Armstrong M., & Murlis, H. (2004). Zurich: Springer. Motivating employees to be successful in their assignments is not only good business, it’s also the right thing to do. Research in the positive psychology demonstrates that people are only able to excel when they use their personal strengths [10–13]. Meaningful work–defined as work that is experienced as particularly significant and holding positive meaning for an individual [1]—is a highly valued job characteristic by employees [2,3]. Motivation of human, which give it its activities oriented towards achiev. An employee experiences his or her work as meaningful when the work’s objectives are in line with his or her own ideals or standards [].Such an experience thus emerges when an employee’s personal beliefs, values and behaviors fit the specific requirements of work [16,17].Whether or not employees … 13 Issue Even more so, the experience of a lack of meaningful work has been linked to negative outcomes like increased cynicism [27,23]. When they perceive their work as meaningful they truly value the outcomes of their work. Multiple factors–like strengths use and work engagement–mediate this relationship and determine the impact of meaningful work on performance. Luthans,. No, Is the Subject Area "Psychology" applicable to this article? Fenomena atau permasalahan yang terjadi pada obyek penelitian yaitu Badan Penanggulangan Bencana Daerah (BPBD) Kabupaten Aceh Barat antara lain disiplin masuk kerja masih kurang, kondisi ruang kerja yang kurang tertata dengan rapi. Cognitive evaluation theory, which explains the effects of extrinsic motivators on intrinsic motivation, received some initial attention in the organizational literature. Proceedings of the 5th WSEAS International Conference on Economy and 1 GLOBAL SEARCH PSO-LIKE ALGORITHM RC1, Applying an Improving Strategy that embeds Functional and Non-Functional Requirements Concepts. p class="DefaultCxSpFirst">Kinerja ialah hasil kerja seseorang atau sekelompok orang dalam suatu organisasi sesuai dengan wewenang, dan tanggung jawabnya. Is the Subject Area "Employment" applicable to this article? Join ResearchGate to find the people and research you need to help your work. procedures in nowadays use are no longer effective Influencing Employee Performance and Motivation How do companies use rewards strategies to influence employee performance and motivation? An implication for positive social change might be creating resources for … We focus on predicting fitness; this metric is often easy to calculate, and correlated with increases in traits like novelty and complexity. This in turn affects performance directly and also indirectly via increased levels of work engagement. Strengths use is a recurring concept in the positive psychology as the use of strengths has been repeatedly associated with sustainable well-being [11]. Kata Kunci: Motivasi; disiplin kerja; kinerja karyawan Employee performance: motivation and work discipline pt. The managing director introduced the online questionnaire in an email containing instructions and an explanation of the procedure, while also addressing the anonymity of the data. The Proposed model fit significantly better to the data than the Sequential mediation model: Δχ2 (2) = 109.241, p < .001. We created parcels of items for the variables ‘Meaningful work’, Strengths use’ and ‘In-role performance’, which were included in the model as latent factors with two indicators. Roles Methodology, The reliability analysis showed a strong internal consistency of the scale (α = .91). No, Is the Subject Area "Global health" applicable to this article? Optimizing employee motivation … It is up to the manager to ensure this trust is built with their employees and to be able to communicate effectivelywith each individual and foster pos… (1999). Yes (1998). Bălan N., Andreiana A., Popescu D.M., Stoica C., The ideal profile of a museum manager, Perhaps the most talked about, if not actually implemented, practical solution tor making human resources more productive is pay for performance. F, & Stajkovic A,. Many employees have lack discipline in carrying out their work such as being late to come to the production room and rest beyond the time determined by the company. As teachers value these outcomes they are more motivated to use their strengths. For this reason, we expect that the positive relation between meaningful and performance is mediated by work engagement. Decades of research on employee empowerment has incessantly underlined the importance of meaningful work and its impact on an employee’s level of intrinsic motivation [15,28,29]. here. Hasibuan and for the measurement of work effectiveness using indicators according to Gibson which are production, quality, efficiency, flexibility, and satisfaction. motivates other people, the most frequent answer is money. security culture. The results provided support for the proposed model which showed a better fit than the sequential mediation model and the direct effects model. In this work, we relate business and information need goals with functional and non-functional requirements concepts, which are paramount for well-defined strategies. Set goals to create meaning. Similarly, if respondents’, Source: M. Rungtusanatham, J.Anderson, 1996, “A cla. Besides strengths use, the level of work engagement by an employee is an important predictor of performance at work [37]. This could be done, by clearly communicating the goals, values, and practical contributions of the organization outside the organization. Basically, a strategy specifies the activities, methods and another related resources that should be considered in order to achieve a given goal purpose. Employee motivation is an indispensable part of human resources management (Javorčíková, 2018). Mod.). Hitherto, our knowledge of the factors predicting strengths use at work was rather limited. work socially (un)valued by society and/or work economically (un)valued). Most people spend a third of their lives at work. Copyright © 2010 John Wiley & Sons, Ltd. this goal is even recognizing if we have succeeded. Next, we discuss the theoretical foundation that you get what you reinforce. 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