— The purpose of this study was to empirically prove effects of working ability, working condition, motivation, and incentives on performance. In this study working ability consist of skill and ability, working experience; working condition includes supervision, organizational culture, workload, physical conditions, facilities; motivation such as perception of effort, goals, fairness, reinforcement; incentive consist of achievement, career and promotion, advancement, reward, authority and autonomy, working group, job security, financial incentives; performance in term of quantity and quality, attendance, time management. A questionnaire was designed and disseminated randomly to 150 staff of a famous university in Indonesia. Partial Least Square (PLS) was used to generate findings. The results showed that working conditions, incentives and motivation had a statistical significant effect on employee performance. Furthermore, the findings also revealed that workload, facilities, and expectancy had a negative effect on employee performance. Meanwhile, working group, salary, job security, achievement, fairness, and goals had a positive effect on employee performance.
— Incentives, motivation, performance, PLS, working ability, working conditions.
Atya Nur Aisha is with Bandung Institute of Technology, Bandung, Indonesia (e-mail: firstname.lastname@example.org). Pamoedji Hardjomidjojo and Yassierli are with Industrial Management Research Group, Faculty of Industrial Technology, Institut Teknologi Bandung, Indonesia (e-mail: email@example.com, firstname.lastname@example.org).
Cite: Atya Nur Aisha, Pamoedji Hardjomidjojo, and Yassierli, " Effects of Working Ability, Working Condition, Motivation and Incentive on Employees Multi-Dimensional Performance," International Journal of Innovation, Management and Technology vol. 4, no. 6, pp. 605-609, 2013.