Role of Employee Performance During Covid-19: Do Motivation and Commitment Matter?

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Abstract

Purpose – This study tries to analyze the relationship between job satisfaction and employee performance with the mediating variables of work motivation and organizational commitment in during the Covid-19 pandemic. Methodology – Structural Equation Model was built to capture the relationship between variables using purposive sampling, with the sample criteria being lecturers who have worked in both public and private tertiary institutions with a minimum work period of 2 years. When the questionnaire was distributed, the respondent was working through working-from-home scheme. In order to fulfil requirement from SEM model, 150 respondents were taken, and 128 questionnaire that can be used in estimation process. Findings – The results showed that work motivation and organizational commitment had no effect on employee performance, nor were they mediating variables on job satisfaction. This weak relationship proves that the pandemic is a difficult time for workers. Furthermore, satisfaction from a well-completed job is objectively beneficial, but the feeling appears confined to a task without high motivation and commitment. Originality – In case of pandemic time, Work motivation and Organizational commitment fail as a Mediating effect that connects job satisfaction to employee performance. Here’s proves that negative impact of the working-from-home policy is unavoidable.
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员工表现在Covid-19中的作用:动机和承诺重要吗?
目的:本研究试图以工作动机和组织承诺为中介变量,分析新冠肺炎疫情期间工作满意度与员工绩效的关系。研究方法:采用有目的的抽样方法,建立结构方程模型,以在公立和私立高等教育机构工作最少两年的讲师为样本标准,捕捉变量之间的关系。发放问卷时,被调查者正通过在家工作计划工作。为了满足SEM模型的要求,我们抽取了150名被调查者,其中有128份问卷可以用于估计过程。结果显示,工作动机和组织承诺对员工绩效没有影响,也不是工作满意度的中介变量。这种薄弱的关系证明,大流行对工人来说是一个艰难的时期。此外,圆满完成工作带来的满足感客观上是有益的,但这种感觉似乎仅限于一项没有高度动机和承诺的任务。独创性——在大流行时期,工作动机和组织承诺作为连接工作满意度和员工绩效的中介效应失效。这证明了在家工作政策的负面影响是不可避免的。
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