Employee Welfare in the Role of Supervision Support on Human Resource Motivation
Abstract
This study is an explanatory research aimed at explaining the influence of supervisory support on intrinsic and extrinsic motivation, as well as examining the moderating role of rewards in these relationships. Data were collected through direct observation at the Customs and Excise Service Office Type Madya Pabean A Semarang and through questionnaires distributed to employees. The questionnaire used a 1–5 semantic differential scale and was administered to the entire population of 203 human resources, consisting of both civil servants and non-civil servants. Based on the Slovin formula, a sample of 135 respondents was determined using a non-probability sampling technique through convenience sampling to ensure time efficiency and ease of access. The data were analyzed using Structural Equation Modeling with the Partial Least Square (PLS) approach. The results indicate that supervisory support has a positive and significant effect on both intrinsic and extrinsic motivation. Furthermore, rewards do not moderate the relationship between supervisory support and intrinsic motivation. However, rewards significantly moderate the influence of supervisory support on extrinsic motivation. These findings provide empirical insights into the importance of supervisory quality and reward systems in enhancing employee motivation.
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DOI: http://dx.doi.org/10.30659/jrbi.v23i1.51478
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