Causation of Motivation Factors on the Work Performance of Employees of the Regional Office of the Directorate General of State Treasury, East Java Province

Luluk Husnayati; Achmad Daengs GS; Fadjar Budianto; Rina Dewi; Dody Suhermawan; Enny Istanti

doi:10.30640/jmcbus.v4i3.6994

Authors

Luluk Husnayati University of 45 Surabaya
Achmad Daengs GS University of 45 Surabaya
Fadjar Budianto University of 45 Surabaya
Rina Dewi University of 45 Surabaya
Dody Suhermawan University of Muhammadiyah Gresik
Enny Istanti Ubhara University of Surabaya

DOI:

https://doi.org/10.30640/jmcbus.v4i3.6994

Keywords:

Employee Performance, Esteem Needs, Motivation, Self-Actualization, Safety Needs

Abstract

Human resource management refers to activities aimed at utilizing human resources effectively to achieve organizational goals. Motivation is a psychological drive that directs individuals toward achieving goals, derived from the Latin word movere, meaning “to move,” encompassing both physical and mental processes. Employee performance is a crucial component of the overall work process, and objective performance appraisal is important for both employees and organizations, as it provides feedback on abilities, weaknesses, and potential for career planning and development. In organizational settings, employee motivation plays an essential role in determining productivity, job satisfaction, and overall performance outcomes. This study aims to analyze whether physiological needs, safety needs, social needs, esteem needs, and self-actualization needs simultaneously influence employee performance at the Regional Office of the Directorate General of State Treasury in East Java Province. The findings indicate that all these motivational factors have both simultaneous and partial significant effects on employee performance, where higher fulfillment of needs leads to improved performance, and self-actualization needs emerge as the most dominant factor influencing employee performance.

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