The Role of Work Motivation and Work Environment in Improving Job Satisfaction

Abstract

This study aims is to analyze the effect of work motivation on the satisfaction of management lecturers and analyze the effect of the work environment on the satisfaction of management lecturers at a private university in the city of Makassar. This type of research is explanatory research. The sample of this research is management lecturers at private universities in Makassar city, Data use purposive random sampling total 105 respondent. The research period was carried out in February 2020-May 2020. The method of analysis in this study was multiple regression analysis. The results of this study indicate that motivation has a significant effect on job satisfaction. This study proves that both theoretically and previous empirical studies explain that increasing work motivation will increase the job satisfaction of lecturers at private universities in the city of Makassar. According to empirical studies, motivation from a financial perspective can encourage someone to do work. This factor has a more significant influence than the influence of motivation on lecturer job satisfaction. The universities and study programs must improve indicators in the work environment to create comfortable working conditions so that it will increase the job satisfaction of private university lecturers in the city of Makassar.

Modeling the Significance of Motivation on Job Satisfaction and Performance Among the Academicians: The Use of Hybrid Structural Equation Modeling-Artificial Neural Network Analysis

“…However, this present study suggests that intrinsic rewards, classroom environment, and CCT significantly impacted the lecturer’s job satisfaction. The current study sought agreement with the work by Basalamah and As’ad (2021) that the classroom facilitated the delivery of teaching instruction while the academic felt empowered and satisfied. However, the study’s results emphasized that the classroom environment was insignificantly related to the lecturer’s job performance.…”

“…Correspondingly, Pham-Thai et al (2018) highlighted an increase in employee productivity upon the increase in the pay structure. The recent empirical work demonstrated that FRs positively influence job performance, while the employees are more concerned about the extrinsic reward systems that include salary, bonuses, or commissions that could increase their satisfaction and the organization profits ( French et al, 2020 ; Basalamah and As’ad, 2021 ). Accordingly, the following hypotheses are suggested:…”

The Effect of Motivation Factors on Employee Performance: Performance Appraisal Using Data Mining

“…Employee motivation may be achieved through a variety of variables that assist worker motivation, and motivation will invariably affect employee productivity, which will drive corporate performance. Both business managers and recruiters have been involved in the game of workplace motivation, where financial compensation is the most significant motivating factor for professionals to enhance their organizational productivity in workplace; some other set of factors includes management connection, practice environment, employee's willingness, stability, equality, chance for career progress, and reasonable continuous assessment (Basalamah & Ajmal, 2021). These motivational aspects will boost staff morale and increase performance.…”

The Necessity of Conducting Teambuildings as a Prevention Response to Pandemic and War Times

“…Earning, advancement, avoidance of punishments and criticism, and the environment of understanding within the team are all key aspects in professional competence. Work motivation may be classified into three types (Basalamah and As'ad, 2021): 1) Internal motivation-the mood among the team, the direct manager consultation. (Dahlin, Chuang and Roulet, 2017); 2) Good external motivation like self-esteem, wages, and opportunity (Martinez and Hurtado, 2018) for advancement in career; 3) Negative external motivationlike avoiding unconstructive criticism (Graham, 2020), avoiding the possibility of losing the job.…”