Determinants of extrinsic and intrinsic motivation influencing job satisfaction among employees in manufacturing industry

This research is to investigate the determinants of extrinsic and intrinsic motivation influencing job satisfaction among employees in manufacturing industry. Despite evidence from healthcare and education sectors highlighting the importance of intrinsic and extrinsic motivation, there is limited research on their combined effect on job satisfaction in the manufacturing industry, which faces unique challenges such as high turnover, repetitive tasks, and demanding working conditions. Research objective to examine the relationships between key extrinsic factors (compensation, performancebased incentives, and working conditions) and intrinsic factors (employee recognition and empowerment) with job satisfaction among employees in the manufacturing industry. Maslow’s Hierarchy of Needs Model and Herzberg’s Two-Factor Theory used in this research to examine the relationship between extrinsic and intrinsic motivation to job satisfaction among employees at manufacturing industry. Compensation, performance-based incentive, working conditions, employee recognition and employee empowerment show strong and significant relationships with job satisfaction. This study also used quantitative research approach. This research using probability sampling methods used to get the sample among manufacturing industry employees. The population for this study consists of employees those who working in manufacturing company. Moreover, data for this study were obtained by distributing google form questionnaire to sample size of 103 employees. Statistical Package for Social Science (SPSS) version 27 was used to analyse the data. Hypothesis tested using Pearson Correlation and Multiple Regression in this research. The results indicate that the correlation between independent variables and dependent variable are correlated. Performance-based incentives emerged as the most influential factor