查詢結果分析
來源資料
頁籤選單縮合
題 名 | The Relationship between Extrinsic and Intrinsic Rewards: A Case Study=外在與內在獎酬關係:個案研究 |
---|---|
作 者 | 葉焜煌; 賴東伯; | 書刊名 | 大同學報 |
卷 期 | 25 1995.11[民84.11] |
頁 次 | 頁33-42+429 |
分類號 | 494.32 |
關鍵詞 | 獎酬制度; |
語 文 | 英文(English) |
中文摘要 | 瞭解外在與內在獎酬之間的關係對建立一有效的獎酬制度是相當重要。然而過去 有關二者之間關係的研究,卻有不同的結論。 Deci 與 Jordon 等的研究發現:對外在獎酬 的預期會降低內在的激勵; 相反的,Hamner 與 Foster 等的研究結果認為:外在與內在的 獎酬關係,本質上是互補而非相互抵消的。 本研究以旭日公司資訊系統部門之軟體工程師為研究對象, 利用皮爾森相關分析( Pearson's correlation )驗証外在與內在獎酬之間的關係。研究結果顯示:個案公司軟體 工程師的內在動機越高,則其對〞現金〞與〞晉升〞的動機就越高。此結果與認知評價理論 的觀點不同,但卻支持期望理論學者的看法。 |
英文摘要 | Understanding the interrelationship of intrinsic and extrinsic motivation is important for establishing an effective reward system. However, research on the relationship between intrinsic and extrinsic rewards shows conflicting findings. Deci and Jordon claimed that expectation of contingent extrinsic rewards undermines intrinsic motivation. On the contrary, Hamner and Foster argued that intrinsic and contingent extrinsic rewards appear to be additive rather than offsetting in nature. This study, therefore, aimed to aid management in resolving this dilemma. More specifically, the objective is to examine the relationship between intrinsic and extrinsic rewards of software engineers of Sun company through the use of Pearson's correlation. The results provide a somewhat different viewpoint to those of Cognitive Evaluation theory (CET) and show that the higher a software engineer's intrinsic motivation, the greater his or her motivation for "cash" and "promotion." This finding supports the assumption made by expectancy theorists that the effects of intrinsic and extrinsic rewards are additive in nature. |
本系統中英文摘要資訊取自各篇刊載內容。