内在动机和核心自我评价是现代心理学和行为研究的热点问题，工作投入与关系绩效也是管理实践部门长期关注的重点，而有关它们之间关系方面的研究几乎是空白。本文通过726份金融和电信类国有企业员工的问卷调查，试图以工作投入为中介变量探讨内在动机对关系绩效的影响机制，以及以核心自我评价为调节变量探讨内在动机对关系绩效的强化条件。运用SPSS和LISREL软件的实证研究结果表明：员工的内在动机与关系绩效具有显著的正相关关系；工作投入在员工内在动机对关系绩效的影响机制中具有完全中介作用；核心自我评价作为强化条件正向调节员工内在动机对关系绩效的影响作用。
Abstract
Intrinsic motivation and core self-evaluation are hot issues of modern psychology and behavioral research, meanwhile work engagement and contextual performance are also long-term focus of management practices departments, but the research of relationship between them is almost a blank. This paper, through the questionnaire answered by 726 employees from financial and telecom enterprises, tries to discuss the effect mechanism of intrinsic motivation to contextual performance by making work engagement to be the mediator variable, and explore the conditions of reinforcement of intrinsic motivation to contextual performance by making core self-evaluation to be the moderator variable. The results obtained by using the software SPSS and LISREL show that the intrinsic motivation of employees and contextual performance have significantly positive correlation; work engagement fully mediates in the effect mechanism of the intrinsic motivation of employees to contextual performance; core self-evaluation as a condition of reinforcement positively adjusts the effect of the intrinsic motivation of employees to contextual performance.
关键词
内在动机 /
工作投入 /
核心自我评价 /
关系绩效
Key words
intrinsic motivation /
work engagement /
core self-evaluation /
contextual performance
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基金
2009年国家社会科学基金项目（09CKS014）、2011年中央高校基本科研业务费项目。
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