Incentive Strategies and Employee Motivation in Retail: Exploring Intrinsic, Extrinsic Rewards and Employment Classification
DOI:
https://doi.org/10.69569/jip.2026.097Keywords:
Intrinsic rewards, Extrinsic rewards, Employee motivation, Retail industry, Job satisfaction, Work engagement, Organizational commitment, Incentive strategiesAbstract
This study examined how intrinsic and extrinsic rewards relate to employee motivation in appliance retail and whether motivation differs by employment classification. A quantitative descriptive-correlational design used a structured survey of employees. Data were analyzed using descriptive statistics, Pearson correlation, and an independent-samples t-test. Both reward types were perceived as highly effective, and employees reported generally high motivation. Work engagement ranked highest, followed by job satisfaction and organizational commitment. Intrinsic rewards had a strong positive correlation with motivation, while extrinsic rewards had a very strong positive correlation. Full-time employees reported significantly higher motivation than non-regular employees. Although engagement and satisfaction were high, comparatively lower organizational commitment suggests a need to strengthen employees’ attachment to their organizations. The study recommends balanced, inclusive incentive systems combining recognition, fair compensation, and equitable reward opportunities to support employee motivation, sustain work engagement, and strengthen organizational commitment across employment classifications in the appliance retail sector.
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