The Influence of Motivation on Job Performance: A Case Study at Universiti Teknoligi Malaysia

Abstract

Background: Motivation in organizations is important and is needed for improving the performance of employees in an affirmative manner. The current study aims to determine the relationship between motivation and job performance, and also to identify the most dominant motivational factor that influences employees’ job performance.

Objectives: The current study has three objectives. The first objective is to determine the level of motivation and job performance among the respondents. The second objective is to determine the relationship between motivational factors and job performance. The third objective of the study is to identify the most dominant motivational factor that influences employees’ performance. In the current research, the researcher has tried to explain the impact of motivation on job performance, through conducting the study in Universiti Teknologi Malaysia (UTM). The population of this study was non-academic staff grade N17 at Universiti Teknologi Malaysia (UTM). The research instrument was a structured questionnaire. Total samples of 150 non-academic employees were chosen through a multi stage sampling. A Total of 108 questionnaires gathered and the analysis was done for 103 questionnaires. The current study applied a descriptive and co-relational research design in an effort to explore the statistical relationship between the identified variables. The mean score, correlation and multiple regression analyses were conducted through applying SPSS 22.0.

Results: The analysis showed that the most significant motivational factor for job performance was responsibility, while fringe benefits was the second significant factor.

Conclusion: Human capital management can use diverse plans or factors to simulate workers, but human capital management should remember that different motivational factors or plans would have different motivational influences on different employees. Also managers should consider that the diverse incentive plans may influence employees in different ways, at different positions in time, because of the continual changes in situations, needs and individual purposes. To obtain good results from a motivational plan, the human capital management has to comprehend the differences of employees’ values, needs, tasks, and satisfaction’s levels in terms of increasing job performance and productivity.

Keywords: motivation, job performance, University, Malaysi