The Influence of Motivation and Work Ability on Employee
Performance
Indah Fitriany Purwaningtyas1*, Badia
Perizade2, Zunaida3, Marlina Widiyanti4
1*,3,4 Master of Management, Sriwijaya University, Indonesia
2 Lecturer of Magister Management, Economic Faculty, Sriwijaya University,
Indonesia
Email:
1*[email protected],
2[email protected], 3[email protected],
4[email protected]
Abstract
This research aims to determine the influence of motivation and work
ability on employee performance at PT Jasa Marga Toll Road Operator. The
population in this research was 150 employees who worked at PT Jasa Marga Toll
Road Operator, while the sample in this research used cluster random sampling.
So the units selected as samples were not individuals, but organized groups of
individuals, where the samples were all 120 operational employees. The results
of multiple linear regression analysis show that motivation and work ability
have a positive and significant effect on employee performance. For motivation
variable, hoped that there will be an opportunity to provide promotions to
employees by simplifying the conditions and stages in the consideration and selection
process provided. Meanwhile, for the work ability variable, hoped that the
Company can become a forum that facilitates employees to improve their
abilities. Apart from that, companies also need to provide opportunities for
employees to provide input and responses in resolving the problems and
challenges.
Keywords: Motivation, Work Ability, Employee Performance.
INTRODUCTION
The Industrial Revolution 5.0 will create new technologies that are
sophisticated and can help the work within the company, with the creation of
this new technology it will help human resources in dealing with various types
of work, and more quickly in carrying out tasks, with new breakthroughs and
With new advances in technology there will be many new things to learn (Kaushik & Kumar, 2023). However, this will give rise to various challenges that will be
faced by Human Resources (HR) (Qiu Zhang & Wu, 2004). The main challenge is that human resources will be replaced by
technology (Schwab & Karlen, 2019).
This problem is certainly being a threat to Indonesia, because
Indonesia still has a fairly low level of human resource quality (Resosudarmo & Abdurohman, 2018). Based on human resources research by "Human Development Indices
and Indicators 2019", Indonesia is in 115th position out of 189 countries (Worrell, 2020). And if it was compared with neighboring countries, such as Singapore
which is in 8th position, Malaysia in 57th position, Brunei Darussalam in 40th
position, and even Australia which has been able to occupy 3rd position (Kulakhmetova et al., 2019). Based on the data, it can be concluded that Indonesia still has low
quality of human resources (Wibowo et al., 2015).
In the
service industry, consumer satisfaction is greatly influenced by the quality of
interactions between consumers and employees who makes service contacts (Altinay et al., 2019). The example of service field that is
highly depends on the role of HR performance is toll road services (Ronchi et al., 2020). The Kayuagung � Palembang toll road
is a toll road in South Sumatra and connects Kayuagung to Palembang (Kapal
Betung) with total road section is 111.69 KM (Permata et al., 2021). Construction of this toll road
section began in August 2016 and consists of 3 sections. The concession owner
of this toll road is PT. Waskita Sriwijaya Toll (Zheng, 2024).
PT. Waskita
Sriwijaya Toll used third party for two kind of service. First is PT. Waskita
Karya which functions as the contractor or company that builds the toll road,
and also PT. Jasa Marga Toll Road Operator (JMTO) which is the company that
operates the toll road. The three companies synergize with each other to create
the best toll services for public (Bhakti, 2014).
Being one of
the companies engaged in service field, PT. Jasa Marga Toll Road Operator
(JMTO) is a company engaged in the field of toll road operations (Maulana et al., 2023). PT. Jasa Marga Toll Road Operator was
founded on August 21 2015, initially named PT Jasa Service Operations (JLO).
JMTO is a subsidiary of PT Jasa Marga (Persero) Tbk with a share composition of
99.9 percent owned by PT Jasa Marga (Persero) Tbk and 0.1 percent owned by the
parent Jasa Marga Employee Cooperative. PT Jasa Marga Tollroad Operator (JMTO)
itself consists of several branches spread throughout Indonesia, one of which
is Palembang branch.
Table 1
Amount of Employees
at PT. Jasa Marga Toll Road Operator (JMTO) In 2023
|
No |
Departement |
Amount of Employees |
|
1 |
Traffic |
77 |
|
2 |
Transaction |
25 |
|
3 |
Maintenance |
48 |
|
|
Amount of Employees |
150 |
Source: PT. Jasa Marga Tollroad
Operator (JMTO), 2023
Based on the data in Table 1, it shows that the number of employees at
PT. Jasa Marga Tollroad Operator (JMTO) in 2023 were 150 employees. The traffic
department has 77 employees, the transactions department has 25 employees, and
meanwhile the maintenance department has 48 employees.
Performance
achievements at PT Jasa Marga Toll Road Operator are assessed from several
service areas, which are divided into transaction, traffic and maintenance
services and where these service areas also have several aspects of their own
assessment. Based on this data, when compared during 2020 - 2022, the
realization of performance achievements from various fields tends to decrease
from year to year, with the lowest performance achievements from all fields
being in 2022 (Dong et al., 2022). This shows that the performance
achievements of PT. Jasa Marga Toll Road Operator has not met the work targets
that already set by company (Sugiyono et al., 2020).
Recapitulation
of the response time data of PT. Jasa Marga Toll Road Operator employees
regarding handling obstacles in the field, the data shows that the average
employee response time from 2020-2022 tends to fluctuate, and in 2021 and 2022,
the response time of PT. Jasa Marga Tollroad Operator employees has exceeds the
maximum limit of Standard Operational Procedures (SOP) that already set by
company (Deevaly & Wicaksono, 2023). The phenomena indicates that
employees increasingly need more time to follow up on their work (Van der Heijden & De Vos, 2015).
According to
one of the employee performance indicators by Robbins (2018), namely punctuality, where employees
should be able to complete their tasks according to the agreed time or even
faster, and maximize the time they have to carry out other tasks, but in the
fact, PT. Jasa Marga Tollroad Operator employees are not able to work according
to the standards that have been set, and this indicates that the performance of
PT. Jasa Marga Tollroad Operator employees is still not good because they
didn't optimized their working time.
Another
phenomena shows that the performance of PT. Jasa Marga Tollroad Operator
employees is still not good, that in 2019 PT (Agus Rohmat Hidayat, Nur Alifah, 2023; Selvyana et
al., 2023). Jasa Marga
Tollroad Operator also operates toll road of Terbanggi Besar-Kayuagung toll
road owned by PT. Hutama Karya, and the Kayuagung-Palembang toll road belong to
PT Waskita Sriwijaya Tol, however, the contract between PT. Hutama Karya and
PT. Jasa Marga Tollroad Operator only lasted for 1 year, and after that, the
contract was not extended again. This was caused by the performance of
employees from PT. Jasa Marga Tollroad Operator which PT. Hutama Karya felt was
still unsatisfactory, so PT. Hutama Karya looked for another vendor to replace
the duties of PT. Jasa Marga Tollroad Operator (Prakoso, 2021).
There are
causes for the decline in employee performance at PT. Jasa Marga Tollroad
Operator. After reviewing it, several phenomena emerged that caused a decline
in employee performance, one of which was caused by a lack of employee
motivation. The problem is related to the status of promotion given by PT. Jasa
Marga Toll Road Operator. Only 1 employee received a promotion during 2020 �
2022, namely from the transactions department only. Meanwhile, for the traffic
and maintenance department, no one has received a promotion. This could be the
cause of the performance of PT. Jasamarga Tollroad Operator employees being
less than optimal due to a lack of motivation to work because they are not
appreciated by promotion.
Apart from
the reasons for the low performance of employees provided by PT. Jasa Marga
Tollroad Operator, researchers chose PT. Jasa Marga Tollroad Operator as the
research object because PT. Jasa Marga Tollroad Operator has met the
qualifications that researchers need, that having 120 employees so that it
meets the standards for can be used as an object for research. Seeing the
condition of the problems at PT. Jasa Marga Tollroad Operator which attracted
attention for further research, and after seeking the views of experts and
previous research which showed that employee motivation, work ability and
performance were interconnected.
LITERATURE
REVIEW
1. Motivation
According to
Steers (2019), motivation provides the power to
influence a person's tendency to be involved in a work activity. This
motivation can take the form of feeling happy and working voluntarily to
achieve work goals.
2. Work Ability
According to
Gibson (2018), work abilities can be innate traits
or abilities learned by an employee to support an employee in carrying out
mental or physical work.
3. Kinerja Karyawan
Employee performance
is a result achieved by employees in their work according to certain criteria
that apply to a job (Robbins
et al., 2019).
RESEARCH METHOD
The population in this study were employees who worked at PT. Jasa Marga
Toll Road Operator who had different positions, positions, levels and
demographic conditions, totally 150 peoples, while the sample in this study
used cluster random sampling. Random sampling based on area or cluster random
sampling is a sampling method used where the population does not consist of
individuals, but rather consists of groups of individuals or clusters. So, the
units selected as samples were not individuals, but organized groups of
individuals, where the samples were all operational employees of PT. Jasa Marga
Tollroad Operator were 120 peoples.
Research
Result
1) The motivation variable (X1) shows a significance
value of 0.016 (smaller value α = 0.05). It means that work motivation has
a significant effect on employee performance at PT. Jasa Marga Toll Road
Operator. It proves that the first hypothesis that motivation has a positive and
significant effect can be accepted.
2) The work ability variable (X2) shows a
significance value of 0.000 (smaller value α = 0.05). It means that work
ability has a significant effect on employee performance at PT. Jasa Marga Toll
Road Operator. It proves that the second hypothesis that work ability has a
positive and significant effect can be accepted.
RESULTS
AND DISCUSSION
The
Influence of Motivation on Employee Performance at PT. Jasa Marga Toll Road
Operator
The
analysis results obtained in this research show that motivation has a positive
and significant effect on employee performance so that the first hypothesis can
be accepted. The results of this research are in line with the results of
research from (M. Weni, 2023); (Anugrah, 2023); (Nurhaedah et al., 2018); (Kristiani et al., 2023); (Pham et al., 2022);(Ibrahim et al., 2022); (Setiawan, 2022); (Antika & Dwiridotjahjono, 2022); (Alimuddin & Artiyany, 2022); (Leman et al., 2022); (Wicaksono, 2021); (Suaiba et al., 2021); (Tanuwijaya et al., 2023); (Tupti et al., 2021); (Pratiwi, 2021); (Jayaweera et al., 2020); (Shahzadi et al., 2020); (Nzewi et al., 2020); (Paais & Pattiruhu, 2020); (Kiruja & Mukuru, 2013); (Ulfah, 2020); (C�t� et al., 2019); (Olusadum & Anulika, 2018)
which shows that motivation has a positive and significant effect on employee
performance.
The self-actualization dimension shows the
average percentage of answers Agree (28.98%) and Strongly Agree (33.16%). This
shows that the self-actualization of employees at PT. Jasa Marga Toll Road
Operator is in the "Pretty Good" category. Employees feel that the
company provides opportunities for employees to develop abilities to support
their work. However, with there still being respondents who stated
"Disagree", there is an indication that some employees feel that they
are not given the opportunity to express criticism of something. It means that
employees are not given the freedom to express opinions in the realm of negative
responses.
The
Influence of Work Ability on Employee Performance at PT. Jasa Marga Toll Road
Operator
The
analysis results obtained in this research show that work ability has a
positive and significant effect on employee performance so that the second
hypothesis can be accepted. The results of the frequency of respondent�s
questionnaire answers show that work ability has a positive and significant
effect on employee performance. This research is in line with research results
from (Mache et al., 2023);(Lindegaard et al., 2023); (Dewa, 2023); (N. N. Weni et al., 2023); (Agus Rohmat Hidayat, Nur Alifah, 2023); (ANUGRAH, 2023); (Nurhaedah et al., 2018); (Bustari et al., 2023); (Anggra Kristiani, 2023); (Chasanah et al., 2022); (Duval et al., 2020); (Khayat et al., 2020); (Gencel Bek & Prieto Blanco, 2020); (Wagenaar et al., 2020)
shows the results that work ability has a positive and significant effect on
employee performance.
In the
intellectual ability dimension at PT Jasa Marga Toll Road Operator, the average
percentage of answers Agree (37.66%) and Strongly Agree (35.18%). It shows that
employees are able to recognize a logical sequence in a problem. However, with
respondents who stated "Disagree", there is an indication that some
employees felt they did not understand what they heard, which resulted in a
misscom. There is a need to provide clearer information in writing or verbally,
so that what you want to be informed about will provide an appropriate
response.
The cognitive
ability dimension shows the average percentage of answers Agree (42.16%) and
Strongly Agree (38.34%). This shows that employees at PT Jasa Marga Toll Road
Operator are able to learn and are in the "Good" category. However,
with there still being respondents who stated "Strongly Disagree" and
"Disagree", there is an indication that employees are able to solve
existing problems even though there are still many considerations in making
decisions. This opportunity given will make employees more respected for being
able to solve problems they are facing in the area of work that is their job
description and responsibilities.
CONCLUSION
Based on the
results of the research and analysis that has been carried out, the following
conclusions can be drawn: Motivation and work ability have a positive and
significant effect on employee performance (case study at PT. Jasa Marga Toll
Road Operator).
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