Asian Journal of Education and Social Studies

This study assessed job motivation among employees of financial institutions in Cateel, Davao Oriental, during the second semester of AY 2024–2025. Anchored on Maslow’s theory, the study employed a quantitative-descriptive design with 84 respondents selected through complete enumeration. Data were collected using a questionnaire adapted from Tan and Waheed (2011) and analyzed through descriptive statistics, independent-samples t-tests, and one-way ANOVA. Results revealed very high motivation levels regarding intrinsic ($M = 4.50, SD = 0.26$), extrinsic ($M = 4.40, SD = 0.41$), and work environment factors ($M = 4.45, SD = 0.43$), with an overall mean of 4.45 ($SD = 0.33$). No significant differences were found across demographic variables. The findings suggest that the financial institution workforce in Cateel is demographically balanced, with motivation levels remaining consistent across age, gender, position, and experience. These results indicate that universal motivational strategies effectively mitigate demographic disparities, suggesting that organizational policy should prioritize formalizing mentorship and agile feedback systems to sustain this high-engagement climate. Furthermore, the study establishes a high-motivation benchmark for future comparative research between provincial financial sectors and metropolitan banking hubs. The findings indicate a supportive and inclusive work environment, and the study recommends mentorship programs, personalized development plans, and agile feedback systems to further enhance employee motivation.