Motivación laboral y su incidencia en el desempeño de los trabajadores del

Centro de Faenamiento Municipal de Portoviejo. Implicaciones jurídicas

J. Law Epistemic Stud. (2026) 4: e174

https://doi.org/10.5281/zenodo.21019073

ISSN 3091-1575

ORIGINAL ARTICLE

Work motivation and its influence on employee performance at the

Municipal Slaughter Center of Portoviejo. Legal implications

 Farah Farfán Vélez

[email protected]

Received: 20 June 2026 / Accepted: 01 August 2026 / Published online: 09 August 2026

Farah Farfán-Vélez

Renier Esquivel-García

Abstract Work motivation is a key determinant of institutional

eciency and the achievement of organizational objectives. This

study analyzed work motivation and its inuence on the perfor-

mance of employees at the Municipal Slaughterhouse of Portovie-

jo. A quantitative, descriptive-correlational, cross-sectional design

was applied to a census population of 29 operational employees.

Data were collected using a validated 21-item questionnaire assess-

ing extrinsic, intrinsic, and power motivation, together with nine

items measuring work performance. The data were analyzed using

IBM SPSS Statistics 27, and associations between variables were

examined using Spearman’s rank correlation coecient (p < 0.05).

The results showed that 72.41% of employees exhibited a moder-

ate level of work motivation, a pattern also observed for extrinsic

(79.30%), intrinsic (65.52%), and power motivation (55.17%). Re-

garding work performance, 51.72% demonstrated a moderate lev-

el, while 44.83% achieved a high level. A positive and statistically

signicant correlation was found between overall work motivation

and performance (ρ = 0.672; p < 0.001), as well as for extrinsic (ρ

= 0.477), intrinsic (ρ = 0.640), and power motivation (ρ = 0.693).

These ndings highlight the importance of strengthening autono-

my, recognition, and employee participation to improve job per-

formance.

Keywords work motivation, job performance, intrinsic motiva-

tion, extrinsic motivation, public sector.

Resumen La motivación laboral constituye un factor clave para la

eciencia institucional y el cumplimiento de los objetivos organiza-

cionales. Este estudio analizó la motivación laboral y su inuencia

en el desempeño de los trabajadores del Centro de Faenamiento

Municipal de Portoviejo. Se empleó un enfoque cuantitativo, con

diseño descriptivo-correlacional y corte transversal, aplicado a una

población censal de 29 trabajadores operativos. La información se

recopiló mediante un cuestionario validado de 21 ítems que evaluó

las dimensiones de motivación extrínseca, intrínseca y de poder,

además de nueve ítems destinados a medir el desempeño laboral.

Los datos se procesaron mediante IBM SPSS Statistics versión 27,

y la relación entre las variables se examinó utilizando el coeciente

de correlación de Spearman (p < 0,05). Los resultados mostraron

que el 72,41 % de los trabajadores presentó un nivel medio de mo-

tivación laboral, patrón observado también en la motivación extrín-

seca (79,30 %), intrínseca (65,52 %) y de poder (55,17 %). Respec-

to al desempeño, el 51,72 % alcanzó un nivel medio y el 44,83 %

un nivel alto. Se identicó una correlación positiva y signicativa

entre motivación y desempeño (ρ = 0,672, p < 0,001), evidenciando

que mayores niveles de motivación favorecen un mejor desempeño

laboral y fortalecen la eciencia organizacional.

Palabras clave motivación laboral, desempeño laboral, motiva-

ción intrínseca, motivación extrínseca, sector público.

How to cite

Farfán-Velez, F., & Esquivel-García, R. (2026). Work motivation and its inuence on employee performance at the Municipal Slaughter Center of Portoviejo:

legal implications. Journal of Law and Epistemic Studies, 4, e174. https://doi.org/10.5281/zenodo.21019073

Universidad Técnica de Manabí, Portoviejo, Ecuador.

J. Law Epistemic Stud. (2026) 4: e174

Introduction

Work motivation constitutes a fundamental element of hu-

man resource management, as it directly inuences produc-

tivity, institutional eciency, and the quality of organization-

al outcomes. The International Labour Organization (2020)

maintains that motivated employees make a signicant con-

tribution to the continuous improvement of organizational

processes, thereby enhancing institutional competitiveness

and sustainability. In this context, organizational theory has

progressively evolved toward a people-centered approach,

recognizing human capital as the most valuable strategic re-

source for achieving institutional objectives (Quispe et al.,

2023). From a legal perspective, such recognition is ground-

ed in the State’s legal obligation to guarantee decent, eq-

uitable, and ecient working conditions within the public

sector, in accordance with the principles governing the right

to work and the legal standards applicable to public adminis-

tration. Consequently, within public institutions, inadequate

employee motivation may result in diminished organization-

al commitment, lower quality public service delivery, and

the emergence of behaviors that undermine administrative

eciency and the eective fulllment of public purposes

(Álvarez & Sánchez, 2022).

From a conceptual perspective, motivation is dened as

the “set of internal or external factors that partially deter-

mine an individual’s actions” (Real Academia Española,

2024). Within the context of labor law and organizational

studies, motivation may be understood as a dynamic process

derived from both intrinsic and extrinsic factors that initi-

ate, direct, and sustain work-related behavior, determining

its direction, intensity, persistence, and level of commitment

(Vo et al., 2022). Accordingly, motivation extends beyond

a merely emotional state and becomes a determining factor

in the eective performance of employment obligations, or-

ganizational commitment, productivity, and job satisfaction

within the workplace.

Within this framework, work motivation is recognized as

a determining factor of employee performance and overall

well-being, and its absence may produce adverse conse-

quences for both workers and organizations, negatively af-

fecting institutional eciency and the achievement of orga-

nizational objectives in both the public and private sectors

(Andrade et al., 2021). Likewise, job performance is under-

stood as a continuous, systematic, and structured process

aimed at assessing and strengthening employees’ compe-

tencies, behaviors, and work-related outcomes, while also

incorporating variables such as organizational commitment,

professional responsibility, and attendance. These elements

make it possible to evaluate the degree of compliance with

the duties inherent to a given position, as well as the overall

eectiveness and eciency of organizational management

(Ruiz Corea et al., 2021).

Several international studies have demonstrated a positive

relationship between work motivation and employee perfor-

mance. In Mexico, Ruiz et al. (2023) identied a direct cor-

relation between both variables within the healthcare sector,

while in Colombia, Almansa and Calvo (2022) found that

65% of employees in the textile industry reported high lev-

els of motivation associated with improved job performance.

Likewise, in Peru, Guido et al. (2024) demonstrated a pos-

itive, although moderate, relationship between work moti-

vation and job performance (Rho = 0.812). Within the Ec-

uadorian context, Ponce and Gómez (2021) concluded that

the organizational climate explains approximately 91% of

job performance, highlighting the inuence of motivational

workplace conditions on employee productivity.

Consistent with these ndings, at the local level, the Por-

toviejo Municipal Slaughterhouse, a public institution re-

sponsible for the slaughter, processing, and preservation of

meat products in accordance with applicable technical and

sanitary regulations, plays a strategic role in ensuring food

safety and supporting the local economy of the Province

of Manabí (GAD Portoviejo, 2018). Nevertheless, recent

studies have identied deciencies related to infrastructure,

maintenance, waste management, and environmental condi-

tions (Delgado et al., 2023), factors that may adversely aect

the working environment and, consequently, employee per-

formance.

Despite its operational and social signicance, no previ-

ous studies have systematically examined the relationship

between work motivation and employee performance with-

in the Portoviejo Municipal Slaughterhouse. This gap in the

scientic literature limits the development of evidence-based

strategies aimed at strengthening human resource manage-

ment and improving institutional eciency within the public

sector.

From a legal perspective, work motivation may also be

understood as an element intrinsically linked to the funda-

mental right to work under dignied conditions, as recog-

nized by the Constitution of the Republic of Ecuador (Re-

public of Ecuador, 2008), which establishes work as both

a fundamental right and a social duty, while guaranteeing

respect for workers’ dignity and their entitlement to a safe,

fair, and adequate working environment. Likewise, within

the framework governing public administration, the Organic

Law of the Public Service (National Assembly of Ecuador,

2010) provides that human resource management must be

directed toward the comprehensive development of public

servants and the continuous improvement of institutional

performance. Accordingly, factors such as work motivation,

professional recognition, and employee participation extend

beyond their organizational implications, contributing di-

rectly to the eective implementation of the legal principles

J. Law Epistemic Stud. (2026) 4: e174

governing labor protection, public service excellence, insti-

tutional eciency, and good public administration.

In this context, the present study aims to analyze work

motivation and its inuence on the job performance of em-

ployees at the Portoviejo Municipal Slaughterhouse, pro-

viding empirical evidence that contributes to strengthening

local public administration and promoting the continuous

improvement of organizational processes. Furthermore, the

study seeks to generate scientic evidence that supports the

design of human resource management strategies consistent

with the principles of eciency, eectiveness, and the pro-

tection of labor rights within the public sector.

Methodology

This research employed a descriptive-correlational

design with a quantitative, cross-sectional approach ai

med at describing the levels of work motivation and job

performance among employees of the Portoviejo Mu

nicipal Slaughterhouse, as well as examining the rela-

tionship between these variables at a specic point in

time. The study was conducted at the facilities of the

Portoviejo Municipal Slaughterhouse, located in the

canton of Portoviejo, Province of Manabí, Ecuador, du

ring the period from June to November 2025.

The study population comprised the entire operatio

nal and administrative workforce of the institution, con-

sisting of 29 active employees during the study period,

including 23 slaughterhouse operators and 6 adminis

trative sta members. Given the limited size of the tar-

get population, a census sampling strategy was adopted,

thereby including all eligible employees and elimina

ting the need for probabilistic sampling procedures.

Eligibility criteria were established to ensure the re

liability and relevance of the collected information.

Employees with a minimum of six months of conti

nuous service who voluntarily agreed to participate by

providing informed consent were included in the study.

Conversely, employees on extended leave, those absent

during the data collection period, or individuals perfor

ming temporary duties or functions external to the insti-

tution were excluded from participation.

For data collection, the survey technique was emplo

yed through a structured questionnaire consisting of 21

items. The variables work motivation and job perfor

mance were assessed using two instruments previously

validated by Espinoza (2024) among employees of a

Peruvian municipal government. Responses were recor

ded using a ve-point Likert scale ranging from never to

always. The work motivation variable comprised three

dimensions: extrinsic motivation (5 items), intrinsic

motivation (5 items), and power motivation (2 items).

The job performance variable consisted of 9 items. Both

instruments were administered in their original valida

ted versions without any modications.

The collected data were processed and analyzed using

IBM SPSS Statistics, version 27. To determine the rela

tionship between work motivation and job performance,

Spearman’s rank correlation coecient (ρ) was applied,

adopting a statistical signicance level of p < 0.05.

Participation in the study was entirely voluntary, and

no personally identiable information was collected

from the participants. The information obtained was

used exclusively for academic and scientic purposes,

ensuring full respect for the dignity, privacy, and fun

damental rights of the participants throughout the re-

search process. The study was conducted in accordance

with the ethical principles governing research involving

human participants, including voluntary participation,

condentiality, anonymity, and respect for personal au

tonomy.

Results and discussion

Two previously validated questionnaires comprising

a total of 21 items were administered to examine the

relationship between work motivation and job perfor

mance among employees of the Portoviejo Municipal

Slaughterhouse. The ndings revealed that 72.41% of

the respondents exhibited a moderate level of work

motivation, whereas 27.59% demonstrated a high level

of motivation. No cases of low work motivation were

identied among the participants (Figure 1).

Figure 1. Work Motivation Level among Employees

of the Municipal Slaughterhouse of Portoviejo

Regarding the dimensions of work motivation, ex

trinsic motivation showed the highest concentration at

the moderate level (79.30%), followed by the high level

(20.70%). Intrinsic motivation also predominated at the

moderate level (65.52%), while 31.03% of participants

reached a high level and 3.45% a low level. In contrast,

power motivation exhibited a more heterogeneous dis

tribution, with 55.17% at the moderate level, 27.59% at

the high level, and 17.24% at the low level (Figure 2).

J. Law Epistemic Stud. (2026) 4: e174

Figure 2. Levels of Work Motivation Dimensions

among Employees of the Municipal Slaughterhouse of

Portoviejo.

Regarding job performance, 51.72% of the employees

demonstrated a moderate level of performance, 44.83%

achieved a high level, and only 3.45% exhibited a low

level (Figure 3).

Figure 3. Distribution of Work Performance Levels

among Employees of the Municipal Slaughterhouse of

Portoviejo

Finally, Spearman’s rank correlation analysis revealed

a positive and statistically signicant association be

tween overall work motivation and work performance

(ρ = 0.672, p < 0.001). At the dimensional level, all mo

tivation components exhibited positive and signicant

correlations with work performance, including extrinsic

motivation (ρ = 0.477, p = 0.009), intrinsic motivation

(ρ = 0.640, p < 0.001), and power motivation (ρ = 0.693,

p < 0.001). Overall, these ndings indicate that higher

levels of motivation across all dimensions are associat

ed with better work performance.

Work motivation constitutes a fundamental determi

nant of employee performance in public institutions, as

it directly inuences the achievement of organizational

objectives, operational eciency, and the quality of the

work environment (Álvarez & Sánchez, 2022). Previ

ous studies have consistently demonstrated that moti-

vated employees exhibit higher productivity, greater

organizational commitment, and stronger contributions

to institutional eectiveness (Ruiz et al., 2023). Within

this context, the present study examined the relation

ship between work motivation and job performance

among employees of the Municipal Slaughterhouse of

Portoviejo, providing empirical evidence to support im

provements in local public administration and human

resource management.

Table 1. Spearman’s Correlation between Work Mo

tivation (Overall and Dimensions) and Work Perfor-

mance

Dimension /

Variable

Correlation with Work

Performance (ρ)

p-value

Overall Work

Motivation

0.672 < 0.001

Extrinsic

Motivation

0.477 0.009

Intrinsic

Motivation

0.640 < 0.001

Power Motivation 0.693 < 0.001

From the perspective of public and labor law, these

ndings are particularly relevant because the perfor

mance of public employees depends not only on orga-

nizational factors but also on compliance with the legal

principles governing public service in Ecuador. Work

motivation may therefore be understood as an essential

element in guaranteeing the right to decent work and

promoting the eectiveness of public administration, in

accordance with the Constitution of the Republic of Ec

uador (Republic of Ecuador, 2008), which recognizes

the right of workers to dignied employment, equita

ble working conditions, and respect for human dignity.

Likewise, the Organic Law on Public Service (Nation

al Assembly of Ecuador, 2010) establishes that human

talent management in the public sector should promote

employees’ comprehensive development while enhanc

ing institutional eciency. Consequently, motivation,

recognition, and professional development should be

regarded not only as managerial practices but also as le

gal obligations that contribute to improving the quality,

transparency, and eectiveness of public services.

The ndings revealed predominantly favorable levels

of work motivation, with 72.41% of employees exhibit

ing a moderate level of motivation and 27.59% demon-

strating a high level, while no participants reported low

motivation. A similar pattern was observed across all

motivational dimensions, each characterized by a pre

dominance of moderate levels. These results suggest a

relatively stable organizational environment, however,

they also indicate the absence of sucient organization

al drivers capable of fostering exceptionally high levels

of employee motivation. Previous research has shown

that such variations may be explained by both intrin

J. Law Epistemic Stud. (2026) 4: e174

sic factors, including needs for achievement, aliation,

and power, as well as extrinsic factors such as supervi

sion, career advancement opportunities, compensation,

and recognition (García et al., 2017).

Comparison with previous studies provides additional

context for these ndings. Zapata et al. (2023) reported

a predominance of high work motivation (77%), a re

sult that may reect work environments characterized

by stronger incentive systems and more eective rec

ognition practices. Conversely, Leon et al. (2023) found

that 61.64% of employees exhibited low motivation,

suggesting less favorable working conditions and weak

er organizational climates. In comparison, the Munici-

pal Slaughterhouse of Portoviejo appears to occupy an

intermediate position, where organizational conditions

are sucient to sustain acceptable operational perfor

mance but remain insucient to stimulate consistently

high levels of motivation. Furthermore, the limited vari

ability observed across the motivational dimensions, all

of which remained concentrated at the moderate level,

reinforces this interpretation by indicating that no sin

gle motivational component is suciently developed to

substantially enhance employees’ overall motivational

prole.

Regarding work performance, 51.72% of the em

ployees demonstrated a moderate level of performance,

44.83% achieved a high level, and only 3.45% exhibit

ed a low level. Once again, these ndings position the

Municipal Slaughterhouse of Portoviejo between the

two extremes reported in previous research. On the one

hand, they dier from the results reported by Zapata et

al. (2023), who found that 88% of employees achieved

a high level of performance, suggesting particularly

favorable working conditions. On the other hand, they

contrast with the ndings of Ruiz Corea et al. (2021),

who reported a critical scenario characterized by a pre

dominance of low performance (50%). Therefore, the

intermediate position observed in the present study sug

gests that, although the organization possesses structur-

al and managerial conditions that support acceptable

employee performance, there remains considerable

room for improvement to achieve higher standards of

organizational eectiveness.

Finally, the correlation analysis conrmed a posi

tive and statistically signicant relationship between

work motivation and work performance (ρ = 0.672, p <

0.001), consistent with previous studies reporting simi

larly strong associations, including those by Paredes et

al. (2023), Zapata et al. (2023), Guido-Jara et al. (2024),

and Ruiz Corea et al. (2021). These ndings reinforce

the evidence that work motivation represents a robust

predictor of employee performance across dierent or

ganizational settings.

The dimensional analysis further supports this con

clusion. Intrinsic motivation exhibited a strong posi-

tive correlation with work performance (ρ = 0.640, p <

0.001), closely aligning with the coecients reported

by Zapata et al. (2023) (ρ = 0.713) and Ruiz Corea et al.

(2021) (ρ = 0.752). Extrinsic motivation demonstrated

a moderate but statistically signicant association (ρ =

0.477, p = 0.009), which, although weaker in magni

tude, follows the same direction as previous empirical

evidence. Power motivation, a dimension not inde

pendently examined in the comparative studies, showed

the strongest association with work performance (ρ =

0.693, p < 0.001). Although direct comparisons are not

currently possible, the magnitude of this relationship

suggests that, within this organizational context, factors

such as autonomy, decision-making authority, leader

ship opportunities, and inuence over work processes

may play a particularly important role in enhancing em

ployee performance

Conclusions

The ndings indicate predominantly favorable levels of

work motivation among employees of the Municipal Sl-

aughterhouse of Portoviejo. This pattern was consistently

observed across all motivational dimensions, each characte-

rized by a predominance of moderate motivation levels, su-

ggesting a relatively stable organizational environment. Ne-

vertheless, the results also reveal the absence of suciently

strong organizational drivers capable of fostering consistent-

ly high levels of employee motivation across the workforce.

Slightly more than half of the employees demonstrated a

moderate level of work performance, while fewer than half

achieved a high level of performance. These ndings sug-

gest that, although the institution possesses organizational

and structural conditions that support satisfactory employee

performance, there remains substantial potential for stren-

gthening management practices, recognition systems, and

employee development initiatives to achieve higher perfor-

mance standards. Furthermore, the study identied a posi-

tive and statistically signicant relationship between work

motivation and work performance, conrming that higher

levels of employee motivation are associated with improved

job performance. At the dimensional level, extrinsic motiva-

tion, intrinsic motivation, and power motivation all exhibi-

ted signicant positive correlations with work performance,

although the strength of these relationships varied. Notably,

power motivation demonstrated the strongest association,

suggesting that factors such as autonomy, decision-making

authority, and inuence within the workplace play a particu-

larly important role in enhancing employee performance in

this public-sector organizational context.

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Conicts of interest

The authors declare that they have no conicts of interest.

Author contributions

Farah Farfán Vélez and Renier Esquivel García: Concep-

tualization, data curation, formal analysis, investigation,

methodology, supervision, validation, visualization, drafting

the original manuscript and writing, review, and editing.

Data availability statement

The datasets used and/or analyzed during the current study

are available from the corresponding author on reasonable

request.

Statement on the use of AI

The authors acknowledge the use of generative AI and

AI-assisted technologies to improve the readability and cla-

rity of the article.

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