Unveiling the influence of motivation type on organizational commitment, employee engagement, and intention to leave

The current research aims to determine the impact of motivation type on organizational commitment, intention to leave, and employee engagement. Employees, shaped by their organization dynamics, establish a hierarchy of values and preferences that are directly influenced by the motivators provided by the organization (Moy & Lee, 2022). Although there is a significant amount of research about the dichotomy of intrinsic and extrinsic motivation and its influence on job outcomes in the existing literature, the changing trends necessitate newsworthy contributions in that area. This study has examined employees, concerning their individual assessment of intrinsic and extrinsic motivational factors within their current organization, as well as their levels of commitment to the organization, intention to leave, and engagement in work. An online survey has been distributed via online channels, and a final sample size of n = 130 has been reached. Analyses have been made using linear regression. Results indicate that employees who prioritize being intrinsically motivated tend to commit to their organizations and engage in their jobs; on the other hand, they have a relatively low intention to leave the organization. Furthermore, extrinsic motivation factors, in comparison to intrinsic motivation factors, have limited influence on job outcomes. This study offers both theoretical insights and practical applications about the influence of motivation type on employee-driven job outcomes.