Page 1 of 16
Advances in Social Sciences Research Journal – Vol. 8, No. 8
Publication Date: August 25, 2021
DOI:10.14738/assrj.88.10686. Suarningsih, A. A. A. R., Widyani, A. A. D., & Budiastra, A. A. K. (2021). Factors Affecting Employment Motivation and Performance
of Employees in the Department of Population and Civil Registration. Advances in Social Sciences Research Journal, 8(8). 625-640.
Services for Science and Education – United Kingdom
Factors Affecting Employment Motivation and Performance of
Employees in the Department of Population and Civil
Registration
A. A. A. Raka Suarningsih
Universitas Terbuka, Indonesia
A. A. Dwi Widyani
Universitas Mahasaraswati, Indonesia
A. A. Ketut Budiastra
Universitas Terbuka, Indonesia
ABSTRACT
Public service employee are required to provide good performance to people who
need population administration services. This study aimed to analyze the factors
that influence work motivation and official employee performance. This study used
a sample of 108 state civil servants through the purposive sampling technique at
the Department of Population and Civil Registration. The exogenous variables in
this study are incentives and workload, while the endogenous variables are work
motivation and employee performance. The measurement of the variables was
carried out using a Likert scale. Path Analysis did data analysis with a multiple
linear regression approach. The study results indicate a direct and positive, and
significant effect between the incentive variables and employee work motivation,
workload and employee work motivation, incentives and employee performance,
workload and employee performance, and work motivation and employee
performance. This effect can be shown by the coefficient values of 0.154, 0.132,
0.145, 0.126, and 0.529. The results of this study support that the incentive factors
and workload are given to employees can improve the performance of the
Population and Civil Registration Service employees. Clarity and openness to
sources of motivation need to be done to support employee performance. Research
provides recommendations on the importance of attention to improve employee
professionalism so that employees will be able to perform well.
Keywords: incentives, workload, work motivation, employee performance
INTRODUCTION
Human resources are one of the essential resources in an organization or company because
they are a source of driving the achievement of organizational goals [1]. The leadership of the
organization/company needs to give good attention to achieve harmony between the goals of
the employees working with the goals of the organization/company [2]. The reciprocal
relationship between the company and human resources can be done by providing adequate
compensation to employees. This compensation is an award given to employees for their
performance in achieving company goals. This compensation can be in the form of financial or
Page 2 of 16
626
Advances in Social Sciences Research Journal (ASSRJ) Vol. 8, Issue 8, August-2021
Services for Science and Education – United Kingdom
non-financial, which is given relatively to all employees for their performance in achieving
organizational/company goals [3]. Financial compensation can be salaries, benefits, bosses
(incentives), and commissions. In contrast, non-financial forms of compensation can include
rewards for performance, training, responsibility, authority, and a supportive work
environment [4]. The employee's compensation depends on the size of the employee's
performance provided by the employee. Employees will be enthusiastic about working if the
compensation received is following expectations. It becomes one of the main things that need
attention from the leadership of the organization/company.
The incentive variable has a partially significant effect on improving employee performance [5].
This study indicate that the higher the incentives given to employees. Employee performance
is getting better because the incentives received by employees are additional income received
in one month in addition to the basic salary. A different situation occurs with the effect of
providing incentives, namely the effect of workload. One of the factors that cause a decrease in
employee performance is an excessive workload. The understanding workload is the
completion of a set of activities by an organizational unit systematically based on job analysis
[6]. Employees who experience work as a workload cause them to experience tension at work
because their abilities are not following the organization's demands [7]. This situation can lead
to ineffective employee behavior, such as laziness, avoiding tasks, or low employee motivation
and performance.
Too much workload faced by employees is one source of pressure, and this will cause
employees to have to provide more incredible energy than usual in completing their work.
These tasks will be completed well or not; it all depends on how a person lives the workload he
feels. The workload variable has the highest correlational level on performance, with a
correlation value of -0.776 compared to the motivation and job satisfaction variables for Bank
BJB Padalarang Branch employees. There is a negative relationship between workload and the
performance of bank employees [8]. The results of the study indicate that there is a positive
and significant effect between workload on employee work motivation as indicated by the
results of a partial analysis test (t-test) where t count > t table is 7.610 > 1.654 with a
significance of = 5%, and the coefficient value is 4,85%. The study results show that workload
has a varied influence on employee work motivation [9].
Motivation is a person's "driving force" to behave in achieving the goals that have been set.
Everyone has self-motivation, which of course, can be different from one person to another
[10]. The formation of motivation results from a physiological or psychological imbalance that
requires action to balance. Needs, drives, and goals/initiatives are the shapers of motivation in
the form of behavior. Thus, motivation will affect a person's actions and behaviour [11]. Work
motivation has a positive and significant effect on morale and work motivation [12]. Work
motivation also has a significant effect on performance [13]. The more motivated employees
are at work, the higher the morale and accelerate the achievement of organizational goals.
The conditions of the development era require the government to provide excellent service
through the provision of human resources who can provide excellent service to the community
[14]. The Department of Population and Civil Disabilities is one of the agencies that provide
public services. As an institution directly related to the population, the Department of
Population and Civil Registration has the main task of providing population administration
Page 3 of 16
627
Suarningsih, A. A. A. R., Widyani, A. A. D., & Budiastra, A. A. K. (2021). Factors Affecting Employment Motivation and Performance of Employees in
the Department of Population and Civil Registration. Advances in Social Sciences Research Journal, 8(8). 625-640.
URL: http://dx.doi.org/10.14738/assrj.88.10686
services for every resident. Population data is the basis of all development strategies so that all
parties must support the performance of the Population and Civil Registration Office. Good
governance is the most prominent central issue in public administration management in the
reform era [15]. Good governance refers to the process of public administration that maximizes
the public interest. Good governance has six critical aspects: legitimacy, transparency;
accountability; state law; responsiveness; and effectiveness [16]. The quality of public services
is an indicator of the success of the public services provided. Public services are a benchmark
for carrying out tasks and measuring government performance through the bureaucracy [17].
All-State Civil Apparatus (SCA) within the Population and Civil Registration Office in East Bali
(Klungkung Regency, Bangli Regency, and Karangasem Regency) have received additional
employee income outside of salary but have not received additional incentives. Regional
governments can provide additional income to state civil servants (Decree of the Minister of
Home Affairs Number: 061-5449 of 2019) based on workload, work performance, place of duty,
working conditions, scarcity of professions, and other objective considerations by taking into
account regional financial capabilities. In the context of improving the general welfare of the
state civil apparatus. Based on the phenomenon and different research results, providing
incentives and workload on work motivation and employee performance in the Department of
Population and Civil Registration in the East Bali region is investigated.
In general, this study aims to examine the factors that influence work motivation and employee
performance at the Department of Population and Civil Registration. More specifically, this
study aims as follows: (1) To analyze the effect of incentives on employee motivation; (2) The
effect of workload on employees' work motivation; (3) The effect of incentives on employee
performance; (4) The effect of employee workload on employee performance; and (5) The
effect of work motivation on employee performance.
PERSPECTIVE
Incentive
Incentives are awards given to employees who perform work according to or exceeding the set
targets [18]. The incentive is an award in the form of money given by the organization's leaders
to employees to work with high motivation and achievement in achieving organizational goals
[19]. Incentives are awards given by the organization to employees so that they want to work
as well as possible and can generate employee work motivation so that organizational goals
will soon be achieved. In principle, the provision of incentives will benefit both parties [20]. The
grouping of incentives based on the type is divided into three types, namely Material Incentives
(money and or goods that have a market value), Non-Material Incentives (valuable
goods/objects), and a Combination of Material and Non-Material Incentives [21]. The provision
of incentives essentially aims to increase employee motivation to achieve organizational goals
by offering financial incentives above and beyond basic wages and salaries [22]. The primary
purpose of providing incentives is to provide responsibility and encouragement to employees
to improve the quality and quantity of their work [18].
Workload
According to Permendagri No. 12 of 2008, the workload is the amount of work carried out by a
position/organizational unit and is the product of the work volume and the time norm. If
workers' ability exceeds the job's demands, a feeling of boredom will arise [23]. Vice versa, if
workers' ability is lower than the demands of the job, more fatigue will appear. The workload