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Relationships between personality traits and motivating effects of work characteristics: A person-environment fit perspective to work motivation.

机译：人格特质与工作特征的激励效果之间的关系：人际环境适合工作动机。

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摘要

Motivation is an important predictor for many forms of organizational behavior. According to the pursuit of motivation determinants, I summarized three categories of motivational theories in the 20th century: personal, contextual, and cognitive. Of the personal determinants, personality is the primary factor in predicting motivation; of the contextual determinants, job characteristics are the most commonly used predictor. The present study adopted a person-environment fit perspective that involved the interaction of these two domains to understand work motivation and examine relationships between two sets of variables: motivational traits and work characteristics. My assumption was that not all job characteristics commonly used in work design were always enriching; instead they should generate different motivating effects for people with different personality traits. The purpose was to discover relationships between traits and work characteristics to determine combinations that affect work motivation. The sample of the present study focused on knowledge workers in the hi-tech industry aggregated in Silicon Valley, California. Correlations were investigated, followed by multiple regression analyses to build models of significant work characteristics in motivating separate traits. The results supported the above assumption and some of the hypothesized trait-work combinations. The mastery trait was found to be significantly associated with problem solving, specialization, and job complexity. The competitive trait was found to be significantly associated with initiated interdependence and physical demand. The anxiety trait was found to be significantly associated with work conditions and problem solving. Two demographic variables were also tested for their moderation effects: age had a main effect on the variance of competitive trait (younger people scored higher) but did not interact with any significant work characteristics; gender had a main effect on the variance of anxiety trait (women scored higher) but did not interact with any significant work characteristics. The job characteristic model was challenged because three of its core enriching work characteristics were found to have various effects according to personality. The findings of the present study can be applied in the workplace directly by supervisors to adjust task arrangement in order to increase both motivation and productivity.
机译：动机是许多形式的组织行为的重要预测因子。根据对动机决定因素的追求，我总结了20世纪的动机理论的三类：个人的，语境的和认知的。在个人决定因素中，人格是预测动机的主要因素。在上下文决定因素中，工作特征是最常用的预测因素。本研究采用人与环境相适应的观点，涉及这两个领域的相互作用，以了解工作动机并研究两组变量之间的关系：动机特征和工作特征。我的假设是，并非工作设计中通常使用的所有工作特征都在不断丰富。相反，它们应该对具有不同个性特征的人产生不同的激励作用。目的是发现特质与工作特征之间的关系，以确定影响工作动机的组合。本研究的样本集中于加利福尼亚硅谷聚集的高科技行业的知识工作者。对相关性进行了研究，然后进行了多元回归分析，以建立重要的工作特征以激发不同特征的模型。结果支持上述假设和某些假设的特质-工作组合。发现精通特质与解决问题，专业化和工作复杂性显着相关。发现竞争特征与最初的相互依存和身体需求显着相关。发现焦虑特质与工作条件和解决问题能力显着相关。还测试了两个人口统计学变量对他们的调节作用：年龄对竞争特质的变化有主要影响（年轻人的得分更高），但与任何重要的工作特征没有相互作用；性别对焦虑特质的变化（女性得分较高）有主要影响，但与任何重要的工作特征均没有相互作用。工作特征模型受到挑战，因为发现其三个核心充实工作特征会根据个性产生不同的影响。主管可以将本研究的结果直接应用于工作场所中，以调整任务安排，从而提高动力和生产率。

著录项

  • 作者

    Wang, Kailin.;

  • 作者单位

    Alliant International University.;

  • 授予单位 Alliant International University.;
  • 学科 Organizational behavior.;Psychology.;Personality psychology.
  • 学位 Ph.D.
  • 年度 2017
  • 页码 123 p.
  • 总页数 123
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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