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A study of work motivation: The infl...

Fang, Meiyu.

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A study of work motivation: The influence of organizational variables and individual characteristics on work motivation and outcomes.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	A study of work motivation: The influence of organizational variables and individual characteristics on work motivation and outcomes./
作者:	Fang, Meiyu.
面頁冊數:	231 p.
附註:	Source: Dissertation Abstracts International, Volume: 58-04, Section: B, page: 2164.
Contained By:	Dissertation Abstracts International58-04B.
標題:	Occupational psychology. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9728384
ISBN:	9780591373639

A study of work motivation: The influence of organizational variables and individual characteristics on work motivation and outcomes.
Fang, Meiyu.

A study of work motivation: The influence of organizational variables and individual characteristics on work motivation and outcomes. - 231 p.

Source: Dissertation Abstracts International, Volume: 58-04, Section: B, page: 2164.

Thesis (Ph.D.)--Cornell University, 1997.

The present study examined the construct of motivation by incorporating the cognitive characteristics: Attributional Complexity (Fletcher, et al., 1986) and Work Locus of Control (Spector, 1988), with organizational variables: compensation systems (Gomez-Mejia & Balkin, 1992) and job characteristics (Hackman & Oldham, 1980). The present study also tested the mediating effects of motivation on the relationships between organizational variables, individual characteristics, and several work outcomes: overall performance, innovativeness, output quality, and quantity.

ISBN: 9780591373639Subjects--Topical Terms:

2122852
Occupational psychology.

A study of work motivation: The influence of organizational variables and individual characteristics on work motivation and outcomes.
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100 1 $a Fang, Meiyu. $3 3183061
245 1 2 $a A study of work motivation: The influence of organizational variables and individual characteristics on work motivation and outcomes.
300 $a 231 p.
500 $a Source: Dissertation Abstracts International, Volume: 58-04, Section: B, page: 2164.
502 $a Thesis (Ph.D.)--Cornell University, 1997.
520 $a The present study examined the construct of motivation by incorporating the cognitive characteristics: Attributional Complexity (Fletcher, et al., 1986) and Work Locus of Control (Spector, 1988), with organizational variables: compensation systems (Gomez-Mejia & Balkin, 1992) and job characteristics (Hackman & Oldham, 1980). The present study also tested the mediating effects of motivation on the relationships between organizational variables, individual characteristics, and several work outcomes: overall performance, innovativeness, output quality, and quantity.
520 $a Because it is very difficult and impractical to exclude the presence of monetary rewards from actual organizations just for the purpose of research, the present study used the Work Preference Inventory to measure employees' "Motivation Orientation." This inventory, well developed by Amabile et al. (1994), adopted the conventional dichotomy of intrinsic and extrinsic motivation. The subjects of the present study were 594 white-collar workers from eight big companies in Taiwanese manufacturing and service industries. All subjects' performance evaluation were given by their direct supervisors.
520 $a The results showed that cognitive characteristics, compensation systems, and job characteristics jointly explained employees' Motivation Orientation. For instance, Internal Work Locus of Control and Attributional Complexity were positively associated with Intrinsic Motivation Orientation; more emphasis on incentive- or risk-sharing pay plan was negatively associated with Intrinsic Motivation Orientation, but was positively associated with Extrinsic Motivation Orientation.
520 $a The study further found those who have high Attributional Complexity, Internal Work Locus of Control, and work in the organizations which emphasize incentive and risk-sharing pay were more likely to have both high Intrinsic and Extrinsic Motivation Orientation. The findings suggest that, in some circumstances, intrinsic and extrinsic motivation do not necessarily work against each other. Intrinsic Motivation Orientation was positively related to innovative behavior, however, the mediating effects of Motivation Orientation on work outcomes were negligible.
520 $a The study suggests that neither personal characteristics nor the design of organizational interventions is sufficient by itself. Thus, the motivation model might be a diagnostic tool for understanding the effectiveness of organizational interventions, and to refine them in light of the desired levels of work outcomes.
590 $a School code: 0058.
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710 2 $a Cornell University. $3 530586
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791 $a Ph.D.
792 $a 1997
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9728384