Locus of Control as Moderator between Work Motivation and Job Satisfaction among Bank Employees
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Abstract
Background: The global banking sector faces numerous challenges that necessitate a reevaluation of employee attitudes, behaviors, and the working environment. The critical roles of job satisfaction and work motivation in enhancing organizational efficiency and productivity are well-documented, with research consistently showing a positive correlation between these factors and organizational outcomes. The concept of locus of control, distinguishing between internal and external beliefs about control over life events, is a significant personality trait influencing job satisfaction and work motivation.
Objective: This study aims to explore the moderating role of locus of control on the relationship between work motivation and job satisfaction among bank employees. It hypothesizes that an internal locus of control will enhance the positive correlation between work motivation and job satisfaction.
Methods: A quantitative research methodology was employed, involving the survey of 212 bank employees. Data were collected on work motivation, locus of control (internal and external), and job satisfaction. Correlation analysis was used to examine the relationships between these variables. Further, multiple hierarchical regression analysis was conducted to assess the moderating effect of locus of control on the relationship between work motivation and job satisfaction. Cronbach’s alpha was used to evaluate the reliability of the constructs.
Results: The study found a strong positive correlation between work motivation and job satisfaction (r = .53, p < .01), a positive correlation between work motivation and internal locus of control (r = .44, p < .01), and a negative correlation between work motivation and external locus of control (r = -.26, p < .01). Job satisfaction also correlated positively with internal locus of control (r = .46, p < .01) and negatively with external locus of control (r = -.34, p < .01). The regression analysis revealed that internal locus of control significantly predicted job satisfaction and moderated the relationship between work motivation and job satisfaction, with a total variance explained by the model of 68% (R² = .68, F = 86.83, p < .01).
Conclusion: The findings confirm the hypothesis that locus of control moderates the relationship between work motivation and job satisfaction, with an internal locus of control enhancing this positive correlation. These insights highlight the importance of considering personality traits, such as locus of control, in developing strategies to enhance employee motivation and satisfaction, thereby contributing to organizational success and productivity.
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