Human Resource
SUMMARY
Journal 1: The Effect of Motivation on Job Performance of State Government Employees in Malaysia In the competitive business environment today, performance is a main key in the organization to be sustained in order to ensure their business is keep competitive among others. Performance can be view or look as the implementation of an action’s or one’s ability toward achieving something whereby good performance can be related with achieving the quality, quantity, cooperation, dependability and creativity that been setup in the organization. Therefore, employee is an asset in the organization where the employee performance is considered as a measure of the quality of human capital. According to Churchill, Ford and Walker, (1987), the determinants of performance are personal, organizational, environmental, motivation, skill level, aptitudes and role perceptions. In addition, Vroom (1964) explained that motivational components are typically based on expectancy theory, which states that productivity increases when the level of motivation is increased. According to Fauziah, Zaharah, W.Amalina, N.Haizal, (2011), said that motivation can be considered as a predictor of job performance or in other words, the determinants of employee job performance were motivation, aptitudes and skill level. An employee job performance is important because it will reflect the performance of the organization. Usually people with high performance will success in their job. This is due to they are highly motivated in doing their job and they will doing everything as they could in order to be perform well in doing the job. Level of motivation can be influence the job performance of employee therefore it becomes a crucial aspect for the employer to ensure their employee keep motivated. Previous research by Tyagi, (1985) found a positive relationship between intrinsic factor with the level of motivation (Tannembaum et al, 1991).
The intrinsic factor can be define as a positively
Journal 1: The Effect of Motivation on Job Performance of State Government Employees in Malaysia In the competitive business environment today, performance is a main key in the organization to be sustained in order to ensure their business is keep competitive among others. Performance can be view or look as the implementation of an action’s or one’s ability toward achieving something whereby good performance can be related with achieving the quality, quantity, cooperation, dependability and creativity that been setup in the organization. Therefore, employee is an asset in the organization where the employee performance is considered as a measure of the quality of human capital. According to Churchill, Ford and Walker, (1987), the determinants of performance are personal, organizational, environmental, motivation, skill level, aptitudes and role perceptions. In addition, Vroom (1964) explained that motivational components are typically based on expectancy theory, which states that productivity increases when the level of motivation is increased. According to Fauziah, Zaharah, W.Amalina, N.Haizal, (2011), said that motivation can be considered as a predictor of job performance or in other words, the determinants of employee job performance were motivation, aptitudes and skill level. An employee job performance is important because it will reflect the performance of the organization. Usually people with high performance will success in their job. This is due to they are highly motivated in doing their job and they will doing everything as they could in order to be perform well in doing the job. Level of motivation can be influence the job performance of employee therefore it becomes a crucial aspect for the employer to ensure their employee keep motivated. Previous research by Tyagi, (1985) found a positive relationship between intrinsic factor with the level of motivation (Tannembaum et al, 1991).
The intrinsic factor can be define as a positively
References: Churchill, G.A.; Ford, N.M.; and Walker, O.C. Jr (1987), Sales Force Management- Planning, Implementation and Control, Second Edition, Irwin Inc. Edward L. Deci., Maarten Vansteenkiste, and Willy Lens (2006), Intrinsic Versus Extrinsic Goal Contents in Self Determination Theory: Another Look at the Quality of Academic Motivation, Education Psychologist, 41(1), 19-31. ISSN: 00461520. [Online]Available:http://www.selfdeterminationtheory.org(February 18, 2012). McClelland, D.C. (1962), “Business Drives and National Achievement,” Harvard Business Review, 98-112. McClelland, D.C. (1971), Managing People at Work, New York: Macmillan Publishing House.