A Study on the role of motivation in the performance of Mcdonald’s Beijing employee

The Rationale of Work. An employee’s productivity, a demotivated employee, can have a detrimental effect on the entire team, contributing to a hostile environment. Additionally, due to increased absenteeism or tardiness to work and a lack of attention to daily responsibilities, other employees may get agitated as they attempt to take up the slack. Some issues are rising when there is a lack of motivation factors. Aims. The current study has researched the role of the motivation factors in employees’ job performance. The independent variables are learning and development motivation factors, benefits and compensation, leadership, and team culture, while the dependent variable is employees’ job performance. Method. The research method used in the current study uses a quantitative method and has collected 130 respondents from McDonald’s in Beijing, China, to fill in the questionnaires. In addition, Pearson R has been run by SPSS version 26.0 to examine the relationship between demographic factors and each motivation factor and employee job performance. Results. Three motivation factors have a significant relationship to employee job performance, which are learning and development (p=0.001), leadership (p<0.001), and team culture(p=0.025). In contrast, benefits and compensation have no relationship to employee job performance(p=0.081).