Intrinsic motivation, performance appraisal satisfaction and work-outcomes among employees in Nepali service sector

Abstract

The empirical research examined the effect of intrinsic motivation and employees' performance appraisal satisfaction on work-outcomes (organizational commitment and turnover intention). The existence of significant differences among study variables due to different demographic variables and different sectors was also tested. A questionnaire survey approach was used as a method of heterogeneous data collection involving 302 employees from three different service sector organizations of Kathmandu Valley. Correlation analysis, multiple regression analysis and one-way ANOVA tests were conducted to test the hypothesized relationships. Empirical evidence supported the direct relationships of intrinsic motivation and performance appraisal satisfaction with organizational commitment and turnover intention. The findings indicated that intrinsic motivation, PA satisfaction and organizational commitment is above average in most of the cases across the demographic groups. Significant differences were observed on perceptions of PA satisfaction, intrinsic motivation, organizational commitment and turnover intention due to demographic variables: gender, years of service, current level or work position, educational level and sectors. These results have significant practical and research implications as discussed in the report.