希望藉由本研究的結果與發現，希望能對非營利組織各項實務有所幫助，提供未來在找尋人才時招募甄選的依據，且更能挑選出符合非營利組織特性，同時又能貢獻較多的人才，並且更能了解專職員工的需求，利於激勵員工提升工作表現的績效制度的建立與修正，以及了解到知覺組織支持的調節狀況，作為在制定策略時的參考依據。 ;In recent years, there are more and more social issues. It is difficult to rely on government to improve overall social issues solely, so it′s increasingly important role of non-profit organizations. Besides, there is a big issue in the 21st-century labor market: talent employees managerment, and want to find talent employees who have good performance in work to upgrade organization’s overall output. But in non-profit organizations, employees’ work motivation to affect employees’ performance is seldem to be researched, so it would be discussed in this paper and the moderator: perceived organizational support, in the same time. Finally, I found five results in this paper as following:
1.The characteristics of the employees who have good performance in nonprofit organizations are elderly, married, inward-oriented motivation, as well as a higher degree of perceived organizational support women.
2.The employees’ work motivation and job performance is only partially positively correlated. Only the correlation between intrinsic motivation and the context of performance is significantly positive.
3.The nonprofit organizations employees’ intrinsic motivation is higher than extrinsic motivation.
4.Perceived organizational support is also significantly positively related to contextual performance.
5.Perceived organizational support would moderate the relationship between motivation and performance, it only moderate when extrinsic motivation and task performance.
I hope the results of this study can help non-profit organizations practices run better. It could provide some viewpoints in non-profit organizations recruitment and selection when looking for talent employees in the future, a better understanding of the needs of talent employees to establish or improve the performance management system, and understanding the importance of perceived organizational support to design better policy in the future.