Performance Improvement Through Motivation: Commitment Parallel Mediation Model
DOI:
https://doi.org/10.47313/oikonomia.v18i2.1792Keywords:
Performance, Affective-continuation-normative commitment, Motivation.Abstract
Purpose The study describes a parallel mediation model of improving performance through motivation with the mediation of commitment (affective, normative, and continuation). This provides an overall picture of how three commitment dimensions and their variations mediate the relationship between motivation and performance. Methodology A sample of 105 respondents from online motorcycle taxi drivers in Jakarta Indonesia was taken using a convenience sampling technique. The method of testing the hypothesis is through the macro process model no 4 with SPSS and Process v3.5. Findings The results found that total commitment (all three combined/ unidimensional) was shown to mediate the relationship between extrinsic and intrinsic motivation for performance. Meanwhile, when the commitment is multidimensional, only affective commitment mediates the relationship between extrinsic and intrinsic motivation to performance.. Suggestion This finding has implications for companies to maintain employee commitment, especially affective commitment.
References
Anwar, M. (2019). Pengaruh motivasi intrinsik dan otivasi ekstrinsik terhadap kinerja pegawai pada balai pendidikan dan pelatihan keagamaan Banjarmasin. Dinamika Ekonomi Jurnal Ekonomi dan Bisnis, 12(1). Retrieved from https://stienas-ypb.ac.id/jurnal/index.php/jdeb/article/view/171
Becker, T. E., Kernan, M. C., Clark, K. D., & Klein, H. J. (2018). Dual commitments to organizations and professions: different motivational pathways to productivity. Journal of Management, 44(3), 1202–1225. https://doi.org/10.1177/0149206315602532
Beltrán-Martín, I., & Bou-Llusar, J. C. (2018). Examining the intermediate role of employee abilities, motivation and opportunities to participate in the relationship between HR bundles and employee performance. BRQ Business Research Quarterly, 21(2), 99-110. https://doi.org/10.1016/j.brq.2018.02.001
Chien, G. C. L., Mao, I., Nergui, E., & Chang, W. (2020).The effect of work motivation on employee performance: Empirical evidence from 4-star hotels in Mongolia. Journal of Human Resources in Hospitality & Tourism,19(4), 473-495 https://doi.org/10.1080/15332845.2020.1763766
Erawati, A., & Wahyono, W. (2019). Peran komitmen organisasi dalam memediasi pengaruh disiplin kerja, motivasi kerja, dan self efficacy terhadap kinerja pegawai. Economic Education Analysis Journal, 8(1), 288-301. Retrieved from https://journal.unnes.ac.id/sju/index.php/eeaj/article/view/29777
Guay, F., Vallerand, R. J. & Blanchard, C. (2000). On the assessment of situational intrinsic and extrinsic motivation: The Situational Motivation Scale (SIMS). Motivation and Emotion 24, 175–213. https://doi.org/10.1023/A:1005614228250
Hamdani, H., Mulyanti, R. Y., & Abdillah, F. (2019). Pengaruh motivasi intrinsik dan ekstrinsik terhadap kinerja pengemudi grabbike. Jurnal Ekobis Ekonomi Bisnis dan Manajemen, 9(2). https://doi.org/10.37932/j.e.v9i2.53
Jannah, N. W. L., & Endratno, H. (2017). Pengaruh motivasi intrinsik, motivasi ekstrinsik, lingkungan kerja dan budaya organisasi terhadap kinerja karyawan Rumah Sakit Islam Banjarnegara. Media Ekonomi, 17(1). https://doi.org/10.30595/medek.v17i1.1765
Kalhoro, M., Jhatial, A. A., & Khokhar. S. (2017). Investigating the influence of extrinsic and intrinsic motivation on work performance: study of bank officers. Global Management Journal for Academic & Corporate Studies, 7(1). Retrieved from https://www.gmjacs.bahria.edu.pk/index.php/ojs/article/view/26
Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Buuren, S. V., Van der Beek, A. J., De Vet, H. C. W. (2013). Development of an individual work performance questionnaire. International Journal of Productivity and Performance Management, 62(1), 6-28. https://doi.org/10.1108/17410401311285273
Kuvaas, B., Buch, R., Weibel, A., Dysvik, A., & Nerstad, C. G. L. (2017). Do intrinsic and extrinsic motivation relate differently to employee outcomes?. Journal of Economic Psychology, 61, 244-258. https://doi.org/10.1016/j.joep.2017.05.004
Li, Y., Wei, F., Ren, S. and Di, Y. (2015). Locus of control, psychological empowerment and intrinsic motivation relation to performance. Journal of Managerial Psychology, 30(4), 422-438. https://doi.org/10.1108/JMP-10-2012-0318
Luthans, F. (2011). Organizational behavior an evidence based approach (12 ed.). McGrawwHill Companies, Inc.
Muhamad, R., Adolfina, & Trang, I. (2019). Pengaruh motivasi intrinsik dan kompensasi terhadap komitmen organisasi dan kinerja karyawan (Studi pada karyawan PT. Konka Solusindo Manado). Jurnal Emba: Jurnal Riset Ekonomi, Manajemen, Bisnis Dan Akuntansi, 7(1). Retrieved from https://ejournal.unsrat.ac.id/index.php/emba/article/view/22529/22221
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. The Journal of applied psychology, 88(5), 879–903. https://doi.org/10.1037/0021-9010.88.5.879
Potu, J., Lengkong, V.P.K., & Trang, I. (2021). Pengaruh motivasi instrinsik otivasi ekstrinsik terhadap kinerja karyawan pada PT. Air Manado. Jurnal EMBA: Jurnal Riset Ekonomi, Manajemen, Bisnis Dan Akuntansi, 9(2). Retrieved from https://ejournal.unsrat.ac.id/index.php/emba/article/view/33474
Rigby, C. S., & Ryan, R. M. (2018). Self-Determination theory in human resource development: new directions and practical considerations. Advances in Developing Human Resources, 20(2), 133–147. https://doi.org/10.1177/1523422318756954
Ryan, R. M, & Deci, E. L. (2020). Intrinsic and extrinsic motivation from a self-determination theory perspective: Definitions, theory, practices, and future directions. Contemporary Educational Psychology,61. https://doi.org/10.1016/j.cedpsych.2020.101860
Sari, S. R. (2018). Konflik dan kinerja karyawan. Jurnal Riset Manajemen dan Bisnis (JRMB) Fakultas Ekonomi UNIAT , 3 (3), 431-440. Retrieved from https://www.researchgate.net/publication/335105883_KONFLIK_DAN_KINERJA_KARYAWAN
Sari, S. R., & Digdowiseiso, K. (2022). Model moderasi mediasi: peran motivasi pada peningkatan kinerja karyawan melalui komitmen afektif. Jurnal Ilmiah MEA (Manajemen, Ekonomi, & Akuntansi), 6(1), 620-634. Retrieved from http://journal.stiemb.ac.id/index.php/mea/article/view/1873
Satriyo, R. A. (2019). Pengaruh motivasi intrinsik dan disiplin kerja karyawan terhadap kinerja karyawan PT. Genindo Prima Sakti Cabang Serang Banten dengan kepuasan kerja sebagai variabel intervening. Jurnal MoZaiK, 11(1), 1–11. Retrieved from https://ijc.ilearning.co/index.php/mozaik/article/view/953
Sekaran, U. and Bougie, R. (2016) Research methods for business: A skill-building approach (7th Edition). Wiley & Sons.
Septina, F., & Samuel, T. (2020). Pengaruh motivasi ekstrinsik d an motivas i intrinsik t erhadap kinerja karyawan CV. Muncul Anugerah Jaya. JEMMA Journal of Economic, Management, and Accounting, 3(2), 103-112. http://dx.doi.org/10.35914/jemma.v3i2.365
Suarjana, A. A. G. M., Putra, I. K. M., & Susilawati, N. L. N. A. S. (2017). Pengaruh motivasi kerja dan kepuasan kerja terhadap komitmen organisasi serta dampaknya terhadap kinerja pegawai PLN Rayon Gianyar di Kabupaten Gianyar. Jurnal Bisnis Dan Kewirausahaan, 12(1). Retrieved from https://ojs.pnb.ac.id/index.php/JBK/article/view/27
Syah, B., Marnisah, L., & Zamzam, F. (2021). Pengaruh kompetensi, kompensasi dan motivasi terhadap kinerja pegawai KPU kabupaten Banyuasin. Integritas Jurnal Manajemen Profesional (IJMPRO), 2(1), 15-26. https://doi.org/10.35908/ijmpro.v2i2.76
Triadi, R., Hidayah, S., & Fasochah, F. (2019). Pengaruh motivasi intrinsik dan ekstrinsik terhadap kinerja pegawai yang di mediasi oleh komitmen organisasi (Studi pada pegawai kantor pertanahan kota Semarang). Jurnal Ekonomi Manajemen Akuntansi, 26(47). Retrieved from http://ejurnal.stiedharmaputra-smg.ac.id/index.php/JEMA/article/view/351
Trisna, A., & Guridno, E. (2021). Pengaruh kompensasi, motivasi, dan lingkungan kerja terhadap kinerja karyawan PT. Saiba Cipta Selaras kota Jakarta Selatan. Oikonomia: Jurnal Manajemen, 17(2), 127-140. http://dx.doi.org/10.47313/oikonomia.v17i2.1276
Ulifah, M. M., & Mahfudiyanto. (2021). Pengaruh motivasi intrinsik dan motivasi ekstrinsik terhadap kinerja karyawan Astra Infra Solution Mojokerto. BIMA : Journal of Business and Innovation Management, 3(3), 299–312. https://doi.org/10.33752/bima.v3i3.245
Umar, A., & Norawati, S. (2022). Pengaruh motivasi terhadap kinerja karyawan dengan komitmen organisasi sebagai variabel intervening pada UPT Sungai Duku Pekanbaru. Jesya (Jurnal Ekonomi Dan Ekonomi Syariah), 5(1), 835-853. https://doi.org/https://doi.org/10.36778/jesya.v5i1.656
Iddekinge, C. H. V., Aguinis, H., Mackey, J. D., & DeOrtentiis, P. S. (2018). A meta-analysis of the interactive, additive, and relative effects of cognitive ability and motivation on performance. Journal of Management, 44(1), 249–279. https://doi.org/10.1177/0149206317702220
Yousaf, A., Yang, H. and Sanders, K. (2015). Effects of intrinsic and extrinsic motivation on task and contextual performance of Pakistani professionals: The mediating role of commitment foci, Journal of Managerial Psychology, 30(2), 133-150. https://doi.org/10.1108/JMP-09-2012-0277
