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系統識別號 U0002-0507201310430300
中文論文名稱 內部競賽激勵制度對不同職級員工之影響
英文論文名稱 The impact of internal contests on employees of different hierarchies
校院名稱 淡江大學
系所名稱(中) 管理科學學系企業經營碩士在職專班
系所名稱(英) Executive Master’s Program of Business Administration(EMBA) in Management Sciences
學年度 101
學期 2
出版年 102
研究生中文姓名 羅鳳儀
研究生英文姓名 Feng-Yi Lo
學號 700620072
學位類別 碩士
語文別 中文
口試日期 2013-06-28
論文頁數 107頁
口試委員 指導教授-李培齊
委員-趙義隆
委員-牛涵錚
中文關鍵字 內部競賽  政治行為  激勵  獎酬  職級 
英文關鍵字 Internal Contests  Political Behavior  Inspirational effect  Rewarding System  Organizational Hierarchies 
學科別分類
中文摘要 本論文主要探討組織中內部競賽激勵制度在不同職級間產生的關連性及影響情形,研究目的具體歸納為三點,第一點:探討不同職級員工與參與內部競賽動機之關係,第二點:探討獎酬公平與內部競賽的政治行為之關係,第三點:探討內部競賽獎酬與內部競賽激勵效果之關係。
本論文根據研究研究結果發現如下:第一:不同職級參與內部競賽學習動機及多元獎酬學習動機皆沒有顯著差異;第二;不同職級參與內部競賽獎酬激勵效果沒有顯著差異;第三:員工認知競賽獎酬公平,會減少產生政治行為的可能,未獲得支持;第四:獎酬知覺與激勵效果有顯著差異,但勝算有無並沒有顯著干擾效果。
對於本研究的實務意涵為:一、可藉由競賽誘因創造正向激勵效果培訓造血;二、建立信賴,可減少內部競賽產生政治行為可能性。另本研究並未對管理職級、不同產業等實施立意抽樣調查,建議未來研究者抽樣方式可針對管理職級以及不同產業進行調整。另由於政治行為在調查時可能礙於填答者對於自我觀點較為保守,建議後續研究者可針對觀察他人之政治行為進行研究調查,或加入部分深入訪談方式以蒐集更多面向的資料,深入探討研究。另建議未來研究者可以考慮針對企業規模、職級屬性(有無直屬關係)、內部競賽性質加以分析,以增進研究完整性。
關鍵字:內部競賽、政治行為、激勵、獎酬、職級
英文摘要 This study aims to explore the impact of internal contests on employees being at different hierarchies. The purposes of this study are to investigate:
1. the motivation of employees from different hierarchies to participate internal contests,
2. the relationship between rewarding systems and internal contests on political behaviors, and
3. the relationship between rewarding systems and the inspirational effect of internal contests.
There are 121 valid questionnaires collected to test hypotheses developed in this study. ANOVA and regression analysis are applied to analyze the data. Results are as the followings:
1. the relationships between intrinsic learning motivation and the multiplicity of rewarding systems for employees in different hierarchies is insignificant.
2. the relationships between the motivational effect and rewarding systems of internal contests for employees in different hierarchies is insignificant,
3. the relationship between employees’ perception of fairness to the internal contests and the likelihood of cutting down political behaviors is insignificant, and
4. the relationship between employees’ awareness to the rewarding systems and the inspirational effect is significant. The likelihood of winning the reward is not a significant moderating variable.

Two practical implications from this study are suggested:
1.incentive provided from competitions could create positive inspirational effect to achieve training goals, and
2.mutual trust would reduce the possibility of engaging political behaviors due to the participation of internal contest.

This study is also with its limitations; the sample does not contain enough data from upper management level or from different industries. Future studies should consider a more representative sample in order to enhance the generalization possibility. Furthermore, since political behavior is a very subjective and personal evaluation of oneself, future studies might consider to examine the perceived political behaviors of others or apply qualitative studies to explore the issue.

Key Word:Internal Contests, Political Behavior, Inspirational effect, Rewarding System, Organizational Hierarchies.
論文目次 目 次
謝 辭 I
中文摘要 II
英文摘要 IV
目 次 VI
表 目 錄 VII
圖 目 錄 VIII
第一章 緒論 1
1.1 研究背景與動機 1
1.2 研究目的 5
1.3 研究流程 7
第二章 文獻探討 9
2.1 員工職級與職能 9
2.2 教育訓練與內部競賽 14
2.3 競賽獎酬 32
2.4 組織政治行為 40
2.5 文獻探討小結 45
2.6 本論文假設 46
第三章 研究方法 52
3.1 各研究變數操作性定義與衡量 52
3.2 研究設計 60
第四章 研究資料統計及分析 64
4.1 樣本敘述性統計 64
4.2 假設檢定 72
4.3 小結 77
第五章 結論與建議 79
5.1 研究結果與討論 79
5.2 實務意涵 83
5.3 研究限制及建議 89
參考文獻 91
附錄 正式問卷A 100
附錄 正式問卷B 104


表 目 錄
表2 1 各種教學方法之教學特色彙總表 17
表3 1 構面信度分析結果 62
表4 1 樣本敘述性統計分析表 67
表4 2 各變數敘述性統計分析表 72
表4 3 職級對於內部競賽學習動機之單因子變異數敘述性統計 72
表4 4 職級對於內部競賽學習動機之單因子變異數摘要表 73
表4 5 職級對於獎酬多元化下內部競賽學習動機之單因子變異數 敘述性統計 73
表4 6 職級對於獎酬多元化下內部競賽學習動機之單因子變異數 摘要表 73
表4 7 職級對於競賽獎酬激勵之單因子變異數敘述性統計 74
表4 8 職級對於競賽獎酬激勵之單因子變異數摘要表 74
表4 9 內部競賽獎酬知覺與激勵效果標準化係數檢定結果 75
表4 10 內部競賽獎酬知覺與激勵效果對於勝算與否的干擾程度 標準化係數檢定結果 76
表4 11 內部競賽公平與激勵效果標準化係數檢定結果 77
表4 12 研究假設檢定結果彙整 77
圖 目 錄
圖1 1 研究流程 8
圖2 1 概念模型 9
圖2 2 Vroom期望模式 19
圖2 3 假設1~假設3研究架構圖 50
圖2 4 假設4研究架構圖 51
圖2 5 假設5研究架構圖 51
圖4 1 學歷分布狀況 65
圖4 2 年齡分布狀況 66
圖4 3 工作年資分布狀況 66

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