As companies face rapid technological change, digital transformation, and increasing market competition, maintaining a productive workforce has become one of the greatest organizational challenges. Businesses are expected not only to improve operational efficiency but also to create workplaces where employees remain engaged, committed, and motivated.
The property industry is particularly sensitive to employee performance. Construction schedules, project coordination, customer service, and sales targets all depend on employees who can consistently perform at a high level. Even small declines in work motivation can affect productivity, project completion, and customer satisfaction.
Recognizing these challenges, the researchers from Pamulang University examined how employee motivation influences workplace performance at PT Roseg Indo Properti, a property developer specializing in affordable housing, commercial buildings, and apartment projects in Indonesia.
Understanding Motivation Beyond Salary
Employee motivation has long been recognized as one of the foundations of organizational success. However, motivation is not limited to financial compensation.
The study explains that motivation generally comes from two complementary sources.
Intrinsic motivation originates from within employees themselves, including:
- the desire to achieve personal goals;
- professional responsibility;
- opportunities for self-development;
- satisfaction from completing work successfully; and
- recognition for good performance.
Meanwhile, extrinsic motivation comes from the surrounding work environment, including:
- salary and incentives;
- bonuses and rewards;
- supportive leadership;
- positive relationships with supervisors and colleagues; and
- a comfortable workplace.
According to the researchers, organizations that successfully develop both forms of motivation create employees who are more committed to organizational objectives.
Qualitative Research Captured Employees' Experiences
Rather than relying on statistical surveys alone, the researchers adopted a qualitative research design to gain a deeper understanding of employee experiences.
Information was collected through in-depth interviews, workplace observations, and company documentation. Participants included the company's Director, Finance Manager, Marketing Manager, Legal Manager, and employees from multiple departments.
This approach enabled the researchers to examine not only measurable performance outcomes but also the personal experiences and workplace conditions that influence employee motivation.
Key Findings
The research identified several clear patterns linking motivation with employee performance.
Employees with higher motivation consistently demonstrated:
- stronger work discipline and punctuality;
- greater responsibility for assigned tasks;
- higher productivity;
- improved quality of work;
- better teamwork;
- greater commitment to organizational goals; and
- higher success in achieving or exceeding work targets, particularly within the marketing division.
Employees also reported feeling more motivated when supervisors trusted them with greater responsibility and recognized their achievements.
The study further found that supportive communication between management and employees contributed significantly to maintaining positive workplace morale.
Conversely, employees who felt undervalued or worked in less supportive environments experienced lower motivation, which often resulted in declining productivity and weaker job performance.
Motivation Influences More Than Productivity
One of the study's most significant conclusions is that motivation shapes employee behavior beyond simply increasing output.
Highly motivated employees were found to be:
- more disciplined in following company regulations;
- more willing to take initiative;
- better prepared to solve workplace problems;
- more resilient during organizational changes; and
- more loyal to the company.
The researchers also observed that motivated employees generally produced work with fewer mistakes and completed assignments more efficiently.
Importantly, motivation contributed to stronger organizational commitment, making employees more likely to remain with the company and contribute to its long-term success.
Leadership and Workplace Culture Matter
Although motivation proved to be an important driver of performance, the researchers emphasized that it does not operate independently.
Employee performance is also influenced by leadership quality, communication, organizational culture, management systems, professional skills, and previous work experience.
Supportive leaders who provide clear direction, constructive feedback, and appreciation for employee contributions were found to foster stronger workplace motivation.
Likewise, organizations that encourage open communication and create comfortable working environments are more likely to maintain high-performing teams.
The findings suggest that employee motivation should be viewed as part of a broader human resource strategy rather than an isolated management initiative.
Implications for Businesses
The research offers practical guidance for organizations seeking to improve employee performance.
Instead of focusing exclusively on financial rewards, companies should build comprehensive motivation strategies that combine fair compensation with opportunities for professional development, supportive leadership, effective communication, and employee recognition.
Investing in employee motivation can produce measurable organizational benefits, including improved productivity, stronger teamwork, higher employee retention, and better overall business performance.
For companies operating in highly competitive sectors such as property development, these strategies may provide a sustainable competitive advantage.
As Yakup Hermansyah, Retno Japanis Permatasari, and Irfan Rizka Akbar of Pamulang University explain, motivation is more than simply encouraging employees to work harder. Their findings indicate that motivation shapes discipline, responsibility, commitment, productivity, and loyalty, making it one of the most important foundations of long-term organizational success.
Author Profiles
Yakup Hermansyah, researcher at Pamulang University whose expertise includes human resource management, employee motivation, organizational behavior, and workforce performance.
Retno Japanis Permatasari, is a lecturer at Pamulang University specializing in management, organizational development, and human resource management.
Irfan Rizka Akbar, is a researcher at Pamulang University whose academic interests focus on employee performance, leadership, organizational management, and strategic human resources.
Source
Article Title: The Influence of Motivation on Employee Performance at PT Roseg Indo Properti, South Tangerang
Authors: Yakup Hermansyah, Retno Japanis Permatasari, Irfan Rizka Akbar
University: Pamulang University
Journal: International Journal of Sustainable Applied Sciences (IJSAS)
Publication Year: 2026
DOI: https://doi.org/10.59890/ijsas.v4i6.2
URL: http://ijsasjournal.my.id/index.php/ijsas
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