Maslow's Motivation Model-Eight Hierarchy of Needs at Hospitality Company in Surabaya: Preliminary Study

Abstract

The aims of this research are to describe Maslow's eight motivational models in hospitality company in
Surabaya, to analyze the validity and reliability of Maslow's instrument of measuring motivation in eight
hierarchies, to find indicators that can form the motivation variable, to find out whether there are differences
in Maslow's motivational model based on gender, employee status, and employee marital status, and to know
the correlation between physiological needs, safety needs, love and belonging needs, esteem needs, cognitive
needs, aesthetic needs, self-actualization and self-transcendence needs. Explanatory with descriptive and
quantitative analysis were used. Quantitative analysis was performed using Structural Equation Modeling
(SEM) AMOS and SPSS program version 19. Respondents from this research were all employees who work
in 61 hospitality companies where NSC Polytechnic students are employed. The sampling technique used was
simple random sampling, with a total sample of 160 respondents. Data were collected using questionnaires.
The returned questionnaires were 100% but only 85% (136 respondents) could be further analyzed. The result
of the research shows that employee motivation in hospitality company in Surabaya is high, where the mean
of motivation for aesthetic needs is the highest; Maslow's motivational measurement instrument of eight needs
hierarchies using 38 statement items satisfies the validity and reliability of the perfect constructs and met the
unidimensional criteria; Maslow's motivational model meets the requirements of goodness of fit, where
physiological needs, safety needs, love and belonging needs, esteem needs, cognitive needs, aesthetic needs,
self-actualization, and self-transcendence needs are able to form Maslow’s motivational model; There is no
difference in Maslow's motivational model based on gender and employee marriage status, but there is a
difference in Maslow's motivational model based on employee status, where permanent employees have higher
motivation than contract employees; There is correlation between physiological needs, safety needs, love and
belonging needs, esteem needs, cognitive needs, aesthetic needs, self-actualization and self-transcendence
needs.