Li Yun, Charito Guillermo
ABSTRACT
This study aimed to examine the relationship between the implementation of motivation strategies and employee work performance in Nanchang Rushi Fangda Human Resources Group Co., Ltd. Specifically, it assessed the extent to which five motivation strategies—positive, negative, survival, reciprocal, and developmental—were implemented and measured employee performance in terms of reliability, responsiveness, agility, and cost and asset management. It also sought to identify challenges affecting the implementation of these strategies. A mixed-method approach was employed. The quantitative component used a descriptive-correlational design to describe employee profiles, evaluate the level of motivation strategy implementation, and determine the relationship between motivation strategies and employee performance. The qualitative component explored issues encountered by employees and management in applying motivation strategies. The findings revealed a significant positive relationship between motivation strategies and employee performance, indicating that higher levels of implementation are associated with greater productivity and efficiency. Among the five strategies, developmental motivation demonstrated the strongest influence, underscoring the importance of career growth and professional development in enhancing employee performance. However, challenges such as limited resources, the absence of a standardized performance appraisal system, and inadequate career advancement opportunities were identified. Overall, addressing these challenges is essential to sustain high employee performance and promote long-term organizational success.
Keywords: Developmental motivation, employee performance, human resources management, motivation strategies, organizational performance
https://doi.org/10.57180/ahhz8872