Millennial Engineers' Job Satisfaction, Superiors' Transformational Leadership, Motivational Capabilities, and Work Engagement: A Structural Model

As millennials assume increasing leadership roles, understanding the factors shaping their job satisfaction and engagement is essential. This study developed a structural model examining job satisfaction, transformational leadership, motivation capabilities, and work engagement among millennial engineers in Region X – DPWH. Using validated questionnaires, data were collected from 337 millennial engineers through a descriptive-correlational and causal-comparative design. Results showed generally high job satisfaction, with relatedness obtaining the highest mean. Transformational leadership was also rated favorably, with strong scores in inspirational motivation and intellectual stimulation. Motivation capabilities were high, with intrinsic motivation slightly exceeding extrinsic. Work engagement was likewise high, with dedication emerging as the strongest indicator. Correlation analysis confirmed significant positive relationships among the variables, with motivation capabilities showing the strongest association. SEM identified Model 2 as the best fit, resulting in Jess’s Model of Work Engagement for DPWH millennial engineers. The study concludes that motivation capabilities and supportive relationships are central to fostering meaningful and engaged engineering professionals.