The Effect of Work Meaningfulness on Human Resource Performance with Work Motivation as a Mediation Variable on Employees in Merauke Regency

Abstract

This study aims to analyze the influence of work meaningfulness on work motivation and human resource (HR) performance, as well as to analyze the role of work motivation as a mediating variable in the relationship between work meaningfulness and HR performance among employees working in Merauke Regency. This research is motivated by the working conditions in remote areas that have different geographical, social, and cultural characteristics than urban areas. Distance from family, limited access, job demands, and the process of adapting to the work environment can affect employee motivation and performance. In these conditions, the ability of employees to interpret work as something valuable, important, and contributing can be one of the factors that encourage work motivation and improve performance. This study uses a quantitative approach with a survey method. The study population was employees working in Merauke Regency, while the study sample consisted of 109 respondents. Data collection was conducted through a questionnaire using a Likert scale of 1–5. The research variables consisted of work meaningfulness as an independent variable, work motivation as a mediating variable, and HR performance as a dependent variable. Data analysis was conducted using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) method with the help of the SmartPLS 4 application. Testing included evaluation of the measurement model (outer model), evaluation of the structural model (inner model), testing of direct influence, and testing of mediation effects. The results of the study indicate that work meaningfulness plays a significant role in improving work motivation and human resource performance. Employees who perceive their work as having value, purpose, and meaningful contribution tend to have a stronger work drive. Work motivation also plays a role in improving human resource performance, as highly motivated employees tend to demonstrate greater effort, perseverance, responsibility, and better work achievement. Furthermore, work motivation acts as a mediating variable in the relationship between work meaningfulness and human resource performance. These findings suggest that meaningfulness in work not only directly influences performance but can also improve performance through increased work motivation. Thus, this study emphasizes the importance of creating a work environment that provides meaning, purpose, and a sense of contribution to employees, particularly in remote work areas such as Merauke Regency. Organizations need to address employee psychological and motivational aspects as part of their HR management strategy to sustainably improve performance.