Motivation, Work Engagement, Organizational Commitment and Turnover Intention among Middle-Level Managers

This study investigates the influence of motivation on critical organizational factors, namely work engagement, organizational commitment, and turnover intention, among middle-level managers. Utilizing a purposive sampling method, data were gathered from 90 middle-level managers with professional experience. The research employed validated instruments: the Utrecht Work Engagement Scale (UWES), the Organizational Commitment Scale, the Turnover Intention Scale (TIS-6), and a comprehensive motivation scale that includes both intrinsic and extrinsic factors. Statistical analysis using Pearson’s correlation revealed no statistically significant relationship between motivation and work engagement, commitment, or turnover intention. The findings indicate that while motivation is an essential psychological component, it may not independently determine workplace attitudes for managers at this level. Instead, contextual factors such as leadership style, organizational culture, and job resources are likely to play a more significant role.