Work Motivation and Organizational Culture on Work Performance: Organizational Citizenship Behavior (OCB) as Mediating Variable

Widarko, Agus; Anwarodin, M. Khoirul

doi:10.52970/grhrm.v2i2.207

Cited by 61 publications

(64 citation statements)

References 22 publications

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“…For instance, justice is strongly related to organizational procedures like recruitment, terminations, conflict management and performance appraisals (Cropanzano & Ambrose, 2015;Demann et al, 2008;DeNisi & Murphy, 2017). Concurrently, justice is strongly related to the behaviours such as employee cooperation, employee performance, counterproductive behaviour, and motivation to improve (see, e.g., Miharja et al, 2020;Subekti, 2021;Widarko & Anwarodin, 2022). At the same time, justice is also strongly related to employee reactions like perceptions of organizational support, positive and negative emotions, workplace stress, organizational commitment and trust in management (see, e.g., Colquitt & Rodell, 2011;Demarest, 2021;Maria et al, 2020;Tekleab et al, 2005;Vermunt & Steensma, 2013).…”

Section: ____________________________________________________________...mentioning

confidence: 99%

Role of Rater’s Knowledge and Experience: Shaping Ratee’s Reactions under the Umbrella of Systems Theory in Performance Appraisals

Raza

Ikramullah

Iqbal

2022

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The paper aims to investigate the role of the rater, a key player in the performance appraisal system (PAS), in determining the ratee’s self-efficacy. In this regard, the current study highlights the role of rater’s knowledge and experience in conducting just appraisals by making the performance appraisal processes and distribution of resources fairer. The study investigated different components of the PAS under the lens of systems theory and the upper echelon theory. The study used survey methods to collect data with the help of self-administered questionnaires from raters and ratees (252 in total) working in different organizations operating in various sectors of the economy. The collected data were analyzed using SmartPLS-4. The results revealed that the rater’s knowledge about the PAS do not predict the ratee’s self-efficacy. Nevertheless, the rater’s knowledge significantly predicted the ratee’s self-efficacy through procedural and distributive justice. Also, the rater’s experience in conducting the performance appraisal conditionally predicted the indirect relationship between the rater’s knowledge and self-efficacy through procedural and distributive justice. The study provides invaluable insights for the users of performance appraisals and policymakers by highlighting the importance of the rater’s knowledge alongside the rater’s experience in shaping positive ratee reactions.

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Section: ____________________________________________________________...mentioning

confidence: 99%

Role of Rater’s Knowledge and Experience: Shaping Ratee’s Reactions under the Umbrella of Systems Theory in Performance Appraisals

Raza

Ikramullah

Iqbal

2022

ojs

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“…Several indicators of work motivation described by several studies include: 1) physical needs, 2) the need for a sense of security and safety at work, 3) social needs, 4) the need for self-esteem, and 5) the need for self-actualization (attractive nature of work and challenging (Prayetno & Ali, 2020;Rajab & Saputra, 2021;Widarko & Anwarodin, 2022).…”

Section: Employee Motivationmentioning

confidence: 99%

The Effect of Employee Motivation on Organizational Performance At the Regional Development Planning Agency (Bappeda) Banyuwangi and Jember Regency

et al. 2022

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This study aims to analyze the influence of Employee Motivation on Organizational Performance at the Regional Development Planning Board (Bappeda) of Banyuwangi and Jember Regencies. This study uses a quantitative descriptive research method. The population and sample amounted to 98 respondents consisting of all employees of the Regional Development Planning Agency of Banyuwangi Regency and Jember Regency. The instrument and data analysis technique used in this study is Partial Least Square (PLS). For data collection techniques using questions (questionnaires) or questionnaires distributed to all respondents.There are five indicators in the employee motivation variable used in this study, namely: 1) physical needs, 2) needs for security and safety, 3) social needs, 4) self-esteem needs, and 5) self-actualization. For organizational performance variables, there are six indicators used in research, namely 1) effectiveness, 2) efficiency, 3) quality, 4) productivity, 5) quality of work life, 6) learning and innovation. The results of this study indicate that employee motivation has a significant effect on organizational performance in the Regional Development Planning Agency (Bappeda) of Banyuwangi and Jember Regencies.

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“…Transformational leaders pay attention to the concerns and developmental needs of individual followers; they change followers' awareness of problems by helping them view problems in new ways (Begum et al, 2022). Performance is a real behavior that is produced by everyone as work performance produced by employees in accordance with their role in an organization (Widarko & Anwarodin, 2022). Performance is an accumulation of the quantity, quality and time used in carrying out tasks (Romero & Barbera, 2011).…”

Section: Introductionmentioning

confidence: 99%

Emotional intelligence and transformational leadership: The two factors affecting the nurses' performance at a general hospital in Bolaang Mongondow Monompia, Kotamobagu, Indonesia

Gaib¹,

Mendrofa²,

Dewi³

2023

Global Health Management Journal

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Background: Emotional intelligence and transformational leadership are two important factors for nurses to be able to motivate themselves and build intra relationships in hospitals, and may affect to the nurses’ performance. Aims: The purpose of the study was to determine how emotional intelligence and leadership affecting the nurses’ performance at the General Hospital of the Evangelical Masehi Church, Bolaang Mongondow Monompia, Kotamobagu, Indonesia Methods: This original research employed an analytic observational with a quantitative approach and a cross sectional study design. A set of questionnaires was distributed to the participated nurses to define the respondents’ characteristics, emotional intelligence (10 questions), leadership transformation (12 questions), and the nurses’ performances (8 questions). A total of 48 nurses were selected in August 2022 using a total sampling technique, and their answers were included to the further statistical analysis using PSS software version 15. Results: Not different with other hospitals, at the Regional General Hospital of Kotamobagu the majority of nurses was female, and relatively has worked for more than 5 years. It has been noted that the nurses were measured with sufficient emotional intelligence (43.8%), transformational leadership (54.1%), and performances (58.3%). However, the number of nurses having poor emotional intelligence and performance were relatively high, respectively at 12.4% and 14.6%. It is indicated that the nurses performance were significantly resulted by the two factors: Emotional intelligence (p-value: 0.025) and transformational leadership (p-value: 0.005). Conclusion: This study concludes that the emotional intelligence and transformational leadership are moderating variables to strengthen the nurses’ performance. This study noted that the higher number of nurses highly perform if having good emotional intelligence and good transformational leadership. Therefore, it is recommended to pay attention to the two strong indicators from this study if a hospital manager plans to improve the nurses’ performance.

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Work Motivation and Organizational Culture on Work Performance: Organizational Citizenship Behavior (OCB) as Mediating Variable

Cited by 61 publications

References 22 publications

Role of Rater’s Knowledge and Experience: Shaping Ratee’s Reactions under the Umbrella of Systems Theory in Performance Appraisals

Role of Rater’s Knowledge and Experience: Shaping Ratee’s Reactions under the Umbrella of Systems Theory in Performance Appraisals

The Effect of Employee Motivation on Organizational Performance At the Regional Development Planning Agency (Bappeda) Banyuwangi and Jember Regency

Emotional intelligence and transformational leadership: The two factors affecting the nurses' performance at a general hospital in Bolaang Mongondow Monompia, Kotamobagu, Indonesia

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