Mekanisme dari sistem umpan balik kinerja dan pemberian insentif bagi karyawan non managemen dalam peningkatan komitmen, self-efficacy dan motivasi untuk mencapai tujuan

Apriwandi (2012) Mekanisme dari sistem umpan balik kinerja dan pemberian insentif bagi karyawan non managemen dalam peningkatan komitmen, self-efficacy dan motivasi untuk mencapai tujuan. Al-Hisbah: Jurnal Akuntansi Keuangan dan Syariah, 1 (2). pp. 79-91. ISSN 2089-7162

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Abstract

Motivating employees begin instrumental in the success of the organization and part of this study indicates a positive relationship between commitment, self-efficacy and motivation. Management accounting literature has emphasized the incentives are part of the concept of motivation theory. This linkage has formed a pattern that is very good incentives used to motivate employees, after application of the average no effect in improving the individual's actions or conduct. The importance of incentives in influencing motivation level of commitment to achieving the goal, because an individual's commitment to increase if the value of the destination is high and they have agreat haparan to achieve those goals. Between commitment and self-efficacy when associated with incentives still have ambevalensi, because these two elements arising from any personal one toper form. The theory underlying the paper content is expectancy theory and goal setting that reveals further motivation theory by incorporating the concept of incentives. Suppression control system by providing incentives and performance feedback enhances performance by increasing self-efficacy and commitment to achieve the goal still has the opportunity to continue the research.

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