The Dominance of Intrinsic Motivation to Extrinsic Motivation on Reduction of Employee Turnover Rate

Abstract

The purpose of this study is to compare the functions of the internal and external motivation dimensions during the process of minimizing and eliminating the intention to leave factor, which causes an increased employee turnover rate in the organization, to identify the dominant motivation dimension that creates a negative effect on the intention to leave and present administrative suggestions that will improve the organizational atmosphere of the employees based on the results to be obtained. Based on this purpose, data was collected from 334 workers actively working in Zonguldak Province by survey method. As a result of the performed correlation and simple linear regression analyses, it was determined that there was a significant negative relationship between the intention to leave and motivation dimensions and that internal motivation explains 20% and external motivation explains 8% of the intention to leave. It was also determined that a 1-unit increase in internal motivation resulted in a decrease of 0.417 units on the intention to leave and a 1 unit increase in external motivation caused a decrease of 0.153 units in the intention to leave that the dominant dimension of motivation is the internal motivation in terms of effect of lowering the employee turnover rate. Upon examining the difference analyses, internal motivation was found to be higher among employees with work experience of 4 years or more, married employees, employees with high income and publicsector employees.