The Influence of Work Motivation on Employee Job Satisfaction in The Pringsewu Regency Public Works Department (original) (raw)
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Mediterranean Journal of Social Sciences, 2015
Motivation is considered as a predictor of job performance. In other words, the determinants of employee job performance were motivation, aptitudes and skill. Thus, motivated employees with high levels of job involvement are considered as important elements to an organization. In this paper, it attempts to measure the effect of employee motivation towards job performance among non-academic staff in Universiti Teknologi MARA Terengganu (UiTMT). A total of 169 respondents were selected from non-academic staff of departments in UiTMT. Three predictors such as individual needs, personal preferences and work environment were found to have medium to strong correlation with the dependent variables namely job performance. The analysis shows that individual needs, personal preferences and work environment are positively and significantly related to job performance. The outcome of the study indicates that UiTMT needs to focus on their motivation aspect, where it can boost up their level of job performance. Finally, research and practical implications of the study are discussed.
Journal of Humanities and Education Development, 2020
The study was a descriptive-correlational research. It primarily aimed to determine the significant relationship between the work motivation and job satisfaction of regular employees of the municipal local government of Matalam, Cotabato, Philippines. The study found out that regular employees have moderate level of work motivation with a high level of need of affiliation and achievement while moderate level of need of power. Moreover, the study determined that the regular employees have a high level of job satisfaction at work with high level of satisfaction on co-workers' support and work conditions while moderate level of satisfaction on benefits and managerial support. Moreover, the study also proposed an intervention program that the Heads, Supervisors and Human Resource Management Development Office may use as a keystone in addressing problems on work motivation explored in the study such as issues on wanting to be liked by others, finding themselves talking to those around them about non-work matters, inability to solve the problems that arise in work and issues on being in charge. The intervention program also had recommendations to address problems on job satisfaction of the regular employees such as issues on their current salary on meeting their qualification, colleagues on giving them opportunities to contribute ideas from various perspectives, contentment on working under the supervision, continuous feedback of the supervisor to help them achieve the goals, and meeting career objectives through the current jobs. Lastly, the research determined a positive yet low relationship between the work motivation and job satisfaction of the regular employees. Nevertheless, the study concluded that the correlation that was found between the variables was insignificant and due to probability. Also, no dimension of work motivation was found to be statistically significantly associated with any of the dimensions of job burnout.
IMPACT OF WORK MOTIVATION AMONG GOVERNMENT EMPLOYEES AT SANGGUNIANG PANLUNGSOD IN BATANGAS CITY
Motivation can have a good impact on government personnel by increasing job satisfaction, productivity, and overall job performance. It can lead to higher task efficiency, improved teamwork, and a stronger commitment to attaining company goals. Furthermore, motivated government personnel are more likely to actively engage in their profession, supporting innovation and better public service delivery. The study assessed the work motivation of government employees at Sangguniang Panlungsod in Batangas City. The study involved 30 government employees. No sampling method was used. The descriptive method of research utilized an adopted questionnaire in this study. Ranking and weighted mean were the statistical tools used in treating the collected data. The researcher found out that majority of the respondents are 50 and above, female, college level, and 15 and above in the service. Variables in motivation in terms of hygiene factors and motivators rated as agreed. An employee development plan has been proposed to help them manage the work motivation for the Government Employee.
Journal of Economics and Business, 2021
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 motivati...
Jurnal Ad'ministrare
This study aims to determine and analyze the influence of motivation, job satisfaction, and work discipline on employee performance at the Regional Secretariat of Maros Regency. This type of research is quantitative descriptive, while the nature of the research is descriptive explanatory research. The research was conducted at the Regional Secretariat of Maros Regency. The research was carried out for 3 months. The population in this study amounted to 96 employees at the Regional Secretariat of Maros Regency. The sample in this study was the total population taken as a sample. Thus the number of samples is equal to the population (census or saturated samples). So that the sample is 96 employees at the Regional Secretariat of Maros Regency. The data analysis method used in this study is multiple regression analysis. The results showed that there was a positive and significant influence between work motivation, job satisfaction and work discipline on the performance of the Maros Regen...
2020
The objectives of this research were to analyze the influence of work motivation, work discipline and work environment on employees’ job satisfaction at PT. Samudera Perdana Selaras. The methods of data collection used were questionnaire and interview. The technique of analysis used in this research was multiple linear regression analysis. The sample of this research consisted of 62 respondents and analytical method used were validity test, reliability test, classic assumption test, multiple linear regression, coefficient determination, t test and F test. The result of multiple linear regression analysis could be shown by the regression equation Y = 0.837 + 0.382 X 1 + 0.267 X 2 + 0.239 X 3 . The coefficient determination of this research was 53.9%, which meant that the contribution of work motivation, work discipline and work environment on employees’ job satisfaction was 53.9% and the remaining 46.1% was influenced by other variables which were not examined in this research. The r...
East African scholars journal of economics, business and management, 2023
Work motivation is the most vital driving force in achieving performance. Without motivation, employees will not succeed in completing a job to the fullest because no will comes from within the employee itself, what appears is only routine. The work motivation factor for Makassar City Regional Secretariat employees in carrying out their duties as state servants greatly determine the success of the performance of the Makassar City Regional Secretariat. This study aims to determine the effect of work motivation on employee performance at the secretariat office of the Regional People's Representative Council of Makassar City, namely Work Motivation (X) with the dependent variable namely employee performance (Y) of the Regional People's Representative Council of Makassar City. The study used a sample of 39 respondents. The data collection method used was a questionnaire spread hearing which was processed using simple linear regression analysis. The results of this study indicate that based on the results of simple linear regression analysis, the equation is obtained: Y = 1.576 + 572 X. The hypothesis submission using the t-test shows that work motivation has a significant effect on employee performance. The coefficient of determination (R²) is 56%. This shows that 56% of employee performance can be explained by motivational variables, while the rest is influenced by other factors not examined. The benefit of this research is to provide input to government agencies regarding the influence of employee motivation at the secretariat of the Regional People's Representative Council of Makassar City.
https://www.ijrrjournal.com/IJRR\_Vol.10\_Issue.2\_Feb2023/IJRR-Abstract75.html, 2023
Employees are an important resource for the company, because they have the talent, energy and creativity that is needed by the company to achieve its goals. With employees who are able to run the company well, a company will be able to develop and achieve goals effectively and efficiently. This shows that employees are the main key to the success of a company. This study aims to determine whether the work environment and work facilities influence employee job satisfaction through motivation as an intervening variable at the Labuhanbatu District Revenue Agency. The study was conducted on 52 employees using a saturated sampling technique. The data collection technique used was primary data in the form of questionnaires and secondary data obtained through documentation studies. Data analysis techniques used quantitative data processed with the SPSS version 25 program, namely t test, coefficient of determination (R2), Sobel test and path analysis. The results obtained in this study show 1) there is a significant influence between the Work Environment on motivation, 2) there is a significant effect between the Work Facilities variable on motivation, 3) there is an influence but not significant between the motivation variable on Job Satisfaction, 4) there is a significant influence between variable of Work Environment on Job Satisfaction, 5) there is a significant influence between Work Facilities variable on Job Satisfaction, 6) motivation variable cannot affect Work Environment variable on Job Satisfaction, 7) motivational variable cannot affect Work Facilities variable on Job Satisfaction.
Proceedings of the Proceedings of the 1st International Conference of Global Education and Society Science, ICOGESS 2019,14 March, Medan, North Sumatera, Indonesia, 2020
This article presents a summary of the results of study which aimed to determine the effect of work ability, religiosity, organizational justice, and work context on work motivation, with the hypothesis that there is a positive direct effect of work ability (X1) on work motivation, there is a positive direct effect of religiosity (X2) towards work motivation, there is a positive direct effect of organizational justice (X3) on work motivation, and there is a positive direct effect of the work context (X4) on work motivation (Y). The study was conducted with inferential quantitative approach. Population consisted of 63 employees of education staff which determined by stratified proportional random sampling in a number of 31 respondents.Data was processedby SPSS using the Path analysis formula. The results of the study concluded: 1) The contribution of work ability to work motivation is 17.30%, with the path coefficient (ρyx1) = 0.416, the value of sig. 0.012 <0.05, meaning that Ho is rejected, Ha is accepted. Religiosity contribution to work motivation is 17.47%, with path coefficient (ρyx2) = 0.418, sig value. 0.012 <0.05 means that Ho is rejected, Ha is accepted. Organizational justice contributes positively but is very small and not significant to work motivation, at 1.34%, with path coefficient (ρyx3) = 0.116, sig value. 0.608> 0.05 means that Ho is accepted, Ha is rejected. Contribution of work context to work motivation is 24.50% with path coefficient (ρyx4) = 0.495, sig value. 0.035 <0.05 thus Ho is rejected, Ha is accepted. The implication of the research results is, for improving work motivation of the staff, give the opportunity to employees to improve their ability to work with training in their respective fields of work, improve religiosity, and give training in understanding the context of each work. While the organizational justice factor (X3) has a weak impactingtowards the respondents.
Work Motivation, Job Satisfaction and Employee Performance
Business and Entrepreneurial Review
This investigation goals to anatomize the influence of work motivation on employee performance intercede by employee job satisfaction. The data is obtained directly through distributing questionnaires via google docs and whatsapp to employees who work at Bank Rakyat Indonesia. The number of respondents in this determination was 160 people. The results of hypothesis testing show : Work motivation has a positive and significant effect on employee performance, job satisfaction and employee performance through job satisfaction, then Job satisfaction has a positive effect and significant on employee performance.