Exploring the link between HRPractices, Employee Motivation, Employee Empowerment and Employee Performance in Engineering Firms of Indonesia

Saengchai, Sakapas; Siriattakul, Parinya; Jermsittiparsert, Kittisak

doi:10.37200/ijpr/v23i4/pr190406

Cited by 7 publications

(9 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Therefore, from an organizational perspective, HR managers must design and execute diverse motivational strategies to positively cater to the different needs of their personnel at the workplace (Gift & Obindah, 2020). Saengchai, Siriattakul, and Jermsittiparsert (2019) argued that their enhanced enthusiasm would naturally improve productivity when employees feel motivated and competent. Consequently, employee motivation is dominant in determining the success of any organization and ensures that work continues smoothly without any hindrances and in a proficient manner (Ahsan, Nasir, & Abbas, 2020;Zainal, 2017).…”

Section: Motivation and Employees' Job Performancementioning

confidence: 99%

Examining the Role of Motivation and Reward in Employees’ Job Performance through Mediating Effect of Job Satisfaction: An Empirical Evidence

Kumari¹,

Ali²,

Khan³

et al. 2021

IJOL

View full text Add to dashboard Cite

The current research uses the principles of reinforcement theory of motivation and selfdetermination theory and investigates how motivation and rewards impact on job performance of employees. Motivation and rewards are examined from intrinsic and extrinsic perspectives, while job performance is measured from the task and contextual performance aspects. The mediating effect of job satisfaction has also been investigated between motivation, rewards, and job performance. Using five points Likert scale, the researchers collected data from the managerial and non-managerial staff working in manufacturing and services firms. Non-probability convenience sampling technique was followed to collect 422 empirical responses. The collected data were analyzed using the structural equation modeling technique. The results indicated that reward and motivation affect employee job performance positively significantly. However, the dimensional analysis indicated an insignificant impact of intrinsic and extrinsic motivation on contextual performance. Besides, the findings substantiate that the relationship between rewards, motivation, and employees' job performance depends on job satisfaction. The current research provides valuable insights to senior management of manufacturing and services firms on how they can enhance their employees' job satisfaction and performance by following different motivational and reward approaches in different size firms.

show abstract

Section: Motivation and Employees' Job Performancementioning

confidence: 99%

Examining the Role of Motivation and Reward in Employees’ Job Performance through Mediating Effect of Job Satisfaction: An Empirical Evidence

Kumari¹,

Ali²,

Khan³

et al. 2021

IJOL

View full text Add to dashboard Cite

show abstract

“…Seibert et al (2004), explain job satisfaction as a positive emotion that provides pleasure gain by job experience. The concept of empowerment may weaken the culture of the organization where subordinates are trained to take orders from upper authorities (Saengchai et al, 2019). If the employees are empowerment the motivation level is higher which lead to employee performance.…”

Section: The Moderating Role Of Employee Empowermentmentioning

confidence: 99%

Employee Motivation, Job Satisfaction, Customer Satisfaction, and Firm Performance: The Moderating Role of Employee Empowerment

Makhamreh

Alsakarneh

Eneizan

et al. 2022

Business: Theory and Practice

View full text Add to dashboard Cite

This study mainly focuses on examining the effects of employee motivation on Job Satisfaction, job satisfaction on customer satisfaction, customer satisfaction on firm performance, and the moderating role of employee empowerment on the relationship between employee motivation and job satisfaction. The current study follows convenience sampling to collect the data. The questionnaire uses the survey method of self-administered. To analyse the relationship between the variable and test the hypothesis PLS3 (Partial least-squares) equation is used. The main contributors to the current study were staff of the hotels. The sample size of the study is 380 worker staff of a hotel. The findings of the study indicated that employee motivation effect significantly and positively on job satisfaction, job satisfaction effect significantly and positively on customer satisfaction, customer satisfaction effect significantly and positively on firm performance, and for the moderation the finding shows that Employee empowerment effect positively and significantly on the relationship between Employee motivation and Job Satisfaction.

show abstract

“…Kompetensi individu sejalan dengan kompetensi organisasi maka tujuan organisasi secara efektif dapat dicapai. Penelitian yang dilakukan oleh (Rika & Nurhayati, 2017), (Vernon et al, 2019), (Adam & Kamase, 2019), (Noor & Limakrisna, 2019), (Sturm et al, 2017), (Amdani et al, 2019), (Noel et al, 2017), (Jeffrey & Dinata, 2017), (Saengchai et al, 2019) menyatakan bahwa kompetensi memberikan pengaruh signifikan terhadap kinerja. Berbeda halnya dengan penelitian yang dilakukan oleh (Berdicchia & Masino, 2019), (Adianita et al, 2017), (Suhardi & Syaifullah, 2017), (I Ketut Suantara et al, 2020) menyatakan bahwa kompetensi memberikan pengaruh tidak signifikan terhadap kinerja.…”

Section: Kompetensi Terhadap Kinerjaunclassified

“…Pemberdayaan karyawan ini dilaksanakan dengan menggali potensi yang terdapat pada diri karyawan. Penelitian yang dilakukan oleh (Ahmad & Manzoor, 2017), (Sundaray, 2018), (Al-Dmour et al, 2018), (Saengchai et al, 2019), (Yuliandi & Tahir, 2019), (Rajalingam et al, 2011), (Noor Kamal Hasan & P.Sankar, 2019) menyatakan bahwa pemberdayaan memberikan pengaruh signifikan terhadap kinerja, sedangkan penelitian yang dilakukan oleh (Bose, 2018), (Hewagama et al, 2019), (Degago, 2014) menyatakan bahwa pemberdayaan memberikan pengaruh tidak signifikan terhadap kinerja. Berdasarkan studi empiris dapat disimpulkan bahwa pemberdayaan memberikan pengaruh terhadap kinerja.…”

Section: Pemberdayaan Terhadap Kinerjaunclassified

Pengaruh Kompetensi Dan Pemberdayaan Serta Motivasi Terhadap Organizational Citizenship Behavior Dan Kinerja Dosen Di Universitas Widyagama Samarinda

Ravi

Ilmi

Irwansyah

2021

j. ekon. manaj. akunt. perbank. syariah.

View full text Add to dashboard Cite

Dalam penelitian ini melibatkan Dosen di Universitas Widyagama Samarinda. Dalam penelitian ini, untuk melihat kinerja Dosen tetap Universitas Widyagama Samarinda yang berjumlah 97 orang atau responden. Adapun analisis data yang digunakan oleh penulis adalah Structural Equation Model. Pengujian hipotesis dilakukan dengan analisis multivariate yang dijalankan melalui program SmartPLS. Analisis data melalui partial Least Square dilakukan melalui dua tahap, yaitu: Pertama, Menilai outer model atau model pengukuran. Kedua, Menilai Inner model atau model structural. Hasil penelitian menunjukkan bahwa Kompetensi berpengaruh positif dan signifikan terhadap organizational citizenship behavior. Pemberdayaan berpengaruh positif dan signifikan terhadap organizational citizenship behavior. Motivasi berpengaruh positif dan signifikan terhadap organizational citizenship behavior. Kompetensi berpengaruh negatif namun tidak signifikan terhadap kinerja dosen. Pemberdayaan berpengaruh positif dan tidak signifikan terhadap kinerja dosen. Motivasi berpengaruh positif dan signifikan terhadap kinerja dosen. organizational citizenship behavior berpengaruh positif dan signifikan terhadap kinerja dosen. Kata Kunci: Kompetensi, Pemberdayaan, Motivasi, Organizational Citizenship Behavior, Kinerja.

show abstract

Exploring the link between HRPractices, Employee Motivation, Employee Empowerment and Employee Performance in Engineering Firms of Indonesia

Cited by 7 publications

References 0 publications

Examining the Role of Motivation and Reward in Employees’ Job Performance through Mediating Effect of Job Satisfaction: An Empirical Evidence

Examining the Role of Motivation and Reward in Employees’ Job Performance through Mediating Effect of Job Satisfaction: An Empirical Evidence

Employee Motivation, Job Satisfaction, Customer Satisfaction, and Firm Performance: The Moderating Role of Employee Empowerment

Pengaruh Kompetensi Dan Pemberdayaan Serta Motivasi Terhadap Organizational Citizenship Behavior Dan Kinerja Dosen Di Universitas Widyagama Samarinda

Contact Info

Product

Resources

About