Implications of work motivation, employee discipline, and compensation on employee performance while working from home at a digital marketing company

Abstract

Many organizations apply WFH policy during the pandemic. In this study, we focused on the employee performance quality when engaged in this working pattern. The result of the study is expected to provide positive recommendations to organizations in implementing the WFH policy. This approach allows researchers to see the significance of the construct and its effect on employee performance. 104 out of 140 employees were recruited as participants using a purposive sampling technique based on several criteria. The obtained data are considered representative of the population. This study examined the effect of workmotivation, work discipline, and compensation on employee performance. These variables were analyzed the Work from Home (WFH) setting during the COVID-19 pandemic. The result of the study may provide a positive recommendation to improve employee performance when working from home. This study found that work motivation and discipline positively affected employees’ job performance. Compensation did not affect but had a positive relationship with employees’ job performance. Work discipline was found to be the most dominant variable affecting the increase in employee performance during WFH. The organization needs to evaluate the compensation program to improve the work outcome quality and rewards for employees during the WFH program.

The Influence of Work from Home on Job Performance among Academicians in Kelantan, Malaysia: Mediating Role of Employee Work Motivation

“…They can also live in a less expensive area, like a suburb, even though it is far from their job. Additionally, they have the chance to tackle personal concerns while at work, which enables them to achieve greater levels of personal fulfilment (Azmy et al, 2022). In line with previous research findings, this study proposes the following hypothesis:…”

Remote employee performance management: The NEAR / EARN model proposal

“…Compensation has been proven to have significant impact on productivity and overall performance of remote employees in the most of the reviewed empirical studies, both directly (Azmy et al, 2022;Khoirunnisah & Siregar, 2023) and indirectly, through work motivation as a mediating (intervening) variable (Lubis, 2021;Syamsuddin et al, 2021). There are few opposite findings, as those of Johannes et al (2023), where the influence of compensation on the organizational commitment of remote employees in FMCG sector in Indonesia was found insignificant.…”

Moderating Gender in Work From Home Policy Implementation on State Civil Apparatus Performance using Multigroup Analysis

“…WFH is a work arrangement used to perform work flexibly and automatically, which refers to work done at home, regardless of whether the individual doing the result is an employee of an organization or self-employed (Febriani & Sopiah, 2022;Wolor et al, 2021). WFH is a form of remote work without being restricted by normal working hours and is characterized by a better work-life balance and high mobility (Azmy et al, 2022). Removing the limitations of working space and time is one alternative to achieving organizational efficiency, and the presence of work flexibility can contribute to reducing the gender gap in the workplace (Angelici & Profeta, 2021).…”

“…Work-life balance was assessed using 11 statement items adapted from Irawanto et al (2021), while work productivity was measured using 11 statement items adapted from Wolor et al (2021). Employee performance was measured using 11 statement items adapted from Azmy et al (2022). Additionally, gender, treated as nominal data, was measured with categories 1 for "male" and 2 for "female".…”