Investigating the impact of organizational belonging and employee job motivation on human resource productivity: Explaining the moderating role of job satisfaction

The main purpose of this research is to investigate the effect of job motivation and organizational engagement with the moderating role of employee satisfaction on human resource productivity. The approach in this research is a mixed approach; Its quantitative stage was done by analyzing quantitative data from 260 people and qualitative analysis based on the texts provided by 70 people from the statistical sample with theme analysis. The statistical population of this research was the employees of the Ministry of Cooperation, Labor and Social Welfare. The results of the research showed that the average of productivity variable is average and the average of other variables is above average. The results of the regression analysis showed a positive and significant correlation between job motivation, organizational belonging and employee satisfaction with human resource productivity, and the research hypotheses were confirmed. According to the Kruskal-Wallis test, the difference in the mean of four variables in the deputy ministries was not statistically significant, but when comparing the mean in the head departments and offices, there was a significant difference in the motivation variable. Based on the qualitative analysis, the factors of lack of motivation were classified into 6 categories. The theoretical value of this research is to determine the relationship between research variables and its practical value is to suggest corrective measures to increase employee satisfaction, job motivation and organizational engagement in order to improve their productivity.