Major part of people’s life is spent most in the occupational activities.

Occupations serve as

the major source of one’s livelihood. It also pursuits person’s social interconnectedness whether

his/her work-life contributes passion or not apropos of having of good social relationships. One of

social theory that has been correlated with work is perceived self-efficacy of the employee. Self-

efficacy is a kind of self-confidence or one’s sense of capability that influences employee’s

motivation and productivity performance.

Employees are said to be the most important asset in a business. A satisfied, highly motivated

and loyal employee represents the foundation of a competitive company. Employee’s performance as

well as the company will be influenced by how employers treated their employees and how much

employees value the company they work. Businesses are running efficiently when all employees are

working at a job that uses their best skills. Diversity, health and safety, workplace conditions, personal

development, work/life balance and remuneration are all concern that responsible employers need to

address to ensure a productive and motivated workforce.

More productive labor will greatly improve standards of living of both employer and

employee. Also, increase in productivity is a sustainable way for an economy to grow. Motivating

employees is said to be the vital to the success of any business. Motivating employees is significant

mainly because it allows management to meet the company’s goals. Motivated employees can lead

to increased productivity and allow an organization to achieve higher levels of output. However,

without a motivated workplace companies could be placed in a very risky position.

Through quantitative research method, the researchers aim to know how perceived self-

efficacy and motivation affect the productivity among regular and contractual employees as well as

how it concerns company’s management.