that the variable of work motivation and compensation is constant. Furthermore, with X3 regression coefficient of 0.051. This means that with other factors considered constant, the effect of compensation is less than that of work motivation and competence.

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

10.31219/osf.io/wexph ◽

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).

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Implementasi Algoritma Hamming Distance dan Brute Force dalam Mendeteksi Kemiripan Source Code Bahasa Pemrograman C

Jurnal ULTIMATICS ◽

10.31937/ti.v8i2.514 ◽

2017 ◽

Vol 8 (2) ◽

Author(s):

Andreas Budiman ◽

Dennis Gunawan ◽

Seng Hansun

Keyword(s):

College Presidents ◽

Hamming Distance ◽

Source Code ◽

Structural Type ◽

Brute Force ◽

Important Thing ◽

The Past ◽

Index Terms ◽

Better Than

Plagiarism is a behavior that causes violence of copyrights. Survey shows 55% of college presidents say that plagiarism in students’ papers has increased over the past 10 years. Therefore, an application for detecting plagiarism is needed, especially for teachers. This plagiarism checker application is made by using Visual C# 2010. The plagiarism checker uses hamming distance algorithm for matching line code of the source code. This algorithm works by matching the same length string of the code programs. Thus, it needs brute will be matched with hamming distance. Another important thing for detecting plagiarism is the preprocessing, which is used to help the algorithm for detecting plagiarized source code. This paper shows that the application works good in detecting plagiarism, the hamming distance algorithm and brute force algorithm works better than levenstein distance algorithm for detecting structural type of plagiarism and this thesis also shows that the preprocessing could help the application to increase its percentage and its accuracy. Index Terms—Brute Force, Hamming Distance, Plagiarisme, Preprocessing.

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