Good Management of Compensation

Oct 13, 2025 by pynkocean.com 121 views

Analysis of Factors Related to the Work Motivation of Agricultural Extension Workers in Karo Regency

Introduction

Work motivation is a crucial factor that drives individuals to achieve their personal or organizational goals. In the context of agricultural extension workers in Karo Regency, work motivation plays a vital role in improving their performance. Various factors, both internal and external, influence work motivation, making it essential to conduct research on the relationship between these factors and the work motivation of agricultural extension workers. This study aims to analyze the influence of factors that affect the work motivation of agricultural extension workers, both those with Civil Servants (PNS) and freelance daily workers (PHL) in Karo Regency.

Background

Work motivation is an internal drive that encourages individuals to work towards achieving their goals. It is a complex phenomenon that is influenced by various factors, including personal characteristics, job satisfaction, compensation, and organizational support. In the context of agricultural extension workers, work motivation is critical in improving their performance and achieving the goals of the organization. Agricultural extension workers play a vital role in disseminating knowledge and technology to farmers, which can lead to improved agricultural productivity and economic growth.

Methodology

This study used primary and secondary data to analyze the factors that influence the work motivation of agricultural extension workers in Karo Regency. The data was collected through a survey of agricultural extension workers, both PNS and PHL, in Karo Regency. The survey instrument consisted of a questionnaire that measured the level of work motivation, job satisfaction, compensation, and personal maturity of the respondents. The data was analyzed using the Chi-Square test with the help of the SPSS program.

Results

The results of the analysis showed that there were several factors that were closely related to the work motivation of agricultural extension workers in Karo Regency. These factors include:

Personal Maturity: Personal maturity was found to be closely related to work motivation, with a correlation coefficient of 0.51. This suggests that agricultural extension workers with higher levels of personal maturity tend to have higher levels of work motivation.
Desires: Desires were found to be the most significant factor influencing work motivation, with a correlation coefficient of 0.61. This suggests that agricultural extension workers who have higher levels of desires tend to have higher levels of work motivation.
Job Satisfaction: Job satisfaction was found to be closely related to work motivation, with a correlation coefficient of 0.49. This suggests that agricultural extension workers who are satisfied with their jobs tend to have higher levels of work motivation.
Compensation: Compensation was found to be closely related to work motivation, with a correlation coefficient of 0.56. This suggests that agricultural extension workers who receive higher levels of compensation tend to have higher levels of work motivation.

Discussion

The results of this study suggest that work motivation is a complex phenomenon that is influenced by various factors. The findings of this study are consistent with previous studies that have found that personal maturity, desires, job satisfaction, and compensation are important factors that influence work motivation. The results of this study also suggest that the level of closeness between personal maturity and work motivation is higher in agricultural instructors who are civil servants compared to daily counselors. This suggests that civil servant counselors may have a more mature educational background or experience in carrying out their duties, which can affect their work motivation.

Conclusion

This study provides an overview of the factors that influence the work motivation of agricultural extension workers in Karo Regency. The findings of this study suggest that work motivation is a complex phenomenon that is influenced by various factors, including personal maturity, desires, job satisfaction, and compensation. The results of this study also suggest that the level of closeness between personal maturity and work motivation is higher in agricultural instructors who are civil servants compared to daily counselors. This study provides a basis for efforts to improve sustainable performance in the field and can be used as a reference for future studies on work motivation.

Recommendations

Based on the findings of this study, the following recommendations are made:

Good Management of Compensation: Good management of compensation is essential to improve the work motivation of agricultural extension workers. This can be achieved by providing fair and competitive compensation packages to agricultural extension workers.
Development of Personal Maturity: Development of personal maturity is essential to improve the work motivation of agricultural extension workers. This can be achieved by providing training and development programs to agricultural extension workers to enhance their skills and knowledge.
Creation of High Job Satisfaction: Creation of high job satisfaction is essential to improve the work motivation of agricultural extension workers. This can be achieved by providing a conducive work environment and ensuring that agricultural extension workers are satisfied with their jobs.

Limitations

This study has several limitations. The study was conducted in Karo Regency, which may not be representative of other regions. The study also relied on self-reported data, which may be subject to biases. Future studies should aim to overcome these limitations by conducting a larger-scale study and using more objective measures of work motivation.

Future Research Directions

Future research should aim to explore the factors that influence work motivation in other contexts, such as in other regions or in other industries. Future research should also aim to develop more effective strategies to improve work motivation, such as through the use of technology or through the development of more effective training and development programs.
Q&A: Factors Related to the Work Motivation of Agricultural Extension Workers in Karo Regency

Q: What is work motivation, and why is it important for agricultural extension workers?

A: Work motivation is an internal drive that encourages individuals to work towards achieving their goals. It is a complex phenomenon that is influenced by various factors, including personal characteristics, job satisfaction, compensation, and organizational support. For agricultural extension workers, work motivation is crucial in improving their performance and achieving the goals of the organization.

Q: What are the factors that influence work motivation in agricultural extension workers?

A: The factors that influence work motivation in agricultural extension workers include:

Personal Maturity: Personal maturity is closely related to work motivation, with a correlation coefficient of 0.51.
Desires: Desires are the most significant factor influencing work motivation, with a correlation coefficient of 0.61.
Job Satisfaction: Job satisfaction is closely related to work motivation, with a correlation coefficient of 0.49.
Compensation: Compensation is closely related to work motivation, with a correlation coefficient of 0.56.

Q: How do personal maturity and work motivation relate to each other?

A: The results of this study suggest that personal maturity is closely related to work motivation, with a correlation coefficient of 0.51. This suggests that agricultural extension workers with higher levels of personal maturity tend to have higher levels of work motivation.

Q: How do desires and work motivation relate to each other?

A: The results of this study suggest that desires are the most significant factor influencing work motivation, with a correlation coefficient of 0.61. This suggests that agricultural extension workers who have higher levels of desires tend to have higher levels of work motivation.

Q: How do job satisfaction and work motivation relate to each other?

A: The results of this study suggest that job satisfaction is closely related to work motivation, with a correlation coefficient of 0.49. This suggests that agricultural extension workers who are satisfied with their jobs tend to have higher levels of work motivation.

Q: How do compensation and work motivation relate to each other?

A: The results of this study suggest that compensation is closely related to work motivation, with a correlation coefficient of 0.56. This suggests that agricultural extension workers who receive higher levels of compensation tend to have higher levels of work motivation.

Q: What are the implications of this study for agricultural extension workers and their organizations?

A: The findings of this study suggest that work motivation is a complex phenomenon that is influenced by various factors, including personal maturity, desires, job satisfaction, and compensation. The results of this study provide a basis for efforts to improve sustainable performance in the field and can be used as a reference for future studies on work motivation.

Q: What are the recommendations for improving work motivation in agricultural extension workers?

A: Based on the findings of this study, the following recommendations are made:

Good Management of Compensation: Good management of compensation is essential to improve the work motivation of agricultural extension workers. This can be achieved by providing fair and competitive compensation packages to agricultural extension workers.
Development of Personal Maturity: Development of personal maturity is essential to improve the work motivation of agricultural extension workers. This can be achieved by providing training and development programs to agricultural extension workers to enhance their skills and knowledge.
Creation of High Job Satisfaction: Creation of high job satisfaction is essential to improve the work motivation of agricultural extension workers. This can be achieved by providing a conducive work environment and ensuring that agricultural extension workers are satisfied with their jobs.

Q: What are the limitations of this study?

A: This study has several limitations. The study was conducted in Karo Regency, which may not be representative of other regions. The study also relied on self-reported data, which may be subject to biases. Future studies should aim to overcome these limitations by conducting a larger-scale study and using more objective measures of work motivation.

Q: What are the future research directions for this study?

A: Future research should aim to explore the factors that influence work motivation in other contexts, such as in other regions or in other industries. Future research should also aim to develop more effective strategies to improve work motivation, such as through the use of technology or through the development of more effective training and development programs.