How Motivational Factors Affect Employee Engagement? Evidence from a Selected IT Company in Sri Lanka

Abstract

Motivation and employee engagement are critical factors for long-term success and growth of organizations in the IT industry. Motivated employees promote creativity and quality, whereas engaged employees increase productivity and foster a positive work atmosphere. This study is aimed at identifying the impact of motivation on employee engagement at a leading advance technology solution provider in Sri Lanka . Currently the company is facing several issues such as less productivity, higher employee turnover and withdrawal of some important projects due to the observable reduced employee engagement. The research adopts a quantitative approach followed by a positivistic philosophy and the sample of the study was 108 employees representing all divisions of the company. The sample technique adopted for the study was stratified sampling method. A self administered questionnaire on a five-point Likert scale was used to gather the data. The study employs descriptive statistics, correlation analysis, and linear regression to achieve the research objectives. According to the descriptive statistical results, a significant dissatisfaction among the employees is depicted regarding their motivational factors and overall employee engagement level. The results of the correlation analysis reveal a positive association between the dimensions of motivation and employee engagement. Notably, job security, recognition, working conditions, and job characteristics all exhibit strong relationships, with job security appearing as the most influential aspect. Salary and benefits have a minor impact on employee engagement at the selected company compared to the other motivational factors. These findings are further strengthened by the results of the regression analysis showing a significant positive impact of motivation dimensions on employee engagement. Based on the findings of the study, the research suggests to improve motivational factors, hence increasing employee engagement. These suggestions communication include building channels about clear the company's stability and goals, adopting formal recognition programmes, and fostering a supportive work environment through worker associations and flexible work arrangements. However, since the study findings are limited to a single organization, the researcher suggests increasing the sample size from diversified companies to get more effective insights about the association between motivation and employee engagement.