The purpose of this thesis was to analyze the connection between job design and intrinsic motivation of employees and to carry out an empirical analysis of this relationship. The theoretical part of the work includes an overview of different job design theories, forms of motivation and motivational strategies. The empirical part focuses on investigating how job characteristics, such as task characteristics and cognitive characteristics, affect employees' intrinsic motivation. The analysis also took into account socio-demographic factors such as gender, age, type of occupation and hierarchical level of respondents. Research conducted on 100 employees of Croatian companies through a questionnaire indicates the importance of job design, including the characteristics of tasks, knowledge, social interactions and contextual elements, in shaping motivation and engagement. The analysis of these components indicates that the variety and demandingness of tasks, autonomy, social support and a stimulating environment contribute to greater motivation. Demographic factors such as age and experience also affect the level of employee motivation. Managing work design is becoming critical for organizations that want to increase employee motivation, engagement, and performance. The practical implications of the research emphasize the need to adapt jobs to meet individual needs and interests and create a dynamic and productive work environment. Overall, the research highlights the importance of quality job design as a key factor for achieving motivation, engagement and success within organizations.