Examining the Impact of Intrinsic Rewards on Employee Retention: Perceived Organizational Pride as a Mediator in...

This study examines the relationships between intrinsic motivation factors-task autonomy, personal growth and development opportunities, self-actualization, and decision-making participation-and employee retention, as well as the mediating role of perceived organizational pride. Using a quantitative cross-sectional survey, data were collected from 154 academic staff members at Taif University, Saudi Arabia. CFA supported the measurement model, and the hypotheses were tested using Hayes' PROCESS macro. The findings show that all intrinsic motivation factors are positively associated with employee retention. Perceived organizational pride also mediates these relationships, suggesting that intrinsically motivating work conditions may support retention by strengthening employees' pride in institutional membership. The results further indicate that developmental and participative factors show stronger associations with retention than task autonomy. This study contributes to employee retention research by integrating intrinsic motivation and identity-based explanations in the context of Saudi higher education. However, given the cross-sectional design and single-university sample, causal interpretation and generalizability should be treated with caution. The findings highlight the importance of growth-oriented, participative, and pride-enhancing work environments for supporting academic staff retention.