Factors Affecting Work Motivation

Oct 13, 2025 by leolavanderia.com.br 149 views

Introduction

PT. Bank Negara Indonesia (BNI) USU Medan Branch is a financial institution that has been experiencing a significant decline in performance. This decline not only affects the company's finances but also the quality of services provided to customers. In an effort to understand the cause of this decline, an in-depth analysis is needed regarding the effect of work stress on employee performance and motivation.

Work stress is a psychological condition that can be caused by various factors, including task demands, role conflicts, relationships between colleagues, career development, and organizational climate. This study aims to identify these factors and how they contribute to employee motivation and performance at PT. BNI USU Branch Medan.

Factors Affecting Work Motivation

Work motivation is a crucial aspect of employee performance, and it is influenced by various factors. Based on the results of the analysis, the regression equation for employee work motivation is obtained as follows:

${ Y = 88,058 + 12,5551x_1 - 6,9952x_2 - 0.7423x_3 + 0.8174x_4 - 4,3515x_5 }$

From this equation, it can be seen that the variables of task and physical demands (X1) and relationships in work (X4) have a positive influence on work motivation. That is, the better the physical condition and clear demands at work, the higher the employee motivation. On the other hand, the role conflict variable (X2), career development (X3), and the organizational climate (X5) show a negative relationship with work motivation. This shows that there is ambiguity in the role carried, lack of development opportunities, and working atmosphere that is not conducive can reduce employee morale.

Employee Performance Analysis

In addition to work motivation, this research also analyzes employee performance with the following regression equations:

${ Z = 94,083 + 18,8221x_1 - 5,3712x_2 - 5,2153x_3 - 0.6924x_4 - 7,2015x_5 }$

From the results of this analysis, it appears that the variables of task and physical demands (X1) have a positive effect on employee performance. That is, the clearer and according to the demands of the tasks given, the better the employee's performance. However, the role conflict variable (X2), career development (X3), relationships in work (X4), and organizational climate (X5) show negative effects on performance. This shows that if there is obscurity in the role, lack of opportunities to develop, and unharmonious relationships between employees, their performance will decrease.

The Impact of Work Stress on Employee Performance and Motivation

Work stress has a significant impact on employee performance and motivation. When employees experience high levels of work stress, it can lead to decreased motivation and performance. This is because work stress can cause employees to feel overwhelmed, anxious, and uncertain about their roles and responsibilities.

Recommendations for Management

To increase employee motivation and performance, companies need to focus on reducing work stress by clarifying task demands, providing career development opportunities, and creating a supportive organizational climate. Some recommendations for management are:

Conduct more directed training and development: Provide employees with the skills and knowledge they need to perform their jobs effectively.
Create good communication between employees: Encourage open and honest communication between employees and management to reduce conflicts and improve relationships.
Create a healthy work environment: Provide a safe and healthy work environment that promotes employee well-being and reduces stress.

Conclusion

From the analysis that has been done, it can be concluded that work stress has a significant influence on employee motivation and performance at PT. BNI USU Branch Medan. To increase employee motivation and performance, companies need to focus on reducing work stress by clarifying task demands, providing career development opportunities, and creating a supportive organizational climate.

By implementing these recommendations, companies can improve employee motivation and performance, which can lead to increased productivity, better customer service, and improved financial performance.

Limitations of the Study

This study has several limitations that should be noted. Firstly, the study only focuses on PT. BNI USU Branch Medan and may not be generalizable to other companies. Secondly, the study only examines the effect of work stress on employee motivation and performance and does not examine other factors that may influence employee motivation and performance.

Future Research Directions

Future research should aim to examine the effect of work stress on employee motivation and performance in other companies and industries. Additionally, future research should aim to examine other factors that may influence employee motivation and performance, such as leadership style, organizational culture, and employee engagement.

References

[1] Katz, D., & Kahn, R. L. (1978). The social psychology of organizations. John Wiley & Sons.
[2] Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250-279.
[3] Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-396.

Appendix

The appendix includes additional information that is not included in the main body of the report. This includes:

Additional data: Additional data that was collected during the study, but not included in the main body of the report.
Methodology: A detailed description of the methodology used in the study.
Results: Additional results that were obtained during the study, but not included in the main body of the report.

By including this additional information, the reader can gain a more comprehensive understanding of the study and its findings.

Q: What is work stress, and how does it affect employee performance and motivation?

A: Work stress is a psychological condition that can be caused by various factors, including task demands, role conflicts, relationships between colleagues, career development, and organizational climate. When employees experience high levels of work stress, it can lead to decreased motivation and performance.

Q: What are the factors that contribute to work stress?

A: The factors that contribute to work stress include:

Task demands: Employees who have high levels of task demands, such as heavy workloads or tight deadlines, may experience work stress.
Role conflicts: Employees who have conflicting roles or responsibilities may experience work stress.
Relationships between colleagues: Employees who have poor relationships with their colleagues may experience work stress.
Career development: Employees who feel that they are not developing in their careers may experience work stress.
Organizational climate: Employees who work in an organizational climate that is not supportive or inclusive may experience work stress.

Q: How can companies reduce work stress and improve employee motivation and performance?

A: Companies can reduce work stress and improve employee motivation and performance by:

Providing clear task demands: Companies can provide employees with clear task demands and expectations to reduce work stress.
Providing career development opportunities: Companies can provide employees with opportunities for career development to reduce work stress.
Creating a supportive organizational climate: Companies can create a supportive organizational climate that promotes employee well-being and reduces work stress.
Encouraging open communication: Companies can encourage open communication between employees and management to reduce conflicts and improve relationships.

Q: What are the benefits of reducing work stress and improving employee motivation and performance?

A: The benefits of reducing work stress and improving employee motivation and performance include:

Improved productivity: Employees who are motivated and have low levels of work stress are more productive and efficient.
Better customer service: Employees who are motivated and have low levels of work stress are more likely to provide good customer service.
Improved financial performance: Companies that reduce work stress and improve employee motivation and performance are more likely to have improved financial performance.

Q: How can companies measure the impact of work stress on employee motivation and performance?

A: Companies can measure the impact of work stress on employee motivation and performance by:

Conducting surveys: Companies can conduct surveys to measure employee motivation and performance.
Analyzing employee data: Companies can analyze employee data to measure the impact of work stress on employee motivation and performance.
Conducting focus groups: Companies can conduct focus groups to gather feedback from employees about the impact of work stress on employee motivation and performance.

Q: What are the limitations of this study?

A: The limitations of this study include:

Small sample size: The study only examined a small sample of employees at PT. BNI USU Branch Medan.
Limited generalizability: The study only examined employees at PT. BNI USU Branch Medan and may not be generalizable to other companies.
Limited scope: The study only examined the effect of work stress on employee motivation and performance and did not examine other factors that may influence employee motivation and performance.

Q: What are the implications of this study for future research?

A: The implications of this study for future research include:

Examining the effect of work stress on employee motivation and performance in other companies: Future research should aim to examine the effect of work stress on employee motivation and performance in other companies.
Examining other factors that may influence employee motivation and performance: Future research should aim to examine other factors that may influence employee motivation and performance, such as leadership style, organizational culture, and employee engagement.
Developing interventions to reduce work stress and improve employee motivation and performance: Future research should aim to develop interventions to reduce work stress and improve employee motivation and performance.