Extrinsic Motivational Factors Research Articles

Gamification, Serious Games, and Simulation in Health Professions Education.

Health care educators may enhance learning with thoughtful incorporation of game elements. Gamification has shown success across various fields in medical education. It has demonstrated deeper engagement by leveraging both intrinsic and extrinsic motivational factors. While beneficial, gamification requires thoughtful implementation to increase active learning and avoid potential negative effects, such as unhealthy competition. Serious games integrate learning objectives directly within their framework, making the educational experience an intrinsic part of gameplay. These games are specifically designed to enhance knowledge and skills while promoting decision making, teamwork, and communication. The immersive nature of serious games requires players to actively engage and apply their knowledge to solve complex problems. Serious games and simulation represent transformative educational approaches that not only enhance learning and retention but also develop essential competencies crucial for health care professionals. These strategies, when combined with effective debriefing, provide a robust framework to enrich education and training in health care. [Pediatr Ann. 2024;53(11):e401-e407.].

The interplay of organizational factors, incentive systems, and employee performance

This systematic review aims to explore the relationships between organizational factors, incentive systems, and employee performance in modern workplaces, addressing the need for a comprehensive understanding of these interconnected elements. A rigorous three-stage methodology was employed, including a comprehensive database search of international databases such as Google Scholar and Scopus, screening based on predefined inclusion/exclusion criteria, and quality assessment using the Mixed-methods Appraisal Tool. This was followed by qualitative synthesis and framework analysis to identify patterns and trends across the selected literature. The review reveals that well-designed incentive systems can significantly enhance the impact of positive organizational factors on employee performance, while emphasizing the importance of considering both intrinsic and extrinsic motivational factors. Several moderating variables, including organizational culture, leadership styles, and individual employee characteristics, were identified as influencing incentive system effectiveness. The study also highlights the need for organizations to adapt their incentive strategies to evolving work paradigms, such as remote work and the gig economy. These findings provide valuable insights for managers and policymakers seeking to optimize their organizations' performance management strategies, emphasizing the importance of aligning incentive structures with organizational goals and employee needs. The review suggests that a holistic approach, considering multiple interconnected factors, is crucial for sustaining organizational performance and employee productivity. Future research directions include cross-cultural studies and longitudinal approaches to further understand the dynamic interplay between incentives, organizational factors, and employee productivity in changing work environments.

The influence of emotional intelligence and employee motivation on employee performance in telecommunication companies in the sultanate of Oman

This study examines the impact of emotional intelligence (EI) and employee motivation on employee performance within the telecommunication industry in the Sultanate of Oman. The target population consisted of 4344 non-managerial employees across nine telecommunication companies, including Omantel, Ooredoo, Vodafone, Oman Broadband Company, Awasr Oman & Co, TEO, Oman Tower Company L.L.C, Helios Tower, and Connect Arabia International. Employing a deductive research approach, finally data were collected via an online survey from 354 respondents. The hypotheses were tested using multiple regression analysis. The results indicate that all dimensions of EI self-awareness, self-regulation, empathy, and social skills positively and significantly influence employee performance, with social skills having the strongest effect. Furthermore, both intrinsic motivation factors, such as work itself and career development, and extrinsic motivation factors, including wages, rewards, working environment, and co-worker relationships, significantly enhance employee performance. The interaction between EI and employee motivation was found to amplify these positive effects. Among control variables, age and education level showed significant impacts, while gender did not. These findings underscore the critical role of both emotional intelligence and motivation in driving employee performance. The study suggests that managers and policymakers should adopt integrated strategies that develop EI competencies and enhance motivational factors to optimize employee performance, thereby contributing to the success of organizations in the telecommunication sector.

The Influence of Extrinsic Motivation and Cross-Cultural Adjustment on Foreign Worker Commitment: The Mediating Role of Cross-Cultural Adjustment and Moderating Role of Employer Trust

Palm oil is a key income source in Malaysia, with the industry heavily reliant on foreign workers. This reliance necessitates a focus on their welfare to address workforce shortages. This study examines the relationship between extrinsic motivation and organizational commitment, mediated by cross-cultural adjustment and moderated by employer trust among foreign workers. This study employed a quantitative research design, using SPSS for data analysis, and surveyed 242 foreign workers from companies listed on the Malaysian Palm Oil Council (MPOC) website in 2022, achieving a 100% response rate. The key findings show that organizational commitment positively influences extrinsic motivation, with cross-cultural adjustment significantly enhancing both. Employer trust moderates the relationship between organizational commitment and cross-cultural adjustment, underscoring its importance in cultural adaptation and motivation. These insights highlight the need for targeted strategies to improve job satisfaction and retention among foreign workers by addressing extrinsic motivational factors and cultural adaptation challenges. The research contributes to the literature by detailing the interplay of organizational factors and cultural adaptation in shaping motivational outcomes, suggesting future research to explore longitudinal studies and other moderating variables. These findings offer valuable implications for improving workforce performance and retention strategies in the palm oil industry.

The Effect of Work Stress and Work Environment on Job Performance in Manufacturing Industry: A PLS-SEM Approach

Employee performance is a critical determinant of growth and success within manufacturing organizations, making it essential to understand the factors influencing it. This study delves into the effects of work stress and the work environment on job performance, specifically within the electronics manufacturing sector in Penang, Malaysia. The research addresses how role ambiguity and conflict can act as stressors and also explores how intrinsic and extrinsic motivation factors related to the work environment affect job performance. The study sample comprised 116 participants from five electronics manufacturing firms located in Bayan Lepas, Penang. Data collection was conducted through a structured questionnaire, and the analysis was performed using Partial Least Squares Structural Equation Modelling (PLS-SEM). The results confirmed that the measurement model was robust, providing a solid foundation for validating the structural model. The PLS-SEM analysis demonstrated that the model had significant predictive capability, revealing that both work stress and the work environment exert substantial effects on job performance within the electronics manufacturing industry in Penang. Specifically, role stressors such as ambiguity and conflict were found to negatively impact job performance, while a supportive and motivating work environment positively influenced it. The study's results align with the theoretical frameworks of role stressors and self-determination, suggesting that effective management of stressors and the cultivation of a motivating work environment are essential for optimizing employee performance in the manufacturing sector.

Green voices in digital spaces: exploring the impact of knowledge sharing on sustainable engagement and eWOM in tourism

PurposeThis study explores the dynamics of companies’ green knowledge sharing (GKS) within the tourism sector, focusing on its influence on green electronic word-of-mouth (eWOM) intention via the mediation of tourists’ green engagement behaviour. Additionally, the study considers the moderating effects of green destination psychological ownership and perceived injunctive norms of green self-expression online on the pathway from green knowledge sharing to tourists’ green engagement behaviour to green eWOM.Design/methodology/approachThe primary dataset, consisting of 902 valid responses obtained through time-lagged surveys administered to environmentally conscious tourists, was analysed using structural equation modelling (SEM) by PROCESS package for R.FindingsFindings indicate that green destination psychological ownership enhances the mediation effect of tourists’ green engagement behaviour on green eWOM intention, reinforcing the sense of personal investment and belonging among tourists. Conversely, perceived injunctive norms of green self-expression online moderate this pathway by shaping the social norms and acceptability of green behaviours online.Practical implicationsTo effectively spread green knowledge, tourism businesses should focus on enhancing tourists' psychological ownership of green destinations and align their communications with the perceived norms of green expression online. This strategy not only deepens tourists' environmental commitment but also stimulates active participation in spreading sustainable practices.Originality/valueThis study contributes to the green marketing literature by revealing how intrinsic and extrinsic motivational factors interact to influence green engagement and eWOM intention in the tourism industry, aiding marketers in strategically fostering green value co-creation and enhancing sustainable practices through targeted green knowledge sharing.

Impact of Motivational Factors on Employee Performance on Banking Industry in Nepal

This research investigates the impact of motivational factors on employee performance within the Nepalese banking industry, a sector critical for the nation's financial stability and economic growth. Recent growth in Nepal's banking sector, driven by factors such as increased financial inclusion and technological advancements, underscores the need for a highly motivated and productive workforce. Employee performance, defined as the measurable contribution of an individual to organizational goals, is crucial for maintaining a competitive edge. This study explores the relationship between motivation and performance, drawing on need-based theories, goal-setting theory, and social cognitive theory, while considering Nepal's unique socio-cultural context. This study investigates the impact of intrinsic and extrinsic motivational factors on employee performance within the banking sector in Nepal. Data were collected from 350 respondents across various banks through online surveys, with a pilot test conducted to ensure clarity and reliability. The survey assessed both types of motivational factors and their influence on employee performance. Demographic analysis provided key insights into the participant pool, enhancing the understanding of the sample's characteristics. The findings underscore the importance of both intrinsic factors, such as job satisfaction and professional development, and extrinsic factors, including competitive salaries and job security, as key motivators for employee performance. Additionally, the study highlights the influence of cultural values, such as collectivism and respect for hierarchy, in shaping employee motivation in Nepal. By employing a descriptive research design and rigorous methodological steps, including statistical analysis using SPSS, this study provides a comprehensive understanding of the motivational landscape in Nepal's banking sector. The insights gained can guide banks in developing effective strategies to enhance employee motivation and performance, contributing to the overall success and growth of the industry.

Job Motivation and Organizational Commitment of NGO Employees: Inputs for an Improved Employee Retention

This study aimed to assess the intrinsic and extrinsic motivational factors affecting job satisfaction and organizational commitment among employees of Tinig ng Silangan Inc. A survey questionnaire served as the primary data collection instrument, with 33 employees selected as respondents through purposive sampling. The collected data were encoded and subjected to statistical analysis, utilizing mean calculations, T-tests, and ANOVA to evaluate significant differences in responses. Additionally, Pearson r was employed to examine the relationship between variables related to remote work and employee engagement. The findings indicate that respondents expressed general satisfaction with both intrinsic and extrinsic factors influencing their job motivation, along with a high level of organizational commitment. However, no significant relationships were found between intrinsic or extrinsic factors and affective or continuance commitment. Notably, normative commitment demonstrated a significant relationship with the intrinsic factor "achievement." Significant correlations were also observed between "recognition" and all dimensions of organizational commitment, as well as between "work itself" and "development potential." Affective commitment was significantly associated with the "responsibility" factor, while no significance was noted for continuance or normative commitment. Furthermore, a strong link emerged between "advancement" and affective commitment. Despite the generally positive assessment of motivational factors, respondents highlighted challenges, including insufficient funding, lack of job security, minimal financial support, and an unclear career progression due to the organization's non-governmental status. Overall, while respondents showed a commitment to the organization, priorities included improving financial stability, salary, and personnel standards.

Motivation and retention of outsourced employees

ABSTRACT A food service supplier is experiencing that, in their distribution centres, within 30 days, an average of 48% of the outsourced employees resign, which impacts profitability, productivity and service quality. This study investigates which factors of the Herzberg two-factor motivation theory contribute to the retention of outsourced employees of a food service supplier and whether there is a difference between eastern or southern European employees. A total of 299 outsourced employees of the food service suppliers at four out of nine distribution centres filled out a 15-item survey, including questions on the various aspects of the Herzberg motivation theory, and their intention to stay with the company. Results show that extrinsic motivation factors play a more significant role in the retention of outsourced employees in comparison to the intrinsic factors. Extrinsic factors significantly correlated with retention are policies and administration, work conditions, supervision and interpersonal relations. Intrinsic factors significantly correlated with retention are advancement, the work itself and achievement. No significant relationship was found between the salary factor and employee retention. Although results showed that southern Europeans tend to stay longer with the company in comparison to eastern Europeans, no significant differences were observed regarding the impact of motivation and hygiene factors between the two sub-groups. To enhance retention, the food service supplier is advised to provide sufficient growth and development opportunities, assign important responsibilities and acknowledge accomplishments. Furthermore, the company must assess, track and oversee all relevant extrinsic and intrinsic motivation factors to connect the outsourced employees with the company for a longer term.

Distribution of mHealth applications in Germany: analysis of the FeverApp registry.

In this observational study, we determined the distribution of mHealth applications (apps) in Germany using data from the FeverApp registry. The registry data were processed to assess general monthly trends in app distribution, and a seasonal autoregressive integrated moving average model was decomposed to investigate time series. A sample comparison was made matching data from cold-called against self-registered distributers of the FeverApp. Among 881 pediatric and adolescent medical practices, 27,300 app users were recruited between 2019 and August 2023. The number of monthly recruited users increased steadily. A seasonal trend was observed, showing a higher distribution in winter months. Self-registered pediatric practices did not recruit significantly more app users than cold-called practices, with approximately every 25th family recruited in both groups. The trend of more app sign-ups during winter is likely related to the flu season in Germany. Intrinsic and extrinsic motivational factors of the practices seem to have a large impact on the distribution. We observed a positive trend in the app distribution. Seasonal febrile infections and individual distribution methods among practices influence the distribution of the FeverApp in Germany. Family factors may have a greater influence than the motivation of distributing practices.

The Effect of Motivation on the Behavioral Intention to Protect Industrial Techniques of High-Tech Firms’ Employees

This study defines the intrinsic and extrinsic motivational factors that influence the prevention of industrial technology leakage by high-tech company employees. It also investigates how these factors affect the employees’ intention to prevent leakage. Based on the TPB (theory of planned behavior), this study analyzes the relationship between “attitude toward behavior”, “subjective norm”, and “perceived behavioral control”, which in turn influences the behavioral intention to prevent such leakage. Specifically, an online survey was conducted among office workers in South Korea’s high-tech industry. A total of 200 questionnaires were collected and analyzed. As the analysis results show, intrinsic motivation has a positive effect on attitude toward behavior, subjective norms, and perceived behavioral control. Extrinsic motivation has a positive effect on subjective norms and perceived behavioral control but a negative effect on attitudes toward behavior. This study also proved, based on the TPB, that the three variables impact the behavioral intention to prevent technology leakage. These results confirm that, in the high-tech sector, where employees are highly specialized and autonomous, technical security behaviors are primarily influenced by individual professional ethics and judgment rather than by organizational regulation or extrinsic motivation.

Exploring motivational drivers for English language learning in Greek prisons

In adult education, understanding the dynamics of motivation among incarcerated individuals to attend English as a Foreign Language (EFL) classes is crucial for effective educational programming, successful rehabilitation, and recidivism reduction efforts. The present study, focusing on Greek prisons, investigates two key aspects: a) the influence of sociodemographic factors (marital status, age, gender, and occupation previous to sentence) on inmates’ motivation to attend EFL classes and b) the relative prevalence of intrinsic and extrinsic motivational factors driving inmates to attend EFL classes. Grounded in theories of foreign language learning motivation, the study employed quantitative methods with a large sample of 400 adult inmates enrolled in English classes at Second Chance Schools across all Greek prisons. The findings reveal that marital status, age, gender, and previous occupation are factors that significantly impact inmates’ motivation to attend EFL classes, with female inmates demonstrating higher motivation than their male counterparts. Notably, the study highlights the predominance of extrinsic motivation among inmates, with the desire to make their families proud being the most highly rated motivational driver.

Investigating the motivating factors that influence the adoption of blended learning for teachers’ professional development

Blended learning (BL), a teaching method merging online and face-to-face learning, is lauded for its potential to enrich educational outcomes and tackle challenges entrenched in conventional teaching practices. In countries like Pakistan, where equitable access to quality professional development remains an obstacle, BL is a promising avenue to surmount training barriers. While BL adoption has evolved swiftly, research into its integration within teacher training remains limited. Notably, no comprehensive model exists describing the motivational factors influencing teachers' perceptions and intentions regarding the blended mode of teacher training. This study aims to identify the motivational elements that motivate schoolteachers in teacher training institutions in Pakistan to incorporate blended learning into their programs. The motivational factors identified in BL literature have been employed to craft a motivation model grounded in their causal relationship. This quantitative study examines the interplay between multiple motivational factors and their impact on BL adoption within teacher training and the BL environment. Surveying 350 schoolteachers (participants) from teacher training institutions, we employed Structural Equation Modeling (SEM) techniques with Smart PLS 4.0 for data analysis. Results reveal that extrinsic and intrinsic motivational factors significantly influence teachers' motivation to adopt BL for training. Notably, "overall training quality" and "educational environment" were non-influential. Overall, the findings underscore that considering a blend of extrinsic and intrinsic factors can wield a 65 % influence on BL adoption. The study's results provide practical guidance for educational leaders, curriculum designers, and faculty members aiming to cultivate a unified blended learning environment for teacher professional development. These insights also underscore the importance of incorporating essential motivational factors into forthcoming blended learning training programs.

PELAKSANAAN SENAM PAGI DI SDN 153/VI RANTAU PANJANG X KECAMATAN TABIR

Abstract This research, there was a problem with the implementation of morning exercise which was not running well and smoothly. There are several factors that influence students, namely intrinsic motivation factors and extrinsic motivation factors that occur in students. This resulted in the exercise not running. This type of research is descriptive. The population in this study was 172 students at SDn 153/VI Rantau Panjang X, Tabir District. With samples taken using statistical random sampling technique, the sample consisted of 49 students. In this research, the type of data is primary data, namely data originating from distributing questionnaires, data collected through questionnaires and analyzed using percentages. The results of this research are that for the student intrinsic motivation variable, an achievement level of 80.70% was obtained. This means that students' understanding of their own intrinsic motivation for carrying out morning exercise at SDN 153/VI Rantau Panjang X, Tabir District is in a good classification. Likewise, for the student extrinsic motivation variable, an achievement level of 80.78% was obtained. This means that students' understanding of the external motivation that they apply to the implementation of morning exercise is also in a good classification. It is recommended that the school be more diligent and active in motivating students so that the morning exercise can run well as we hope. Keywords: Implementation exercise morning

What External Aspect of Motivation Has the Greatest Influence: Survey Research on Herzberg's Theory

Teacher motivation is a critical factor influencing educational quality and student outcomes. Previous research highlights that motivation can be significantly enhanced by both intrinsic and extrinsic factors. This study focuses on the external aspects of motivation as proposed by Herzberg's theory, aiming to identify the most influential factors in boosting teacher motivation. The researchers selected a survey design for its efficacy in gathering data from a representative sample. A total of 335 private school teachers in South Kalimantan Province were surveyed, following the sample size determination method of Krejcie and Morgan to ensure precise representation. Data analysis was conducted using SPSS software version 25. The study revealed that Company Policies had the highest mean score among various extrinsic motivation factors. This indicates that clear, fair, and supportive company policies are private school teachers' most significant external motivators. The findings are crucial for education stakeholders, as understanding the key elements influencing teacher motivation can help design better strategies to enhance teaching quality and motivation. This study is significant because it is able to identify and emphasize company policy as the primary external motivator. This provides valuable insights for policymakers and educational leaders in formulating effective strategies to boost teacher motivation and performance.

Differences in fear of failure and college adjustment by type of medical school entrance extrinsic motivation using a latent profile analysis.

The decision to enroll in medical school is largely influenced by extrinsic motivation factors. It is necessary to explore the factors that affect pre-med students' motivation to enter medical school and their college adjustment, and to develop measures to help them adjust. A total of 407 pre-med students were surveyed regarding their motivation to enter medical school, fear of failure, and college adjustment. We analyzed the latent profiles of extrinsic motivation factors using latent profile analysis. One-way analysis of variance was conducted to examine the differences in fear of failure and adaptation to university life according to the latent groups. After analyzing the latent profiles of entrance motivation, three latent profiles were selected. They were divided into high, medium, and low extrinsic motivation groups. Three profiles scored the highest on job security, followed by good grades and social status. Sophomores were more likely to be high extrinsic motivators than freshmen were. Fear of failure was high in the group with high extrinsic motivation, and adaptation to college life was highest in the group with low extrinsic motivation. Job security was the most important extrinsic motivator for entering medical school, and extrinsic entrance motivation influenced fear of failure and college adjustment. Given the high level of extrinsic motivation among medical students, it is meaningful to analyze the extrinsic motivation profile of entering medical students and how it affects failure motivation and college adjustment.

Teaching English at Tertiary Level: Motivating Students of Technical Study Programs

Student motivation has always concerned foreign language instructors. It has become more topical in recent years, after the introduction of COVID-19 restrictions, and the new global phenomenon known as remote learning. Previously, it has been claimed that teachers should pay greater attention to intrinsic motivation (e.g., curiosity, autonomy, interest in the subject, novelty), as only intrinsically motivated learners are kept motivated throughout the whole course of learning. It has been proven that extrinsic motivational factors (e.g., awards, positive feedback, good marks, pressure from the family) are inadequate to keep learners motivated over a long period. Still, psychologists suggest that both extrinsic and intrinsic motivation must be activated to ensure an efficient learning process. The present research is aimed at investigating the view of the learners of technical study programs on intrinsic and extrinsic motivational factors as regards foreign language learning, the interrelation between the teacher’s character, studying environment, classroom management, and family involvement in the studying process and motivation, as well as to investigate the factors that motivate the technical students to learn and kept them motivated in the remote learning setting. The author of this research surveyed 140 students of Riga Technical University of the technical study programs. The results showed that both intrinsic and extrinsic motivation are essential for student motivation in the post-pandemic time. However, in a crisis situation, even self-motivated students appear to lose their intrinsic motivation and seek support from families, peers, and teachers to stay motivated. The challenging, entertaining, and engaging tasks, good classroom management, and the application of digital teaching methods are appreciated by students in these times.

Methods and techniques of forming the perceptions and motivation of English teachers

The article explores the dynamic methodologies and strategies used to shape perceptions and enhance motivation among English teachers. Recognizing the crucial role educators play in language acquisition and proficiency, it provides a comprehensive review of innovative methods designed to invigorate and empower these teachers. The study incorporates interdisciplinary perspectives from psychology, pedagogy, and cognitive sciences to examine approaches like positive reinforcement, professional development programs, peer collaboration, and technology integration. It also assesses the impact of intrinsic and extrinsic motivational factors on teacher efficacy and classroom dynamics. By integrating empirical research and best practices, the article offers valuable insights for educational stakeholders aiming to create a vibrant and engaging learning environment for teachers and students alike.

Job characteristics model-based study of the intrinsic motivations for primary care practitioners

BackgroundIncentives for primary care workforce are close related to the “strengthening basic healthcare” strategy of the new health reform of China and help achieve the goals of establishing a tiered system for rational diagnosis and treatment. Previous studies primarily focused on extrinsic incentives and their influence on performance, with limitation of exploring intrinsic motivations directly from the job. ObjectiveThis study aimed to analyze the job characteristics of primary care practitioners within the framework of Job Characteristics Model, evaluate their effect of intrinsic motivations on various job performance, compare the impact of five job characteristic dimensions with extrinsic motivators such as salary on these performance, and offer policy suggestions to enhance the motivations for bettering performance of primary care practitioners. MethodsA questionnaire survey was conducted between February and June 2021. The questionnaire was developed by the authors and delivered to primary care practitioners of 18 community health centers and 20 township health centers of three cities in Shandong Province China. The health centers were selected through a multi-stage sampling method. Within participants who completed the questionnaires, 167 participants were selected through a convenience sampling process, for semi-structured interviews. These interviews explored their opinions on job characteristics in their roles. Pearson correlation analysis was used to examine the association between the five job characteristics and extrinsic motivators, with self-motivation, performance, professional burnout, and intent to leave. Multiple linear regression was employed to assess the impact of these factors on job performance. The interview data were analyzed through thematic analysis. ResultsA total of 870 questionnaires were included in the study. Participants gave the highest rating to skill variety (4.09 ± 0.71) and the lowest to task integrity (3.18 ± 1.04) in the job characteristics. Scores for task significance, feedback, and autonomy were 3.91 ± 0.76, 3.46 ± 0.83, and 3.43 ± 0.79, respectively. Pearson correlation indicated positive associations of each job characteristic dimension with self-motivation and performance (P<0.05), and negative associations with burnout and intent to leave (P<0.05). Multiple linear regression results revealed that job characteristics dimensions significantly affected job performance, with notable impacts on self-motivation (R²=18.8 %), performance (R²=11.3 %), professional burnout (R²=16.5 %), and intent to leave (R²=21.9 %). These characteristics showed greater explanatory power compared to extrinsic motivators (1.7 %, 3.4 %, 5.8 %, and 11.8 % contributions to the four performances, respectively). Interviews highlighted challenges such as fragmented task assignment, limited autonomy, and inadequate feedback. ConclusionThe influence of intrinsic motivations stemming from of job characteristics is more significant in explaining job performance among primary care practitioners than extrinsic motivational factors. A noticeable discrepancy exists between theoretical job characteristics and their practical application. Focus should be shifted towards the intrinsic motivations of job. Recommended measures include enhancing training opportunities and their quality of service, reducing work-related stress, empowering medical professionals, increasing resource investments, relaxing policy constraints, and improving the performance management system. These measures aim to impact job perceptions, thereby enhancing the motivations and performance of primary care practitioners.

Motivational Factors and Academic Performance among Learners in Tagoloan District, Misamis Oriental

The Department of Education's main aim is to ensure top-tier education for every Filipino student. This study in Tagoloan District assesses motivational factors and academic performance to support this goal. The study aimed to determine the motivational factors, academic performance, and their relationship among 563 students from three public high schools in Tagoloan District, Misamis Oriental, Philippines, using a descriptive-correlational research design and a questionnaire adapted from Lepper (2005). The study found high levels of both intrinsic and extrinsic motivational factors, marked as "True for Me." Academic performance in Filipino, English, Mathematics, Science, and Araling Panlipunan for the 1st and 2nd Quarter was very satisfactory. There was no significant relationship between motivational factors and academic performance, except for intrinsic curiosity and independent mastery. Most participants were internally motivated, yet their external motivators mirrored their intrinsic drives. Teachers should clearly communicate goals and expectations to students for better understanding.