Advisers

Vinalyn L. Sarzata, MBA

Discipline

Business administration

Abstract

This study examined the relationship between job motivation and employee performance among regular administrative staff of the Philippine Atmospheric, Geophysical and Astronomical Services Administration (PAGASA) along Agham Road, Quezon City. Guided by Herzberg’s Two-Factor Theory, the research assessed respondents’ demographic profile and levels of job motivation in terms of work-life balance, compensation, public service commitment, and career development. Employee performance was evaluated based on work ethics, quality of work, productivity, and knowledge of the job. The study aimed to determine whether job motivation significantly relates to employee performance in a government institution. _A quantitative descriptive-correlational research design was utilized. Data were gathered from 267 regular administrative staff using a validated researcher-made questionnaire. Statistical tools included frequency and percentage distribution, weighted mean, Mann-Whitney U Test, Kruskal–Wallis H Test, and Pearson Product-Moment Correlation Coefficient to determine differences and relationships among variables. Findings revealed that respondents demonstrated high levels of job motivation in terms of public service commitment and career development, moderate levels in work-life balance, and lower levels in compensation. Employee performance was rated from good to excellent across all dimensions, with quality of work obtaining the highest rating. Correlation analysis revealed a significant positive relationship between job motivation and employee performance, indicating that higher levels of motivation are associated with better work performance. The study concludes that job motivation is significantly associated with employee performance in a government institution. Given that compensation and work-life balance obtained relatively lower ratings compared to other indicators, it is recommended that the institution review and enhance existing programs related to employee support, benefits, and workload management. Sustaining initiatives that promote public service commitment and career development is also encouraged to maintain high levels of motivation and performance. The findings provide practical implications for human resource management in the public sector.

Keywords

career development, employee performance, job motivation, government institution, public service commitment