| Abstract [eng] |
96 pages, 20 tables, 5 pictures, 118 references. The main objective of this master's thesis is to reveal the impact of employees' intrinsic motivation on employee engagement, mediating psychological well-being and moderating self-efficacy. This thesis consists of three parts, which include an analysis of scientific literature, empirical research methodology, and a discussion of the research results, presenting conclusions and practical recommendations. The literature review section discusses the theoretical concepts of employees' intrinsic motivation, self-efficacy, psychological well-being, and employee engagement, as well as theoretical models that help reveal the constructs under study, and reviews previous scientific research. It analyzes how intrinsic motivation is related to employee engagement and what role psychological wellbeing and self-efficacy play in this relationship. After analyzing the scientific literature, a model of the impact of employee intrinsic motivation on employee engagement was developed, in which psychological well-being plays a mediating role and self-efficacy plays a moderating role. A quantitative research method was chosen for the empirical study, using a structured questionnaire. The aim of the study was to assess the impact of employees' intrinsic motivation on employee engagement and to determine how this relationship is explained by psychological well-being and reinforced by self-efficacy. The study involved 200 employees from one specific sector – Lithuanian beach lifeguards. The research data were analyzed using the SPSS software package. Correlation, regression, mediation, and moderation analyses were used to determine the relationships between variables. The reliability of the scales used was assessed by calculating Cronbach's alpha coefficients, which exceeded 0.7 in all cases, therefore all scales used can be considered reliable. 75 The results of the study showed that employees' intrinsic motivation and their engagement in work are interrelated. It became clear that when employees feel better psychologically, this relationship becomes even clearer. Good psychological well-being helps to understand why more motivated employees are more engaged in their work. Meanwhile, self-efficacy did not change the relationship between employees' intrinsic motivation and engagement, so its moderating role was not identified in the study. The conclusions and recommendations presented in the study can be applied in organizations that want to better understand what determines employee engagement and create a work environment in which employees feel motivated and psychologically well. |
