IMPACT OF MOTIVATORS AND HYGIENE FACTORS ON ORGANIZATIONAL COMMITMENT: A CASE STUDY OF ADMINISTRATIVE OFFICERS IN THE LITIGATION OFFICES, OFFICE OF THE ATTORNEY GENERAL

Abstract

This research, entitled "Impact of Motivators and Hygiene Factors on Organizational Commitment: A Case Study of Administrative Officers in the Litigation Offices, Office of the Attorney General" aimed to: 1) investigate the levels of work motivation and organizational commitment among administrative officers; 2) examine the differences in organizational commitment classified by personal factors; and 3) determine the work motivation factors affecting organizational commitment. This study employed a quantitative research approach. The sample consisted of 292 administrative officers from the Litigation Offices, Office of the Attorney General. The research instrument used for data collection was a 5-point Likert scale questionnaire. Data were analyzed using descriptive statistics, including frequency distribution, percentage, mean, and standard deviation, as well as inferential statistics, comprising the t-test, One-way ANOVA, and Multiple Regression Analysis. The findings revealed that 1) The overall levels of work motivation and organizational commitment among the personnel were at the highest level. 2) Administrative officers with different personal factors namely gender, age, educational level, years of service, position, and average monthly income-showed no significant differences in their organizational commitment. 3) Work motivation factors, specifically hygiene factors and motivators, significantly influenced organizational commitment at a statistical significance level of .01. Together, these factors could explain 88.7 percent of the variance in organizational commitment. Hygiene factors exhibited the greatest impact, followed by motivators. The findings of this study indicate that to sustainably enhance organizational commitment among public sector personnel, organizations must maintain a balanced management approach. Specifically, this involves ensuring adequate welfare benefits and a favorable working environment to establish a stable foundation that prevents dissatisfaction (hygiene factors), while simultaneously designing job characteristics that highlight intrinsic value and accountability to stimulate internal drive (motivators). Ultimately, these research findings can be applied as policy recommendations for human resource management to further elevate the organization's capacity and operational efficiency.

Keywords: Work Motivation, Organizational Commitment, Administrative Officers