工作動機的整合模式：概念架構的發展與初步分析

THE DEVELOPMENT OF AN INTEGRATED MODEL OF WORK MOTIVATION: A BOTTOM-UP INQUIRY PROCESS

工作動機雖是組織心理學的重要研究課題，但在華人社會進行的研究，則尚在起步階段。本研究以由下而上的研究取向，探討工作動機的核心構念及其來源與後果，以建構工作動機的整合模式。在先前的兩個探索性研究中，研究者以關鍵事件技術個別訪談企業現職員工，收集努力或不努力工作的動機事件，分別進行動機來源、動機構念、及衍生後果的分類，再根據動機構念類別細目，自編工作動機量表，初步建構了四因素的工作動機核心構念。本研究繼續發展概念架構中各種動機來源與後果變項的測量工具，並探討彼此之間的關係。研究對象為企業現職員工1111人，男女近半。研究結果顯示各測量工具的內部一致性信度自.65至.95之間，中數為.87；工作動機量表獲得穩定的四因素結構，解釋變異量也明顯提升，且和努力意願之間的相關與迴歸係數均達顯著，支持了工作動機量表的構念效度：在動機來源對動機狀態的影響方面，四組研究假設大多獲得支持，顯示人的因素（如領導行為與組織的人治取向）是情感性動機的主要來源，工作本身則影響到個人的認知與感受：在動機狀態對後果變項的影響方面，亦支持了正向的工作動機可提升個人努力工作的意願及工作表現與工作滿意等衍生後果之假設。徑路分析的結果顯示本研究在概念架構上的預測路徑大多獲得支持，但由實徵資料分析所得的路徑結構遠較概念架構複雜。研究者最後分別討論了本研究在工作動機理論發展上的意義與貢獻以及研究結果的文化意涵，並提出具體的後續研究建議。

Although work motivation is a very important issue in organizational psychology, related studies in Chinese societies are just beginning. Using a bottom-up approach, this study inquires the core constructs of work motivation and their antecedents and consequences. In the two pilot studies, the researcher first reviews the literature to develop an integrated theoretical framework, and then interviews 524 business employees individually by using a critical incident technique to collect 955 motivation events. These event data are used to develop a Work Motivation Inventory. The inventory is then administered to 750 business employees. Using different factor analysis procedures, a four-factor structure finally emerged. The purposes of the present study are to further develop measures of those antecedents and consequences variables, and then to test the integrated path model which is formulated by the core motivation constructs and their antecedents and consequences. Subjects are 1,111 business employees. Results show that the range of internal consistent coefficients of those measures is from .65 to .95, with a median of .87. The revised Work Motivation Inventory still gets a stable four-factor structure and higher explained variance. The correlations and their regression coefficients between the motivation constructs and their only direct consequence variable, intention to work hard, arc all significant. Results concerning the effects of motivational antecedents on the psychological states (i.e., motivation constructs) support most of the four major hypotheses. Namely, the human-related variables (i.e., leader behaviors and ruler-dominant organization climate) are the major antecedents of those affective motivation states: whereas the work-related variables (i.e., job characteristics and performance feedback) are more related to cognitive motivation or work emotion. The effects of motivation states on their consequences also support the proposed hypothesis. That is, people who have positive motivation states intend to work harder, thereafter with higher job performance and job satisfaction, lower turnover intention and absenteeism, and better life adjustment. Results of path analysis indicate that most of the predicted paths in the conceptual framework are significant. The data structure, however, is more complicated than the conceptual framework. The researcher finally discusses the theoretical and culture meanings of above results and future research directions.