Employee Motivation and Job Satisfaction. A Case Study of Christian Aid South Sudan

Abstract

Employee motivation and job satisfaction are critical factors influencing organizational performance and employee retention. This study focused on how personal characteristics, intrinsic, and extrinsic motivation factors influence job satisfaction in a challenging context like non-governmental organizations (NGOs) in South Sudan, aiming to enhance understanding and management practices in such environments. A cross-sectional research design was employed, involving 60 employees from Christian Aid South Sudan. Data was collected through structured questionnaires and analyzed using IBM SPSS 25. Descriptive statistics, correlation, and regression analyses were conducted to assess the relationships between motivation factors and job satisfaction, as well as the influence of demographic characteristics. The study found a significant positive relationship between extrinsic motivation factors and job satisfaction, emphasizing the importance of financial rewards and work conditions in enhancing employee satisfaction. However, intrinsic motivation factors demonstrated a negative but statistically insignificant relationship with job satisfaction (β = -0.273, p = 0.090), suggesting that higher levels of intrinsic motivation were unexpectedly linked with lower satisfaction. Additionally, personal factors such as career aspirations, work-life balance, and perceived impact of work showed a significant positive relationship with job satisfaction (r = 0.481, p = 0.000), highlighting their role in shaping employee satisfaction. The study concludes that while extrinsic motivators are crucial for enhancing job satisfaction, intrinsic motivators require better alignment with organizational goals and employee expectations. Moreover, personal motivation factors like career aspirations and work-life balance are essential for sustaining employee satisfaction. It is recommended that Christian Aid South Sudan invest in strategies that enhance intrinsic motivators, such as offering more opportunities for professional growth and recognition. Further research is also needed to investigate the underlying reasons for the negative relationship between intrinsic motivation and job satisfaction in this specific context.