Intrinsic Rewards and Job Satisfaction: Empirical Evidence from Taif University | ||||
| المجلة العلمية للدراسات والبحوث المالية والتجارية | ||||
| Article 15, Volume 5, Issue 1, January 2024, Page 345-369 PDF (856.07 K) | ||||
| Document Type: المقالة الأصلية | ||||
| DOI: 10.21608/cfdj.2024.324100 | ||||
 View on SCiNiTO | ||||
| Author | ||||
| Hammad Alotaibi | ||||
| Taif University, King Saudi Arabia | ||||
| Abstract | ||||
| Purpose: This study aims to investigated the relationship between intrinsic rewards and job satisfaction among university employees at Taif University in Saudi Arabia. Methodology: Data were collected from 170 employees using a survey questionnaire, and statistical analyses were conducted to evaluate the relationship between job satisfaction and intrinsic rewards factors (Task Autonomy, Task significances, and Task Involvement). The statistical analysis was performed using IBM SPSS version 23 and GraphPad Prism version 8 to evaluate the relationship between the study variables accurately. Findings: The study found a significant positive correlation between task autonomy and job satisfaction, indicating that employees with more autonomy in their tasks are more likely to have higher job satisfaction. However, there was no significant correlation found between task significance and job satisfaction. The study also found that task involvement may have a negative correlation with job satisfaction, as high task demands and lack of autonomy can impact job satisfaction. Overall, the findings suggest that providing employees with more task autonomy can improve job satisfaction, while high levels of task involvement may lead to decreased job satisfaction. | ||||
| Keywords | ||||
| Intrinsic rewards; Job satisfaction; Education | ||||
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