Article History

Received: 14 September 2024
Accepted: 18 September 2024
Published: 30 September 2024

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Volume 3, Issue 1, 3rd Quarter 2024, pp. 14 – 22

Job Motivation and Organizational Commitment of NGO Employees: Inputs for an Improved Employee Retention

Authors:

Oluwabukunmi Onaolapo

Abstract:

This study aimed to assess the intrinsic and extrinsic motivational factors affecting job satisfaction and organizational commitment among employees of Tinig ng Silangan Inc. A survey questionnaire served as the primary data collection instrument, with 33 employees selected as respondents through purposive sampling. The collected data were encoded and subjected to statistical analysis, utilizing mean calculations, T-tests, and ANOVA to evaluate significant differences in responses. Additionally, Pearson r was employed to examine the relationship between variables related to remote work and employee engagement. The findings indicate that respondents expressed general satisfaction with both intrinsic and extrinsic factors influencing their job motivation, along with a high level of organizational commitment. However, no significant relationships were found between intrinsic or extrinsic factors and affective or continuance commitment. Notably, normative commitment demonstrated a significant relationship with the intrinsic factor "achievement." Significant correlations were also observed between "recognition" and all dimensions of organizational commitment, as well as between "work itself" and "development potential." Affective commitment was significantly associated with the "responsibility" factor, while no significance was noted for continuance or normative commitment. Furthermore, a strong link emerged between "advancement" and affective commitment. Despite the generally positive assessment of motivational factors, respondents highlighted challenges, including insufficient funding, lack of job security, minimal financial support, and an unclear career progression due to the organization's non- governmental status. Overall, while respondents showed a commitment to the organization, priorities included improving financial stability, salary, and personnel standards.

Keywords: job motivation, organizational commitment, non-governmental organization (NGO), employee retention

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b. Select the Journal
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Article History

Received: 14 September 2024
Accepted: 18 September 2024
Published: 30 September 2024

Crossref Member Badge

Volume 3, Issue 1, 3rd Quarter 2024, pp. 14 – 22

Job Motivation and Organizational Commitment of NGO Employees: Inputs for an Improved Employee Retention

Authors:

Oluwabukunmi Onaolapo

Abstract:

This study aimed to assess the intrinsic and extrinsic motivational factors affecting job satisfaction and organizational commitment among employees of Tinig ng Silangan Inc. A survey questionnaire served as the primary data collection instrument, with 33 employees selected as respondents through purposive sampling. The collected data were encoded and subjected to statistical analysis, utilizing mean calculations, T-tests, and ANOVA to evaluate significant differences in responses. Additionally, Pearson r was employed to examine the relationship between variables related to remote work and employee engagement. The findings indicate that respondents expressed general satisfaction with both intrinsic and extrinsic factors influencing their job motivation, along with a high level of organizational commitment. However, no significant relationships were found between intrinsic or extrinsic factors and affective or continuance commitment. Notably, normative commitment demonstrated a significant relationship with the intrinsic factor "achievement." Significant correlations were also observed between "recognition" and all dimensions of organizational commitment, as well as between "work itself" and "development potential." Affective commitment was significantly associated with the "responsibility" factor, while no significance was noted for continuance or normative commitment. Furthermore, a strong link emerged between "advancement" and affective commitment. Despite the generally positive assessment of motivational factors, respondents highlighted challenges, including insufficient funding, lack of job security, minimal financial support, and an unclear career progression due to the organization's non- governmental status. Overall, while respondents showed a commitment to the organization, priorities included improving financial stability, salary, and personnel standards.

Keywords: job motivation, organizational commitment, non-governmental organization (NGO), employee retention

Indexed:

Licensed by:

Submit Articles:

A. CURATED/INHOUSE JOURNALS

1. Journal Description
2. Select Journal
a. Declaration of Originality
b. Select the Journal
c. Paper Formatting
d. Initial Manuscript Submission
e. Peer Review Process
f. Manuscript Revision
g. Editing Services
h. Final Manuscript Submission
i. Acknowledgement to Publish
j. Copyright Matters
k. Inhouse Publication

Article History

Received: 14 September 2024
Accepted: 18 September 2024
Published: 30 September 2024

Crossref Member Badge

Volume 3, Issue 1, 3rd Quarter 2024, pp. 14 – 22

Job Motivation and Organizational Commitment of NGO Employees: Inputs for an Improved Employee Retention

Authors:

Oluwabukunmi Onaolapo

Abstract:

This study aimed to assess the intrinsic and extrinsic motivational factors affecting job satisfaction and organizational commitment among employees of Tinig ng Silangan Inc. A survey questionnaire served as the primary data collection instrument, with 33 employees selected as respondents through purposive sampling. The collected data were encoded and subjected to statistical analysis, utilizing mean calculations, T-tests, and ANOVA to evaluate significant differences in responses. Additionally, Pearson r was employed to examine the relationship between variables related to remote work and employee engagement. The findings indicate that respondents expressed general satisfaction with both intrinsic and extrinsic factors influencing their job motivation, along with a high level of organizational commitment. However, no significant relationships were found between intrinsic or extrinsic factors and affective or continuance commitment. Notably, normative commitment demonstrated a significant relationship with the intrinsic factor "achievement." Significant correlations were also observed between "recognition" and all dimensions of organizational commitment, as well as between "work itself" and "development potential." Affective commitment was significantly associated with the "responsibility" factor, while no significance was noted for continuance or normative commitment. Furthermore, a strong link emerged between "advancement" and affective commitment. Despite the generally positive assessment of motivational factors, respondents highlighted challenges, including insufficient funding, lack of job security, minimal financial support, and an unclear career progression due to the organization's non- governmental status. Overall, while respondents showed a commitment to the organization, priorities included improving financial stability, salary, and personnel standards.

Keywords: job motivation, organizational commitment, non-governmental organization (NGO), employee retention

Indexed:

Licensed by:

Submit Articles:

A. CURATED/INHOUSE JOURNALS

1. Journal Description
2. Select Journal
a. Declaration of Originality
b. Select the Journal
c. Paper Formatting
d. Initial Manuscript Submission
e. Peer Review Process
f. Manuscript Revision
g. Editing Services
h. Final Manuscript Submission
i. Acknowledgement to Publish
j. Copyright Matters
k. Inhouse Publication