scholarly journals THE ROLE OF WORK MOTIVATION TO MEDIATE ASTA BRATA LEADERSHIP ON EMPLOYEE PERFORMANCE (STUDY ON LPD EMPLOYEES IN BADUNG REGENCY)

2019 ◽  
Vol 3 (10) ◽  
pp. 48-66
Author(s):  
I Gusti Ayu Dewi Adnyani ◽  
I Gusti Agung Ngurah Jaya Widagda ◽  
Ni Nyoman Kerti Yasa ◽  
Putu Laksmita Dewi Rahmayanti
Keyword(s):  
Work Motivation ◽  
Employee Performance ◽  
Performance Study

scholarly journals The Role of Work Motivation and Job Satisfaction in Creating Employee Performance (Study on Permanent Lecturers of STIE Indonesia Banking School)

2017 ◽  
Vol 9 (1) ◽  
pp. 24
Author(s):  
Santi Rimadias ◽  
Ossi Ferli ◽  
Fajar Hertingkir
Keyword(s):  
Job Satisfaction ◽  
Work Motivation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Performance Study ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Positive Effect

This research aims to determine the role of work motivation (intrinsic and extrinsic factors) and job satisfaction as an employee performance maker on STIE Indonesia Banking School permanent lecturers. The population in this study were all STIE Indonesia Banking School permanent lecturers in 2015. We conducted a survey and the respondents was taken from STIE Indonesia Banking School permanent lecturers for 31 respondents. We used questionnaire method to collect information from the respondents. Data were analyzed using Partial Least Square (PLS) with Smart PLS 3.0 software. The results showed that intrinsic factors and extrinsic factors has a positive effect on job satisfaction, furthermore intrinsic factors has a positive effect on employee performance. Whereas extrinsic factors and job satisfaction has no effect on employee performance.

EFFECT OF ORGANIZATION COMMITMENT, WORK MOTIVATION AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE (Study at. PT. PLN (Persero) P3b Sumatera UPT Padang)

2021 ◽  
Vol 2 (1) ◽  
pp. 88
Author(s):  
Andi Amri ◽  
Ramadhi Ramadhi ◽  
Zulmi Ramdani
Keyword(s):  
Organizational Commitment ◽  
Work Motivation ◽  
Employee Performance ◽  
Coefficient Of Determination ◽  
Performance Study ◽  
Percentage Contribution ◽  
Sample Technique ◽  
Saturated Sample ◽  
Positive Effect

Employees are an essential asset for the organization to advance and develop the organization to be more productive. This situation may achieve when employees in the organization have optimal performance. Many factors positively affect the performance of employees in the organization. This study aims to determine how much influence organizational commitment, work motivation and work discipline have on employee performance in PT. PLN (Persero) P3b Sumatera UPT Padang. Respondents who were involved in the study were 60 people who were selected using the saturated sample technique. The results showed that both partially and simultaneously, organizational commitment, work motivation, and work discipline had a significant and positive effect on employee performance. The coefficient of determination of the tested variables is .636. It shows that the percentage contribution of the variable organizational commitment, work motivation and work discipline to employee performance is 64.6%. In comparison, the remaining 35.4%  determined by other variables not analyzed in this study's model. Thus, this study shows that the three tested variables must be an essential consideration for the organization to obtain optimal employee performance.

Effects of Feedback Accountability and Self-Rating Information on Employee Appraisals: A Replication and Extension

2007 ◽  
Vol 100 (3_suppl) ◽  
pp. 1091-1100 ◽  
Author(s):  
Ted H. Shore ◽  
Armen Tashchian
Keyword(s):  
Performance Feedback ◽  
Management Practice ◽  
Employee Performance ◽  
Poor Performance ◽  
Performance Appraisals ◽  
Performance Study ◽  
Self Rating ◽  
Effects Of Feedback ◽  
Rating Information

The influence of feedback accountability and self-rating information on employee performance appraisals was examined. Undergraduate business student participants assumed the role of “supervisor” and evaluated a fictitious “subordinate” whose performance on a clerical task was either moderately poor or very good. Participants were either given fictitious self-rating information, or no self-rating information, and were told they were expected to provide performance feedback to their ratee, or there was no feedback expectation. As expected, in Study 1 both self-rating information and expected feedback-sharing independently resulted in lenient ratings for poor performance, and the combined effects resulted in the highest ratings. By contrast, results for good performance (Study 2) were not significant. Implications of the findings for human resource management practice and research were discussed.

scholarly journals PERFORMANCE OF EMPLOYEES AND IMPACT ON PROMOTION OF POSITION

2016 ◽  
Vol 4 (1) ◽  
pp. 103
Author(s):  
Sarboini Sarboini
Keyword(s):  
Empirical Study ◽  
Performance Appraisal ◽  
Work Motivation ◽  
Employee Performance ◽  
Primary Data ◽  
Significant Positive Effect ◽  
Spss Software ◽  
A Company ◽  
Positive Effect

Performance appraisal is an activity controlling the management of a company. This study is an empirical study that aims to determine the effect of performance appraisal and promotion of their work motivation and their impact on employee performance at Serambi Mekkah University. The research was conducted at Serambi Mekkah University. The populations in this study were all employees at Serambi Mekkah University which amounts to 105 people. Data was collected by distributing questionnaires. Primary data were analyzed with path analysis with the aid of SPSS software. The results showed that, performance appraisal and significant positive effect on work motivation. Performance appraisal and promotion of positive and significant effect on the performance of employees at Serambi Mekkah University. In addition, work motivation can enhance the role of employees in Serambi Mekkah University.

scholarly journals The Relationship between Work Motivation, Job Satisfaction, and Employee Performance: The Moderating Role of Psychology Capital and The Mediating Role of Organizational Commitment

2021 ◽  
Vol 14 (2) ◽  
pp. 102
Author(s):  
Windu Astuti ◽  
Lia Amalia
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Psychological Capital ◽  
Work Motivation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Sample Technique ◽  
The Relationship

This study aims to determine the effect of work motivation, organizational commitment, and job satisfaction on employee performance. The effect of organizational commitment mediates the relationship between work motivation on employee performance and job satisfaction on employee performance and psychological capital, which moderates the relationship between job satisfaction and employee performance. The object of this research is the employees of the state civil apparatus. They work in government agencies in the education sector of the Directorate of Senior High Schools in Jakarta. This study uses a quantitative approach with one hundred and ten respondents, sampling using a saturated sample technique, and a questionnaire as a measuring tool. Data analysis used the Structural Equation Modeling (SEM) method to test the model's suitability in this study with the help of the SmartPLS version 3 application. The results of this study conclude that work motivation, organizational commitment, and job satisfaction affect employee performance, organizational commitment can mediate the relationship between job satisfaction and employee performance but cannot mediate the relationship between work motivation and employee performance, and psychological capital can moderate the relationship between job satisfaction with employee performance.

scholarly journals The Influence of Motivation on Employees Performance

2020 ◽  
Vol 4 (2) ◽  
pp. 262-265
Author(s):  
Intan Anas Tasya ◽  
Alini Gilang
Keyword(s):  
Sampling Method ◽  
Work Motivation ◽  
Positive Impact ◽  
Employee Performance ◽  
Sampling Technique ◽  
Descriptive Research ◽  
And Performance ◽  
Branch Office ◽  
Research Type

The role of human resources is crucial for the realization of the company's goals to find optimal profits. At this time, employees will be motivated if needs are met, if needs are met then job satisfaction will arise which will have a positive impact on the work needs of employees at the company. This study aims to study the work motivation of employees of PT. Taspen (Persero) Bandung Main Branch Office. The method used in this research is quantitative with a descriptive research type. Respondents in this study were 51 employees of PT. Taspen (Persero) Bandung Main Branch Office, sampling method Saturated sampling technique. Based on the results of research that shows motivation and performance at PT. Taspen (Persero) Bandung Main Branch Office is included in both categories. The results also showed motivation for employee performance. In addition, contributing motivation in contributing to employee performance by 33.8%. So the higher the motivation provided, the higher the employee's performance.

scholarly journals The influence of working environment to employee performance mediated by work motivation

2021 ◽  
Vol 10 (3) ◽  
pp. 213-222
Author(s):  
I Putu Sadewo ◽  
Surachman Surachman ◽  
Rofiaty Rofiaty
Keyword(s):  
Work Environment ◽  
Work Motivation ◽  
Employee Performance ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
Mediating Effect ◽  
Working Environment ◽  
Retail Stores

This study examines the effect of work environment on retail store employee performance in Malang, Indonesia with the role of work motivation as a mediation. Respondents in this study used 152 respondents who were millennials employees of retail stores in Malang Indonesia. This study uses a statistical analysis of the Structured Equation Model and Partial Least Square. WarpPLS is used as a data processing program for hypothesis testing. The test results show that the work environment has a significant effect of 0.259 on employee performance. The work environment at the retail stores also has a significant effect of 0.742 on work motivation. Work motivation also provides significant results on employee performance of 0.234. The mediating role of work motivation on the work environment and employee performance in retail stores throughout Malang, Indonesia has a significant mediating effect of 0.170

scholarly journals PENGARUH KEPEMIMPINAN DAN DISIPLIN TERHADAP MOTIVASI KERJA SERTA DAMPAKNYA PADA KINERJA PEGAWAI RUMAH SAKIT UMUM BERSAUDARA KABUPATEN BUNGO

2017 ◽  
Vol 2 (1) ◽  
pp. 23
Author(s):  
M. Alhudhori ◽  
Wahyu Aldino
Keyword(s):  
Path Analysis ◽  
General Hospital ◽  
Work Motivation ◽  
Employee Performance ◽  
Analysis Tool ◽  
And Performance ◽  
Descriptive Method ◽  
Motivation To Work

Leadership is one of the issues in the management is still quite interesting to be discussed today. The role of leadership is very strategically important for the achievement of the mission, vision and goals of an organization. One such way to impose discipline and provide motivation to work that can be perceived by employees.  The purpose of this study was to examine the influence of leadership, discipline, motivation and performance. The influence of leadership, discipline, motivation and performance of employees tested either directly or indirectly. To examine issues directly above the survey conducted by distributing questionnaires to employees in the General Hospital of the Brothers of Bungo. Data was analyzed by path analysis. The results of this study indicate that the leadership, discipline and work motivation influence simultaneously and partially on performance. Where is the leadership, discipline, motivation and performance of employees at the General Hospital Brothers, where are the good category, Discipline are in both categories, motivation and performance of employees are in both categories. The analysis tool in this research using descriptive method verification. Where the use of a range of scales, while in the verification using path analysis or path analysis.Key words : Leadership, Discipline, Motivation and Employee Performance

scholarly journals PENGARUH MOTIVASI KERJA DAN IKLIM ORGANISASI TERHADAP KINERJA PEGAWAI TATA USAHA UNIVERSITAS ISLAM KALIMANTAN MUHAMMAD ARSYAD AL BANJARI BANJARMASIN

2019 ◽  
Vol 3 (2) ◽  
Author(s):  
Nasrullah Nasrullah ◽  
Sulastini Sulastini ◽  
Muhammad Harlie
Keyword(s):  
Organizational Climate ◽  
Significant Influence ◽  
Quantitative Methods ◽  
Work Motivation ◽  
Employee Performance ◽  
Total Sample ◽  
Positive Influence ◽  
Administrative Staff ◽  
Administrative Employees

The Role of Climate Organizations and motivations to improve employee performance are very important. This study aims to find out what are the factors that affect the performance of administrative staff at the Islamic University of Kalimantan Muhammad Arsyad Al Banjari Banjarmasin. This study uses quantitative methods, with a total sample of 60 respondents. The data analysis method used is by using multiple linear regression. The results of the study on the effect of work motivation and Organizational Climate on the performance of Administrative staff at the Islamic University of Kalimantan Banjarmasin showed the following results: The first hypothesis states the influence of motivation and Organizational Climate together have a positive influence on the performance of Administrative employees but not significant (meaningless ), The second hypothesis states that the influence of motivation partially has a positive and significant influence on the performance of administrative staff of the Islamic University of Borneo. The third hypothesis states that the influence of Organizational Climate partially has a positive and significant influence on the performance of administrative staff of the Islamic University of Kalimantan Banjarmasin not proven, because the effect is negative and not significant. So it can be concluded that only motivation has a significant effect on the performance of administrative staff of the Islamic University of Kalimantan. Keywords: Motivation, Organizational Climate, Administrative Performance

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