The Influence of Intrinsic Motivation on Human Resource Performance with Affective Commitment as a Mediator

Danu Purwoko, Bedjo Santoso

Abstract


Abstract. This study aims to analyze how intrinsic motivation andaffective commitment can improve the performance of human resources (HR) at the Tanjung Emas Customs and Excise Type Medium Supervision and Service Office. Based on the differences in previous research results regarding the role of intrinsic motivation on HR performance, the formulation of the problem of this study is "How is the role of intrinsic motivation in improving HR performance at the Customs and Excise Supervision and Service Office TMP Tanjung Emas with affective commitment as a mediator". The type of research used is explanatory research, with a population of 253 employees who are all HR in the office. This study uses a sampling technique according to Slovin. Measurements are carried out using a Likert scale of 1 to 5, and data analysis uses the Partial Least Square (PLS) model. The results of the study indicate that: (1) intrinsic motivation has a positive and significant effect on HR performance, meaning that the better the intrinsic motivation, the higher the HR performance; (2) intrinsic motivation also has a positive and significant effect on affective commitment, meaning that the higher the intrinsic motivation, the better the affective commitment; (3) affective commitment has a positive and significant effect on HR performance, meaning that the better the affective commitment, the higher the HR performance. This study makes an important contribution in clarifying the relationship between intrinsic motivation and affective commitment in improving HR performance in government agencies.

Keywords


Keywords: Affective; Commitment; Intrinsic; Motivation.

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References


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DOI: http://dx.doi.org/10.30659/jrbi.v22i2.45405

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