Extrinsic and intrinsic motivation on work engagement in the hospitality industry: Test of motivation crowding theory [Summary]

Abstract

The results of this study showed that intrinsic motivation played a significant role in enhancing the job performance of employees. Additionally, the study found that there was no evidence that intrinsic motivation of workers decreased as extrinsic motivation emerged. It is also stated that managers need to realize that developing a positive workplace environment and making employment more exciting and meaningful would increase the intrinsic motivation of workers, which will help employees become more engaged at work. As one of the higher turnover industries, the findings of this study indicate that restaurant and hotel business managers need to better understand that offering support, which enhances the intrinsic motivation of workers, is an important way to engage them more at workplace. Another significant change that employers could do to improve employee engagement would be to give workers credit for their hard work. Employers in restaurants need to build a relaxed working environment and make employment more exciting and meaningful for workers, which will increase employee satisfaction and, in effect, increase employee engagement in the workplace. The results revealed that intrinsic motivation works best not only for jobs requiring higher cognitive skill levels but also for jobs requiring lower cognitive skill levels.