Determinants of motivation and indicators of employee engagement in the light of our own research

Abstract

In light of dynamic changes in the labor market and the growing importance of human capital, an in-depth analysis of motivational mechanisms is becoming increasingly relevant. The aim of this article is to determine the impact of selected motivators on the declared level of employee motivation and to identify engagement indicators that may act as predictors of this level of motivation. The main research problem of the article is to determine which motivators and indicators of employee engagement are most strongly related to the declared level of motivation. The research was conducted via an online survey involving professionally active individuals, diverse in terms of gender, type of employment, length of service, educational background, and income level. Statistical methods were employed, including correlation analysis and linear regression models - both aggregate and variable-specific. The overall level of declared motivation among respondents was moderately high. The analysis revealed statistically significant differences in motivation levels depending on demographic and professional characteristics. Higher motivation was reported by individuals with shorter work experience, higher education, office-based roles, and higher income. Gender did not show a statistically significant impact, although men scored slightly higher on average than women. The findings indicate that non-financial factors exert the strongest influence on motivation, particularly transparent promotion criteria and the opportunity to engage in developmental and stimulating tasks. Although financial incentives were rated highly, they demonstrated a weaker correlation with overall motivation levels.