Field of construction telecommunication: an organizational culture study focus on extrinsic and intrinsic motivation for sustainable service industry

This study examines the effects of extrinsic and intrinsic motivation on employee retention across various levels in Philippine telecom construction companies. The increased demand for digital infrastructure is driving the industry's rapid growth. Understanding what motivates your staff is essential to maintaining stability and efficiency. We used a quantitative, descriptive-correlational, and comparative study approach to survey 30 employees from four levels: Directors, Managers, Supervisors, and Rank-and-File. The results showed that all levels of employees had high levels of intrinsic motivation, which was linked to a strong sense of purpose, belonging, and alignment with the organization's values. The extrinsic motivation, however, was quite different. Money, job security, recognition, and moving up in the world were the main concerns. While lower-level employees relied more on incentives from outside sources, higher-level leaders relied more on internal company events. With the exception of promotion, which had a weak relationship, correlation research revealed that the majority of external motivators were closely related to one another. Result of statistical analysis using ANOVA, revealed that there is significant variation in people’s motivation influenced by their roles and the kind of reward offered. The study emphasized the demand of implementing strategical reward system that both deliver for organizational and employee interest in current competitive and transformative environment, which in turn boost employee engagement, productivity and long-term commitment.