Home » WORK MOTIVATION, JOB SATISFACTION, AND JOB PERFORMANCE OF EMPLOYEESIN GUANGZHOU MODERN INFORMATION ENGINEERING COLLEGE: BASIS FOR AN ACTION PLAN

WORK MOTIVATION, JOB SATISFACTION, AND JOB PERFORMANCE OF EMPLOYEESIN GUANGZHOU MODERN INFORMATION ENGINEERING COLLEGE: BASIS FOR AN ACTION PLAN

Zou Renyou

ABSTRACT

This study aimed to explore the relationship between work motivation, job satisfaction, and job performance among employees of Guangzhou Modern Information Engineering College. Specifically, it investigated the levels of intrinsic and extrinsic motivation, job satisfaction across various dimensions (opportunities and rewards, supervision, co-worker relationships, fringe benefits, operating conditions, and nature of work), and job performance in terms of task and contextual performance. Additionally, it examined the relationships between these variables and identified workplace challenges encountered by the participants. The study employed a mixed-method research design, integrating quantitative and qualitative approaches. A total of 564 participants, comprising teaching and non-teaching staff, were selected through random sampling. Data were collected using validated survey questionnaires and an interview guide. Quantitative data were analyzed using descriptive and inferential statistics, including Pearson correlation, while qualitative data were subjected to thematic analysis. The findings revealed that the participants exhibited high levels of both intrinsic and extrinsic motivation, with extrinsic factors such as salary and benefits being more influential. Job satisfaction was also rated high, particularly in co-worker relationships, opportunities and rewards, and supervision, while satisfaction with fringe benefits and operating conditions was moderate. Job performance was similarly rated high, with contextual performance slightly exceeding task performance. Significant relationships were observed between intrinsic and extrinsic motivation and job performance, as well as between job satisfaction and contextual performance. However, no significant relationship was found between intrinsic motivation and satisfaction with the nature of work. Challenges identified included limited opportunities for career growth and workload concerns. The study concluded that fostering intrinsic motivation, enhancing job satisfaction, and addressing identified challenges are critical to sustaining high job performance. These findings provided the basis for an action plan to improve employee engagement and organizational effectiveness.

Keywords: Job performance, job satisfaction, task performance, work motivation

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