The Influence of Work Motivation and Organizational Commitment on the Performance of Employees of the Cooperative and UKM Industry Office of Coal

Oct 13, 2025 by thesweetdesigns.com 149 views

The Influence of Work Motivation and Organizational Commitment on the Performance of Employees of the Cooperative and UKM Industry Office of Coal

Introduction

The Cooperative and UKM Industry Office of Coal Regency plays a vital role in promoting economic development in the region. As a strategic work unit, it is essential to analyze the factors that influence employee performance in this agency. This study aims to investigate the effect of work motivation and organizational commitment on employee performance in the Cooperative and UKM Industry Office of Coal Regency.

Background

The Cooperative and UKM Industry Office of Coal Regency is a government agency responsible for promoting economic development in the region. The agency's performance is crucial in achieving the regional economic growth goals. However, the agency's performance is influenced by various factors, including work motivation and organizational commitment. Work motivation refers to the internal drive that motivates employees to perform their tasks effectively. Organizational commitment, on the other hand, refers to the emotional bond that employees have with the organization.

Methodology

This study employed a case study approach, supported by a survey to collect data on factors related to work motivation, organizational commitment, and employee performance. The sampling frame consisted of all civil servants working in the Cooperative and UKM Industry Office of Coal Regency, with a total of 38 respondents. The data were analyzed using the Linear Regression Method through SPSS Software Version 15.

Results

The results of the analysis showed that the regression coefficient had a value of 0.854, indicating a strong relationship between work motivation and organizational commitment to employee performance. The R-Square or the coefficient of determination obtained was 0.729, which means that 72.9% of employee performance can be explained by work motivation and organizational commitment. The F test results showed that the two independent variables, namely work motivation and organizational commitment, had a positive and significant effect on employee performance with a value of 47,112. The T test results for work motivation variables showed a value of 7.193 at a significance level of 5%, indicating that work motivation had a significant effect on employee performance. Similarly, the T test for the organizational commitment variable produced a value of 4,785, which was also significant to employee performance at α 5%.

Discussion

The results of this study provide important insights for the management of the Cooperative and UKM Industry Office of Coal Regency in improving employee performance. With high work motivation, employees tend to be more productive and contribute positively to the achievement of organizational goals. Motivation can come from various factors, such as incentives provided, opportunities for self-development, as well as supporting work environments.

On the other hand, a strong organizational commitment also plays an important role in improving employee performance. When employees feel they have emotional bonds with the organization, they are more likely to work hard and loyal to the organization. This shows that efforts are needed to build a positive organizational culture so that employees feel valued and involved in the organization's vision.

Conclusion

The importance of work motivation and organizational commitment must be a concern for leaders in the Cooperative and UKM Trade Industry Office of Coal Regency. By formulating the right strategy to increase motivation and commitment, employee performance can be improved, which in turn will support regional economic growth. In this competitive era, focusing on increasing human resources will not only provide satisfaction for employees, but will also result in improving the quality and effectiveness of services to the community, which is the ultimate goal of government agencies.

Recommendations

Employee involvement in development, training, and recognition of their achievements is a strategic step in realizing optimal performance. This research not only provides empirical evidence of the effect of work motivation and organizational commitment but also recommends a holistic approach in human resource management to achieve maximum employee performance in the Cooperative and UKM Trade Industry Office of Coal Regency.

Limitations

This study has several limitations. Firstly, the sample size was relatively small, which may limit the generalizability of the findings. Secondly, the study only focused on the Cooperative and UKM Industry Office of Coal Regency, which may not be representative of other government agencies. Finally, the study only examined the effect of work motivation and organizational commitment on employee performance, which may not be the only factors influencing employee performance.

Future Research Directions

Future research should aim to replicate this study in other government agencies to increase the generalizability of the findings. Additionally, future research should examine other factors that influence employee performance, such as leadership style, job satisfaction, and organizational culture. By understanding the complex factors that influence employee performance, government agencies can develop effective strategies to improve employee performance and achieve their goals.

References

[Insert references cited in the study]

Appendix

[Insert appendix materials, such as additional tables, figures, and questionnaires]

Abstract

This study aimed to investigate the effect of work motivation and organizational commitment on employee performance in the Cooperative and UKM Industry Office of Coal Regency. The results showed that work motivation and organizational commitment had a significant positive effect on employee performance. The study provides important insights for the management of the Cooperative and UKM Industry Office of Coal Regency in improving employee performance. By formulating the right strategy to increase motivation and commitment, employee performance can be improved, which in turn will support regional economic growth.
Frequently Asked Questions (FAQs) about the Influence of Work Motivation and Organizational Commitment on Employee Performance

Q: What is the main objective of this study?

A: The main objective of this study is to investigate the effect of work motivation and organizational commitment on employee performance in the Cooperative and UKM Industry Office of Coal Regency.

Q: What is work motivation, and how does it affect employee performance?

A: Work motivation refers to the internal drive that motivates employees to perform their tasks effectively. It can come from various factors, such as incentives provided, opportunities for self-development, as well as supporting work environments. When employees are motivated, they tend to be more productive and contribute positively to the achievement of organizational goals.

Q: What is organizational commitment, and how does it affect employee performance?

A: Organizational commitment refers to the emotional bond that employees have with the organization. When employees feel they have emotional bonds with the organization, they are more likely to work hard and loyal to the organization. This shows that efforts are needed to build a positive organizational culture so that employees feel valued and involved in the organization's vision.

Q: What are the key findings of this study?

A: The key findings of this study are:

Work motivation and organizational commitment have a significant positive effect on employee performance.
The regression coefficient has a value of 0.854, indicating a strong relationship between work motivation and organizational commitment to employee performance.
The R-Square or the coefficient of determination obtained is 0.729, which means that 72.9% of employee performance can be explained by work motivation and organizational commitment.

Q: What are the implications of this study for the management of the Cooperative and UKM Industry Office of Coal Regency?

A: The implications of this study are that the management of the Cooperative and UKM Industry Office of Coal Regency should focus on increasing work motivation and organizational commitment among employees. This can be achieved by providing incentives, opportunities for self-development, and supporting work environments. Additionally, efforts should be made to build a positive organizational culture so that employees feel valued and involved in the organization's vision.

Q: What are the limitations of this study?

A: The limitations of this study are:

The sample size was relatively small, which may limit the generalizability of the findings.
The study only focused on the Cooperative and UKM Industry Office of Coal Regency, which may not be representative of other government agencies.
The study only examined the effect of work motivation and organizational commitment on employee performance, which may not be the only factors influencing employee performance.

Q: What are the future research directions based on this study?

A: Future research should aim to replicate this study in other government agencies to increase the generalizability of the findings. Additionally, future research should examine other factors that influence employee performance, such as leadership style, job satisfaction, and organizational culture.

Q: What are the practical implications of this study for human resource management?

A: The practical implications of this study are that human resource managers should focus on increasing work motivation and organizational commitment among employees. This can be achieved by providing incentives, opportunities for self-development, and supporting work environments. Additionally, efforts should be made to build a positive organizational culture so that employees feel valued and involved in the organization's vision.

Q: What are the theoretical implications of this study?

A: The theoretical implications of this study are that work motivation and organizational commitment are important factors that influence employee performance. This study contributes to the existing literature on human resource management by providing empirical evidence of the effect of work motivation and organizational commitment on employee performance.