All organizations’ goals come down to one purpose, which is to be successful. However, the company cannot achieve their goals if the employees are not satisfied with their job or worse, not motivated to fulfill their tasks. The employees’ performance is vital for the organizations because it will impact the organizations’ output. Therefore, it is imperative to check on what factors that affected the employees’ job performance.
This research was conducted at Giant Ekspres Setrasari, Bandung. The purpose of this study is to examine and analyze the intrinsic motivation, the extrinsic motivation, the job performance, and the influence of intrinsic and extrinsic motivations simultaneously and partially towards job performance of Giant Ekspres Setrasari Bandung employees.
This research was an applied research, using quantitative-descriptive method with data retrieved from questionnaire circulated to all 36 employees of Giant Ekspres Setrasari Bandung and pilot study questionnaire to build up the background, circulated to 10 employees picked randomly. This research also used secondary data from the company to objectively measure the employees’ performance. This research utilized hypothesis testing method to explain the nature of intrinsic motivation, extrinsic motivation, and job performance relationship. The questionnaire data was then analyzed using descriptive analysis and multiple regression method with intrinsic motivation and extrinsic motivation as independent variables and job performance as dependent variable.
Based on the descriptive analysis result, the intrinsic and extrinsic motivations of Giant Ekspres Setrasari Bandung were categorized as high. This means that the employees think both intrinsic and extrinsic motivations are important for the progression of their work output. Meanwhile job performance is categorized as very high. This means that the employees felt satisfied with the result of their work output. Based on multiple regression analysis, intrinsic motivation and extrinsic motivation has significant influence simultaneously toward job performance with intrinsic motivation having higher significant influence partially compares to extrinsic motivation.
Keywords: intrinsic motivation, extrinsic motivation, job performance.