Michelle Renard

TL;DR: Thematic analysis was used to generate codes which led to the formation of five intrinsic rewards categories as mentioned in this paper, namely (1) MeaningfulWork, (2) Flexible Work, (3) Challenging Work (4) Varied Work and (5) Enjoyable Work).

TL;DR: Work motivation concerns the execution of work tasks as a result of such activities being deemed inherently interesting, enjoyable, and meaningful by the employee performing them as mentioned in this paper, and is defined as:

TL;DR: Work engagement and retention of non-profit employees in Belgium and South Africa has been investigated in this article, where participants were found to be absorbed in, dedicated to and energised by their work, and revealed numerous aspects promoting their retention including working towards a purpose, finding fulfilment in their tasks and working in a caring environment.

Abstract: This study sought to validate the Intrinsic Work Rewards Scale (IWRS) using a transnational sample. Respondents were 486 non-profit employees from Australia, South Africa and the United States of America (females = 72.0%; managerial/ supervisory job level employees = 57.4%). Data analysis included reliability testing, exploratory and confirmatory factor analysis, and concurrent validity testing with established measures to which the IWRS is theoretically linked. The scores from the IWRS obtained an overall acceptable reliability coefficient of 0.86. Factor analysis confirmed its five factor structure, and correlations indicated that intrinsic rewards are positively related to work engagement, and negatively related to intention to quit. The IWRS appears to yield reliable scores for human resource managers advising in the non-profit employment sector.