Abstract
Purpose- This study investigates the impact of intrinsic rewards (Recognition, Training and Development, Work Environment, Participation in Decision Making, and Workplace Flexibility) on primary school teachers’ motivation at the workplace. Design/Methodology- A survey was conducted using a 5 Likert scale questionnaire among the teachers of different primary schools across Bangladesh. A total of 200 data was gathered through random sampling. SPSS 22.0 is used for analyzing the data. The study employed multiple regression and ANOVA, correlation, reliability test, and descriptive statistics to draw the findings. Findings- The study revealed that intrinsic rewards have a significant effect on teachers’ motivation. All the studied variables (Recognition, Training and Development, Work Environment, Participation in Decision Making, and Workplace Flexibility) have found a statistically significant relationship with Motivation. Moreover, recognition and work environment showed the most robust relationships with teachers’ motivation. Practical Implications- Organizations can use this study's results to comprehend the effect of intrinsic or non-financial rewards on employee motivation. Thus, the research findings could help similar institutions design an appropriate reward package with adequate intrinsic rewards to motivate their employees and ensure better performance at work.
Highlights
In this modern world of business, human resource plays the central role of any organization
This study aims to address the motivation of primary school teachers through intrinsic rewards in Bangladesh
Motivation plays a significant role in boosting enthusiasm and lessening the frustration and fears of work among the employees
Summary
In this modern world of business, human resource plays the central role of any organization. It is essential to fulfill the needs of human resources to ensure motivation at workplace (Korlén, Essén, Lindgren, AmerWahlin, & von Thiele Schwarz, 2017). Motivation encourages employees to be more productive and committed to their job (Denton, 1987). It drives an individual towards achieving both individual and organizational goals (Hughes, 2012). Motivation is significant because it urges people to perform well at their work. Lack of motivation may decrease employees’ performance even they have the required skills and knowledge (Hameed, Ramzan, & Zubair, 2014). Motivation boosts the employees' morale and encourages them willingly give their best efforts to accomplish the assigned tasks (Pinto & dos Santos, 2018)
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