工作動機對激勵薪與工作績效之調節效果;Moderating effect of work motivation on the relationship between incentive pay and job performance

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Title:	工作動機對激勵薪與工作績效之調節效果;Moderating effect of work motivation on the relationship between incentive pay and job performance
Authors:	吳宗霖;WUI, TSUNG-LING
Contributors:	人力資源管理研究所
Keywords:	激勵薪;銷售績效;顧客服務;工作動機;incentive pay;sales performance;customer service;work motivation
Date:	2021-08-02
Issue Date:	2021-12-07 10:56:28 (UTC+8)
Publisher:	國立中央大學
Abstract:	本研究的工作動機區分為內在工作動機、外在工作動機；而工作績效區分為銷售績效、顧客服務。透過信度分析、相關分析、迴歸分析，瞭解在激勵薪與工作績效的關聯性下，工作動機對於銷售人員的績效影響為何。以問卷調查法，蒐集219份問卷，其中200份為有效問卷。本研究結果顯示員工的外在工作動機會顯著調節激勵薪與顧客服務的影響，而激勵薪與銷售績效部分並無顯著調節效果；另員工的內在工作動機會顯著調節激勵薪與顧客服務的影響，而激勵薪與銷售績效部分並無顯著調節效果。根據本研究之結果，激勵薪對於工作績效的影響，的確受到工作動機的調節。因此企業若希望促進員工的工作績效提升，除了透過各項激勵薪制度的人力資源措施之外，亦要考慮工作動機的配合，方能達到一定的效果。另提供相關建議，以利企業在人力資源管理實務之參考。;The motivation of work in this study is divided into intrinsic work motivation and extrinsic work motivation, while job performance is divided into sales performance and customer service. Through confidence analysis, correlation analysis, regression analysis, to understand the motivation and job performance of the correlation, the impact of motivation on the performance of sales staff. By means of questionnaires, 219 questionnaires were collected, of which 200 were valid questionnaires. The results show that the employee′s extrinsic work motivation significantly adjusts the influence of incentive salary and customer service, while the incentive salary and sales performance part have no significant adjustment effect, while the employee′s intrinsic work motivation significantly adjusts the influence of incentive salary and customer service, and the incentive salary and sales performance part does not have significant adjustment effect. According to the results of this study, the influence of incentive pay on job performance is indeed regulated by job motivation. Therefore, if enterprises wish to promote the improvement of their employees′ job performance, apart from the human resources measures of various incentive pay systems, they should also consider the co-ordination of their motivations in order to achieve certain results. Another provision of relevant recommendations to facilitate enterprises in human resources management practice reference.
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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