KOMITMEN, SELF-EFFICACY DAN MOTIVASI: PENGARUH UMPAN BALIK DAN INSENTIF PADA KARYAWAN NON MANAJEMEN
| dc.contributor.author | Apriwandi | |
| dc.date.accessioned | 2014-03-04T02:41:12Z | |
| dc.date.accessioned | 2019-10-21T12:12:30Z | |
| dc.date.available | 2014-03-04T02:41:12Z | |
| dc.date.available | 2019-10-21T12:12:30Z | |
| dc.date.issued | 2013-05-30 | |
| dc.description.abstract | Motivating employees to play an important role in the organization's successes and this study indicate a positive relationship between commitment, self-efficacy and motivation. This study examined financial incentives and the type of feedback has an influence on commitment and selfefficacy in improving performance through task motivation. In this study, the proposed variable are the dimension of commitment (affective, continuance and normative) and self-efficacy. The contribution of experimental studies in the behavioral accounting literature by investigating how a specific type of performance feedback and performance-based rewards affect three dimensions of commitment and self-efficacy. Also, in the context of research is relatively easy to investigate whether the prediction is valid to use for lower-level employees. This experiment participants consisted 84 bachelor degree students of Faculty of Economics and Business, Gadjah Mada University. This experimental study resulted that performance feedback and rewards have no effect on the dimensions of commitment and self-efficacy at the lower level employees. Performance feedback is negatively related to the three dimensions of commitment and self-efficacy, whereas performancebased rewards positively related to one-dimensional normative commitment. In addition, the motivation was not significantly related to two of the three dimensions of commitment and selfefficacy. Normative commitment significantly positively related to employee job motivation level. The implications of this research illustrates that control mechanisms do not go increasing the commitment and self-efficacy of employees and increased employee motivation. And the design of incentives and feedback can improve employee performance. | en_US |
| dc.identifier.isbn | 977-233-8331-00-2 | |
| dc.identifier.uri | http://repository.widyatama.ac.id/handle/123456789/2772 | |
| dc.language.iso | en | en_US |
| dc.publisher | Seminar Nasional Call For Papers, Fakultas Ekonomi Universitas Sebelas Maret Surakarta | en_US |
| dc.relation.ispartofseries | ;KIN.CD.061 | |
| dc.subject | commitment | en_US |
| dc.subject | self-efficacy | en_US |
| dc.subject | motivation | en_US |
| dc.subject | feedback and incentives | en_US |
| dc.title | KOMITMEN, SELF-EFFICACY DAN MOTIVASI: PENGARUH UMPAN BALIK DAN INSENTIF PADA KARYAWAN NON MANAJEMEN | en_US |
| dc.type | Presentation | en_US |