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首页> 外文期刊>Review of Managerial Science >How individual needs influence motivation effects: a neuroscientific study on McClelland's need theory
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How individual needs influence motivation effects: a neuroscientific study on McClelland's need theory

机译：个人需要如何影响动机效果：对麦克莱尔兰需要理论的神经科学研究

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Among frequently used motivation theories some are built on the premise of work happening in the 60s and 70s. Since work life has changed dramatically the question arises whether these theories are still valid. This study validates the long-standing need theory of McClelland (Am Psychol 40(7):812-825, 1985. doi:10.1037/0003-066X.40.7.812) using neuroscientific methods as a new lens of analysis. It neurally tests the assumptions that (1) heterogeneous rewards may result in similarly rewarding effects and (2) that these effects are enhanced if a reward closely matches an employee's need. Therefore, we conducted an fMRI-study (n=44; 29f; M-age=25.00, SDage=2.26) in which participants completed decision tasks before receiving the heterogeneous rewards high income, respectful leadership and a company car. Additionally, participants provided information on their need for achievement, affiliation and power. Results show that the heterogeneous types of rewards lead to overlapping neural activations in parts of the brain's reward circuitry, such as the putamen or caudate. Additionally, each of these rewards uniquely activates brain areas not stimulated by other reward types. A closer matching between the type of reward and the participants' individual needs results in stronger neural activations in the reward circuitry. These findings support and enhance key assumptions of need theory on a neural level and further promote a personality-based approach to work motivation. From a practical standpoint they suggest need-tailored reward systems for organizations and an increased use of rewards other than money.
机译：通常使用的动机理论中，一些内容建立在60年代和70年代的工作的前提。由于工作人寿会发生了巨大的变化，问题出现了这些理论是否仍然有效。本研究验证了McClelland的长期需求理论（AM Specionol 40（7）：812-825,1985.Doi：10.1037 / 0003-066x.40.7.812）使用神经科学方法作为分析的新镜头。它神经测试了（1）异构奖励可能导致类似奖励效果的假设和（2）如果奖励与员工的需求紧密匹配，这些效果会得到增强。因此，我们进行了一个FMRI-SCOUSE（n = 44; 29f; m-tauge = 25.00，sdage = 2.26），其中参与者在收到异质奖励高收入，尊重领导和公司汽车之前完成了决定任务。此外，参与者提供了有关其实现成就，隶属和权力的需求的信息。结果表明，异构类型的奖励导致大脑奖励电路的部分中的神经激活，例如腐烂或尾部。此外，这些奖励中的每一个唯一地激活其他奖励类型的脑区。奖励类型与参与者的个人需求之间的近距离匹配会导致奖励电路中强烈的神经激活。这些调查结果支持并增强需要理论对神经水平的关键假设，进一步促进基于人格的工作方法。从实际的角度来看，他们提出了针对组织的需要量身定制的奖励系统，而不是金额以外的奖励使用。

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