內在動機對工作績效、組織承諾之關聯性-以外部報酬為干擾變項

A Study for the Relationships among Intrinsic Motivation, Job Performance and Organizational Commitment: Extrinsic Reward as the Moderating Variable

郭秋萍(Chiu-Ping Kuo)

指導教授 ： 諸承明

中原大學/商學院/企業管理研究所/碩士(2010年)

https://doi.org/10.6840/cycu201000287

摘要

2008年所爆發的金融風暴，使全球各地的企業都面臨到巨大的壓力，在經濟不景氣下，企業要節省成本大多都從人事成本上下手。而在過去，人對於組織而言只是一項工具，但隨著時代的演變，人不再只是一項工具，而是一項重要的資產，尤其是具內在動機的員工對於組織而言，更是重要且必須的。然而，組織為了要留住好的員工，也必須花費一番功夫才能留住好人才，即使過去研究指出具內在動機的員工是不須靠外部報酬來加以激勵，且會降低其內在動機，但在景氣如此蕭條下，具內在動機的員工對組織所提供的薪資福利仍有相同的想法嗎?
因此，本研究將針對在職場上的每位工作者為研究對象，探討具內在動機的員工對工作績效、組織承諾的關聯性，並探討外部報酬對工作績效、組織承諾之關聯性，最後探討內在動機與外部報酬之交互作用對於工作績效及組織承諾的關聯性。最後，提出建議供實務管理參考。
實證結果如下：
1.內在動機對工作績效呈現正向顯著影響，而對組織承諾方面，僅呈現部份顯著正向影響。
2.外部報酬對工作績效均無顯著影響，而對組織承諾方面，僅對留職承諾與價值承諾呈現部份顯著正向影響。
3.內在動機與外部報酬之交互作用對工作績效、組織承諾均無顯著影響。
4.個體變項間，婚姻狀況、年齡及產業對組織承諾有顯著之影響；教育程度及工作待遇則對工作績效、組織承諾有顯著之影響。

關鍵字

工作績效 ； 組織承諾 ； 外部報酬 ； 內在動機

並列摘要

Because of the financial crisis broke out in 2008, it made enterprises face the huge pressure. Under economic recession, most of all enterprises want to cost down from the human resources. People are only a tool for organization in the past, but people are important assets with era changes. In particular, the intrinsic motivation’s employee for organizations is important and necessary. However, organizations have to spend a lot of effort to retain good talent. Even the past research shows that intrinsic motivation of employees is not motivated by extrinsic rewards, or reduces intrinsic motivation. But in a depressed economy, the intrinsic motivation of employees still has the same mind to that organization provides extrinsic rewards?
Therefore, our research talked about the relationship between intrinsic motivations of employees to the job performance and organizational commitment, and to explore the relationship between extrinsic rewards to the job performance and organizational commitment. Finally, our research talked about intrinsic motivation and extrinsic reward interaction on job performance and organizational commitment. It is to recommend to the practice management reference material.
The research finding as follow:
1.Intrinsic motivation on job performance has positive influence, and on organizational commitment only some partial has positive influence.
2.Extrinsic reward on job performance has not significantly influence, and on organizational commitment that retention commitment and value commitment has positive influence.
3.Intrinsic motivation and extrinsic reward of the interaction on job performance and organizational commitment doesn’t have significantly influence.
4.In the personal information, marital status, age, and industry on organizational commitment has significantly influence; education and income on job performance and organizational commitment has significantly influence.

並列關鍵字

extrinsic reward ； job performance ； intrinsic motivation ； organizational commitment

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