Title:
THE EFFECT OF REWARD INTRINSIC, EMPLOYEE PERCEIVED AND TRAINING EFFECTIVENESS ON WORK MOTIVATION AND ITS IMPACT ON THE PERFORMANCE OF EMPLOYEES OF THE ACEH REGIONAL SECRETARIAT OFFICE

Authors:
Bustami, Mukhlis and Amri ,Indonesia

Abstract:
This study aims to examine the effect of reward intrinsic, employee perceived, and training effectiveness on employee motivation and its impact on employee performance at the Aceh Regional Secretariat office (Setda Aceh). The population is 621 employees who work at the Bureau within the Setda Aceh. The research sample was taken by proportional sampling. After using the solvin formula, a sample of 151 people was obtained. This research model was tested by Structural Equation Modeling (SEM). The research result proved that reward intrinsic significantly affected employee work motivation, employee perceived significantly affected employee work motivation, training effectiveness significantly affected employee work motivation, reward intrinsic significantly affected employee performance, employee perceived significantly affected employee performance, significant training effectiveness affected employee performance, reward Instrinsic significantly affected employee performance mediated by employee work motivation, employee perceived significantly affected employee performance mediated by employee work motivation, and training effectiveness significantly affected employee performance mediated by employee work motivation. The motivation was proven to act as a partial mediator because it can be the path of choice by predictor variables to improve employee performance. This model contributes to the academic realm, where the theory of causality has previously been proven and is appropriate in this study. The novelty of this research lies in the combination of previous theories of causality so that it integrates into one model, and uses objects that have never been used before following the model. Theory update is part of research development. Therefore, for future research, further researchers are expected to be able to add other variables such as moderating variables in the form of gender or income or even mediating variables such as human capital. This proven model also contributes to practitioners, especially in the Setda Aceh, where this model can be applied to the implementation of strategies for improving performance in the Setda Aceh. Reward intrinsic, employee perceived, and training effectiveness are predictors of driving something that will happen to motivation so that it can improve the performance of Setda Aceh employees