ACHIEVEMENT MOTIVATION AND WORK PERFORMANCE

Crismar Froilan C. LimasAna Lou E. Capre, Bingawan Local Gov’t. UnitPolice Officer 3 Marcial C. Losaria, Phil. National Police

STATEMENT OF THE PROBLEM AND CONCEPTUAL FRAMEWORK

This study was premised on the assumption that there is a relationship between achievement motivation in its two component factors of intrinsic and extrinsic motivation, and work performance of the municipal employees in the Municipality of Bingawan.

The factors that were used as key variables in this study were the following: age, sex, employment status, and educational qualification.

Cont’d.Specifically, this study sought answers to the following

questions:

1. What are the levels of achievement motivation in its two major component factors of intrinsic and extrinsic motivation factors of municipal employees in the Municipality of Bingawan when grouped as to age, sex, employment status, and educational qualification?

2. What are the levels of work performance of municipal employees in the Municipality of Bingawan when grouped as to age, sex, employment status, and educational qualification?

3. Are there significant differences in the levels of achievement motivation in its two major component factors of intrinsic and extrinsic motivation factors of municipal employees in the Municipality of Bingawan when grouped as to age, sex, employment status, and educational qualification?

Cont’d.4. Are there significant differences in the work

performance of the respondents when classified as to age, sex, employment status and educational qualification?

5. Which among the variables of achievement motivation in its two major component factors of intrinsic and extrinsic motivation factors could significantly predict the work performance of the subjects of the study?

6. Is there a relationship between achievement motivation in its two major component factors of intrinsic and extrinsic motivation factors and work performance of municipal employees in the Municipality of Bingawan?

RESEARCH PARADIGM

AGE SEX EMPLOYMENT STATUS EDUCATIONAL QUALIFICATION

QUALIFICATION

ACHIEVEMENT MOTIVATION(Motivating Factors)

A) Extrinsic Motivation

B) Intrinsic Motivation

WORK PERFORMANCE

Antecedent Variables Independent Variables Dependent Variable

RESEARCH DESIGN AND METHODOLOGY

Locale: Municipality of Bingawan

Design: Descriptive Correlational

Respondents of the Study: 29 municipal employees of the Municipality of Bingawan (50% of the LGU manpower at the time)

Sampling Method: Simple Random Sampling

Data Gathering Instrument: Panel-validated researcher-made questionnaire

Cont’d.

Data-Gathering Procedure:

1. Permission was secured from the office of the Municipal Mayor to conduct the study.

2. The Data-Gathering Instrument was administered to the respondents.

3. The gathered data were collected, processed, and subjected to the pertinent statistical tools.

Cont’d.

STATISTICAL TOOLS USED:

1. Mean

2. Standard Deviation

3. t-Test

4. Analysis of Variance

5. Multiple Regression Analysis

6. Pearson r

Category Frequency (f) Percentage (%)

A. Entire GroupB. Sex

Male Female

C. AgeYoung (40 Years Old & Below)Old

D. Employment StatusCasualPermanent

E. Educational QualificationHigh School LevelCollege LevelGraduate School Level

29 

1118 

1613 

1118 1

244

100% 

38%62%

 55%45%

 38%62%

 3%

83%14%

Profile of the Respondents

FINDINGS AND CONCLUSIONSFINDINGS:

1. The respondents’ intrinsic motivation factors were average when taken as an entire group and classified as to age, sex, employment status, and educational qualification.

2. The subjects’ extrinsic motivation factors were uniformly high as a group and classified as to age, sex, employment status, and educational qualification.

3. The respondents’ work performance level was very high as an entire group. When classified as to age, sex, employment status and educational qualification all scored very high as well, excepting three classifications found respectively in age, employment status, and educational qualification categories, all three of which scored high.

Cont’d.

4. There are no significant differences in the respondents’ achievement motivation in its two main component factors of intrinsic and extrinsic motivation factors, and work performance when classified as to age, sex, employment status and educational qualification.

5. Age, sex, employment status, educational qualification, intrinsic and extrinsic motivation factors are not significant predictors of the respondents’ work performance.

6. There is a significant relationship between the respondents’ intrinsic motivation factors and work performance while the same cannot be said between the respondents’ extrinsic motivation factors and work performance.

CONCLUSIONS

1. The respondents’ achievement motivation are derived mostly from extrinsic factors, such as bonuses, promotions, etc.

2. The respondents have a very high level of work performance mostly motivated by the fore-mentioned extrinsic rewards.

3. The respondents’ achievement motivation, in its two components of intrinsic and extrinsic motivation factors, as well as the age, sex, employment status, and educational qualification cannot predict their work performance levels.

4. Intrinsic motivation factors have some influence on the respondents’ work performance.

RECOMMENDATIONS1. The municipal employees of the Municipality of

Bingawan should strive to find deeper meaning beyond the material from the performance and discharge of their duties, thus allowing them to achieve their highest potential in terms of work performance

2. The local government unit of Bingawan and its department heads should formulate, initiate and implement programs designed to increase their subordinates’ intrinsic motivation so as to qualitatively improve their work performance

Cont’d.

3. Public administration professors and instructors should modify their subject contents with more focus on intrinsic motivation and team building skills so as to improve the quality of their students’ performance capability as future managers and leaders.

4. Organizational supervisors should develop optimal and efficient leadership methods that utilizes the application of achievement motivation, with specific emphasis on intrinsic motivation, aimed at improving the work performance of their subordinates.

Category Mean Description Standard Deviation

Entire GroupSex Male FemaleAge Young OldEmployment Status Casual PermanentEducational Qualification High School College Graduate School

3.28 

3.253.29

 3.273.28

 3.143.36

 3.003.293.25

Average 

AverageAverage

 AverageAverage

 AverageAverage

 AverageAverageAverage

0.43 

0.360.47

 0.520.29

 0.500.36

  -

0.450.35

Table 1. Level of Intrinsic Motivation Factors

TABLE OF RESULTS

Scale4.21-5.003.41-4.202.61-3.401.81-2.601.00-1.80

DescriptionVery High

HighAverage

LowVery Low

Category Mean Description Standard DeviationEntire GroupSex Male FemaleAge Young OldEmployment Status Casual PermanentEducational Qualification High School College Graduate School

4.10 

4.104.10

 4.114.09

 4.064.12

 3.904.124.00

High 

HighHigh

 HighHigh

 HighHigh

 HighHighHigh

0.33 

0.230.39

 0.370.29

 0.310.38

 -

0.350.24

Table 2. Level of Extrinsic Motivation Factors

Scale4.21-5.003.41-4.202.61-3.401.81-2.601.00-1.80

DescriptionVery High

HighAverage

LowVery Low

Category Mean Description Standard DeviationEntire GroupSex Male FemaleAge Young OldEmployment Status Casual PermanentEducational Qualification High School College Graduate School

4.29 

4.214.34

 4.424.13

 4.474.18

3.694.363.99

Very High 

Very HighVery High

 Very High

High 

Very HighHigh

 High

Very HighHigh

0.48 

0.520.46

 0.460.47

 0.490.45

 -

0.460.45

Table 3. Work Performance

Scale4.21-5.003.41-4.202.61-3.401.81-2.601.00-1.80

DescriptionVery High

HighAverage

LowVery Low

Category d.f. Mean s.d. t-ratio t-Prob. DecisionSex Male FemaleAge Young Old Employment Status Casual Permanent

 27  

27  

27

 3.253.29

 3.273.28

 3.143.36

 0.360.47

 0.520.29

 0.500.36

 -0.296

  

-0.098  

1.403

 0.770

  

0.923  

0.172

 Accept Ho

  

Accept Ho

  

Accept Ho

 

Table 4. t-Test Results for Testing the Significant Differences in the Respondents’ Intrinsic Motivation Factors

Table 5. t-Test Results for Testing the Significant Differences in the Respondents’ Extrinsic Motivation Factors

Categoryd.f.

Mean s.d. t-ratio t-Prob. Decision

Sex Male FemaleAge Young OldEmployment Status Casual Permanent

 27  

27  

27

 4.104.10

 4.114.09

 4.064.12

 0.230.39

 0.370.29

 0.380.31

 0.000

  

0.111  

0.455

 1.000

  

0.913  

0.653

 Accept Ho

  

Accept Ho

  

Accept Ho

 

p> 0.05 not significant at 0.05 Alpha

p> 0.05 not significant at 0.05 Alpha

Category d.f. Mean s.d. t-ratio t-Prob. DecisionSex Male FemaleAge Young OldEmployment Status Casual Permanent

 27  

27 

 27

 4.214.34

 4.424.13

 4.474.18

 0.520.46

 0.460.47

 0.490.45

 -0.725

  

1.658  

-1.639

 0.475

  

0.288  

0.113

 Accept Ho

  

Accept Ho

  

Accept Ho

 

Table 6. t-Test Results for Testing the Significant Differences in the Respondents’ Work Performance

Table 7. ANOVA Results for the Difference in Intrinsic Motivation Factors

Sources of Variation

Degrees of Freedom

Sum of SquaresMean

SquaresF-ratio F-Prob. Decision

Between Groups Within Groups Total

2  

26 

28

8.477E-02  

4.988 

5.073

4.239E-02  

0.192

0.221 0.803 Accept Ho

p> 0.05 not significant at 0.05 Alpha

p> 0.05 not significant at 0.05 Alpha

Sources of Variation

Degrees of Freedom

Sum of Squares Mean Squares F-ratio F-Prob. Decision

Between Groups Within Groups Total

2 

 26 

28

9.500E-02 

2.985 

3.080

4.750E-02 

0.115

0.414 0.665 Accept Ho

Table 8. ANOVA Results for the Difference in Extrinsic Motivation Factors

Table 9. ANOVA Results for the Difference in Work Performance

Sources of Variation

Degrees of Freedom

Sum of Squares Mean Squares F-ratio F-Prob. Decision

Between Groups Within Groups Total

2 

 26 

28

0.861 

 5.575 

6.436

0.431 

 0.214

2.008 0.155 Accept Ho

p> 0.05 not significant at 0.05 Alpha

p> 0.05 not significant at 0.05 Alpha

 Variables

UnstandardizedCoefficients

Standarized Coefficients

 t-ratio

 Sig.

B Std. Error Beta

SexAgeEmployment StatusEducational QualificationIntrinsic FactorsExtrinsic Factors

7.911E-02-0.2000.355

 -0.1130.687-0.243

0.1700.1700.186

 0.2090.3580.445

0.081-0.2120.365

 -0.0970.610-0.168

0.465-1.1831.909

 -0.5431.920-0.546

0.6470.2500.069

 0.5920.0680.591

Table 10. Predictors of Work Performance of the Municipal Employee of Bingawan Coefficients

Table 11. Correlation Matrix Work Performance

Intrinsic Motivation Factors  Extrinsic Motivation Factors

Pearson CorrelationSig. (2-Tailed)NPearson CorrelationSig. (2-Tailed)N

.374

.04629

.311

.10029

Dependent Variable: Work Performancep> 0.05 not significant at 0.05 Alpha

p> 0.05 not significant at 0.05 Alpha

END OF PRESENTATION