Pengaruh Motivasi Intrinsik, Motivasi Ekstrinsik, Budaya Organisasi, dan Komitmen Organisasional Terhadap Kinerja Pegawai

Abstract


 This study aims to determine the effect of intrinsic motivation, extrinsic motivation, organizational culture, and organizational commitment on employee performance. The population of this research is the employees of Kecamatan Jangkat, Kabupaten Merangin, Jambi. Data was taken on all employees or 33 employees by the census method. Data collection was carried out by survey using a questionnaire instrument. The research method used in this study is a quantitative method with data analyzed by multiple linear regression analysis. The results showed that intrinsic motivation had no significant effect on employee performance. Extrinsic motivation has no significant effect on employee performance. Organizational culture also has no significant effect on employee performance. Organizational commitment has a positive and significant effect on employee performance. Strengthening organizational commitment becomes an implication if the leader intends to encourage employee performance.
 Keywords: organizational culture; employee performance; organizational commitment; extrinsic motivation; intrinsic motivation.

Traders’ motivation in business development-based coastal forest ecotourism : a case study of small islands in the City Of Bandar Lampung

“…Intrinsic motivation as a driving force for work that comes from within a person that can influence one's thoughts and behavior. Meanwhile, extrinsic motivation is more related to the existence of a reward received after doing work [11]. Motivation has a positive and significant effect on work performance, increased interest and enjoyment of work activities [12], [13].…”

Pengaruh Motivasi Kerja Terhadap Kinerja Pegawai PT. Telkom Prima Cipta Certifia

“…(Maulana et al, 2015) (Ena & Djami, 2021) Sebaliknya, rendahnya motivasi pada pegawai akan membuat kinerja pegawai menjadi tidak maksimal bahkan pegawai bisa saja mengalami kesulitan-kesulitan dan hambatan dalam bekerja. Hal ini sesuai dengan hasil penelitian (Triadi et al, 2019) yang memberikan kesimpulan bahwa motivasi (intrinsik dan ekstrinsik) berpengaruh secara signifikan terhadap kinerja pegawai.…”

“…Sedangkan motivasi Ekstrinsik adalah motivasi yang bersumber dari luar diri yang turut menentukan perilaku seseorang dalam kehidupannya, antara lain lingkungan kerja yang baik, kompensasi, jaminan kesehatan, serta adanya status dan tanggung jawab. (Triadi et al, 2019) Menurut Herzberg dalam (Lupita, 2015), yang termasuk motivasi ekstrinsik adalah : hubungan antar pribadi, gaji, kondisi kerja, kebijakan perusahaan dan kualitas supervisory. Mangkunegara (2010) dalam (Ummah, 2017) menjeaskan bahwa kinerja merupakan hasil kerja pegawai secara kuantitas dan kualitas yang sesuai dengan peran dan tanggungjawab yang diberikan.…”