Main Article Content
Abstract
Employee performance is one of the key factors determining organizational success. Improving performance is not only dependent on technical skills but is also influenced by internal factors such as organizational culture and work motivation. A strong organizational culture can shape employees’ behavior, attitudes, and work ethic, while work motivation serves as a driving force in achieving predetermined targets. In this context, work ability becomes an essential element that bridges the influence of organizational culture and work motivation on employee performance.
This study aims to analyze the effect of organizational culture and work motivation on employee performance, both directly and through work ability as a mediating variable. Through this approach, the research seeks to provide a comprehensive understanding of the role of work ability in enhancing employee performance within government institutions. The study employed a quantitative approach with data collected through questionnaires distributed to employees in the relevant institution. The sample size was determined using a purposive sampling method. Data analysis was conducted using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) to examine the relationships between variables and identify the mediating role of work ability. The results indicate that organizational culture has a positive and significant effect on both work ability and employee performance. Work motivation also has a positive and significant effect on work ability and employee performance. Furthermore, work ability was found to mediate the effect of organizational culture and work motivation on employee performance. These findings reinforce the view that an optimal organizational culture and high work motivation can enhance work ability, ultimately leading to improved performance. The implications of this study highlight the need to strengthen organizational culture through clear work values, a fair reward system, and a conducive work environment. Additionally, management should enhance employee motivation by providing opportunities for self-development, continuous training, and recognition of work achievements. Future research is recommended to include moderating variables such as leadership style or work climate to provide broader insights into the determinants of employee performance.
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References
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References
Adil, M., Fazel-e-Hasan, S. M., Ahmadi, H., Sadiq, M., Sekhon, H., & Amrollahi, A. (2025). Fostering managers’ hope: A multi-analysis perspective on how green initiatives drive organizational performance. Journal of Cleaner Production, 496(January). https://doi.org/10.1016/j.jclepro.2025.145165
Adomako, S., Zahoor, N., Tang, S., Chu, I., & Zhang, S. X. (2025). CEO vision articulation, TMT relational attachment, and corporate entrepreneurship. Leadership Quarterly, 36(3), 101881. https://doi.org/10.1016/j.leaqua.2025.101881
Ahmad, S., Islam, T., & Kaleem, A. (2025). The power of playful work design in the hospitality industry: Mapping the implications for employee engagement, taking charge and the moderation of contrived fun. International Journal of Hospitality Management, 128(March), 104154. https://doi.org/10.1016/j.ijhm.2025.104154
Ahmad, S., Zhang, Q., Hussain, M. A., & Mahmood, S. (2025). Entrepreneurial success through learning, capital, and work engagement: Market and service orientation perspective. Acta Psychologica, 258(July), 105188. https://doi.org/10.1016/j.actpsy.2025.105188
Asadullah, M. A., Iqbal, T., Khalifa, A. H., & Haider, S. (2025). Mere moral beliefs aren’t sufficient to determine pro-social behaviors! A moderated mediation framework tested in healthcare settings based on Belief in Self-Determinism (BSD) Theory. Acta Psychologica, 253(May 2024), 104763. https://doi.org/10.1016/j.actpsy.2025.104763
DellaRocco, R., Krone, R. D., & Wayne, N. L. (2025). Impact of harassment and bullying of forensic scientists on work performance, absenteeism, and intention to leave the workplace in the United States. Forensic Science International: Synergy, 10(January), 100576. https://doi.org/10.1016/j.fsisyn.2025.100576
Etse, D., & Adu-Aboagye, A. (2025). Effect of green organisational climate on green purchasing: The roles of employee green behavioural intentions and corporate environmental communication. Sustainable Futures, 9(December 2024), 100419. https://doi.org/10.1016/j.sftr.2024.100419
Herzog, C. (2025). Relational & culture-sensitive AI innovation. Journal of Responsible Technology, 23(August), 100135. https://doi.org/10.1016/j.jrt.2025.100135
Jain, S., & Garg, R. (2025). The ripple effect of compassion on psychosocial flourishing: A mediational model of individual and organizational factors in Indian public sector. Acta Psychologica, 254(February), 104837. https://doi.org/10.1016/j.actpsy.2025.104837
Kampilong, J. K., Karauwan, W., Suatan, M., Merentek, T. C., & Korua, S. R. N. (2025). Sustainable leadership innovation capability (SLIC): Enhancing organizational sustainability performance in the construction industry. Sustainable Futures, 10(July), 101016. https://doi.org/10.1016/j.sftr.2025.101016
Karatuna, I., Jönsson, S., Dollard, M. F., & Muhonen, T. (2025). The associations of the psychosocial safety climate with human service workers’ job demands, resources, and work-and health-related outcomes: A scoping review. Safety Science, 191(July). https://doi.org/10.1016/j.ssci.2025.106949
Kirshner, S. N., & Lawson, J. (2025). Preventing promotion-focused goals: The impact of regulatory focus on responsible AI. Computers in Human Behavior: Artificial Humans, 3(October 2023), 100112. https://doi.org/10.1016/j.chbah.2024.100112
Marfu, A., Abbas, H., Sya, A., Purwanto, A., Nadiroh, Sumargo, B., Wulandari, S. S., Daiman, Malaihollo, C. A., Syakyakirti, Tanubrata, D., & Pratiwi, D. I. (2025). Harnessing emotional and cultural intelligence for corporate sustainability in Indonesia: Examining psychological contracts, task interdependence, and environmentally sustainable project performance. Sustainable Futures, 10(July), 100992. https://doi.org/10.1016/j.sftr.2025.100992
Nabi, M. N., Miah, M. S., Hossain, M. S., Islam, M. F., Sultana, S., Yesmin, M., & Hasan, E. (2025). Navigating the training satisfaction effects on organizational performance: examining multiple mediating paths with PLS-SEM and IPMA. Social Sciences and Humanities Open, 12(July), 101858. https://doi.org/10.1016/j.ssaho.2025.101858
Ngowi, C. Y., Ozdemir, S. Z., & Lui, S. (2025). Effects of B2B partnerships on the role stressors and well-being of alliance officers: A multi-level investigation. Industrial Marketing Management, 124(December 2024), 175–194. https://doi.org/10.1016/j.indmarman.2024.12.001
Opoko Apendi, D. A., Li, K., Pea-Assounga, J. B. B., & Bambi, P. D. R. (2025). Investigating the impact of e-banking, employee job security, innovativeness, and productivity on organizational performance: Perspectives from South Africa. Sustainable Futures, 9(May 2024), 100605. https://doi.org/10.1016/j.sftr.2025.100605
Rai, S. S., & Koodamara, N. K. (2025). How does trust in leader influences organizational commitment? A test of a moderated mediation model. Acta Psychologica, 257(December 2024), 105092. https://doi.org/10.1016/j.actpsy.2025.105092
Richmond, R., Ricciardelli, R., MacDermid, J., & Cramm, H. (2025). Developing families-forward innovations in public safety personnel organizations. Comprehensive Psychiatry, 138(January), 152581. https://doi.org/10.1016/j.comppsych.2025.152581
Suieubayeva, S., Sánchez-García, E., Martínez-Falcó, J., Marco-Lajara, B., Sadenova, A., & Montalvo-Falcón, J. V. (2025). Green leaders and global change: Uncovering the drivers of corporate environmental sustainability. Environmental Development, 54(January). https://doi.org/10.1016/j.envdev.2025.101148
Taylor, M. P., & Ricciardelli, R. (2025). “We’re not worth it”: Canadian parole officers’ self-worth contingencies — a valuation for job fitness? Social Sciences and Humanities Open, 11(April), 101532. https://doi.org/10.1016/j.ssaho.2025.101532
Ullah, M., Rahman, H. U., Fatima, S. H., Zahid, M., Mirza, M. Z., & Rehman, S. (2025). Does firms’ economic performance affect social and environmental performance with the mediation of the green image? Sustainable Futures, 9(August 2024), 100721. https://doi.org/10.1016/j.sftr.2025.100721
Veltsin, N., Chountalas, P. T., Koutsouki, E., Karvounidi, M. D., & Fousteris, A. E. (2025). Modeling human critical success factors for maritime safety: a DEMATEL approach. Safety Science, 189(March), 106886. https://doi.org/10.1016/j.ssci.2025.106886
Wiegand, J. P., & Morgan, T. J. (2025). Strive to fit: Person, vocation, and organization strivings’ impact on employee engagement and job performance. Personality and Individual Differences, 246(July), 113370. https://doi.org/10.1016/j.paid.2025.113370
Wu, Q., Khattak, M. S., Anwar, M., Hani, I. B., & Hujran, O. (2025). CEO passion, digitalization, and family firm performance: A socio-emotional wealth perspective. Digital Business, 5(2), 100144. https://doi.org/10.1016/j.digbus.2025.100144