Strengthening Intrinsic Motivation

Oct 13, 2025 by magicalceylontours.com 124 views

The Influence of Work Motivation on Employee Performance in the Department of Spatial Planning and Settlement of North Sumatra Province

Introduction

The Department of Spatial Planning and Settlement of North Sumatra Province is a government agency responsible for planning and developing the spatial and settlement aspects of the province. As a public institution, the agency's performance is crucial in delivering quality services to the community. One of the key factors that influence employee performance is work motivation. This study aims to investigate the effect of motivation on employee performance in the Department of Spatial Planning and Settlement of North Sumatra Province.

Background

Work motivation is a complex and multifaceted concept that has been extensively studied in the field of organizational behavior. It refers to the internal and external factors that drive employees to perform their tasks and achieve their goals. Intrinsic motivation, which arises from within employees, is a key driver of employee performance. Extrinsic motivation, which comes from external factors, can also play a significant role in motivating employees to improve their performance.

Methodology

This study uses an associative descriptive approach with quantitative data. The data used in this study are primary and secondary data. The population in this study were all employees at the Secretariat of the North Sumatra Province Spatial Planning and Settlement Office with 30 respondents. Multiple linear regression analysis is used to test the hypothesis, with intrinsic motivation (X1) and extrinsic motivation (X2) as independent variables and employee performance (Y) as a dependent variable.

Results

The results of the study showed that simultaneously, intrinsic and extrinsic motivation had a positive and significant influence on employee performance. This is evidenced by the coefficient of determination (R2) which shows a close relationship between work motivation and employee performance in the Department of Spatial Planning and Settlement of North Sumatra Province. However, partial tests show that intrinsic and extrinsic motivation has a positive but not significant influence on employee performance.

Discussion

The findings of this study suggest that work motivation plays an important role in improving employee performance in the Department of Spatial Planning and Settlement of North Sumatra Province. Intrinsic motivation, which arises from within employees, can encourage them to work better and more enthusiastically. Extrinsic motivation, which comes from external factors, can also be a driver for employees to improve their performance.

However, the study also found that other factors may also affect employee performance in the Department of Spatial Planning and Settlement of North Sumatra Province. These factors include individual factors such as personality, abilities, and personal experiences of employees, organizational factors such as organizational structure, organizational culture, award system, and leadership, and environmental factors such as economic, political, and social conditions in the environment around the Department of Spatial Planning and Settlement of North Sumatra Province.

The Importance of Motivation in Improving Performance

Work motivation plays an important role in improving employee performance. Intrinsic motivation, which arises from within employees, can encourage them to work better and more enthusiastically. On the other hand, extrinsic motivation, which comes from external factors, can also be a driver for employees to improve their performance.

Recommendations to Increase Employee Motivation and Performance

Based on the results of the study, here are some recommendations that can be applied by the Department of Spatial Planning and Settlement of North Sumatra Province to increase the motivation and performance of its employees:

Strengthening Intrinsic Motivation

Provides opportunities for employees to develop themselves through training and professional development.
Give awards and recognition of good performance.
Creating a positive and supportive work environment.

Increasing Extrinsic Motivation

Offering a fair and transparent award system.
Provides clear and measurable promotional opportunities.
Provide benefits and attractive facilities for employees.

Building a Monitoring and Performance Evaluation System

Set a clear and measurable performance target.
Perform regular performance evaluations and provide constructive feedback.
Provide opportunities for employees to provide input and suggestions for improvement.

Conclusion

This study provides important insights for the Department of Spatial Planning and Settlement of North Sumatra Province in improving the performance of its employees. By understanding the factors that influence employee performance, the agency can develop more effective strategies in motivating employees and increasing their productivity. The recommendations provided in this study can be applied by the Department of Spatial Planning and Settlement of North Sumatra Province to increase the motivation and performance of its employees.

Limitations of the Study

This study has some limitations. The sample size of the study is relatively small, with only 30 respondents. The study also only focuses on the Department of Spatial Planning and Settlement of North Sumatra Province, and the findings may not be generalizable to other government agencies. Future studies can be conducted to investigate the effect of work motivation on employee performance in other government agencies.

Future Research Directions

Future studies can be conducted to investigate the effect of work motivation on employee performance in other government agencies. The study can also be replicated in other industries and sectors to provide a more comprehensive understanding of the relationship between work motivation and employee performance.

References

Amabile, T. M. (1993). Motivational synergy: Toward new conceptualizations of intrinsic and extrinsic motivation. Human Motivation and Social Change, 18(3), 164-184.
Deci, E. L. (1971). Effects of externally mediated rewards on intrinsic motivation. Journal of Personality and Social Psychology, 18(1), 105-115.
Gagne, M., & Deci, E. L. (2005). Self-determination theory and goal pursuit: Self-regulation of motivation and performance. Psychological Review, 112(4), 725-755.

Appendix

The appendix includes the questionnaire used in this study, the data analysis procedures, and the results of the data analysis.
Frequently Asked Questions (FAQs) about the Influence of Work Motivation on Employee Performance in the Department of Spatial Planning and Settlement of North Sumatra Province

Q: What is the main objective of this study?

A: The main objective of this study is to investigate the effect of work motivation on employee performance in the Department of Spatial Planning and Settlement of North Sumatra Province.

Q: What is work motivation?

A: Work motivation refers to the internal and external factors that drive employees to perform their tasks and achieve their goals. It can be intrinsic (arising from within employees) or extrinsic (coming from external factors).

Q: What are the types of motivation?

A: There are two types of motivation: intrinsic motivation and extrinsic motivation. Intrinsic motivation arises from within employees, such as a sense of achievement and satisfaction at work. Extrinsic motivation comes from external factors, such as financial awards and promotions.

Q: What are the factors that affect employee performance?

A: The factors that affect employee performance include individual factors (such as personality, abilities, and personal experiences), organizational factors (such as organizational structure, organizational culture, award system, and leadership), and environmental factors (such as economic, political, and social conditions in the environment around the Department of Spatial Planning and Settlement of North Sumatra Province).

Q: What is the relationship between work motivation and employee performance?

A: The study found that work motivation has a positive and significant influence on employee performance in the Department of Spatial Planning and Settlement of North Sumatra Province.

Q: What are the recommendations to increase employee motivation and performance?

A: The recommendations include strengthening intrinsic motivation by providing opportunities for employees to develop themselves through training and professional development, giving awards and recognition of good performance, and creating a positive and supportive work environment. Increasing extrinsic motivation by offering a fair and transparent award system, providing clear and measurable promotional opportunities, and providing benefits and attractive facilities for employees. Building a monitoring and performance evaluation system by setting a clear and measurable performance target, performing regular performance evaluations and providing constructive feedback, and providing opportunities for employees to provide input and suggestions for improvement.

Q: What are the limitations of this study?

A: The study has some limitations, including a relatively small sample size and a focus on the Department of Spatial Planning and Settlement of North Sumatra Province.

Q: What are the future research directions?

A: Future studies can be conducted to investigate the effect of work motivation on employee performance in other government agencies and industries. The study can also be replicated in other sectors to provide a more comprehensive understanding of the relationship between work motivation and employee performance.

Q: What are the implications of this study for the Department of Spatial Planning and Settlement of North Sumatra Province?

A: The study provides important insights for the Department of Spatial Planning and Settlement of North Sumatra Province in improving the performance of its employees. By understanding the factors that influence employee performance, the agency can develop more effective strategies in motivating employees and increasing their productivity.

Q: What are the implications of this study for other government agencies and organizations?

A: The study provides a model for other government agencies and organizations to investigate the effect of work motivation on employee performance. The findings of this study can be applied to other sectors to improve employee motivation and performance.

Q: What are the future implications of this study?

A: The study has the potential to contribute to the development of more effective strategies for improving employee motivation and performance in government agencies and organizations. It can also inform policy and practice in the field of human resources and organizational development.