The overall mean of intrinsic motivational factors is 2.86. The provision of intrinsic factors for employee related to wellbeing, relationship, autonomy and recognitions at the Hospital is not satisfactory.
The overall mean of extrinsic motivational factor is 2.28. The provision of extrinsic factors for employee related to composition/pay, work environment, training and fringe benefits at the research site is very weak.
The overall mean of job satisfaction (mediating variable) is 2.60. This result shows it is still low level of satisfaction.
The overall mean of job performance is 3.36. This result shows that there is good job performance of employees on average even if they are not satisfied by the provision of motivational factors. One can understand that whenever there is more provision of motivational practices the tendency of realizing improvement in job performance is very important lesson for practitioners.
Intrinsic motivational factors, extrinsic motivational factors and job satisfaction (mediator) have a substantial association with employee job performance at a correlation result of 0.661, 0.635 and 0.691 respectively. And intrinsic and extrinsic motivational factors also have very strong association with job satisfaction at a correlation result of 0.761 and 0.787 respectively.
The overall effect of the two independent variables such intrinsic & extrinsic variable and mediator (job satisfaction) is 53.4% (R2 = 0.534) of the dependent variable (employees’ job performance). This suggests that 53.4% of employees’ job performance level in the hospital clearly depends on the independent variables and mediator while the remaining 46.6% is determined by other unaccounted factors in this study.
The result F = 75.72 which is greater than 1 and P < 0.05 we can conclude that the combination of factor have positive effect on employees’ job performance which is statistically significant and confident at 95% level of significance. However, to determine the individual level hypothesis, it is better to use either t-test or p-value to reject or failed to reject the null hypothesis
It is clear that the overall standard multiple regression model is significant in predicting how intrinsic, extrinsic and satisfaction determine employees’ job performance of the hospital. The regression model obtained a high degree of fit as shown by R-square of 0.534 (F = 75.720; P = 0.000 < 0.05).
To examine the hypotheses developed, the t-test values of all independent and mediator variables are above two. Accordingly, for a variable that has t-test value of two and above is capable enough to accept the alternative hypothesis under rule of the thump. Hence, all the null hypotheses have been accepted. With regard to their level of contribution for the employees’ job performance, the higher their un-standardized coefficients beta value have the higher contribution for the impact of employees’ job performance.
Accordingly, Intrinsic motivational factors (Beta = 0.380) make the strongest unique contribution compare to extrinsic to explaining the dependent variable. The results revealed that, a one unit increase or positive change in intrinsic motivation system would lead to a 0.380 unit increase the level of employees’ job performance and extrinsic motivational factors with a beta value of 0.286.
Job satisfaction (mediator) also have contribution of B = 0.406. When we see the statistical significance of each variable from the above coefficients table, intrinsic (Sig. = .000), extrinsic (Sig. = .018), and satisfaction (Sig. = .001) have a statistically significant contribution (Sig < .05) for the prediction of the dependent variable.
Hence, there was positive and significant effect of intrinsic motivational factors on employees’ job performance (β = 0.380; t = 3.864; P < 0.05). There was positive and significant effect of extrinsic motivational factors on employees’ job performance (β = 0.286; t = 2.376; P < 0.05). Similarly, there was positive and significant effect of job satisfaction (mediator) on employees’ job performance (β = 0.406; t = 3.480; P < 0.05). Therefore, null hypothesis (H01) intrinsic motivational factors will have a negative impact on job performance and alternative hypothesis (H02) extrinsic motivational factors will have a positive impact on job performance is accepted.