Exploring Intrinsic and Extrinsic Motivational Factors for Organizational Commitment

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CHAPTER 1: INTRODUCTION1

1.1 Introduction1

1.2 Background of the Study1

1.3 Purpose of the Study2

1.4 Research Aims and Objectives3

1.5 Research Questions3

1.6 Significance of the Study3

1.7 Research Limitations4

CHAPTER 2: LITERATURE REVIEW5

2.1 Introduction5

2.2 Concept of Motivation5

2.2.1 Types of Motivation7

2.3 Features of Intrinsic and Extrinsic Motivation8

2.3.1 Intrinsic motivation9

2.3.2 Extrinsic motivation10

2.3.4 Relationship between Intrinsic and Extrinsic Motivation11

2.4 Theories of Motivation12

2.4.1 Self Determination Theory of Motivation12

2.4.2 Fredrick Taylors Scientific Management16

2.4.3 The Hierarchical Model of Maslow18

2.4.4 The Job Enrichment Herzberg19

2.5 Organizational Commitment20

2.5.1 Dimensions of Organizational Commitment23

2.5.2 Affective Commitment and Normative Commitment25

2.6 Employee Engagement and Motivation28

CHAPTER 3: METHODOLOGY30

3. 1 Research Design30

3.2 Research Technique and Process31

3.3 Questionnaire for management and administration staff31

3.4 Questionnaire for Floor Staff32

3.5 Pros and Cons of chosen Methodology33

CHAPTER 4: FINDINGS AND ANALYSIS35

4.1 Sample35

4.2 Measures36

4.3 Regression Analysis38

CHAPTER 5: CONCLUSION44

REFERENCES46

ARMSTRONG,M.(2006) A HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE,10TH EDITION, LONDON, KOGAN PAGE LIMITED46

CHAPTER 1: INTRODUCTION

1.1 Introduction

This chapter has focused on highlighting the overview of the research work in which the background of the study has been provided along with the purpose of carrying out this research work. In this chapter the aims and objectives of the research work has been given on the basis of which the research questions have been identified. Furthermore, significance and rationale of this research work is also given in this chapter.

1.2 Background of the Study

In today's rapidly changing economy, the competition continues to increase and it is harder to obtain and then sustain competitive advantage. For that reason, companies are searching for more efficient ways to raise their productivity. In today's highly competitive market, it is no longer sufficient to cut down costs with the use of new technologies, lower-wage employees or moving the business into yet another country (Luthans,1998,pp.n.d.). To raise productivity, it is crucial to make use of the skills of employees. Numerous studies have shown that commitment has a great impact on the successful performance of an organization. Employee commitment is a highly valuable, not to say crucial element to increase job performance. In today's fast paced business environment where organizations can no longer guarantee "a job for life”, it has made the notion of organizational commitment (via motivation) even more relevant. It is therefore in the organization's best interest to elicit this kind of behavior (Mahaney & Lederer , 2006, pp. 42-54).

Highly committed employee shall identify with the goals and values of the organization, has a stronger desire and a sense of belonging to the organization and is willing to display greater organizational behavior, that is, a willingness to go over and beyond their required job duties. Motivation is an important predictor of this type of commitment, which motivates employees to devote their time and energy for the organization (Lepper & Hodell, 1989, pp.n.d.). Because of this fact, there is a growing interest in understanding the relationship between motivation and commitment. There is a plethora of research on the subjects of motivation and commitment, but linkages between different forms of motivation and commitment have not been yet thoroughly investigated (Mahaney & Lederer ...