Leadership Practices and Employee Motivation of Selected Tenant General Contractors in a Medium-Scale Commercial Project: Basis for a Workforce Engagement Program

This study examined the relationship between leadership practices and employee motivation among construction workers employed by selected tenant general contractors in a medium-scale commercial project in Santa Rosa, Laguna, Philippines, as a basis for developing a Workforce Engagement Program. Anchored in Full-Range Leadership Theory and Self-Determination Theory, the study employed a quantitative descriptive-correlational research design involving 63 construction workers from five tenant general contractors selected through total enumeration. Data were collected using an expert-validated structured survey questionnaire and analyzed using frequency, percentage, weighted mean, and Pearson product-moment correlation. Findings revealed that most respondents had limited construction experience and relatively short company tenure. Leadership practices were generally perceived positively, with supervisory support receiving the highest weighted mean (3.76), while recognition and appreciation received the lowest (2.82), indicating weaknesses in formal monetary and non-monetary recognition. Employee motivation was generally high, particularly intrinsic motivation (3.72), followed by professional growth (3.58) and extrinsic motivation (3.57). However, the relationship between leadership practices and employee motivation was statistically nonsignificant (r = −0.022, p = 0.864). The study proposed KILOS-KAPWA: A Construction Workforce Engagement and Recognition Program to strengthen supervisory communication, employee recognition, professional development, workplace support, and participatory decision-making. The findings align with Sustainable Development Goal 8 (Decent Work and Economic Growth) and Sustainable Development Goal 9 (Industry, Innovation and Infrastructure). The proposed program may contribute to organizational and socioeconomic sustainability by supporting workforce engagement, employee development, and responsible construction workforce management, although its effectiveness requires evaluation following implementation.