Quick Servicing Restaurants' Middle Managers' Motivation and Retention Towards Financial Literacy Program

Abstract

This study examined the relationship between motivation and retention among middle managers of the NKS Organization, focusing on the relative impact of intrinsic and extrinsic motivators on long‑term commitment. Using a descriptive‑correlational design, demographic profiling and statistical analysis revealed that respondents, primarily young, mid‑tenure employees, exhibited consistently high motivation levels. Both intrinsic motivators (meaningful work, pride, learning opportunities) and extrinsic rewards (incentives, recognition, pay) contributed to engagement, though intrinsic factors demonstrated the strongest influence on sustained retention. Favorable retention outcomes were supported by benefits and job satisfaction, but challenges remained in workload balance, staffing, and communication of non‑monetary benefits. Findings confirmed a significant positive relationship between motivation and retention, underscoring the importance of prioritizing intrinsic motivators such as career development and personal fulfillment in organizational strategies to reduce turnover risks.