Martins, Ö. (2021). Employee Motivation, Job Reengineering, and Perceived Job Satisfaction: A Quantitative Correlational Approach
Keywords: emotional intelligence, employee motivation, job design, job reengineering, job redesign, job satisfaction, metacognitive abilities, perception, perception of job satisfaction, and self-determination theory
Abstract: This quantitative, correlational research examined the correlation between employee motivation, job reengineering, and the perception of job satisfaction among the civilian employees of the Department of Defense located in Washington, D.C., United States. Deci and Ryan’s (1985, 2000) self-determination theory of motivation provided the theoretical foundation for this study. The researcher used a non-experimental correlational research design and non-probability convenience sampling method to collect data from the council of employees, a sample population (n = 55). The multidimensional work motivation scale, job diagnostic scale, and the job satisfaction scale were used to measure employee motivation, job reengineering, and the perception of job satisfaction respectively. The Spearman, Kendall tau, Somers d, and Goodman and Kruskal non-parametric tests were used to measure the correlation between the dependent and independent variables. Three hypotheses were tested, and the results from the study showed a strong and positive relationship exists between employee motivation, job reengineering, and the perception of job satisfaction, while a strong and positive relationship between job reengineering and the perception of job satisfaction. These findings suggest that business leaders, human capital managers and policy development officer of private and government enterprises may use the findings as a focal point for establishing lean organizational efficiencies, understanding a person-job fit, and formulating strategies to reduce turnover and enhance output levels.