Dlamini, Lomthantazo2024-02-132024-02-132023http://hdl.handle.net/11070/3786A thesis submitted in partial fulfilment of the requirements for the degree of master in business administration management strategyThe major aim of the study was to investigate relationship between employee motivation and job performance. A mixed methods research design was adopted where both qualitative and quantitative data was collected and analysed. The population of the study was 360 employees consisting of 350 temporary community workers and 10 full time employees. Simple random sampling was used to choose a sample of 50 participants. Quantitative data collection was collected through a 5-point Likert scale and qualitative data by interviews. Furthermore, all the motivation and performance constructs were tested for reliability using Cronbach Alpha coefficient, which was above 0.7 for all of them. Normality was tested through the Shapiro-Wilk test. Presentation and analysis of the data was through themes, frequency distribution tables, clustered graphs, descriptive statistics such as mean and standard deviation. The findings of the study were that extrinsic factors did not affect the level of motivation despite their absence. Furthermore, intrinsic factors had an impact on the level of motivation. Tests for correlation between integrated motivation constructs of intrinsic and extrinsic factors revealed that there was a positive, statistically insignificant correlation which can be accounted to chance. The study concluded that most of NGO employees are motivated by intrinsic personal factors such as recognition, a sense of achievement and acknowledgements. Lack of extrinsic factors led to dissatisfaction and an insignificant positive correlation was found. It was recommended that non-monetary rewards and recognition ceremonies be increased to motivate employees accordinglyenExtrinsicIntrinsicMotivationOrganisationPerformanceThesis