Motivational Factors and Job Performance: The Mediating Roles of Employee Engagement

Abstract

This research examines the relationship between motivational factors, job performance, employee engagement and the impact of motivational factors on job performance function of employee engagement as a mediator in the government sector in the Sultanate of Oman. A quantitative study methodology was used, and six hypotheses were evaluated using 111 representative government employees from the Ministry of Education. This study is a pilot test. This study uses quota sampling, and Statistical Package for the Social Sciences (SPSS) and path analysis techniques were used for the analysis. The study's findings indicate that these factors have a favorable association, that motivational factors have significant positive relationships with employee engagement and job performance, and that employee engagement acts as a partial mediator in the relationship between motivational factors and job performance. This study is critical for leaders and regulators interested in enhancing job performance in Oman's public sector. This is one of the few studies on the mediating function of employee engagement in the link between motivational variables and job performance. This is the first research of its kind in Oman for the public sector. Other motivational variables could be examined and evaluated in the private sector in Future research.

Detecting causal relationships between work motivation and job performance: a meta-analytic review of cross-lagged studies

“…Drawing on this finding, some results (e.g., Yu et al, 2020;Almawali et al, 2021), in JD-R literature using a cross-temporal research design, should be explained with caution.…”

Relationship Motivation and Job Performance among Public Sector Employee: A Systematic Literature Review

“…It is proven that there a relationship between motivation and job performance among public sector employees, which the employee has a good motivation, the job performance can be increase. The studies such as (Syamsir, 2020;Stefurak et al, 2020;Uka & Prendi, 2021;Schwarz et al, 2020;Maryani et al, 2021;Anisya et al, 2021;Almawali et al, 2021;Amha & Brhane, 2020;Mariana, 2020;Wahyudi et al, 2023;Sunarsi et al, 2021;Alam et al, 2021;Widarko & Anwarodin, 2022;Kurniasih et al, 2022;Adetola et al, 2022;Dharmanegara et al, 2021;Tenrisanna et al, 2021;Sudha et al, 2023;Kuswati, 2020;Riwukore et al, 2022;Riwukore et al, 2021: Ratnawati et al, 2020Niati et al, 2021;Suriyanti, 2020;Rivaldo, 2021;Sumaiti, 2021;Virgiawan et al, 2021;Sukhumvito et al, 2020;Noor et al, 2020;Al-Jedaia & Mehrez, 2020;Guo et al, 2021;Syaharudin et al, 2022;Andika & Darmanto, 2020). These findings may have consequences for the government, which has to recognise the value of employee motivation to boost output and enhance performance.…”

“…However, study by Jufrizen et al (2021) found motivation is not a moderator in relationship between organizational culture and job performance. Most of studies shown that there a significantly positive relationship between motivation and job performance such as studies by (Syamsir, 2020;Schwarz et al, 2020;Stefurak et al, 2020;Uka & Prendi, 2021;Maryani et al, 2021;Anisya et al, 2021;Almawali et al, 2021;Amha & Brhane., 2020;Mariana, 2020;Wahyudi et al, 2023;Sunarsi et al, 2021;Alam et al, 2021;Widarko & Anwarodin, 2022;Kurniasih et al, 2022;Adetola et al, 2022;Dharmanegara et al, 2021;Tenrisanna et al, 2021;Sudha et al, 2023;Kuswati, 2020;Riwukore et al, 2022;Riwukore et al, 2021;Ratnawati et al, 2020: Niati et al, 2021Suriyanti, 2020;Rivaldo, 2021;Sumaiti, 2021;Virgiawan et al, 2021;Sukhumvito et al, 2020;Noor et al, 2020;Al-Jedaia & Mehrez, 2020;Guo et al, 2021;Syaharudin et al, 2022;Andika & Darmanto, 2020). Some studies such as Apex-Apeh et al (2020); Andika and Darmanto (2020); Sultana et al (2021); Noviani (2021) found that intrinsic motivation has significant influence on job performance, however extrinsic motivation does not have significant with job performance (Apex-Apeh et al, 2020).…”

The Impact of Performance Appraisals on Employee Productivity: The Case of the Lebanese Retail Sector

“…In other words, the purpose is to provide workers with a well-rounded perspective of how others see their contributions in areas like cooperation, communication, leadership, and interpersonal interaction. Coworkers may use the assessment to gauge how well an employee is doing in terms of helping the company accomplish its objectives and having a good impact on the customers they serve according to Almawali et al (2021). With the assessment approach, employees get immediate feedback, and extraneous data is removed, preventing information overload.…”

“…A company's workers are critical to its future development and success. In many ways, they represent a company's image (Almawali et al, 2021). Employees are the most critical resource a business may utilize to complete its tasks since they are the most valuable, expensive, and inconsistent.…”