scholarly journals Motivation as An Intervening Variables Influence Competency on the Performance of Cooperative Managers

2021 ◽  
Vol 1 (2) ◽  
Author(s):  
Eko Nur Fu'ad ◽  
Moch. Aminnudin
Keyword(s):  
Work Motivation ◽  
Value Added ◽  
Influential Factor ◽  
Microfinance Institutions ◽  
Improve Performance ◽  
Past Performance ◽  
Manager Performance ◽  
Performance Research ◽  
Intervening Variables ◽  
Larger Sample

Objective: This paper discussed the importance of competence and work motivation, and analysed the effect of these two variables on performance. Research Design & Methods: This research sought to understand more about the manager’s performance of microfinance institutions (cooperatives), so the selected sample was cooperative managers. The data collected from 88 questionnaires were analysed using PLS-SEM with SMART-PLS software. Findings: Competence has a significant effect on motivation and manager performance, motivation has a significant effect on performance, motivation as an intervening variable on the effect of competence on performance. Implications & Recommendations: Work motivation is a more influential factor than competence on performance, so the activity that must be done to improve performance is to improve work motivation. Subsequent research carried out in other industries or with a larger sample size for generalization purposes. Contribution & Value Added: The main contribution of this research is that to increase work motivation, it can be done by requiring employees to always improve their past performance for the better.

scholarly journals Institutional Investor Expectations, Manager Performance, and Fund Flows

2017 ◽  
Vol 52 (6) ◽  
pp. 2755-2777 ◽  
Author(s):  
Howard Jones ◽  
Jose Vicente Martinez
Keyword(s):  
Asset Allocation ◽  
Institutional Investors ◽  
Investment Decisions ◽  
Fund Flows ◽  
Past Performance ◽  
Fund Managers ◽  
Future Performance ◽  
Manager Performance ◽  
The Impact ◽  
Allocation Decisions

Using survey data, we analyze institutional investors’ expectations about the future performance of fund managers and the impact of those expectations on asset allocation decisions. We find that institutional investors allocate funds mainly on the basis of fund managers’ past performance and of investment consultants’ recommendations, but not because they extrapolate their expectations from these. This suggests that institutional investors base their investment decisions on the most defensible variables at their disposal and supports the existence of agency considerations in their decision making.

scholarly journals The Effect of Work Motivation and Compensation on the Non-State Employees’ Work Performance with Work Satisfaction as Intervening Variables at the National Land Agency, the Regency of Bekasi

2021 ◽  
Vol 4 (2) ◽  
Author(s):  
Sri Marti Pramudena ◽  
◽  
Ahmad Badawi Saluy ◽  
Abdul Muhith
Keyword(s):  
Job Satisfaction ◽  
Work Performance ◽  
Work Motivation ◽  
Coefficient Of Determination ◽  
Job Motivation ◽  
Study Results ◽  
Quantitative Descriptive ◽  
State Employees ◽  
Intervening Variables ◽  
Descriptive Method

This study aimed to examine and analyze the effect of work motivation and compensation on the employees’ work performance with job satisfaction as an intervening variable conducted at the National Land Agency, the Regency of Bekasi. The research used a quantitative descriptive method with a sample of 103 respondents out of a population consisting of 140 employees. Meanwhile, the data analysis was conducted using the coefficient of determination and simultaneous coefficient. Based on the study results, it reveals that (i) job motivation partially has a positive and significant effect on job satisfaction, (ii) compensation partially has a positive and significant effect on job satisfaction, (iii) job motivation partially has a positive and significant effect on job satisfaction, performance, (iv) compensation partially have a positive and significant effect on work performance, (v) job satisfaction partially has a positive and significant effect on work performance, (vi) work motivation and compensation simultaneously have a positive and significant effect on job satisfaction, (vii) work motivation and compensation simultaneously have a positive and significant effect on work performance. The two independent variables, i.e., work motivation and compensation, have a partial effect and can also work together (simultaneously) and have a positive and significant effect which can be proven by all the results of the proven hypotheses.

scholarly journals Research on the Correlation between Capitalized R&D Expenditure and Enterprise Performance ——Research Based on Statistical Analysis Tools

2021 ◽  
Vol 292 ◽  
pp. 02042
Author(s):  
Yajie Zhao
Keyword(s):  
Corporate Performance ◽  
Linear Regression Analysis ◽  
Value Added ◽  
Multiple Linear Regression Analysis ◽  
Point Of View ◽  
Enterprise Performance ◽  
Current Period ◽  
A Value ◽  
The Impact ◽  
Performance Research

Innovation is the source of power for the development of an enterprise. The enterprise aims to increase investment in research and development to maintain technological innovation capabilities, thereby enhancing its own competitive advantage. In order to explore the impact of capitalization intensity on corporate performance, this paper selects 2,829 Chinese non-financial listed companies from 2008 to 2020 as research samples, establishes a regression model of R&D expenditure capitalization intensity and corporate performance, and conducts multiple linear regression analysis. The research in this paper finds that the capitalization of R&D expenditure has both a value depreciation effect and a value appreciation effect. From the direct impact point of view, the accounting treatment of capitalization of R&D expenditure reduces the company’s “tax-saving” cash flow and affects the company’s internal resource allocation, thereby reducing the current financial performance; and from the perspective of future effects, capitalized R&D expenditure has passed to the market The signal of R&D “success”, the higher the degree of capitalization of R&D expenditure, the stronger the value-added ability of R&D expenditure in the current period and in the future period.

scholarly journals PERANAN DISIPLIN KERJA DAN KOMPENSASI DALAM MENDETERMINASI KINERJA KARYAWAN DENGAN MOTIVASI KERJA SEBAGAI VARIABEL INTERVENING PADA PT CAHAYA PULAU PURA DI KOTA BATAM

2018 ◽  
Vol 6 (2) ◽  
pp. 22
Author(s):  
Mauli Siagian
Keyword(s):  
Direct Effect ◽  
Indirect Effect ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Direct Influence ◽  
Quantitative Research Methods ◽  
Relationship Of ◽  
The Relationship ◽  
Intervening Variables

This study aims to examine the extent of work discipline, compensation in mendeterminasi employee performance with work motivation as intervening variables at PT Cahaya Pulau Pura in Batam City, using quantitative research methods with data analysis techniques with path analysis of employees as many as 160 reponden made a sample of a population of 268 employees, whose data were tested using SPSS 21 software tools. The results of the study were; Work discipline has a significant influence on work motivation with the coefficient of direct effect of work discipline on work motivation is 0,513. Compensation has no significant effect on work motivation with coefficient of direct effect of compensation on work motivation is 0,015. Work discipline has a significant effect on employee performance with coefficient of direct effect of work discipline on employee performance is 0,249. Compensation has a significant effect on employee performance with coefficient of direct effect of compensation on employee performance is 0,159. Motivation of work has a significant effect on employee performance with coefficient of direct influence of work motivation on employee performance is 0,559. Coefficient of indirect effect> direct effect (0.2867> 0.249). So that work discipline has a significant effect on employee performance through work motivation. Or it could be concluded that the motivation of work as an intervening variable in mediating the relationship of work discipline to the performance of employees. Coefficient of indirect effect> direct influence (0,1674> 0,159). So that compensation has a significant effect on employee performance through work motivation. Or it could be concluded that the motivation of work as an intervening variable in mediating the compensation relationship on employee performance.

scholarly journals Kepemimpinan, budaya organisasi dan kinerja: peran mediasi motivasi kerja

2020 ◽  
Vol 16 (1) ◽  
pp. 41-53
Author(s):  
Muchammad Ismail Hamzah ◽  
Endi Sarwoko
Keyword(s):  
Organizational Culture ◽  
Work Motivation ◽  
Improve Performance ◽  
Analysis Technique ◽  
Research Findings ◽  
Research Implication ◽  
And Performance ◽  
Indirect Relationship ◽  
The Relationship

This research aims to analyze the direct relationship between leadership, organizational culture on performance, and to analyze the indirect relationship that is mediated by work motivation. The study used a quantitative approach, namely explanatory research, using a sample of 110 research that were taken randomly from certified teachers at junior high schools in Malang Regency. The data were collected using a questionnaire with a 5 point Likert scale, while the data analysis technique used Path Analysis. The research findings showed that performance was influenced by leadership and work motivation, but the leadership was not proven to affect work motivation. Another research finding is that organizational culture does not significantly contribute to performance, but contributes to work motivation, work motivation only mediates the relationship between organizational culture and performance. The research implication is that to improve performance, effective leadership and work motivation are needed, further increasing work motivation can be achieved from strengthening organizational culture. The next researcher is suggested to test the role of leadership on organizational culture.

scholarly journals Korelasi Gaya Kepemimpinan Kepala Madrasah Dan Motivasi Kerja Guru Terhadap Kinerja Guru Di Madrasah Aliyah Negeri 3 Nganjuk

2019 ◽  
Vol 9 (2) ◽  
pp. 129-144
Author(s):  
Solikatun ◽  
Uswatun Hasanah
Keyword(s):  
Leadership Style ◽  
Driving Force ◽  
Quantitative Research ◽  
Work Motivation ◽  
Teacher Performance ◽  
Actual Situation ◽  
Improve Performance ◽  
Teacher Work ◽  
Real Action

As educators, teachers must be able to improve their performance in carrying out tasks. To achieve high teacher performance, one of them is the motivation factor. Motivation is the driving force for someone to do an activity that is manifested in the form of a real action. Thus the higher the motivation of someone, the higher the performance and vice versa, the lower the motivation of a person, the lower the performance. The success of teacher performance will be seen if there is motivation from the teacher himself and has the support of the madrasa headmaster. Therefore, in addition to the teacher himself who is trying to improve the quality of his performance, the madrasa also seeks to establish good leadership as an empowerment of teachers and madrasa members so that they have good performance in carrying out their duties. This type of research is quantitative research that aims to find answers about the questions in the research based on the actual situation so that it is obtained about the prevailing picture in relation to the correlation between the leadership style of madrasah leaders and teacher work motivation on teacher performance in MAN 3 Nganjuk. The conclusions based on data analysis are: Madrasah headship leadership and teacher work motivation together have positive and significant influence on teacher performance. Good madrasah head leadership and high teacher work motivation will make teachers increasingly improve performance in carrying out their duties.

Core Competency and Industry Environment: Its Influenceson the Competitive and Cooperative Strategyand Its Implicationon the Performance of Sharia-based Financial Institutionsin AcehProvince

2014 ◽  
Vol 2 (1) ◽  
pp. 125-141
Author(s):  
Muslim A Djalil ◽  
Muhammad Adam ◽  
Hendra Syahputra
Keyword(s):  
Financial Institutions ◽  
Competitive Strategy ◽  
Business Performance ◽  
Core Competency ◽  
Microfinance Institutions ◽  
Cooperative Strategy ◽  
Industry Environment ◽  
Endogenous Variables ◽  
And Performance ◽  
Intervening Variables

Objective : The aims of the research are to describe and investigate the causal relationship among underlying exogenous Variables (Core Competency and Industry Environment) and Endogenous Variables (Competitive Strategy and Cooperative Strategy and Performance) of Sharia Based Banking and Microfinance Institutions in the Province of Aceh, Indonesia. Methodology/Technique : The research consists of quantitative survey involving 252 respondents deriving from 79 Sharia based financial Institutions in the region. The collected data are processed by using SEM-Amos. Findings : All of eight hypotheses of variables tested in the model have a significant influence among constructs, except for two hypotheses, namely, between Core Competency and Cooperative Strategy and between Cooperative Strategy and Performance. Another finding is that core competency and Industry environment have stronger influence directly on performance than that influence through the intervening variables of Competitive Strategy and Cooperative Strategy. Type of Paper: Empirical Paper Novelty - The integration of RBV Approach (e.g. Core Competency) and Industrial Organization View(I/OV) Approach (e.g. Industry Environment) to boast superior business performance is particularly new to the context of sharia-based financial institutions. The research contributed to the literature on sharia-based banking and microfinance and strategic management. Keywords: Core Competency; Industry Environment; Competitive Strategy; Cooperative Strategy; Performance.

scholarly journals The Effect of Training and Team Cooperation on the Productivity of Panin Insurance Agents with Motivation as Intervening Variables

2021 ◽  
Vol 7 (03) ◽  
Author(s):  
Setyo Riyanto ◽  
Bunga Tumewu
Keyword(s):  
Quantitative Study ◽  
Analytical Method ◽  
Work Motivation ◽  
Partial Least Square ◽  
Least Square ◽  
Analysis Method ◽  
Insurance Agents ◽  
Team Cooperation ◽  
Pls Analysis ◽  
Intervening Variables

This study aims to analyze the effect of training and teamwork on Panin Insurance agents' productivity with motivation as an intervening variable. This research is categorized as a quantitative study because it processes data from the questionnaire's numbers. The population in this study amounted to 120 people who were Panin Dai-chi insurance agents. The analytical method used in this research is the Partial Least Square (PLS) analysis method. The results showed that (1) Training had an impact on increasing the motivation of Panin Dai-chi insurance agents significantly, (2) Teamwork had an impact on increasing the motivation of Panin Dai-chi insurance agents significantly, (3) Training had an impact on increasing the productivity of Panin Dai-chi insurance agents through increasing work motivation, (4) Teamwork has an impact on increasing the productivity of Panin Dai-chi insurance agents through increased work motivation, and (5) Motivation has an impact on increasing the productivity of Panin Dai-chi insurance agents.

scholarly journals Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement

2021 ◽  
Vol 19 (3) ◽  
pp. 162-174
Author(s):  
Setyo Riyanto ◽  
Endri Endri ◽  
Novita Herlisha
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Work Motivation ◽  
System Development ◽  
Employee Performance ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Improve Performance ◽  
Managerial Implications

Technological developments are things that must be followed by companies to achieve a competitive advantage to improve performance. To achieve and improve performance, companies need active employee engagement by encouraging motivation and fulfilling their job satisfaction. This study aims to analyze the effect of motivation and job satisfaction on performance with employee engagement as a mediating variable. The research sample is Information Technology (IT) companies located in the cities of Jakarta and Bandung, Indonesia. Research respondents are system developers who handle system development activities for a project or part of an ongoing project. By using the convenience sampling technique 103 responses were obtained from IT developers. The research model analysis method uses Partial Least Square (PLS) with SMART PLS Ver 3.0 software. Empirical findings prove that motivation has a positive effect on the performance of IT employees, while job satisfaction is independent. Employee engagement does not directly affect employee performance, but the effect of mediation through motivation and job satisfaction can have a significant effect on employee performance. The research findings have managerial implications, in increasing high employee involvement, motivation needs to be encouraged to be more active and innovative, and facilitate the achievement of the desired results. AcknowledgmentThis study was made possible because of the full support of the Region III Education Service Institute (LL-DIKTI III), the Ministry of Education and Culture of the Republic of Indonesia, and the Research Center at Mercu Buana University, Jakarta.

scholarly journals ANALISIS PENGARUH PELATIHAN DAN IKLIM ORGANISASI TERHADAP KINERJA UKM

2018 ◽  
Vol 11 (2) ◽  
pp. 154
Author(s):  
Janatul Husnah ◽  
Tatiek Nurhayati
Keyword(s):  
Organizational Climate ◽  
Survey Questionnaire ◽  
Improve Performance ◽  
Performance Training ◽  
Dependent Variables ◽  
The Relationship ◽  
The City ◽  
Intervening Variables ◽  
Positive Effect ◽  
And Training

<span lang="IN">           </span><span>Tujuan dari penelitian ini adalah untuk mengetahui pengaruh pelatihan terhadap kinerja, iklim organisasi terhadap kinerja, pelatihan terhadap inivasi, iklim organisasi terhadap inovasi, inovasi terhadap kinerja dan pelatihan terhadap iklim organisasi. Metode yang digunakan dalam penelitian ini adalah metode <em>explanatory</em> yaitu menjelaskan hubungan antara variable independent dan dependent serta di pengaruhi oleh variable intervening. Metode pengumpuloan data dengan menggunakan survey (koesioner) yang melibatkan 134 orang pelaku UKM fashion di Kota Semarang. Alat analisis yang digunakan dalam penelitian ini adalah SEM</span><span lang="IN"> (Amos )</span><span>. Hasil penelitian menunjukan bahwa, pelatihan dan iklim organisasi berpengaruh positif dan signifikan terhadap kinerja dan inovasi, selanjutnya inovasi berpengaruh positif juga terhadap kinerja dan pelatihan berpengaruh positif terhadap iklim organisasi. Hasil lain yang dapat dilihat dari penelitian ini bahwa Inovasi tidak dapat memdiasi pelatihan terhadap kinerja namun iklim organissi terhadap kinerja. Ha; tersebut disebabkan akrena pelatihan dan inovasi dapat meningkatkan kinerja secara terpisah dan sendiri-sendiri</span><div><span><br /></span></div><div><span><br /></span></div><div><span><span lang="EN">The purpose of this study was to determine the effect of training on performance, organizational climate on performance, training on innovation, organizational climate for innovation, innovation on performance and training on organizational climate. The method used in this study is an explanatory method that explains the relationship between independent and dependent variables and is influenced by intervening variables. The method of collecting data by using a survey (questionnaire) involving 134 people of fashion icon in the city of Semarang. The analytical tool used in this study is SEM</span><span> (Amos)</span><span lang="EN">. The results showed that training and organizational climate had a positive and significant effect on performance and innovation, then innovation had a positive effect on performance and training had a positive effect on the organizational climate. Another result that can be seen from this study is that innovation cannot improve training on performance but organizational climate for performance. Ha; This is because training and innovation can improve performance separately and individually</span></span></div>

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