台灣半導體產業之組織文化對於內外工作動機與工作績效及工作滿意度間關連性的影響

A Study of the Interaction Effects of Work Motivation and Organizational Culture on Job Performance and Job Satisfaction in Taiwanese Semi-conductor Industry

10.6656/MR.2002.21.3.CHI.69

房美玉(Mei-Yu Fang)

工作動機 ； 組織文化 ； 績效 ； 工作滿意度 ； motivation ； organizational culture ； job performance ； and job satisfaction

管理評論

21卷3期（2002 / 01 / 01）

69 - 96

繁體中文

本研究主旨在探討台灣高科技產業中的半導體產業之組織文化與員工工作動機間的交互作用對工作績效與工作滿意度的影響。組織文化項目包含了創新文化與團隊文化；而工作動機則以Amabile (1994)所發展的內外工作動機量表作為測量的工具。研究對象半導體產業之九家製造商與其設備商，研究結果發現，在強調創新文化的組織下，內在工作動機與工作績效成正向關係。但在較低的創新文化下，外在工作動機與工作績效有正向關連；而內在工作動機卻與工作滿意度成負向關係。此結果顯示組織文化確實會對工作動機產生干擾的作用；由於組織文化與內外工作動機分別具有不同的關係，因此可以提供管理上不同的運用。

The purpose of the study is to examine the interaction effect between organizational culture and work motivation on job performance and job satisfaction in Taiwanese semi-conductor industry. The organizational cultures are defined as innovative and team cultures. The measure of work motivation uses the inventory developed by Amabile (1994). The subjects are from the manufacturing and equipment companies in semi-conductor industry. The results indicate that intrinsic motivation is positively associated with job performance; however, intrinsic motivation is negatively associated with job performance in companies emphasizing innovative culture. When companies emphasizing team culture, intrinsic motivation is positively associated with performance. In companies with lower innovative culture, extrinsic motivation is positively associated with performance. The study suggested that organizational culture moderated the relationship between work motivation and work outcomes. Some managerial practices can be derived through the results. Managerial implications are discussed according to different moderating effects at the end of the article.

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