De motivatie en prestatie van werkverslaafde, bevlogen en opgebrande werknemers

2012 ◽  
Vol 25 (4) ◽  
Author(s):  
Nahymja Nijhuis ◽  
Ilona van Beek ◽  
Toon Taris ◽  
Wilmar Schaufeli
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Work Motivation ◽  
Self Determination Theory ◽  
Self Determination ◽  
Equation Modeling ◽  
Role Performance ◽  
Motivational Regulation ◽  
Intrinsic Regulation ◽  
And Performance

The motivation and performance of workaholic, engaged and burned-out workers The motivation and performance of workaholic, engaged and burned-out workers Based on Deci and Ryan’s Self-Determination Theory, the present study investigated the work motivation of workaholic, work engaged, and burned-out employees. Furthermore, it investigated how these employees perform. Data were collected among employees of a Dutch bank (N = 680). Using Structural Equation Modeling, the present study showed that workaholism is primarily associated with introjected motivational regulation, work engagement is primarily associated with intrinsic regulation, and burnout is primarily associated with amotivation. Furthermore, a positive relation was observed between work engagement and extra-role performance and a negative relation between burnout and in-role performance. The present study provides insight into the motivational regulation of workaholic, work engaged, and burned-out employees, suggests that work engagement and burn-out are related to job performance, underlines the usefulness of the Self-Determination Theory for the field of Work and Organizational Psychology, and offers practical suggestions for reducing workaholism and burnout and promoting work engagement.

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

Abusive supervision and employee engagement and satisfaction: the mediating role of employee silence

2020 ◽  
Vol 49 (9) ◽  
pp. 1845-1858
Author(s):  
Chih-Chieh Wang ◽  
Hui-Hsien Hsieh ◽  
Yau-De Wang
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Work Engagement ◽  
Structural Equation ◽  
Work Motivation ◽  
Abusive Supervision ◽  
Equation Modeling ◽  
Full Time ◽  
Content Type ◽  
Employee Silence

PurposePrevious studies have found that abusive supervision undermines employees' work motivation and attitudes, namely work engagement and job satisfaction. However, less is known about the mechanisms by which abusive supervision negatively relates to employees' work engagement and job satisfaction. Drawing on conservation of resources theory, this study examines employee silence as a mediating mechanism linking abusive supervision to employees' work engagement and job satisfaction.Design/methodology/approachSurvey data were collected from a sample of 233 full-time employees of a large hotel service company in Taiwan. Structural equation modeling analyses were conducted to test the hypotheses.FindingsThe results showed that abusive supervision has a positive association with employee silence. Moreover, the results showed that employee silence mediates the negative associations of abusive supervision with employees' work engagement and job satisfaction.Practical implicationsThe results suggest that organizational managers should provide supervisors with leadership interventions to prevent the occurrence of abusive supervision. Furthermore, organizational managers should provide employees with opportunities to voice their concerns through the use of organizational communication and participation, which can reduce employee silence and subsequently foster employee engagement and satisfaction at work.Originality/valueThis study advances our understanding of how abusive supervision results in poor work motivation and attitudes among employees. This contributes to the literature by identifying employee silence as a suitable mediating mechanism linking the negative associations of abusive supervision with employees' work engagement and job satisfaction.

scholarly journals PENGARUH BUDAYA ORGANISASI, KOMITMEN ORGANISASI, DAN MOTIVASI KERJA TERHADAP KEPUASAN KERJA DAN KINERJA KARYAWAN

2018 ◽  
Vol 16 (4) ◽  
pp. 473-486
Author(s):  
Zainul Arifin Noor
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Human Resources ◽  
Structural Equation ◽  
Work Motivation ◽  
Equation Modeling ◽  
Human Resources Development ◽  
Working Performance ◽  
And Performance

This research aims to test and prove the influence of organizational culture, organizational commitment, and motivation of work towards job satisfaction and performance of employees of PT Indofood Sukses Makmur Tbk Kalimantan. The population in this study were employees of PT Indofood Sukses Makmur Tbk Kalimantan some 392 employees originating from the manufacturing, human resources development, marketing, and accounting. Using the formula, the respondent elected slovin as samples of 50.5% of the number of 198 employees originating from the manufacturing of 155 employees, human resources a number of 19 employees, marketing a number of 14 employees, and accounting of 10 employees. Based on the results of data analysis using Structural Equation Modeling (SEM) through AMOS 16.0, the results showed the 7 proposed hypotheses, there is a significant hypothesis 6 or received and there is a rejected hypothesis 1. As for the hypothesis is a hypothesis accepted: 1. Organizational culture affect significantly to job satisfaction of employees. Hypothesis 2. Organizational commitment affect significantly to job satisfaction of employees, the hypothesis 3. Influential work motivation significantly to job satisfaction of employees, hypothesis 4. Organizational culture affect significantly the performance of employees, the hypothesis 6. Significant impact on the motivation of working performance of employees, and hypotheses 7. Job satisfaction influence significantly the performance of the employees of PT Indofood Sukses Makmur Tbk Kalimantan. The hypothesis was rejected while the 1 is the hypothesis that 5 has no effect on the Organization's commitment to the performance of the employees of PT Indofood Sukses Makmur Tbk Kalimantan

The role of leadership and engagement in call center performance: answering the call in Peru

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rachel Gabel Shemueli ◽  
Mary F. Sully de Luque ◽  
Danae Bahamonde
Keyword(s):  
Employee Engagement ◽  
Leadership Style ◽  
Call Center ◽  
Structural Equation ◽  
Equation Modeling ◽  
Role Performance ◽  
Feedback Seeking ◽  
Content Type ◽  
Seeking Behavior ◽  
And Performance

PurposeTo examine the effects of leadership style on in-role performance through feedback seeking behavior (FSB) and engagement using the job demands resource theory (JD-R).Design/methodology/approachThe sample consisted of 152 employees working in a Peruvian call center. Structural equation modeling (SEM) was used to test the research hypotheses.FindingsTransformational leadership was significantly related to in-role performance, with FSB and engagement sequentially mediating the relationship.Originality/valueThis study highlights the motivational processes that can lead to employee engagement and performance within a call center and identifies the contribution of feedback seeking within this environment.

Kontribusi Kepemimpinan dan Kompensasi dalam Meningkatkan Kinerja melalui Motivasi Kerja Karyawan

2021 ◽  
Vol 6 (3) ◽  
pp. 73
Author(s):  
Desianti Desianti ◽  
Rabihatun Idris ◽  
Muklis Kanto ◽  
Munandar Munandar
Keyword(s):  
Structural Equation ◽  
High Performance ◽  
Direct Relationship ◽  
Work Motivation ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Total Sample ◽  
Equation Modeling ◽  
Direct Influence ◽  
And Performance

Exploration of the antecedents of performance with the support of good leadership and compensation as well as the support of high work motivation is the purpose of this study. The quantitative paradigm is an approach in this study that seeks to explore the triggers for high performance, the population in this study is the entire employee at Pt Bank Sulselbar in Makassar as many as 256 people, the sampling technique uses a simple random sampling method with a total sample of 156 people. The analysis used in testing the hypothesis is Structural Equation Modeling (SEM) with the help of WarpPLS Software version, 6.0. The results of this analysis show that there is a direct relationship between leadership constructs that have an influence on performance, compensation also has a direct influence on performance and motivation has a direct influence on performance variables, leadership directly has a direct relationship to performance and compensation also has a positive effect on motivation, Leadership indirectly affects performance through motivation as a mediator, motivation cannot mediate between the relationship between leadership and performance.

Autonomy and Performance: Proactive Vitality Management and Work Engagement as Sequential Mediators of the Relationship

2021 ◽  
pp. 003329412110484
Author(s):  
Luca Tisu ◽  
Delia Vîrgă ◽  
Ioana Mermeze
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Current Trend ◽  
Well Being ◽  
High Energy ◽  
Equation Modeling ◽  
Theoretical Assumption ◽  
And Performance ◽  
Individual Strategies ◽  
The Relationship

A current trend in organizational job design is to provide employees increased autonomy to enhance their performance. Using the Job Demands-Resources (JD-R) theory as a working framework, the present study proposes proactive vitality management and work engagement as sequential mediators of this relationship. Thus, we test a parsimonious model that encompasses both individual strategies (i.e., proactive vitality management) and affective-cognitive (i.e., work engagement) factors as explanatory mechanisms in the link between autonomy and performance. Data from 256 Romanian employees were gathered and analyzed via structural equation modeling. The results provided support to our model. Specifically, we found proactive vitality management and work engagement to fully mediate the relationship between autonomy and performance. As such, our model validates the theoretical assumption of the JD-R theory that employees who engage in individual strategies (i.e., proactive vitality management) can capitalize on existing job resources (i.e., autonomy) to increase their well-being (i.e., work engagement) and performance. Furthermore, by identifying proactive vitality management as a mediator in the relationship between autonomy and performance, we provide practitioners with a set of proactive behaviors that can complement resource-replenishing activities (e.g., coffee break) in securing and sustaining high energy levels at work.

scholarly journals PENGARUH MOTIVASI KERJA, KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA KARYAWAN SERTA KINERJA PERUSAHAAN PT. ERHA CLINIC INDONESIA

2018 ◽  
pp. 2493
Author(s):  
I Gusti Ayu Ari Agustini
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Structural Equation ◽  
Work Motivation ◽  
Descriptive Analysis ◽  
Leadership Skills ◽  
Equation Modeling ◽  
Employee Job Satisfaction ◽  
And Performance ◽  
The Relationship

The purpose of this study is to investigate the relationship between work motivation, leadership, organizational culture, employee satisfaction and its influence on the performance of the company PT. Erha Clinic Indonesia. To answer these research purposes, then an examination of the whole employees of PT. Erha Clinic Indonesia, amounting to 112 people. The method used is descriptive analysis and analysis of structural equation modeling (SEM).  Based on the results of analysis show that motivation, leadership, and organizational culture has a significant impact on job satisfaction of employees of PT. Erha Clinic Indonesia. The result of the analysis also states work motivation, leadership, organizational culture, and employee job satisfaction significantly influences the performance of the company PT. Erha Clinic Indonesia. The implications of this research is to improve leadership skills and organizational cultures that exist, so that aspects of employee job satisfaction can be met, because in general a high employee job satisfaction will increase their work motivation and performance.

scholarly journals Influence of Internal and External Controlling Teaching Behaviors on Students’ Motivational Outcomes in Physical Education: Is There a Gender Difference?

2021 ◽  
pp. 1-11
Author(s):  
Ángel Abós ◽  
Rafael Burgueño ◽  
Luis García-González ◽  
Javier Sevil-Serrano
Keyword(s):  
Physical Education ◽  
Structural Equation ◽  
Self Determination Theory ◽  
Self Determination ◽  
Equation Modeling ◽  
Physical Education Teachers ◽  
Teaching Behaviors ◽  
Mean Differences ◽  
Multigroup Structural Equation Modeling ◽  
Controlling Behaviors

Purpose: Grounded in self-determination theory, this study examined gender latent mean differences in students’ perceptions of externally and internally controlling teaching behaviors, basic psychological need frustration, controlled motivation, amotivation, and oppositional defiance in the physical education context. Moreover, it analyzed the differentiated role that internal and external controlling behaviors play on these self-determination theory-related variables among girls and boys. Method: A sample of 1,118 students (Mage = 14.11 ± 1.50; 50.9% girls) participated in this research. A multigroup structural equation modeling approach was used to respond to the research questions. Results: Analyses revealed that girls reported more maladaptive outcomes in most self-determination theory-related variables than boys. Although externally and internally controlling behaviors of physical education teachers were positively related to maladaptive outcomes, the behaviors correlate differently between boys and girls. Conclusion: Findings highlight the importance of reducing externally controlling behaviors in boys and internally controlling behaviors in both genders, but particularly in girls.

Pengetahuan Manajemen, Kompensasi, Motivasi Kerja Dalam Meningkatkan Kinerja Karyawan Dengan Semangat Kerja Sebagai Variabel Intervening

2019 ◽  
Vol 16 (3) ◽  
pp. 105
Author(s):  
I Kadek Rahyudi Sukarta ◽  
Ni Putu Nina Eka Lestari
Keyword(s):  
Structural Equation ◽  
Explicit Knowledge ◽  
Work Motivation ◽  
Employee Performance ◽  
Secondary Data ◽  
Primary Data ◽  
Equation Modeling ◽  
Management Knowledge ◽  
And Performance ◽  
A Company

ABSTRACTHuman resources (HR) is an important role for an organization that fails to achieve its goals. Therefore HR needs to get knowledge management, compensation, work motivation and have a good working spirit. Humans as the key to the success of a company desperately need knowledge of good management in order to manage the company. Employees need knowledge about management to provide knowledge to organizations within a company. There are 2 (two) types of knowledge, namely tacit knowledge and explicit knowledge. Then compensation is very influencing employee performance because with compensation, employees will also get a service reward that is appropriate and motivates employees. Work motivation can be interpreted as a condition in one's personal self so that the person is motivated to carry out an activity or activity and has a work spirit to improve optimal performance within the company. This study uses CB-SEM (Covariance Based-Structural Equation Modeling) analysis techniques. Besides that, the sobel test testing method was also used in this study. The data used in this study are primary data through the distribution of questionnaires and secondary data from previous studies, literature, print media (newspapers and magazines) and electronic media (internet).The results showed that management knowledge, compensation, work motivation, and work morale had a positive and significant influence on employee performance at Danoya Villa Batu Belig, Krobokan. (1) The value of t count = 2.2933> of the value of t table = 1.96. Thus it can be said that the Work Spirit variable is the mediating variable of the influence of Management Knowledge on Employee Performance. (2) Value of t count = 1.5606 <from the value of t table = 1.96. Thus it can be said that the Work Spirit variable is not the mediating variable of the influence of Compensation on Employee Performance. (3) Value of t arithmetic = 1.6767 <from ttable = 1.96. Thus it can be said that the Work Spirit variable is not a mediating variable the effect of Work Motivation on Employee Performance. Based on the results of the study it can be suggested as follows: Villa Danoya Batubelig Kerobokan Badung in fostering employee morale and performance in order to better understand what the employees want and need. For this reason, the Villa Danoya Batubelig Kerobokan Badung is intended to further enhance the development of human resources in the company. With the growth of morale and employee performance, it will have an impact on improving services, so that the number of guests staying overnight will increase

How does knowledge about the criteria for an upcoming test relate to adolescents’ situational motivation in physical education? A self-determination theory approach

2018 ◽  
Vol 25 (4) ◽  
pp. 983-1001 ◽  
Author(s):  
Leen Haerens ◽  
Christa Krijgsman ◽  
Athanasios Mouratidis ◽  
Lars Borghouts ◽  
Greet Cardon ◽  
...  
Keyword(s):  
Physical Education ◽  
Structural Equation ◽  
Self Determination Theory ◽  
Need Satisfaction ◽  
Self Determination ◽  
Multilevel Structural Equation Modeling ◽  
Equation Modeling ◽  
Theory Approach ◽  
Situational Motivation ◽  
Motivating Style

Students’ knowledge about the criteria for an upcoming test is a crucial component of assessment quality. Grounded in self-determination theory, we investigated whether knowledge about the criteria for an upcoming test related to students’ situational motivation and experienced anxiety during physical education (PE). We also examined whether these relations were: (a) mediated by need-based experiences; and (b) moderated by teachers’ motivating style. Participants were 659 students (55.54% boys, 44.46% girls, mean age 14.72 years, standard deviation = 0.94) out of 40 classes from 32 schools taught by 39 different PE teachers. Analyses through multilevel structural equation modeling showed that students with more knowledge about the criteria for an upcoming test valued and enjoyed the lesson more (i.e. autonomous motivation), and felt less aloof (i.e. amotivation). Relations between knowledge about the criteria and students’ situational motivation were mediated by experienced need satisfaction. Specifically, students who had more knowledge about the criteria for an upcoming test felt more in charge of their learning process (i.e. autonomy satisfaction), felt more effective in reaching their goals (i.e. competence satisfaction) and felt more connected to the teacher (i.e. relatedness satisfaction). Although relations between knowledge about the criteria and students’ motivation were not moderated by teachers’ motivating style, teachers’ motivating style displayed independent relations with students’ motivation. Implications for assessment quality and students’ motivation in PE are discussed.

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