The impact of motivational factor that lead to the increases of job performance among employees in the government sector / Farah Izzati Noor Hazmi and Tengku Nurathirah Tengku Ahmad

This research attempted to study the factors that may influence the employee’s motivation towards the job performance in the Government Sector which are compensation, working environment and training. The objectives of this research are to examine the correlation between organizational motivational factors consisting compensation, working environment, training and employee job performance. This study focuses on all employees in Government Sector that worked in the Pertubuhan Keselamatan Sosial (PERKESO) in Human Resource and Operational Department including top management, middle level, and employees at the bottom level. This study has some limitations because it only involves employees in two departments, thus it will lead to inaccuracy and bias because only employees in both departments filled in the questionnaire and it does not involve employees from other departments and organizations of the government sector. In this research, non-probability sampling was used where the elements in the population do not have any probabilities attached to their being chosen as sample subjects.

The researcher used purposive sampling in this research which means the researcher obtain information from the target group that the researcher aim for this study to answer the questionnaires. So, in this research the researcher has target Human Resource Department and Operational Department as their respondent due to this study. This research used a set of questionnaire to collect data. This research also gathers data from the secondary data from secondary resources which are the journals, case study, text book, interview, references book and also articles from the internet. We can derive from the findings that the factor that most influence the employee’s motivation towards job performance is by the compensation, working environment and training. Based on the findings, we can conclude that compensation and working environment is the most important factor that influences the employee’s job performance in the Government Sector. Finally, the sample size used in the present study is not that large and comprised only the employees working in the Human Resource and Operational Department in PERKESO. Therefore, the present results must be considered limited to the population used in the study, and future replication attempts should be conducted using larger samples and different population.