Improving Human Resource Performance Through Human Capital Empowerment and Intrinsic Motivation
Abstract
This study is an explanatory research with an associative approach, aiming to examine and explain the relationship between the variables of Human Capital Empowerment, intrinsic motivation, and human resource (HR) performance. The purpose is to test hypotheses to strengthen the theoretical foundations underlying the study. The population includes all employees at the Office of Supervision and Customs Services, Type Madya Pabean Tanjung Emas, totaling 253 individuals. Based on Slovin's formula, the selected sample consists of 115 respondents. The sampling technique used is non-probability sampling with a convenience sampling approach, which involves selecting respondents based on availability and accessibility at a specific time, considering efficiency in terms of time and cost. Primary data was collected through a closed-ended questionnaire using a 5-point Likert scale ranging from “Strongly Disagree” to “Strongly Agree.” This instrument was designed to capture respondents’ perceptions of the study variables. Data analysis was conducted using the Partial Least Square (PLS) method to assess the structural model and examine the relationships between variables. The results show that Human Capital Empowerment has a positive influence on intrinsic motivation and HR performance, and that intrinsic motivation also significantly affects HR performance. These findings underscore the importance of empowering human capital and fostering internal motivation as key strategies for improving organizational performance.
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DOI: http://dx.doi.org/10.30659/jrbi.v22i2.49026
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