Employee productivity remains a central concern in both public and private organizations, especially in an era marked by rapid change and heightened competition. This study examines how motivation mediates the relationship between workplace factors namely work environment, peer support, and organizational support and employee productivity. Drawing on Self-Determination Theory (SDT) and Organizational Support Theory, the framework emphasizes motivation as a key psychological mechanism that translates supportive workplace conditions into enhanced performance outcomes. To empirically test these relationships, a structured survey was administered to a sample of 200 employees from both sectors, and the data were analyzed using structural equation modeling, a method well-suited for capturing complex interactions among variables. The results confirmed that work environment and organizational support significantly boost productivity through the mediating role of motivation, whereas peer support demonstrated minimal influence but indicated potential for improvement through initiatives that strengthen collegiality and teamwork. Beyond validating these relationships, the study contributes to theory by highlighting the centrality of motivation in organizational research and offers practical recommendations for leaders to design strategies that integrate structural support with motivational practices. By doing so, organizations can build resilient, engaged, and high-performing workforces capable of sustaining productivity in today's demanding environments.
Khan et al. (2025) studied this question.