Factors Influencing Employee Motivation among Technical University Employees

Samuel Boadi, Richard Amoako, Stephen Sarfo Adu-Yeboah and Akwasi Asare
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Samuel Boadi: Department of Human Resource Management, School of Graduate Studies, All Nations University, Koforidua, Ghana
Richard Amoako: Department of Human Resource Management, School of Graduate Studies, All Nations University, Koforidua, Ghana
Stephen Sarfo Adu-Yeboah: Department of Management, School of Business, University of Cape Coast, Ghana
Akwasi Asare: Department of Computer Science, Ghana Communication Technology University, Accra, Ghana

International Journal of Research and Innovation in Social Science, 2025, vol. 9, issue 1, 3159-3171

Abstract: Employee motivation is a critical determinant of organizational success, particularly in educational institutions where staff productivity is directly linked to institutional performance. This study examines the factors influencing employee motivation among technical university staff, emphasizing both intrinsic and extrinsic motivators. The research focuses on key elements such as remuneration, leadership practices, opportunities for professional growth, and the work environment. Data were gathered through structured questionnaires distributed to academic and administrative staff, followed by analysis using descriptive and inferential statistical methods. The findings reveal that while extrinsic rewards like remuneration and career development opportunities play significant roles, intrinsic factors such as the organizational climate and leadership practices are more impactful in fostering motivation. Regression analysis identifies the work environment as the strongest predictor of employee motivation, followed by leadership style, professional growth, and remuneration. Furthermore, the study highlights barriers such as unfavorable work conditions, inadequate remuneration, limited career advancement opportunities, and ineffective leadership practices, which undermine motivation levels. These results align with established motivational theories, including Herzberg’s Two-Factor Theory and Maslow’s Hierarchy of Needs, affirming the importance of balancing hygiene factors and intrinsic motivators to enhance employee engagement. The paper concludes with practical recommendations for technical universities to address motivational barriers, fostering a more engaged and productive workforce and improving institutional outcomes.

Date: 2025
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