Abstract:
Most of the studies on job motivation have been conducted in private industrial
organization, thereby neglecting the public sector in the mainstream research. In the
attempt to reconcile such imbalance, the researcher examines the factors that influence
work motivation at the national Commission on Indigenous People—Dona Remedios
Trintdad Service Center an independent government agency under the office of the
president. Given a different job context, this study primarily aims to understand more of
What is considered an abstract and complex category but a powerful source of
organizational energy, motivation.
The main problem: What are the factors that influence the work motivation of the
NCIP—Dona Remedios Trinidad Service Center?, aims to determine the perception of
the NCIP on the various job factors (company policy and administration. supervision.
salary. interpersonal relationships, working conditions, promotions, status, job security,
achievement. recognition. work itself. responsibility and growth) and which of these they
consider as their motivators. Furthermore. it also aims to resolve how the identified work
motivators may influence their job satisfaction and performance.
The framework used in this study is based on Herzberg’s Two Factor Theory. Its
main assumption states that /hygiene or environmental job factors (company policy and
administration, supervision, interpersonal relationships. work conditions. promotions.
status and job security) can ameliorate or cause dissatisfaction and do not actually
motivate employees. [tis the motivators or the intrinsic job factors that satisfy and drives
a worker to exert effort at tasks that contribute to the organization. In resolving the main problem of this study, the researcher conducted library
research. interview schedules and non-participant observation. as constituents of a
qualitative study.
After tabulating the data and accomplishing the subsequent illustrative method of
analysis. the researcher discovers some significant findings: 1.) Of the enumerated job
factors. work itself. responsibility. job security. family and salary are regarded by the
NCIP—DRT employees as their primary motivators: 2.) Despite dissatisfaction of
employees with the environmental job factors. low job turnover and fulfillment of short term
organizational goals are evidences of their good performance: 3.) As workers have
more experience in the work setting, they become more realistic about the types of
fulfillment they can expect from work: 4.) Attachment to the Dumagats is also a strong
motivator since majority of the NCIP have been in such nature of work for more than sic
years. They feel that their ob is essential to the Dumagats’ survival as a cultural minority.
In conclusion, the researcher provides several recommendations for the regional
office of NCIO. for the NCIP—DRT being the local government which concerns this
study. for the field of Organizational Communication. and for future studies of work
motivation as a whole. in its constant pursuit for knowledge.
