Current Issue

The present study examines the impact of neuro-energetic factors on employee motivation and job satisfaction, emphasizing the interaction between physiological energy regulation, cognitive functioning, emotional balance, stress responses, and workplace behaviour. Neuro-energetic functioning reflects the availability and regulation of mental and physiological resources required for attention, decision-making, emotional control, and sustained work performance. According to Hobfoll’s (1989) Conservation of Resources Theory, individuals strive to preserve and replenish valued personal resources, including energy, while persistent resource depletion may result in stress, disengagement, and reduced work satisfaction. Similarly, the Job Demands–Resources model suggests that adequate psychological and energetic resources enhance work engagement and motivation, whereas excessive demands may lead to exhaustion and burnout (Bakker & Demerouti, 2007). From a motivational perspective, fulfilment of autonomy, competence, and relatedness strengthens intrinsic motivation and psychological well-being (Deci & Ryan, 2000; Ryan & Deci, 2017). Prolonged occupational stress may disrupt neurobiological regulation and contribute to cumulative physiological strain or allostatic load, thereby affecting employees’ emotional stability and workplace functioning (McEwen, 1998). Job satisfaction, in turn, reflects employees’ affective evaluation of their work experiences and conditions (Locke, 1976). The study proposes that balanced neuro-energetic functioning promotes greater vitality, concentration, resilience, intrinsic motivation, and positive job attitudes, whereas sustained energetic depletion may contribute to fatigue, reduced motivation, dissatisfaction, and occupational stress. The findings may assist organizations in developing employee-well-being strategies that integrate workload management, recovery opportunities, psychological support, and resource-enhancing workplace practices to improve both employee motivation and job satisfaction.