Factors of Work Efficiency of Credit Analysis Center Employees Government Housing Bank Case study of Regional Credit Analysis Centre 3 Government Housing Bank
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Abstract
This research aimed to compare: 1) job performance factors categorized by individual factors, and 2) levels of motivational factors and their relationship with job performance. A mixed-methods approach was employed. For the quantitative research, a questionnaire was distributed to 65 employees at a regional credit analysis center. Statistical analyses such as frequency, percentage, mean, standard deviation, t-test, and F-test were conducted. Qualitative research involved in-depth interviews with 12 supervisors and operational-level employees.
Quantitative results showed that: 1) different levels of education were associated with varying levels of job performance, and 2) overall motivational factors were significantly correlated with job performance at the .05 level. Qualitative findings suggested that organizational policy adjustments, such as daily work assignments, salary adjustments, and increased benefits, motivated employees. Employees perceived that achieving targets would lead to promotions, job security, and recognition.