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研究生:白昆欣
研究生(外文):Kun-Hsin Pai
論文名稱:兩種成就動機與工作表現:任務互依性的調節效果
論文名稱(外文):Two Dimensions of Achievement Motivation and Work Performance: The Moderating Effect of Task Interdependence
指導教授:鄭伯壎鄭伯壎引用關係
指導教授(外文):Bor-Shiuan Cheng
口試委員:吳宗祐陳彰儀姜定宇
口試委員(外文):Tsung-Yu WuChang-I ChenDing-Yu Jiang
口試日期:2015-07-03
學位類別:碩士
校院名稱:國立臺灣大學
系所名稱:心理學研究所
學門:社會及行為科學學門
學類:心理學類
論文種類:學術論文
論文出版年:2015
畢業學年度:103
語文別:中文
論文頁數:113
中文關鍵詞:個我取向成就動機社會取向成就動機創造性績效組織公民行為任務互依性
外文關鍵詞:Individual-Oriented Achievement MotivationSocial-Oriented Achievement Motivationcreative performanceorganizational citizenship behaviortask interdependence
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過去研究指出成就動機能夠有效預測個體追求成就的行為。後續有華人研究者依據文化的不同,提出「個我取向成就動機」與「社會取向成就動機」兩種概念。然而,這兩種成就動機對於員工工作表現的影響,仍然缺乏相關研究來探討其關係。另外,過去學者雖提到情境脈絡對於個體發揮兩種成就動機的重要性,卻缺乏實徵研究的支持。為了彌補上述缺口,本研究以個我取向成就動機與社會取向成就動機為出發點,根據其內涵異同來探討其對於員工不同之工作表現的影響,並以強調合作之任務互依性作為情境因子,進一步驗證兩種成就動機的核心意涵。本研究以跨層次模式分析202個部屬樣本(巢套於87個不同主管),結果發現個我取向成就動機對於工作績效與創造性績效有正向影響,且在任務互依性低的情境下,個我取向成就動機才能發揮其影響。至於社會取向成就動機則普遍對於工作表現沒效果,甚至對組織公民行為有負向影響,即便在任務互依高的情境下亦無效果。因此本研究透過額外分析的方式,發現社會取向成就動機的影響效果,需在個體自情境中感受到一定程度的工作自主性下才能發揮其正面影響。最後,針對本研究的主要研究發現、額外分析結果進行討論,並說明本研究之理論與實務意涵、研究限制及未來研究方向。

Past studies had imdicated that achievement motivation could predict one’s behavior for pursuing achievement. Later, some Chinese researchers took cultural difference into account and proposed the different concepts of “Individual-Oriented Achievement Motivation (IOAM)” and “Social-Oriented Achievement Motivation (SOAM). However, the relationship between subordinates’ work performance and these two dimensions of achievement motivation remains to be unclear. Moreover, studies have also identified that context might play an important role for individuals to exhibit IOAM and SOAM, but only few studies have confirmed this assumption. In order to bridge the gap of knowledge, this study attempts to clarify the effect of IOAM and SOAM on working performance, using task interdependence as a context variable to further understand the core implication of IOAM and SOAM. This study adopted Hierarchical Linear Model (HLM) to analyze 202 subordinates’ data (nested in 87 supervisors). Results showed that there is a positive effect of IOAM on job performance and creative performance. In addition, the positive relationship would only be observed under low level of task interdependence. On the other hand, there is no relationship between SOAM and job performance. Surprisingly, negative relationship between SOAM and organizational citizenship behavior (OCB) was found, and the relationship maintained even at high level of task interdependence. Therefore, further analysis was done and revealed that only in the context with high job autonomy, SOAM would positively influence work performance. Finally, the research results, extra analyze results, theoretical and practical implication, limitation and future direction are discussed.

第一章 緒論 1
第二章 文獻回顧 5
第一節 成就動機 5
第二節 員工工作表現 13
第三節 任務互依性 22
第四節 研究架構 26
第三章 研究方法 29
第一節 研究對象 29
第二節 研究工具 32
第三節 研究程序 38
第四節 資料分析 39
第四章 研究結果 43
第一節 變項區辨性檢驗 43
第二節 各研究變項之相關分析 44
第三節 主要效果與調節效果之檢驗 47
第五章 討論與建議 57
第一節 研究結果 57
第二節 SOAM的反思與額外分析 63
第三節 理論與管理實務意涵 71
第四節 研究限制 77
第五節 未來研究方向 78
第六節 結論 83
參考文獻 85
附錄一 主管問卷 103
附錄二 部屬問卷 111


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