員工良好的績效表現使企業得以有效的運作與發揮，因此企業均期盼能找出影響員工工作績效的主因。研究指出工作特性與激勵制度常是影響員工表現的要因，依據Hackman 與 Oldman (1975)之工作特性模式理論，工作內容之重要性、回饋性、多樣性與完整性，會對員工的心理產生激勵作用，進而提高工作效能。就此，本研究以台灣兩百六十五位任職於各營利及非營利機構中之員工為研究對象，透過迴歸分析以了解工作特性、內在動機、任務績效及組織公民行為等構面之間的關係。研究結果證實工作特性對員工的內在動機有正向影響關係；員工的內在動機對其任務績效及組織公民行為有正向影響關係；工作特性對任務績效及組織公民行為也有正向影響關係。此外，本研究發現內在動機在工作特性卅任務績效及工作特性卅組織公民行為之間，具有不完全中介效果。最後依據本研究結果，對管理實務與未來研究者提出建議，以供企業及學術界參考。This study aims to investigate the relationships among job characteristics, employee intrinsic motivation, task performance, and organizational citizenship behavior. Data were collected from 265 employees working in the for-profit and non-profit organizations in Taiwan. It is found that job characteristics are positively related to employee intrinsic motivation. It is also confirmed that employee intrinsic motivation is positively related to their task performance and organizational citizenship behavior. In addition, employee intrinsic motivation is found to partially mediate the relationships between job characteristics and task performance as well as organizational citizenship behavior. Based on the findings, suggestions and recommendations for future research are thus discussed.
