工作疏離對工作動機與外派績效干擾效果影響之研究

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Title:	工作疏離對工作動機與外派績效干擾效果影響之研究
Authors:	李嫺柔陳元瓊
Contributors:	商學院
Keywords:	工作疏離工作動機外派績效
Date:	2009-12
Issue Date:	2012-08-06 11:43:29 (UTC+8)
Abstract:	在組織行爲的研究領域中指出很多的個人變數都會與績效形成關係，而個人變數包含個人屬性、人格特質、態度、知覺及激勵等；工作動機愈強時，會有愈好的績效表現是許多研究者的研究結果，但相同的工作動機卻未必有相同的績效表現，顯示其間必有干擾因素之存在，因此本研究試圖以工作疏離做爲干擾變數，研究工作疏離對工作動機與外派績效之影響。實證結果顯示，高內在工作動機的員工在低工作疏離的時候比在高工作疏離有較好的情境績效表現與整體績效表現；同時，高外在工作動機的員工在低工作疏離的時候比在高工作疏離有較好的情境績效表現與整體績效表現。因此本研究結果對企業經營管理實務者及未來研究者在企業經營及管理者培育上具有參考價值。 In the field of Organizational Behavior research, studies have pointed out that personal variables are associated with work performance. Personal variables include personal characteristics, attitudes, awareness, and incentives. Many researchers agree that when motivation is stronger, performance will get better. But, on the other hand, the same level of motivation does not guarantee the same work performance. There must exist certain interfering factors. Therefore, this study strives to use isolation as the moderate factor to examine the effect of isolation on motivation and expatriate performance. The study shows that employers with high intrinsic motivation will have better contextual performance as well as overall performance, when the isolation factor is low. The same result can be found on employers with high external motivation. The findings of this study can be of great value for business managers and for scholars interested in business management and operation.
Relation:	文大商管學報 (14卷2期) ：p99 -118
Appears in Collections:	[College of Business Administration] Business Review

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