Motivation in the human process as a determining factor in work performance

INTRODUCTION: The study analyzed the influence of motivational factors on work performance within small and medium-sized companies in Tepatitlán de Morelos, Jalisco. Based on previous theories, it was determined that motivation directly affects personnel performance. We sought to formulate a model applicable to similar companies, optimizing business results through motivational strategies. METHODS: The research adopted a quantitative approach with a non-experimental, cross-sectional and correlational-causal design. A questionnaire based on validated measurement scales was applied and distributed to 94 employees of three companies. The dimensions of motivation (achievement, power and affiliation) and work performance (expectations, instrumentality and valence) were evaluated. Pearson's correlation coefficient and the Chi-square test in SPSS were used for data analysis. RESULTS: The findings showed a positive mean-considerable correlation (r=0.637) between motivation and job performance. The achievement factor had the greatest influence on performance, followed by affiliation and power. It was identified that employees valued self-fulfillment and confidence in achieving goals the most, while they showed less interest in exercising authority. In addition, distrust in the performance-reward relationship was observed, which affected motivation. CONCLUSIONS: It was confirmed that the satisfaction of motivational factors improves work performance. It was recommended that companies develop strategies focused on self-fulfillment and strengthening trust in incentives. The results serve as a basis for future research and business optimization models.