内/外在激励、心理所有权与员工敬业度关系研究  

Research on the Relationship among Intrinsic and Extrinsic Motivation,Psychological Ownership and Employee Engagement

作　　者：邱敏[1] 胡蓓[1] 

机构地区：[1]华中科技大学管理学院,武汉430074

出　　处：《软科学》2015年第12期87-91,共5页Soft Science

基　　金：国家自然科学基金重点项目(71232001);国家自然科学基金面上项目(70872034)

摘　　要：基于激励理论与社会交换理论,通过对421份组织员工数据进行分析,探讨了内/外在激励、心理所有权与员工敬业度三者之间的关系。研究结果表明,内在激励与外在激励对员工敬业度均有显著正向影响,且内在激励的正向影响作用大于外在激励;心理所有权在内/外在激励与员工敬业度之间具有部分中介作用;自主性倾向在内在激励与员工心理所有权、敬业度之间以及外在激励与心理所有权之间具有负向调节作用,而在外在激励与员工敬业度之间没有调节作用。Based on the incentive theory and social exchange theory, the article explores the relations among intrinsic and extrinsic motivation, psychological ownership, and employee engagement by using 421 copies of valid data derived from the organizational staff. The results show that the intrinsic and extrinsic motivation have a significant positive impact on employ- ee engagement, and the positive influence of intrinsic motivation is greater than extrinsic motivation. The psychological own- ership play an intermediation role between intrinsic and extrinsic motivation and employee engagement. Autonomy orienta- tion has a negative regulatory role between intrinsic motivation and psychological ownership, employee engagement and be- tween extrinsic motivation and psychological ownership. However, autonomy orientation does not have regulatory role be- tween extrinsic motivation and employee engagement.

关 键 词：内在激励 外在激励 心理所有权 员工敬业度 自主性倾向 

分 类 号：F272.92[经济管理—企业管理] C936[经济管理—国民经济]