The role of Intrinsic and Extrinsic motivation in enhancing employee performance
Oas Jain
In today's competitive business landscape, organizations are continually seeking strategies to optimize employee performance. Among the multifaceted factors influencing performance, intrinsic and extrinsic motivation stand out as pivotal determinants. This dissertation delves into the intricate relationship between these two forms of motivation and their impact on employee performance across diverse organizational settings. The study begins by elucidating the conceptual underpinnings of intrinsic and extrinsic motivation, delineating their distinctive characteristics and psychological mechanisms. Through a comprehensive literature review, various theories and empirical evidence regarding the role of intrinsic and extrinsic motivation in enhancing employee performance are synthesized, providing a robust theoretical framework for the subsequent analysis. Furthermore, the dissertation employs a mixed-methods approach, combining quantitative surveys and qualitative interviews, to investigate the practical manifestations of intrinsic and extrinsic motivators in real-world organizational contexts. Quantitative data analysis examines the prevalence and significance of intrinsic and extrinsic motivators in relation to employee performance metrics, offering quantitative insights into their relative impact. Moreover, qualitative interviews with employees and organizational leaders provide nuanced perspectives on the subjective experiences and perceptions surrounding intrinsic and extrinsic motivation. Through thematic analysis, emergent themes elucidate the interplay between intrinsic and extrinsic motivators, shedding light on contextual factors shaping their effectiveness and implications for employee engagement and satisfaction. The findings highlight the multifaceted nature of motivation, wherein both intrinsic and extrinsic factors interact synergistically to influence employee performance outcomes. While intrinsic motivation fosters a sense of purpose, autonomy, and mastery, extrinsic motivators such as financial rewards and recognition serve as tangible incentives that complement intrinsic drives. Furthermore, the study underscores the importance of organizational culture, leadership practices, and job design
Article Details
Unique Paper ID: 162975

Publication Volume & Issue: Volume 10, Issue 11

Page(s): 619 - 635
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