外在獎酬對內在動機之影響—以自我效能為干擾變項

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袁于婷(Yu-Ting Yuan) 查詢紙本館藏

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人力資源管理研究所

論文名稱

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)

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摘要(中)

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。

摘要(英)

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

關鍵字(中)

★ 外在獎酬
★ 工作動機
★ 內在動機
★ 自我效能
★ 實驗設計

關鍵字(英)

★ Experimental design
★ Self-efficacy
★ Extrinsic rewards
★ Motivation
★ Intrinsic motivation

論文目次

目錄
中文摘要 I
英文摘要 II
致謝詞 III
目錄 IV
圖目錄 V
表目錄 V
第一章緒論 1
第一節研究動機 1
第二節研究目的 4
第二章文獻探討 5
第一節工作動機 6
第二節外在獎酬與外在動機 11
第三節外在獎酬與內在動機 12
第四節自我效能 15
第五節自我效能與內在動機 17
第三章研究方法 19
第一節研究架構 19
第二節實驗對象 19
第三節實驗程序 20
第四節研究工具 21
第五節衡量方法 22
第六節信度分析 23
第四章研究結果 24
第一節實驗樣本特性描述 24
第二節內在動機在不同獎酬型態下的差異分析 25
第三節自我效能對獎酬型態與內在動機之干擾效果 29
第五章結論與建議 32
第一節研究結論 32
第二節結果討論 33
第三節對實務界的建議 36
第四節研究限制與未來研究建議 37
參考文獻 39
圖目錄
圖3-1研究架構 19
表目錄
表3-1 自我效能量表之信度 23
表4-1 各實驗情境樣本人數 24
表4-2 各實驗組別之描述性統計資料 25
表4-3 不同獎酬組合在內在動機之差異性分析 26
表4-4 不同獎酬組合在自由時間的平均數比較 27
表4-5 不同獎酬組合在喜愛程度的平均數比較 28
表4-6 自我效能對獎酬型態與自由時間之階層迴歸分析 30
表4-7 自我效能對獎酬型態與喜愛程度之階層迴歸分析 31
表5-1 研究結果總表 33

參考文獻

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指導教授

房美玉(Mei-Yu Fang)

審核日期

2010-7-26

推文