Intrinsic and Extrinsic Motivation: Pivotal Role in Bank Tellers Satisfaction and Performance: Case Study of Palestinian Local Banks
Mohammad Tahseen Sleimi, Asst. Prof. Dr. Sualp Davut

Abstract
The aim of this research is to address the role of intrinsic and extrinsic motivation on bank tellers’ satisfaction in Palestine, comparing over overall satisfaction toward the intrinsic and extrinsic motivation, and to assess the relationship between bank tellers’ satisfaction and their performance. Also this study examines the relationship between intrinsic and extrinsic motivation and the Herzberg motivational theory (two factor theory). In order to fulfill the research purpose, deep review of literatures about most studies were related to motivation subject were investigated and linked to research purpose. A cross-sectional survey was used depending on short form of the Minnesota Satisfaction Questionnaire (MSQ) questioner as the main instrument to elicit the data to achieve research objectives. To assess the role of intrinsic and extrinsic rewards on employees’ satisfaction a random sample of 139 respondents (bank teller) were collected out of 150 were distributed. SPSS program has been used to analyze the data generated from questionnaires, using different scales. After collecting and analyzing the primary and secondary data, study result showed that Intrinsic and extrinsic motivation are so important for management and bank tellers simultaneously, for bank tellers these both types have positive effects on their satisfaction and performance. For management, no one of them alone is sufficient to achieve a good level of satisfaction or to encourage bank tellers to be able to put more effort on their jobs, so, it’s so important for management to give an equal attention for these two type of motivation at the same time to increase the opportunities to attain the highest level of performance. Furthermore, study result showed that intrinsic and extrinsic rewards and bank tellers’ performance positively correlated with overall satisfaction, which agrees that intrinsic and extrinsic rewards increase overall job satisfaction and performance of bank tellers.

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