Driving work motivation through career development, work environment and job enlargement at government-linked company (GLC)

Work motivation plays a crucial role in shaping employee behavior, commitment, and performance, particularly in organizations operating within dynamic and competitive environments. This study examines the relationships between career development, work environment, and job enlargement with work motivation among employees in a selected Government-Linked Company (GLC). Grounded in Self-Determination Theory, the study adopts a quantitative research design using survey data collected from 201 employees. Descriptive statistics, reliability analysis, correlation analysis, and multiple regression analysis were employed to analyze the data. The multiple regression analysis shows that career development, work environment, and job enlargement collectively have a weak influence on work motivation. The overall regression model was not statistically significant, indicating that these variables do not strongly predict employee motivation when analyzed together. However, the work environment demonstrated a significant relationship with work motivation, whereas career development and job enlargement did not show significant predictive effects. Despite the weak influence, the findings still align with existing literature suggesting that organizational practices such as supportive workplace conditions, career growth opportunities, and job design play a role in shaping employee motivation, although other factors may also contribute to motivational outcomes. The results further highlight that work motivation is a multidimensional construct influenced by both structural and psychological factors within the organization. This study contributes to the literature by providing empirical evidence from a GLC context and reinforces the importance of integrated human resource practices in supporting employee motivation. Practical implications suggest that organizations should continue investing in career development initiatives, conducive work environments, and job enlargement strategies as part of a broader motivation framework.