ISSN: 2222-6990
Open access
The topic of motivation has been researched over the years and it will continue in the future due to its significant impact to the individual employee and the organization as a whole. Although there are numerous established models of motivation, a specific study on a specific organization is required due to organizational cultural and attributive differences. This study was undertaken to investigate the intrinsic factors that motivate service employees to do their job. A total of 113 respondents participated in the survey questionnaire that was distributed using online means to various organizations; public and private. Factor analysis confirmed the existence of the studied factors and all other analysis results indicate the usability of the data. The results indicate that out of six intrinsic factors, four factors are significant to motivate service employees to do their job. The significant factors are advancement, recognition, growth, and achievement while the non-significant factors are the work itself and responsibility. Types of organization did not moderate the relationship between the predictor variables and the outcome variable. The implications of the study are discussed.
Abdelmotaleb, M. (2020). The moderating and mediating role of public service motivation between organization’s social responsibility and employee engagement: evidence from Egyptian public hospitals. International Review of Public Administration, 25(3), 207-223.
Amzat, I. H., Don, Y., Fauzee, S. O., Hussin, F., & Raman, A. (2017). Determining motivators and hygiene factors among excellent teachers in Malaysia. International Journal of Educational Management, 31(2), 78-97.
Asaari, M. H. A. H., Desa, N. M., & Subramaniam, L. (2019). Influence of salary, promotion, and recognition toward work motivation among government trade agency employees. International Journal of Business and Management, 14(4), 48-59.
Atkinson, J. W. (1964). Introduction to motivation. Princeton, NJ: Van Nostrand.
Christensen, R. K., Paarlberg, L., & Perry, J. L. (2017). Public service motivation research: Lessons for practice. Public Administration Review, 77(4), 529-542.
Do, Q. H. (2020). Factors affecting job motivation among faculty members: Evidence from Vietnamese public universities. The Journal of Asian Finance, Economics, and Business, 7(9), 603-611.
Grant, C., Nawal, D., Guntur, S. M., Kumar, M., Chaudhuri, I., Galavotti, C., ... & Alam, M. A. (2018). 'We pledge to improve the health of our entire community': Improving health worker motivation and performance in Bihar, India through teamwork, recognition, and non-financial incentives. PloS one, 13(8), e0203265.
Haryono, S., Supardi, S., & Udin, U. (2020). The effect of training and job promotion on work motivation and its implications on job performance: Evidence from Indonesia. Management Science Letters, 10(9), 2107-2112.
Herzberg, F., Mausner, B., & Snydermann B. (1959). The motivation to work. New York: Wiley.
Iliyasu, R., & Etikan, I. (2021). Comparison of quota sampling and stratified random sampling. Biom. Biostat. Int. J. Rev, 10, 24-27.
Jaakkola, E., Meiren, T., Witell, L., Edvardsson, B., Schäfer, A., Reynoso, J., ... & Weitlaner, D. (2017). Does one size fit all? New service development across different types of services. Journal of Service Management, 28(2), 329-347.
Kenku, A. A., Tanimola, F. A., & Ishola, A. A. (2019). Need for achievement, personal growth initiative as co-variates of work motivation. The Journal of Positive Psychology and Counselling, 3(2), 136-145.
Larivière, B., Bowen, D., Andreassen, T. W., Kunz, W., Sirianni, N. J., Voss, C., ... & De Keyser, A. (2017). “Service Encounter 2.0”: An investigation into the roles of technology, employees and customers. Journal of Business Research, 79, 238-246.
Linh, N. H. N. (2019). Factors affecting work motivation of civil servants in Thua Thien Hue provincial people's committee. Hue University Journal of Science: Economics and Development, 128(5C), 81-95.
Liu, H., Fan, J., Fu, Y., & Liu, F. (2018). Intrinsic motivation as a mediator of the relationship between organizational support and quantitative workload and work?related fatigue. Human Factors and Ergonomics in Manufacturing & Service Industries, 28(3), 154-162.
Magga, H. A., Mas’ud, M., Gani, A., & Hasbi, A. M. (2019). Effect of leadership style, job promotion, and organizational work culture on motivation and civil servant performance in South Sulawesi. International Journal of Innovative Science and Research Technology, 4(10), 324-330.
Maharani, S., Agussalim, M., & Yanti, N. (2021). Effect of work satisfaction on work achievement through motivation. Matua Jurnal, 3(2), 235-248.
Mani, S., & Mishra, M. (2020). Non-monetary levers to enhance employee engagement in organizations–“GREAT” model of motivation during the Covid-19 crisis. Strategic HR Review, 19(4), 171-175.
McCarthy, D., Wei, P., Homberg, F., & Tabvuma, V. (2019). Public service motivation in the Chinese public and private sectors. In Evidence-based HRM: a Global Forum for Empirical Scholarship. Emerald Publishing Limited.
Mohamed, N. N. B., & Puteh, H. F. B. H. (2018). Generation Y in Malaysian GLCs: Relationship between Herzberg’s motivation factors and job commitment. Journal of Administrative Science, 15(1), 1-13.
Ogini, J. A. (2020). Job promotion and employee commitment of public hospitals in Rivers State, Nigeria. International Journal of Economics and Business Management, 6(1), 10-22.
Omar, M. K., Rashid, A. M., & Puad, M. H. M. (2018). Examining job satisfaction factors toward retaining Malaysian TVET instructors in the teaching profession. International Journal of Engineering & Technology, 7(2.10), 44-49.
Osborne, S. P. (2018). From public service-dominant logic to public service logic: Are public service organizations capable of co-production and value co-creation?. Public Management Review, 20(2), 225–231.
Rahim, I. F. A., Wahab, R. A., & Munir, Z. A. (2017). Reward and recognition with employee Motivation: A study on a Malaysian private sector. Advanced Science Letters, 23(8), 7338-7341.
Ravesangar, K., & Muthuveloo, R. (2019). The influence of intrinsic and extrinsic motivating factors on work performance at banking sectors in Malaysia: The mediator role of psychological ownership. e-Jurnal Penyelidikan dan Inovasi, 6(2), 51-70.
Rhew, E., Piro, J. S., Goolkasian, P., & Cosentino, P. (2018). The effects of a growth mindset on self-efficacy and motivation. Cogent Education, 5(1), 1492337.
Rodrigues, A. F. (2018). Decent work, work motivation and orientation to happiness: A profile analysis (Doctoral dissertation, Universidade de Coimbra).
Silvestro, R., Fitzgerald, L., Johnston, R., & Voss, C. (1992). Towards a classification of service processes. International Journal of Service Industry Management, 3(3), 399-450.
Su, W., Lyu, B., & London, M. (2021). Relationships between developmental feedback, intrinsic motivation, and creative personality and performance. Psihologija, (00), 37-37.
Van Hooff, M. L., & Van Hooft, E. A. (2017). Boredom at work: Towards a dynamic spillover model of need satisfaction, work motivation, and work-related boredom. European Journal of Work and Organizational Psychology, 26(1), 133-148.
Van Tuin, L., Schaufeli, W. B., Van den Broeck, A., & Van Rhenen, W. (2020). A Corporate purpose as an antecedent to employee motivation and work engagement. Frontiers in Psychology, 11, 1-12.
Werdhiastutie, A., Suhariadi, F., & Partiwi, S. G. (2020). Achievement motivation as antecedents of quality improvement of organizational human resources. Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Volume, 3, 747-752.
In-Text Citation: (Othman & AlKahtani, 2021)
To Cite this Article: Othman, A. K., & AlKahtani, A. (2021). The Importance of Intrinsic Factors in Keeping Employees Motivated: The Difference between Public and Private Sectors. International Journal of Academic Research in Business and Social Sciences, 11(11), 2140–2155.
Copyright: © 2021 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non0-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode