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本研究探讨了制造企业中职员的授权和奖励的公平性对内部动机赋予的影响,以及内部动机赋予对非财务性绩效的影响。本文使用了构造方程式模型,得到了以下几点结论。首先,职责意义感、分配的公平性对内部动机赋予有显著的正的因果关系影响。其次,赋予职员的内部动机对职务成果、职务满足有显著的正的因果关系影响,对离职意图有显著的负的因果关系影响。以上的结果表明,如果赋予职员内部动机,能减少职员的离职意图,以此通过提高职员的熟练度,从而增加企业的生产能力、减少职员选拔及培训的费用。因此,经营者不仅要找到影响内部动机赋予的因素,还要关注内部动机赋予的成效。
This study explores the impact that the fairness of empowerment and rewards for employees in manufacturing firms imparts to internal motivation and the impact that internal motivation imposes on non-financial performance. This article uses the construction equation model, got the following conclusions. First, the sense of responsibility, the fairness of distribution, have a significant positive causal influence on internal motivation. Second, the internal motivation given to employees has a significant positive causal relationship with job outcomes and job satisfaction, and has a significant negative causal effect on the turnover intention. The above results show that if staff internal motivation is given, staff turnover intention can be reduced, so as to increase the staff’s proficiency so as to increase the productivity of enterprises and reduce staff selection and training costs. Therefore, managers should not only find the factors that influence the internal motivation, but also pay attention to the internal motivation.