Employee Experiences of Recognition and Organizational Support: A Qualitative Study on Work Motivation and Engagement
Keywords:
Employee Recognition, Perceived Organizational Support, Employee Engagement, Work Motivation, Workplace ExperienceAbstract
Employee recognition and perceived organizational support have been widely recognized as critical factors influencing work motivation and engagement in contemporary organizations. However, many studies have predominantly employed quantitative approaches, leaving limited understanding of how employees interpret these experiences in their daily work contexts. This study aims to explore employees’ lived experiences of recognition and organizational support and how these experiences shape work motivation and engagement. A qualitative phenomenological approach was employed to capture employees’ subjective perspectives. Data were collected through semi-structured interviews, participant observation, and documentation review involving employees who had worked in the organization for at least one year. Participants were selected using purposive and snowball sampling techniques. The data were analyzed using thematic analysis, enabling the identification of recurring patterns and meanings within participants’ narratives. The findings revealed four main themes: recognition as psychological affirmation, supportive leadership and communication, organizational resources and fairness, and the development of work engagement and intrinsic motivation. Employees perceived recognition and organizational support as key factors that strengthen their sense of value, belonging, and commitment to their work. These experiences foster higher motivation and deeper engagement in organizational activities. This study contributes to the literature by providing qualitative insights into how employees interpret organizational support and recognition in their work environments. The findings highlight the importance of supportive leadership, fair organizational practices, and meaningful recognition systems. Future research may explore similar phenomena across different organizational contexts or integrate qualitative and quantitative approaches to enrich understanding of employee engagement dynamics.
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