Senior Professional in Human Resources (SPHR) Certification 2025 – 400 Free Practice Questions to Pass the Exam

Intrinsic motivation refers to engaging in an activity for its inherent satisfaction rather than for some separable consequence. It involves personal factors that drive an individual to perform a task for their own enjoyment or personal fulfillment.

The sense of purpose is a strong intrinsic motivator because it connects to an individual's belief in the value of their work and how it aligns with their personal values and goals. When employees feel that their work has meaning and contributes to something larger than themselves, they are more likely to be intrinsically motivated. This can lead to higher levels of engagement, satisfaction, and performance in their roles.

In contrast, company rewards, recognition by peers, and job security are examples of extrinsic motivations. These factors involve external influences that can incentivize or encourage behavior but do not originate from the individual’s personal sense of satisfaction or fulfillment. While they can contribute positively to a workplace environment and can support overall motivation, they do not constitute intrinsic motivation as they are reliant on external factors rather than internal drives.