RENALYN O.

GUTIERREZ BSBA-HRDM 4

Impact of Employee Motivation on Job Performance in the New Norm of Working

from Home

Statement of the Problem

The study aimed to determine the impact of employee motivation on job performance in the new norm
of working from home.
Specifically, the study sought to provide answers to the following questions:
1. How may the profile of the respondents be described in terms of:
1.1. Age 1.5. Job Position
1.2. Sex 1.6. Number of Years in the Service
1.3. Civil Status 1.7. Monthly Salary
1.4. Employment Status
2. How may the employee motivation be assessed based on:
“Herzberg Two-Factors Motivation Theory”
2.1. Hygiene Factors
2.1.1. Pay
2.1.2. Company Policy
2.1.3. Working Conditions
2.1.4. Interpersonal Relationship
2.1.5. Job Security
2.2. Motivator Factors
2.2.1. Achievement
2.2.2. Advancement
2.2.3. Work Itself
2.2.4. Recognition
2.2.5. Growth
3. How may employee motivation towards job performance be assessed?
4. Is there a significant relationship between respondent’s profile and their assessment on employee
motivation?
5. Is there a significant relationship between respondent’s profile and their assessment on job performance?
6. Is there a significant relationship between employee motivation and job performance?
Validation of Questionnaire
The Table below provides the origin of constructs.

Origin of Constructs
Hygiene Factors Tan and Waheed
(2011)
Pay 1. I am compensated fairly for the work I do. Tan and Waheed
2. My salary matches my job. (2011)
3. My salary has improved my job performance.
Company Policy 1. The attitude of the administration is very accommodative in Tan and Waheed
the company. (2011)
2. I am proud to work in this company because the company’s
policy is favorable for its workers.
3. I completely understand the mission of the company.
Working 1. I feel satisfied because of the comfort I am provided at work. Tan and Waheed
Conditions 2. I am proud to work for my company because of the pleasant (2011)
working conditions.
Interpersonal 1. It is easy to get along with my colleagues. Tan and Waheed
Relationship 2. My colleagues are helpful and friendly. (2011)
3. I feel my performance has improved because of the support
from my supervisor.
4. My supervisors are strong and trustworthy leaders.
Job Security 1. I feel safe working at my workplace. Tan and Waheed
2. I feel my job is secure. (2011)
3. My workplace is located in an area where I feel comfortable.
Motivator Factors Tan and Waheed
(2011)
Achievements 1. I am proud to work in this company because it recognizes my Tan and Waheed
achievements. (2011)
2. I eel satisfied with my job because it gives me feeling of
accomplishments.
3. I feel I have contributed towards my company in a positive
manner.
Advancement 1. I will choose career advancement rather than monetary Tan and Waheed
incentives. (2011)
2. My job allows me to learn new skills for career advancement.
Work Itself 1. My work is thrilling and I have a lot o variety in tasks that I do. Tan and Waheed
2. I am empowered to do my job. (2011)
3. My job is challenging and exciting.
Recognition 1. I feel appreciated when I achieved or completed task. Tan and Waheed
2. My manager always thanks me for a job well done. (2011)
Growth 1. I am proud to work in my company because I feel I have grown Tan and Waheed
as a person. (2011)
2. My job allows me to grow and develop as a person.
3. My job allows me to improve my experience, skills and
performance.
4. I have adequate opportunities for training and development.
Job Performance 1. The motivation I get makes me become more efficient. Orasa (2014)
2. I provide excellent services when motivated.
3. I work harder to serve more for my company when motivated.
Null Hypothesis:

1. There is no significant relationship between the respondents’ profile and their assessment on employee
motivation.
2. There is no relationship between the respondents’ profile and their assessment on job performance.
3. There is no significant relationship between employee motivation and job performance.