Differential Effects of Intrinsic and Extrinsic Motivation on Multidimensional Employee Performance in a Chinese Manufacturing Firm
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Abstract
This study investigated the effects of intrinsic and extrinsic motivation on multidimensional employee performance in a Chinese manufacturing firm. Data were collected from 129 employees of Hebei Jinqiao Cable Co., Ltd. using a structured questionnaire and analyzed through descriptive statistics and multiple regression analysis. Both intrinsic and extrinsic motivation significantly influenced overall employee performance, with intrinsic motivation demonstrating a stronger effect than extrinsic motivation. At the dimensional level, task performance was significantly predicted by achievement, recognition, compensation, and working conditions. Contextual performance was primarily driven by responsibility and achievement, whereas adaptive performance depended on responsibility and employment relationships. These findings demonstrate that motivational factors do not affect all dimensions of employee performance in the same way. The study highlights the need for manufacturing organizations to adopt targeted motivation strategies that align with specific performance outcomes rather than relying on a single, generalized approach.
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