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Abstract
This research was conducted using a Balanced Scorecard approach on a learning and growth perspective with the aim of (1) identifying and analyzing the effect of work motivation, employee development, and work environment on the performance of employees at the Procurement Service Unit Office of Maros Regency and analyze the factors that have a dominant influence on employee performance.The data analysis used is descriptive to explain the characteristics of the respondents and the description of the research variables. Furthermore, quantitative data were analyzed using multiple regression analysis through the Statistical Package For Social Science (SPSS) program to obtain information about the influence of work motivation factors, employee development, and work environment on employee performance both simultaneously and partially.The results of testing the hypothesis in this study indicate that all independent variables have a positive and significant effect on the dependent variable. The magnitude of the influence exerted by the independent variable on the dependent variable is 64.1% while the remaining 35.9% is influenced by other factors outside the model. Partially, work motivation is the dominant variable influencing employee performance.
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References
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References
Alolah, T., Stewart, R. A., Panuwatwanich, K., & Mohamed, S. (2014). Determining the causal relationships among balanced scorecard perspectives on school safety performance: Case of Saudi Arabia. Accident Analysis & Prevention, 68, 57–74. https://doi.org/https://doi.org/10.1016/j.aap.2014.02.002
Bahrami, M. A., Barati, O., Ghoroghchian, M., Montazer-alfaraj, R., & Ranjbar Ezzatabadi, M. (2016). Role of Organizational Climate in Organizational Commitment: The Case of Teaching Hospitals. Osong Public Health and Research Perspectives, 7(2), 96–100. https://doi.org/https://doi.org/10.1016/j.phrp.2015.11.009
Cirer-Costa, J. C. (2016). Cinema and the automobile: Driving factors of new tourism models in the early years of the Golden Age. Tourism Management Perspectives, 19, 24–31. https://doi.org/https://doi.org/10.1016/j.tmp.2016.04.005
Imamoglu, S. Z., Ince, H., Turkcan, H., & Atakay, B. (2019). The Effect of Organizational Justice and Organizational Commitment on Knowledge Sharing and Firm Performance. Procedia Computer Science, 158, 899–906. https://doi.org/https://doi.org/10.1016/j.procs.2019.09.129
Khalatbari, J., Ghorbanshiroudi, S., & Firouzbakhsh, M. (2013). Correlation of Job Stress, Job Satisfaction, Job Motivation and Burnout and Feeling Stress. Procedia - Social and Behavioral Sciences, 84, 860–863. https://doi.org/https://doi.org/10.1016/j.sbspro.2013.06.662
Kim, J. (Sunny), Milliman, J. F., & Lucas, A. F. (2021). Effects of CSR on affective organizational commitment via organizational justice and organization-based self-esteem. International Journal of Hospitality Management, 92, 102691. https://doi.org/https://doi.org/10.1016/j.ijhm.2020.102691
Kitsios, F., & Kamariotou, M. (2021). Job satisfaction behind motivation: An empirical study in public health workers. Heliyon, 7(4), e06857. https://doi.org/https://doi.org/10.1016/j.heliyon.2021.e06857
Sarraf, F., & Nejad, S. H. (2020). Improving performance evaluation based on balanced scorecard with grey relational analysis and data envelopment analysis approaches: Case study in water and wastewater companies. Evaluation and Program Planning, 79, 101762. https://doi.org/https://doi.org/10.1016/j.evalprogplan.2019.101762
Trivellas, P., Reklitis, P., & Platis, C. (2013). The Effect of Job Related Stress on Employees’ Satisfaction: A Survey in Health Care. Procedia - Social and Behavioral Sciences, 73, 718–726. https://doi.org/https://doi.org/10.1016/j.sbspro.2013.02.110