Starting Motivated, Staying Satisfied? Employee Motivation and Job Satisfaction among Entry-level Employees in Bangladesh

Abstract

This study examines the relationship between employee motivation and job satisfaction among entry-level employees in Bangladesh. A quantitative cross-sectional design was used to analyse survey data from 100 employees with no more than two years of work experience. Employee motivation and job satisfaction were measured using separate seven-item constructs on a five-point Likert scale. Descriptive statistics, Pearson correlation, simple linear regression, regression diagnostics, and HC3 robust standard errors were applied. Respondents reported relatively high mean scores for employee motivation (M = 4.219, SD = 0.286) and job satisfaction (M = 4.251, SD = 0.327). Employee motivation was moderately and positively associated with job satisfaction (r = .374, p < .001). The regression model was statistically significant, F(1, 98) = 15.96, p < .001, and explained 14.0% of the observed variance in job satisfaction (R² = .140). Employee motivation was a significant positive predictor of job satisfaction (B = .428, p < .001; 95% CI [0.215, 0.640]). The coefficient remained significant under HC3 robust estimation (SE = .117, t = 3.654, p < .001; 95% CI [0.195, 0.660]). Diagnostic tests provided no significant evidence against linearity, functional-form adequacy, homoscedasticity, or residual independence, although residual-normality tests were mixed. The findings indicate an association rather than causality and suggest that motivation is one factor related to job satisfaction during career entry.