The Influence of Intrinsic Motivation on Performance With Work Behavior as A Mediating Variable

Resource management is one of the most important parts of management. Human factors influence employee and management performance. Managing human resources is more often known as performance management. In performance management, there are various kinds of literature that examine performance principles, leadership, work environment, work motivation, and organizational culture. For this reason, this research aims to analyze leadership style on employee performance, analyze the work environment on employee performance, analyze motivation on employee performance, and analyze the influence of leadership style, work environment, and motivation on employee performance in Organizational Culture Mediation at the Provincial BNN Working Unit. This type of research is quantitative descriptive, the research sample is 100 people, and the data is analyzed using the SEM (structural equation modeling) method. Overall, from the results and discussion of the research, it is concluded that there is a positive and significant influence between leadership style on employee performance, as well as the work environment on employee performance which has a positive and significant influence, then motivation variable has a positive and significant influence on employee performance in the BNN Working Unit. North Sumatra Province. However, this is not the case with organizational culture which does not mediate at all on the variables of leadership style, work environment, and motivation on employee performance in the Provincial BNN Working Unit.

This research is aimed to know the influence of work motivation, compensation and work environment toward performance of operational employee in PT. Jasco Logistics. The methods of data collection are interview and questionnaire completion. The sample of this research are 73 respondents and analytical method used are the validity test, reliability test, multiple linear regression conducted with the Ordinary Least Square (OLS) test methods and Goodness of Fit Test The result of regression analysis indicates that work motivation, compensation and work environment have positive influence on performance of employee. Based on t test it is indicated that eadership, motivation, work discipline have positive significant influence on performance of employee. Based on F test, independent variables simutaneuosly influence the performance of employee significantly, with coeficient of determination (R2) of 0,679. This means that 67,9% of performance of employee could be influenced by work motivation, compensation and work environment, while remaining 38,1% is influenced by other variables which are not observed

This study aims to analyse the effect of intrinsic motivation and work discipline on employee performance with organisational commitment as an intervening variable at Puskesmas Siwalan, Pekalongan Regency. The research sample consisted of 58 employees, and the data were analysed using the Structural Equation Modeling (SEM) method with the Smart PLS tool. The results showed that intrinsic motivation and work discipline had a positive and significant effect on employee performance. Organisational commitment also proved to be a variable that mediates the relationship significantly. The findings underscore the importance of strengthening intrinsic motivation and work discipline as key factors for improving performance in the healthcare work environment. This study provides practical implications for health centre management to develop performance improvement strategies through strengthening employee motivation and commitment.

This study aimed to analyze organizational culture, the work behavior of production employees, and the relationship between organizational culture and employees' work behavior in coffee production. Determining the research location was purposely done considering that the factory is an active factory operating in producing and processing agricultural products. Respondents in this study used the survey method, in which collect 101 sample of field labors from the population. Data collection was done by interview using a questionnaire. Analysis of the data used is a correlation. The organizational culture analyzed here includes the production process, payment of employee salaries, the value of the type of work, rules, beliefs held in work, decision-making processes, and taboos. The results showed that organizational culture in the form of rules, payment of employee salaries, work beliefs adopted at work, decision-making processes, and taboos simultaneously affected employee work behavior. In contrast, the value of work type had no relationship to employee work behavior. The company should provide training and rewards for employees to improve employee work behavior and enhance employee performance.

This study aims to determine and explain the effect of compensation and intrinsic motivation on morale, to find out and explain the effect of compensation, intrinsic motivation, and morale on employee performance at Cooperatives in Pejaten Village, and to know and explain the role of work spirit in mediating the effects of compensation and intrinsic motivation on employee performance at the Cooperative in Pejaten Village. The population in this study were all employees who worked at the Cooperative in Pejaten Village, as many as 50 employees. The sampling technique used is a saturated sample (census) where the entire population is used as a sample of research, amounting to 50 people. The data used were primary data obtained from questionnaires to determine respondents' perceptions of the variables under study and secondary data obtained from documents and other information available at the Cooperative in Pejaten Village. The research hypothesis testing uses Partial Least Square (PLS) applications. The results showed that: (1) compensation has a significant positive effect on employee morale (2) intrinsic motivation has a positive and insignificant effect on employee morale (3) compensation has a positive and significant effect on employee performance (4) intrinsic motivation has a positive effect and not significant to employee performance (5) work morale has a negative and significant effect on employee performance, (6) work morale is not a mediation between compensation to employee performance (7) work morale is not a mediation between intra-motivation to employee performance.

The purpose of this research is to obtain an overview of the assessment of work performance, compensation, work motivation and employee performance at PT. BCA Tbk KCU Jambi; and to know the effect of work performance assessment and compensation directly and indirectly on employee motivation and performance; and to know the influence of motivation on performance. The population in this study was employees at PT. Bca. Tbk KCU Jambi with a total of 125 employees. The size or number of samples in this study was determined based on the theory developed by Slovin with a value of e = 10%, so that 56 samples were obtained. Analysis techniques use path analysis to see direct and indirect influence, and continued by testing R Square and hypothesis testing partially and simultaneously with t test and F test. Where based on the results of t test (partial) and test F (Simultaneous) shows that the assessment of work performance and compensation has a significant and positive influence on motivation and performance, as well as motivation also has a significant and positive influence on performance. This explains that if the assessment of work performance and compensation can be carried out properly, it will have a positive influence in improving the motivation of work that has implications for improving employee performance at PT. BCA Tbk KCU Jambi. Based on some of the conclusions obtained, the suggestions that can be given in this study include the future expected leadership of PT. Bank Central Asia. Tbk Jambi Main Branch Office can carry out performance assessments carried out objectively. In addition, this research needs to be followed up again to see what factors can affect employee performance comprehensively, in order to answer other factors (epsilon) that affect employee performance.

Companies definitely need competent and qualified employees, especially in this era ofglobalization. All business organizations are the driving force in decisions to achieveorganizational goals. Organizational development is determined by the work of HR in theorganization. This study aims to determine 1) To find out whether organizational culture has aneffect on employee performance. 2) To find out whether Extrinsic Motivation has an effect onemployee performance. 3) To find out whether Intrinsic Motivation has an effect on employeeperformance. 4) To find out whether job satisfaction has an effect on employee performance. 5)To find out whether organizational culture, extrinsic motivation, intrinsic motivation, and jobsatisfaction together affect employee performance. This study uses a quantitative approach. Thesurvey method was chosen as the primary data source. The survey method focuses on collecting data from respondents who have certain information, thus enabling researchers to solveproblems. In this study, the population of this study were employees and some students who wereintern at the UPTD Inpatient Health Center Kotagajah were 84 people. The results showed that1) there was a positive and significant influence between organizational culture on employeeperformance. 2) there is a positive and significant influence between Extrinsic Motivation onemployee performance. 3) there is a positive and significant influence between intrinsicmotivation on employee performance 3) there is a positive and significant influence between jobsatisfaction on employee performance 4) there is a positive and significant influence betweenorganizational culture, extrinsic motivation, intrinsic motivation, and job satisfaction onperformance employee.

This study explores the impact of workplace exclusion on employee work behavior in the Chinese context. By employing the doctrine of the mean value orientation and self-consistency theory, the study aims to enhance the understanding of local workplace exclusion in China and its effects on employees' work behavior. Furthermore, the study investigates the moderating role of employee types, data collection points, and data sources. Our meta-analysis included 24,662 participants from 72 independent samples. The findings indicate that workplace exclusion significantly influences employees' positive work behavior negatively and their negative behavior positively. Moreover, the study identifies a moderating effect based on employee type (knowledge vs. non-knowledge type), revealing a stronger relationship between workplace exclusion and employee work behavior among knowledge employees. Examining the data collection point (cross-sectional vs. non-cross-sectional) as another moderating factor, the study demonstrates a stronger relationship between workplace exclusion and employee work behavior in the cross-sectional mode. Additionally, the data source (self-evaluation vs. superior evaluation plus self-evaluation) plays a moderating role, with employee self-evaluation strengthening the relationship between workplace exclusion and employee work behavior.

The purpose of this study was to determine and analyze the effect of servant leadership, intrinsic motivation, and employee performance at the Inamosol Sub-District Office, West Seram Regency. The research approach that will be used in this research is a quantitative approach. In this study, the population in this study were all employees of the Inamosol Sub-District Head of West Seram Regency totaling 34 people, where the entire population was used as a research sample using the saturated sample method, the sample used was 34 people. The data were analyzed using the classical assumption test, multiple linear regression, hypothesis testing and the coefficient of determination test. Data processing using SPSS software The results showed that servant leadership, intrinsic motivation had a significant and positive effect on employee performance at the Inamosol Sub-District Office, West Seram Regency.

Each employee has different performance from one another, this is due to several factors including self-efficacy and intrinsic motivation, so this study aims to determine and partially analyze the effect of self-efficacy on performance and intrinsic motivation on performance and influence in a partial way. simultaneous self-efficacy and intrinsic motivation on the performance of the Marketing Division employees at PT. Bank X This type of research is an associative study, using a quantitative approach. The population in this study amounted to 60 people, so that all populations were sampled in this study. The data analysis technique in this study used multiple regression analysis. Based on the results of hypothesis testing, it can be concluded that partially there is a positive and significant influence between self-efficacy on employee performance in the marketing division, there is a positive and significant influence between intrinsic motivation on employee performance in the marketing division, there is a positive and significant influence between self-efficacy and intrinsic motivation of division employees marketing, there is an effect of self-efficacy, intrinsic motivation on employee performance simultaneously employees of the marketing division of PT. Bank X

This study aims to determine and describe how the influence of professionalism in managing village assets, optimizing the use of village assets and empowering the community so that it contributes to increasing village original income. The type of data used in this research is quantitative data. The data source in this research is secondary data. The object of this research is Kuala Sempang Village, Seri Kuala Lobam District, Bintan Regency. The results showed that the professionalism of village asset management had no significant effect on village original income, the optimization of the village assets utilization had a significant positive effect on village original income and community empowerment had no significant effect on village original income. So, in this study from the three variables only one variable has a significant positive effect on the village's original income. This study aims to analyze the influence of workload, work experience and work motivation on employee performance. The type of research used in this study is associative research. The method that can be used in this study is to use structural equation modeling (SEM) analysis based on variance, namely Partial Least Square (PLS). SEM with variance-based PLS so that it is able to handle two conditions, namely conditions with unspecified factors and conditions where the solution is unacceptable. This study uses computer smart program PLS 3.3.3. The population of this study is Civil Servants in the Public Works and Spatial Planning Office of Karimun Regency which amounts to 66 employees. The research data was collected by questionnaire instrument. The test results hypothesized the direct influence of workload with employee performance showed insignificant negative results (inner weight = -0.302, p = 0.149) so it can be concluded that the results of the study rejected hypothesis 1 because there is an insignificant influence between workloads on employee performance. The test results of the hypothesis of direct influence of work experience showed insignificant positive results (inner weight = 0.062, p = 0.717) so it can be concluded that the results of the study rejected hypothesis 2 because there is an insignificant influence between work experience and employee performance. The test results hypothesized the direct influence of work motivation showed insignificant positive results (inner weight = 0.211, p = 0.308) so it can be concluded that the results of the study rejected hypothesis 3 because there is an insignificant influence between work motivation and employee performance. The results showed that 12.3% of employee performance variables were influenced by workload variables, work experience and work motivation while the remaining 87.7% were influenced by other variables.

The performance of employees in government organizations must constantly be improved based on their function as public servants so that government organizations will be able to provide the best service to the needs of the public. This study aimed to examine the effect of competence, organizational culture, and work motivation on improving employee performance. The novelty in this research is that no previous research has been found that discusses improving employee performance through the influence of competence, organizational culture, and work motivation on employees’ section of Bina Marga. The limitation in this study is only to analyze the magnitude of the influence of competence, organizational culture, and work motivation on the employee performance section in Bina Marga. The method used in this study is quantitative. The population and sample of this study were all employees in the Highways Sector as many as 40 people. The data collection technique used a questionnaire with a Likert scale ranging from 1 to 10. Structural Equation Modeling was used to test the statistical significance of the path coefficients. The result of this research is that there is a positive and significant influence between competence on work motivation. Competence has a positive and significant influence on employee performance. Organizational culture has a positive and significant influence on employee performance. Work motivation does not affect employee performance.

The aims of the study were: 1) To determine the effect of competence and organizational culture on employee motivation in the state apparatus within the Attorney General's Office. 2) To analyze the influence of competence, organizational culture, and motivation on state civil servant performance within the Attorney General's office of the Republic of Indonesia. 3) To analyze the effect of competence on employee performance through work motivation as a mediator for state civil apparatus employees in the Attorney General's Office. 4) To analyze the influence of organizational culture on employee performance through work motivation as a mediator for employees of the state civil apparatus in the Attorney General's Office. This study uses a quantitative research method with data collection techniques from 60 respondents who are state civil servants at the Bureau of Planning and Equipment Bureau within the Office of the Attorney General's Office. The analytical method used in this study uses descriptive analysis and path analysis. The results of this study state that: 1) competence and organizational culture positively influence the motivation of ASN work in the Attorney General's Office. 2) There is a positive influence of competence, organizational culture, and motivation on the performance of civil servants in the Attorney General's Office. 3) There is a positive influence of competence on the performance of civil servants in the Attorney General's Office through motivation as an intervening variable. 4) Organizational culture positively influences the performance of civil servants in the Attorney General's Office through motivation as an intervening variable.

The performance of company employees are a way to achieve its goals.Pertaining to performance, motivation and discipline work can be directly to degrade its performance or improve the performance of a clerk.Employees with motivation that are tall and discipline good working will make the employee performance to become more optimal so that it can bring the impact on the performance of employees as a whole.However, contrarily if motivation bad and discipline work less well, also the performance of employees to become not optimum and bring negative effects for the company.In this research, that was performed in PT. PLN (Persero) Distribusi Daerah Jawa Tengah dan D.I.Yogyakarta Area Semarang can be known that the performance of employees still not optimal.It is visible from the attainment of performance that is not based on the target.Purpose in this research is to find out the influence of motivation and discipline work against the employee performance in PT. PLN (Persero) Distribusi Daerah Jawa Tengah dan D.I.Yogyakarta Area Semarang PT. PLN (Persero) Distribusi Daerah Jawa Tengah dan D.I.Yogyakarta Area Semarang can be known that the performance of employees still not optimal.It is visible from the attainment of performance that is not based on the target. The purpose of this research is to know the influence of motivation and discipline work against the performance of employees at PT. PLN (Persero) Distribusi Daerah Jawa Tengah dan D.I.Yogyakarta Area Semarang. The research method used is quantitative research. Data obtained in this study through interviews using koesioner. Analysis of the data used is the coefficient of correlation coefficients of Kendall and concordance of the Kendall. From the results of research using the SPSS program it can be known that there is a very weak influence motivation (X 1) against the performance of employees (Y) with a coefficient of correlation of kendall tau of 0.040 (under 0.5) with probability figures 0.709 (greater than 0.05); There is a very weak influence on the discipline of work (X 2) against the performance of employees (Y) with a coefficient of correlation of kendall tau of 0.052 (under 0.5) with probability figures 0.633 (greater than 0.05); For the determination coefficient (R2) indicated on the Kendall Ws Coefficient of 0.491.

This study sets out to investigate the influence of organisational innovation (innovation speed, innovation quality and innovation quantity), extrinsic rewards, and intrinsic motivation on employee creativity and firm performance. We advance the body of knowledge on this subject and examined the moderating role of knowledge sharing between employee creativity and employee performance. Data was collected from employees working in Saudi public sector. For empirical findings structural equation modelling (SEM) was applied. The results show that employee creativity was jointly predicted by organisational innovation, extrinsic rewards and intrinsic rewards and explained R2 66.5% variance in employee creativity. Therefore, firm performance was predicted by employee creativity and showed R2 60.5% variance in firm performance. Furthermore, this study confirmed the moderating role of knowledge sharing between employee creativity and employee performance such that the positive relationship between employee creativity and employee performance will be stronger when knowledge sharing is higher.