内在动机对关系绩效的影响机制及强化条件

科研管理 ›› 2014, Vol. 35 ›› Issue (5): 77-83.

内在动机对关系绩效的影响机制及强化条件

李伟

中南财经政法大学工商管理学院, 湖北武汉 430073

收稿日期:2012-07-04 修回日期:2013-07-12 出版日期:2014-05-25 发布日期:2014-05-21
作者简介:李伟（1972-），男，河南洛阳市人，中南财经政法大学工商管理学院副教授，研究方向为组织行为学。
基金资助:
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。

The effect mechanism and conditions of reinforcement of intrinsic motivation to contextual performance

Li Wei

Business Administration School, Zhongnan University of Economics and Law, Wuhan 430073, Hubei, China

Received:2012-07-04 Revised:2013-07-12 Online:2014-05-25 Published:2014-05-21

摘要/Abstract

摘要： 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。

关键词: 内在动机, 工作投入, 核心自我评价, 关系绩效

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.

Key words: intrinsic motivation, work engagement, core self-evaluation, contextual performance

中图分类号:

F272.91

李伟. 内在动机对关系绩效的影响机制及强化条件[J]. 科研管理, 2014, 35(5): 77-83.

Li Wei. The effect mechanism and conditions of reinforcement of intrinsic motivation to contextual performance[J]. Science Research Management, 2014, 35(5): 77-83.

参考文献

[1] Van,Scotter. & Motowidlo,S.J.Interpersonal facilitation and job dedication as separate facets of contextual performance[J].Journal of Applied Psychology,1996(5):525-531. [2] Borman,W.C. & Motowidlo,S.J.Task performance and contextual performance: The meaning for personnel selection research[J].Human Performance,1997(2):99-109. [3] 韩翼,廖建桥.组织成员绩效结构理论研究评述[J].管理科学学报,2006(2):86-94. [4] Baard,P.P.,Deci,E.L.& Ryan,R.M. Intrinsic need satisfaction: A motivational basis of performance and well-being in two work settings[J].Journal of Applied Social Psychology,2004(10):2045-2048. [5] Beryl,H. & Elizabeth,A.Adaptive performance:Updating the criterion to cope with change[C].Paper presented at the 2nd Australian Industrial and Organizational Psychology Conference,Melbourne,2008. [6] Eugene,F.S.,Kaye,A. & Lori,F.T. The construct validity of conceptual and operational definitions of contextual performance and related constructs[J]. Human Resource Management Review,2009(2):104-106. [7] Bryan,D.,Edwards,Suzanne,T. & Arlette,D. Relationships between Facets of Job Satisfaction and Task and Contextual Performance[J].Appliede Psychology: An International Review,2008(3):121-123. [8] 杨红明,廖建桥.企业员工内在工作动机研究述评[J].外国经济与管理,2007(3):33-38. [9] 于丽娟. 基于内在动机激励的企业知识员工忠诚度研究[J].商场现代化,2009(4):29. [10] Bruce.A new look at psychological climate and its relationship to job involvement,effort and performance[J].Journal of Applied Psychology,2006(4):358-368. [11] Johnson,E.,Scott,K.D. & Motowidlo,S.J. Liking and attributions of mediators of the relationships between individual reputions, helpful behaviors and rater reward decisions[J].Journal of Applied Psychology,2002(6):808-815. [12] Kaasa.Business-unit-level relationships between employee satisfaction, employee engagement, and business outcomes: A meta-analysis[J].Journal of Applied Psychology,2009(7):268-279. [13] 骆静,廖建桥.企业员工工作投入研究综述[J].外国经济与管理, 2007(5):41-45. [14] Matthew,S.O.,Connell,N.S.,Hartman,M.A.&Walter,L.G.Incremental Validity of Situational Judgment Tests for Task and Contextual Job Performance[J].International Journal of Selection and Assessment,2007(3):19-29. [15] Salanova,M.,Agut,S. & Peiro,J.M. Linking organizational resources and work engagement to employee performance and customer loyalty: The mediation of service climate[J].Journal of Applied Psychology,2005(9):1217-1227. [16] 张轶文,甘怡群.中文版Utrecht 工作投入量表(UWES)的信效度检验[J]. Chinese Journal of Clinical Psychology,2005(3):268-270. [17] Baron,R.M.＆Kenny,D.A.The moderator-mediator variable distinction in social psychological research: Conceptual,strategic,and statistical considerations[J].Journal of Personality and Social Psychology,1986(6):1173-1182. [18] Kenny D.A., Judd C. M. Estimating the Non-linear and Interactive Effects of Latent Variables [J].Psychological Bulletin,1984(9):198-208.