Abstract:
Employee performance is a vital element in every organization in the world that
tries to inspire its workforce through human resource applications and practices to
achieve higherlevels of results. Rewards are an important factor motivating workers
to increase their performance and allow them to achieve competitive advantage in a
highly a competitive and volatile market world. Whilst the telecommunications
sector is one of the most influential industries in Sri Lanka's business environment,
the industry plays an important role in the business landscape of dynamic
international and local markets, which emphasizes the need for exploring. This study
addresses the district of Rathnapura, where employee motivations are primarily
focused on the contribution of intrinsic and extrinsic motivating factors to the
performance of employees. The study consists of intrinsic and extrinsic motivation
being the independent variables and employee performance being the dependent
variable. Through analyzing the literature in which employee performance was
addressed through aspects like traits, behaviour and outcomes. The extrinsic factors
were primarily addressed using self -efficacy, Perceived control, goal difficulty,
salary, promotion, working conditions as dimensions in the sense of expectations
theory. While the theory of self-determination is the basis for the intrinsic
motivational factors and Training development, regular feedback, Experimentation,
Relationship with co-workers,Recognition, Social interaction has been taken as the
dimensions. The convenience sampling method is adopted to arrive at a sample size
of 85, from two organizations in the Rathnapura district. A questionnaire was
designed using five-point Likert scales and distributed through Google form and
both inferential statistics and descriptive statistics were performed using Statistical
Package for the Social Sciences software for the collected data. According to the
findings of the study, both extrinsic and intrinsic motivators showed a significant
and positive impact on the performance of employees. Therefore, this study
underlines that motivation is directly proportional to the performance of employees
where the impact of intrinsic factors was routed by extrinsic factors of motivation.
This research proposes increasing the different metrics and parameters covered by
the intrinsic and extrinsic motivation for employee performance enhancement for
telecommunications organizations' growth.
Keywords: Employee motivation, employee performance, ex
