外在獎酬對內在動機之影響—以自我效能為干擾變項The; Impact of extrinsic rewards on intrinsic motivation - Using self-efficacy as moderator

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/43962

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Title:	外在獎酬對內在動機之影響—以自我效能為干擾變項The;Impact of extrinsic rewards on intrinsic motivation - Using self-efficacy as moderator
Authors:	袁于婷;Yu-Ting Yuan
Contributors:	人力資源管理研究所
Keywords:	外在獎酬;工作動機;內在動機;自我效能;實驗設計;Experimental design;Self-efficacy;Extrinsic rewards;Motivation;Intrinsic motivation
Date:	2010-07-26
Issue Date:	2010-12-08 14:44:25 (UTC+8)
Publisher:	國立中央大學
Abstract:	有關外在獎酬對內在動機的影響，從過去的研究至今，一直存在著兩派不同的觀點，尤其在金錢獎酬方面，反對者認為，以金錢為獎酬的激勵方式，非但無法提升人們的內在動機，反而會對內在動機產生削弱的效果；而支持者卻認為，人們可藉由金錢上的獎酬來肯定自己的能力與表現，故非但不會降低人們的內在動機，還有助於績效水準的提升。此外，除了上述的獎酬型態會對內在動機產生影響，過去的研究也曾指出，人們的自我效能感同樣也在內在動機的領域中扮演著相當核心的角色。故本研究以國內大學生與研究生做為研究對象，並採用實驗設計的方法，以瞭解不同的外在獎酬組合型態對人們內在動機的影響效果為何?並探討在不同程度的自我效能感下，外在獎酬對內在動機的影響，是否會收到自我效能感的干擾而產生不同的結果。研究結果發現，對國內的大學生來說，金錢獎酬並不會對內在動機產生削弱的效果，尤其當以態度面測量時，有接受金錢獎酬的受試者其內在動機將顯著高於未接受金錢獎酬的人；不過在口頭獎酬的部分，則無顯著的差異產生。另外本研究結果也顯示，自我效能對外在獎酬與內在動機之間的關係，並不具有調節效果存在。The issue about how external rewards affect people’s intrinsic motivation, especially the monetary rewards, so far has been split in two different viewpoints. The opponents believe that use the money to be the incentives way, not only cannot raise people's intrinsic motivation, but it will produce detrimental effects on intrinsic motivation; While supporters say that, through monetary reward can make people to confirm their ability or performance, so not only the monetary rewards does not decrease people's intrinsic motivation, but also can improve the level of work performance. In addition, previous researches have also pointed out that people's self-efficacy is also play a considerable role on intrinsic motivation. Therefore, in present study was using of experimental design approach to understand how the combination of different types of extrinsic rewards will effect on people's intrinsic motivation. Furthermore, there also will to explore under different degrees of self-efficacy, whether it will produce the different result of the external reward impact on intrinsic motivation. In this study we using a puzzle-solving task, and the 97 undergraduate and graduate university students were randomly assign to the experimental conditions. The major finding was that the intrinsic motivation of monetary rewarding people will significant higher than the non-rewarding people; however there has no difference on verbal rewards and self-efficacy also doesn't play the moderating effect between external rewards and intrinsic motivation
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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