THE EFFECT OF INTRINSIC, EXTRINSIC MOTIVATION AND ORGANIZATIONAL COMMITMENT ON MILLENNIAL EDUCATOR’S JOB PERFORMANCE

Abstract

Intrinsic and extrinsic motivation, organizational commitment, and job performance are major components of development inherent in every individual which every educational institution considers as an essential goal to achieve. For this, the primary purpose of the study was to determine the level of intrinsic and extrinsic motivation and organizational commitment exerted significant effect on the level of job performance of millennial educators. A descriptive correlational research was conducted involving 143 randomly selected millennial educators in the Diocese of Malolos. The findings revealed that the intrinsic motivation (p-value of 0.037) was found significant and extrinsic motivation (p-value of 0.908) was found not significant in relation to Job Performance. The combined effect of intrinsic and extrinsic motivation revealed that there was no significant influence with job performance (p-value of 0.174) of the educators. However, the influence of organizational commitment on job performance was found not significant. These findings indicated that the three dimensions of organizational commitment namely affective (0.65), continuance (0.016) and normative (0.025) were not directly correlated with the job performance of the millennial educators. Generally, the study proposes that extrinsic motivation may be examined to help millennial educators to enhance job performance and that school management may take a deeper look at organizational commitment of the educators to help them foster healthy and conducive work- relationship between and among employees as well as the administrators.