Investigating Intrinsic and Extrinsic Motivation Factors and their Influence on Job Satisfaction

The dissertation provides a comprehensive investigation and detailed analysis of the intrinsic motivation and EM from a broader perspective of different industrial domains in the United Arab Emirates. Through quantitative survey questionnaires with professionals in different industries, the study examines how these variables affect Job satisfaction, motivation, and output. The literature investigates and examines renowned ideas such as SDT. Other theories include the Two-Factor Theory presented by Herzberg and the Hierarchy of Needs theory presented by Maslow. The provided conclusion of the study showcases that WLB, supportive leadership, and both internal and external motivators significantly boost motivation. Using a quantitative research approach. The results of the research were gathered from 200 respondents in order to examine the dataset using descriptive statistics. The examination also consists of correlation and regression analysis. The results indicate that intrinsic factors such as autonomy, career advancement, and meaningful work, along with extrinsic factors like financial incentives and recognition, significantly influence job satisfaction. After that, the extrinsic factors including financial incentives, leadership support, and recognition have a significant impact on the job. The results help organizations create strategies to cultivate a motivated staff, which boosts productivity and worker satisfaction. The dissertation also provides comprehensive and detailed implications for management. The results of the dissertation further provide suggestions for further research.