Radna motivacija kao prediktor organizacione posvećenosti zaposlenih
Work Motivation as Predictor of Organization Commitment

Summary/Abstract: The aim of this research was to examine the role of work motivation as a predictor of employee organizational commitment. Organizational commitment was operationalized based on Meyer’s and Allen’s model (1991), which distinguishes three interrelated components of commitment: affective, continuance, and normative commitment. Work motivation was defined using self-determination theory, which categorizes motivation into two broader factors: intrinsic and extrinsic motivation. The sample consisted of 218 participants, employees from Serbia and Bosnia and Herzegovina, of whom 61.5% were female, with ages ranging from 22 to 66 years. A series of linear regressions were conducted to test the hypotheses, with the two types of work motivation (intrinsic and extrinsic) as predictor variables, and the three components of organizational commitment (affective, continuance, and normative) as criterion variables. All three regression models were statistically significant. Results indicate that intrinsic motivation significantly predicts affective (β = .51), continuance (β = .28) and normative commitment (β = .20), while extrinsic motivation significantly predicts continuance ( β = .34) and normative commitment (β = .45). The findings underscore the importance of both extrinsic and intrinsic motivation in the development of employee organizational commitment.

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