THE RELATIONSHIP BETWEEN MARS MODEL (MOTIVATION, ABILITY, ROLE PERCEPTIONS, SITUATIONAL FACTORS) AND EMPLOYEES' PERFORMANCE AT THE WORKPLACE LIEW MAY THIN This project is submitted in partial fulfilment of the requirements for a Bachelor of Science with Honours Human Resource Development Faculty of Cognitive Sciences and Human Development UNIVERSITI MALAYSIA SARAW AK 2011
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THE RELATIONSHIP BETWEEN MARS MODEL (MOTIVATION, ABILITY, ROLE PERCEPTIONS, SITUATIONAL FACTORS) AND
EMPLOYEES' PERFORMANCE AT THE WORKPLACE
LIEW MAY THIN
This project is submitted in partial fulfilment of the requirements for a Bachelor of Science with Honours
Human Resource Development
Faculty of Cognitive Sciences and Human Development UNIVERSITI MALAYSIA SARA W AK
2011
ACKNOWLEDGEMENT
Most of all, I would like to express my gratitude to my supervisors, Mr. Abang Ekhsan Abang Othman for his guidance and great effort in assisting me throughout all the way of completion of this Final Year Project. I would like to thank him for his generosity in sharing knowledge and spending time to explain and discussed the problems that I had faced. In addition, I appreciate his guidance, advice and encouragement that facilitated the completion of this study.
Also, I would like to thank my evaluators, Mr Philip Nuli Anding and Miss Agatha Lamentan Ak Muda for the Final Year Project presentation for their advices and comments which allow me to identify where the problem lies.
A big thank you is also dedicated to one of the hotels in Kuching area for giving me the opportunity, permission and cooperation to conduct the study. Special thanks I dedicated to Mrs Susan Kon, manager of the hotel and Miss Nurul for her invaluable contributions and assistance throughout the distribution and collection of the questionnaires. Never forget to express my thankfulness to all the respondents from the hotel especially those who participate in this survey and provided truthful information for this research.
A big appreciation to my friends and course mates who given me the strength, useful information and ideas whenever I face the problems in completing the study. Thanks to all my beloved friends.
Again, I wish to dedicate my sincerely appreciation to those who had been involved in this study.
ABSTRACT
THE RELA TIONSIHP BETWEEN MARS MODEL (MOTIV A TION, ABILITY, ROLE PERCEPTIONS, SITUATIONAL FACTORS) AND EMPLOYEES' PERFORMANCE AT
THE WORKPLACE
LIEW MAY THIN
This study aims to identify the relationship between MARS model (motivation, ability, role perceptions, situational factors) and employees' performance at the workplace specifically in the hotel industry. The independent variables are motivation, ability, role perceptions and situational factors while the dependent variable is employees' performance at the workplace. The sample of study consisted of 68 employees in one of the hotel which located in Kuching area. Survey questionnaire were used to collect the required data for analysis. The collected data were analyzed by using Statistical Package for Social Science (SPSS) Version 17.0. Five informants were being selected to conduct the interview sessions and the interview findings were used to support the research findings. Frequency and percentage was used to summarize respondents' demographic and Independent T -test was used to determine the difference in employees" performance at the workplace based on gender. Person Correlation Coefficient was used to measure the relationship between MARS model and employees' performance at the workplace while Multiple Linear Regression was used to determine the dominant factor that influence employees' performance at the workplace. Instrument's validity and reliability had been identified by using pilot test. Present study found a statistically significant relationship between motivation (r=0.786, p=O.OOO), ability (r=0.851, p=O.OOO), role perceptions (r=0. 777, p=O.OOO), situational factors (r=0.661, p=O.OOO) and employees' performance at the workplace. Among the four independent variables, ability (,6=0.639, r=0.748) was found as the dominant factor that influence employees' performance at the workplace. Also, the finding showed that there is a significant difference in employees' performance at the workplace based on gender (p=0.042, p<0.05). In conclusion, organization may provide training to employees as to improve their ability in order to perform well on their job. Moreover, organization should emphasize on how to enhance the motivation level of employees and make sure all employees have clear role perceptions, as well as provide good working condition and working environment for employees so that they can concentrate on their job. For future researchers, they may study on other factors which can affect the performance level of employees and they can modify the research framework by using moderator or mediator.
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ABSTRAK
HUBUNGAN ANTARA MODEL MARS (MOTIVASI, KEMAMPUAN, PERSEPSI PERANAN, FAKTOR PERSEKITARAN) DAN PRESTASI PEKERJA DI TEMPAT KERJA
LIEWMAY THIN
Kajian ini bertujuan untuk mengenalpasti hubungan antara model MARS (motivasi, kemampuan, persepsi peranan, factor persekitaram) dan prestasi pekerja di tempat kerja khususnya di industri perhotelan. Factor tidak bersandar adalah motivasi,kemampuan, persepsi peranan danfaktor persekitaran manakalafaktor bersandar adalah prestasi pekerja di tempat kerja. Sampel kajian terdiri daripada 68 orang pekerja dart salah sebuah hotel di Kuching. Borang soal selidtk telah digunakan untuk mengumpul data-data yang diperlukan untuk analisis. Data yang telah dikumpul diana lis is dengan menggunakan Statistical Package for Social Science (SPSS) Versi I 7. O. Lima informan dipilih untuk menjalankan sesi wawancara dan hasil soal selidik akan digunakan untuk menyokong hasil kajian. Frekuensi dan peratusan digunakan unuk merumus ciri-ciri demografi responden dan T-test analisis digunakan untuk mengenalpasti ketidaksamaan dalam prestasi pekerja di tempat kerja berdasarkan jantina. Ujian korelasi Pearsondigunakan untuk mengukur hubungan antara model MARS dan prestasi pekerja di tempat kerja manakala ujian regresi linear berganda digunakan untuk mengenalpasti faktor yang dominan terhadap prestasi pekerja di tempat kerja. Kebolehpercayaan dan kesahihan boring sosal selidik telah dikaji dengan menggunakan uji Pilot. Keputusan kajian ini menunjukkan terdaptnya korelasi antara motivasi (r=O.786, p=O.OOO), kemampuan (r=O.85I, p=O.OOO), persepsi peranan (r=O.777, p=O.OOO), faktor persekitaran (r=O.66J, p=O.OOO) dengan prestasi pekerja di tempat kerja. Antara keempat-empat faktor, kemampuan ({1=O.639, r2=O.748) didapati merupakan faktor yang paling mempengaruhi prestasi pekerja di tempat kerja. Di samping itu, kajian ini menunjukkan perbezaan prestasi pekerja di tempat kerja berdasarkan jantina (p=O.042, p<O.05). Kesimpulannya, organisasi boleh memberi latihan kepada pekerja untuk meningkatkan prestasi mereka supaya mereka dapat mencapai prestasi yang cemerlang. Selain itu, organisasi perlu menekankan cara-cara untuk meningkatkan motivasi perkerja dan memastikan semua pekerja mempunyai persepsi peranan yang jelas serta menyediakan keadaan kerja dan persekitaran yang menyenagkan kepada pekerja supaya mereka dapat menumpu perhatian terhadap kerjanya. Untuk bakal penyelidik, mereka boleh mengkaji faktor-faktor lain yang boleh mempengaruhi prestasi pekerja dan mereka boleh mengubahsuaikan rangka kajian dengan menggunakan penengah atau perantara.
IX
TABLE OF CONTENTS
Acknowledgement Table of Contents List of Figures List of Tables Abstract Abstrak
CHAPTER 1 INTRODUCTION
1.0 Introduction 1.1 Background of Study 1.2 Problem Statement 1.3 Objectives ofthe study
1.3.1 General Objective 1.3.2 Specific Objectives
1.4 Research Hypothesis 1.5 Conceptual Framework 1.6 Significance of Study
2.1.1 Motivation 2.1.2 Ability 2.1.3 Role Perceptions 2.1.4 Situational Factors
2.2 Basis for formulating conceptual! theoretical framework 2.2.1 Motivation
2.2.1.1 Maslow's Hierarchy of Needs 2.2.1.2 Herzberg's theory
11
i ii-iv
vi v-vi
vii viii
I 2-5 6-7
8 9 9
10
11 11 12
12-15
15
16
17-18 18
19-20 20-21
22 22-24 24-25
2.3 2.3.1
2.4
2.2.1.3 Alderfer's ERG theory of Motivation Review of past literature Gender 2.3.2 Motivation 2.3.3 Ability 2.3.4 Role Perceptions 2.3.5 Situational Factors Summary
CHAPTER 3 RESEARCH METHODOLOGY
3.0 Introduction 3.1 Design of the study 3.2 Population and Sample under study 3.3 Instrument of the study 3.4 Pilot Test 3.5 Data Collection Method and Procedures 3.6 Data Analysis Procedures
3.6.2.1 Independent Sample T -test 3.6.2.2 Pearson Correlation Coefficient Analysis 3.6.2.3 Multiple Linear Regressions
3.7 Summary
CHAPTER 4 FINDING AND DISCUSSION
4.0 Introduction 4.1 Validity for the actual study 4.2 Reliability test for the actual study 4.3 Normality test for actual study 4.4 Respondents' Demographic Factors
4.4.1 Gender 4.4.2 Age 4.4.3 Length of services 4.4.4 Position
4.5 Hypotheses testing 4.5.1 Independent T -test 4.5.2 Pearson Correlation Coefficient analysis 4.5.3 Multiple Linear Regressions
4.6 Summary ofthe finding 4.7 Summary
25-26
26-27 28-29 29-31 31-33 33-34
33
35 36
36-38 38-39 39-40
41 41 41
42 42-43 43-44
45
46 47-48 49-50 50-51
51 52
53-54 54-55 56-57
57-59 59-68 68-70
71 72
~ .' ,I,
111
1
CHAPTER 5 RECOMMENDATION AND CONCLUSION
5.0 Introduction 73 5.1 Summary 73-77 5.2 Limitations and scope ofthe study 78 5.3 Recommendations
5.2.1 Recommendation to the organization! employers 78-80 5.2.2 Recommendation to the future researchers 80-81
5.4 Conclusion 81-82
REFERENCES 83-88
APPENDICES 89-106
iv
LIST OF FIGURES
Figure 1.0 The relationship between MARS model and employees' performance at the workplace 10
Figure 2.0 Maslow's Hierarchy of needs 23
Figure 2.1 Porter-Lawler model of work motivation 31
Figure 4.0 Percentage ofrespondents' gender 52
Figure 4.1 Frequency of respondents based on age 53
Figure 4.2 Frequency of respondents based on length of services in current company 55
v
LIST OF TABLES
Table 3.0 Four-point likert Scale 39
Table 3.1 Reliability of the questionnaires 40
Table 3.2 The strenhTth of relationship between independent variable (IV) and 43 dependent variable (DV)
Table 3.3 Hypotheses testing by using inferential statistic 44