Abdulrahman Alshaikhmubarak
The motivation/job satisfaction dichotomy is a key factor in Human Resource Management, but unexplored in fast changing non-Western labor markets. This research uses survey data from 187 Saudi women in public and private sectors, to examine work motivation, career success satisfaction, and job satisfaction. Using Self-Determination Theory (Deci & Ryan, 1985) and the Greenhaus et al. (1990) model of subjective career success, this research will examine whether intrinsic work motivation influences career success satisfaction and job satisfaction, and whether career success satisfaction mediates the relationship between work motivation and job satisfaction. This research reflects an important paradox. This study's Saudi women demonstrated high work motivation (M = 4.39, SD = 0.46), due to an intrinsic orientation toward personal satisfaction and pride, self-standards, and self-fulfillment. However, this high work motivation did not influence career success satisfaction (B = 0.145, p = .272) or job satisfaction (B = 0.223, p = .140). In this study, career success satisfaction, when work motivation was controlled, was the most influential factor in predicting job satisfaction (B = 0.585, p < .001, R² = .261). This study also showed that the single Saudi women in this sample were more intrinsically motivated than the married women (M = 4.48 vs. 4.29, t = -2.73, p = .007), with no changes in career satisfaction and job satisfaction.These findings indicate that HRD practitioners should reconsider the approach they take in developing motivation and career advancement programs geared towards Saudi female talent. In this context, it appears that the primary form of motivation of Saudi female talent is intrinsic motivation. While there are numerous advantages for female talent, intrinsic motivation alone does not create perceptions of career advancement and progress that drive satisfaction. HRD practitioners must improve the commitment level of HR towards developing the career progression infrastructure, as well as clear developmental and advancement pathways, and fair and equitable recognition systems.