CAJ | 학술논문

知识工作者从事着复杂的、高度依赖于情境的知识工作,他们构成了知识型企业的价值来源。因此,如何管理和激励知识工作者已成为现代管理者所必须面对的管理挑战。理解知识工作者的内生动机是应对这一管理挑战的关键所在。本研究以自主理论为理论基础,探讨了个人获得的来自知识的竞争优势和个人声誉这两个影响知识工作者自主性和胜任力的重要因素对其内生动机的作用机理。以两家大型商业银行信贷业务人员为研究对象,本文的实证研究表明,个人声誉激励和个人来自知识的竞争优势的感知直接强化了个体从事知识工作的内生动机,竞争优势感知在个人声誉激励与内生动机之间起着部分中介作用,知识的隐性程度影响着整个过程。我们的研究检验了自主理论,对帮助企业管理和激励知识工作者有着直接的现实价值。
지식공작자종사착복잡적、고도의뢰우정경적지식공작,타문구성료지식형기업적개치래원。인차,여하관리화격려지식공작자이성위현대관리자소필수면대적관리도전。리해지식공작자적내생동궤시응대저일관리도전적관건소재。본연구이자주이론위이론기출,탐토료개인획득적래자지식적경쟁우세화개인성예저량개영향지식공작자자주성화성임력적중요인소대기내생동궤적작용궤리。이량가대형상업은행신대업무인원위연구대상,본문적실증연구표명,개인성예격려화개인래자지식적경쟁우세적감지직접강화료개체종사지식공작적내생동궤,경쟁우세감지재개인성예격려여내생동궤지간기착부분중개작용,지식적은성정도영향착정개과정。아문적연구검험료자주이론,대방조기업관리화격려지식공작자유착직접적현실개치。
Knowledge workers, whom can be regarded as the critical resource of the firms, operate complex and highly context-dependent knowledge work. They create value for the firms by using their knowledge within the uncertain environment. Consequently, managing and motivating those knowledge workers have become a challenge to mod- ern managers. In this paper, we agree that understanding the intrinsic motivation of knowledge workers is the key and try to make some con- tributions on this issue. Based on self-determination theory, we study how personal reputation and competitive advantage from knowledge-- they significantly affect the individual judgment of autonomy and competence-influence the intrinsic motivation of knowledge workers？ We hypothesize that personal reputation and competitive advantage independently and interactively influence the intrinsic motivation of knowledge workers. Specifically, we focus on the moderating effect of the tacit degree of knowledge. From the literature review, we deduce that individual＇s judgment of the tacit degree of knowledge would impose on the relationship between personal reputation/competitive advantage and intrinsic motivation positively. By survey research among the employees from the loan departments of two large commercial banks, this empirical research suggests that perception of competitive advantage and personal reputation incentive jointly enhance the intrinsic motivation of knowledge workers. Furthermore, perception of competitive advantage partly mediates the relationship between personal reputation incentive and intrinsic motivation. The tacit degree of knowledge moderates these relationships as we have speculated which partly supported our hypothesis, Varied from our initial assumption, the analysis show that the tacit degree of knowledge weakened the positive effect of personal reputation on intrinsic motivation of the knowledge workers. We discuss on this difference and some limitations of this research which provides the researchers some illuminations on the future approaches. Our study tests the self-determination theory and directly contributes to help firms manage and motivate the knowledge workers.