Pengaruh Motivasi Intrinsik Dan Ekstrinsik Terhadap Kinerja Pengemudi Grabbike

Hamdani, Hamdani; Mulyanti, Rita Yuni; Abdillah, Fatimah

doi:10.37932/j.e.v9i2.53

Cited by 6 publications

(5 citation statements)

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“…Kinerja adalah tindakan seseorang berupa gabungan dari kemampuan usaha yang dilakukan agar dapat memperoleh hasil yang diinginkannya, dengan terdapatnya dorongan yang lebih atau kemampuan yang cukup maka seseorang mampu untuk menyelesaikan pekerjaannya sesuai dengan target yang telah ditetapkan sebelumnya (Hamdani et al, 2019). Mathis dan Jackson dalam (2010) mengungkapkan bahwa dalam menilai kinerja pegawai telah ditetapkan beberapa indikator, sebagai berikut : 1) Quality of output (kualitas keluaran)…”

Section: Kinerja Pegawaiunclassified

Peran Motivasi Kerja Dalam Memediasi Pengaruh Iklim Organisasi Dan Disiplin Kerja Terhadap Kinerja Pegawai Di Masa Pandemi Covid-19

Pamungkas

Mulyanti

Puspa

2022

Ekobis

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Penelitian ini bertujuan untuk menganalisis dan memperoleh bukti empiris tentang hubungan antara iklim organisasi, disiplin kerja, motivasi kerja, dan kinerja pegawai. Jenis penelitian ini adalah ekplanatori dengan pendekatan kuantitatif. Responden penelitian ini adalah pegawai Inspektorat Utama Kemenristek/BRIN yang berada di tingkat middle management. Data dikumpulkan dengan menggunakan kuesioner yang diisi oleh 121 responden. Pengujian hipotesis penelitian menggunakan pendekatan Structural Equation Model (SEM) berbasis Partial Least Square (PLS). Temuan dari hasil penelitian ini menunjukkan bahwa secara langsung iklim organisasi berpengaruh signifikan terhadap kinerja pegawai dan motivasi kerja sedangkan disiplin kerja berpengaruh signifikan hanya kepada motivasi kerja, motivasi kerja berpengaruh signifikan terhadap kinerja pegawai namun tidak kepada kinerja pegawai. Pengaruh tidak langsung dapat terlihat bahwa iklim organisasi mampu dimediasi sebagian oleh motivasi kerja terhadap kinerja pegawai dan disiplin kerja berhasil dimediasi secara penuh oleh motivasi kerja terhadap kinerja pegawai. Berdasarkan hasil temuan dalam penelitian ini, kebijakan pimpinan pada Inspektorat Utama Kemenristek/BRIN agar bisa lebih menekankan disiplin kerja pegawai dengan melakukan inspeksi kedisiplinan secara periodik serta dapat memberikan apresiasi atas kinerja baik yang telah diraih oleh pegawai di Inspektorat Utama Kemenristek/BRIN sesuai dengan peraturan yang berlaku.This study aims to analyze and obtain empirical evidence about the relationship between organizational climate, work discipline, work motivation, and employee performance. This type of research is explanatory with a quantitative approach. Respondents of this study were employees of the Main Inspectorate of the Ministry of Research and Technology/BRIN who were at the middle management level. Data were collected using a questionnaire filled out by 121 respondents. Testing the research hypothesis using a Structural Equation Model (SEM) approach based on Partial Least Square (PLS). The findings of this study indicate that the organizational climate has a significant effect on employee performance and work motivation, while work discipline has a significant effect only on work motivation, work motivation has a significant effect on employee performance but not on employee performance. The indirect effect can be seen that the organizational climate can be mediated in part by work motivation on employee performance and work discipline is successfully mediated fully by work motivation on employee performance. Based on the findings in this study, the leadership policy at the Main Inspectorate of the Ministry of Research and Technology / BRIN is to emphasize employee work discipline by conducting periodic disciplinary inspections and being able to give appreciation for the good performance that has been achieved by employees at the Main Inspectorate of the Ministry of Research and Technology / BRIN in accordance with regulations.

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Section: Kinerja Pegawaiunclassified

Peran Motivasi Kerja Dalam Memediasi Pengaruh Iklim Organisasi Dan Disiplin Kerja Terhadap Kinerja Pegawai Di Masa Pandemi Covid-19

Pamungkas

Mulyanti

Puspa

2022

Ekobis

Self Cite

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“…The Commitment to Organization variable is measured by 8 items adopted from Ko et al (2021). The Motivation variable is measured by 10 items adopted from Hamdani et al (2020). And the Job Performance variable is measured by 9 items adopted from Ramos-Villagrasa et al (2019).…”

Section: Methodsmentioning

confidence: 99%

The Influence of Self-Efficacy on Job Satisfaction, Organizational Commitment, Motivation and Job Performance in Private School Teachers

Rossiandy,

Indradewa

2023

ajosh

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Self-belief in an individuals abilities is essential for influencing behavior, decision-making and achieving organizational goals. The purpose of this study is to investigate the role of teacher self-efficacy that can influence job satisfaction, organizational commitment, motivation and job performance in the scope of formal education. This study used data collection by survey method and online questionnaire distribution, respondents were selected by purposive sampling method. The sample of this research is teachers who teach at the kindergarten, elementary, junior high, and high school levels in the 2022-2023 school year. The data analysis technique used Structural Equation Model (SEM) with SmartPLS 3.0. Some of the findings in this study are that self-efficacy has a direct effect on job satisfaction, motivation and job performance of teachers. Self-efficacy has no direct influence on job performance through the mediating effects of motivation and organizational commitment. The managerial implication of this study for school administrators and researchers is to strengthen the perception of teacher self-efficacy through professional development, appreciation and rewards, so that it can have a broad positive impact on teacher motivation in various aspects of life.

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“…According to Fahmi (2018), motivation is a positive driving force that may originate from within oneself or external factors that encourage individuals to improve their attitudes. One form of motivation from external sources, as outlined by Hamdani et al (2019), is external factors that come from the individual's environment and have a significant impact on their behavior and actions. Waruwu (2019) states that positive attitude changes triggered by extrinsic motivation also have the potential to greatly impact individual performance in the workplace.…”

Section: Literature Review Extrinsic Motivationmentioning

confidence: 99%

The Influence of Extrinsic Motivation, Affective Commitment, and Job Satisfaction on Employee Performance During COVID-19 Pandemic

Purnomo,

Wardhani,

Chaerudin

2023

IJLPG

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Objective – The purpose of this research is to conduct an analysis of the interrelationships by testing hypotheses regarding the positive and significant impact of extrinsic motivation factors, affective commitment, and job satisfaction on the performance of employees at SMK PGRI 109 Tangerang, especially in the COVID-19 pandemic situation. Methodology/approach – The method used in this research is a quantitative causal approach. A total of 78 individual employees participated as respondents in this study, and the sample was drawn from the entire population. Data was collected through questionnaires and analyzed using SmartPLS 3.2.9 software. Findings – The results of this research indicate that there is a strong and significant relationship between extrinsic motivation, affective commitment, job satisfaction, and employee performance at SMK PGRI 109 Tangerang. These findings are proven to be applicable both partially and comprehensively across all tested paths. Therefore, the hypotheses regarding the positive and significant influence of these three factors on employee performance can be accepted. Novelty/value – The findings provide deeper insights into the factors influencing employee performance, namely extrinsic motivation, affective commitment, and job satisfaction. With a better understanding of this relationship, management has the opportunity to design strategies aimed at enhancing employee performance through increasing extrinsic motivation, affective commitment, and job satisfaction. Moreover, this research also contributes novel insights to the literature on the relationships among the mentioned factors.

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Pengaruh Motivasi Intrinsik Dan Ekstrinsik Terhadap Kinerja Pengemudi Grabbike

Cited by 6 publications

References 0 publications

Peran Motivasi Kerja Dalam Memediasi Pengaruh Iklim Organisasi Dan Disiplin Kerja Terhadap Kinerja Pegawai Di Masa Pandemi Covid-19

Peran Motivasi Kerja Dalam Memediasi Pengaruh Iklim Organisasi Dan Disiplin Kerja Terhadap Kinerja Pegawai Di Masa Pandemi Covid-19

The Influence of Self-Efficacy on Job Satisfaction, Organizational Commitment, Motivation and Job Performance in Private School Teachers

The Influence of Extrinsic Motivation, Affective Commitment, and Job Satisfaction on Employee Performance During COVID-19 Pandemic

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