動機附輿가 職務成果에 미치는 影響에 關한 硏究 = The Study about Effects of Motivation on Job Performance

다국어 초록 (Multilingual Abstract)

In modern society, individual's business promotion and initiatives are extremely important due to improve of company's technique following by production, specialization and diversification. The company raises individual's initiatives opinions. In addition, the executive manager's main tasks for the involuntary opinion individual are not only accomplishing organization goal followed by the motivation, but also attaining individual goal. The company has to develop individual's know-how, time, imagination, concentration, determination and strength. So, the company must try to maximize job's efficiency, increasing imagination, continued technique innovation and a task achievement.
Through individual's voluntary forces, the actual study the effect of job result from the motivation has extremely important meaning to raise the effective individual and organization's accomplishing the task.
This study considered the theoretical effects of job result from the motivation: aspiration step theory of Maslo, XY theory of McGregor, motivation health theory of Herzbergy and ERG theory of Aldefer.
The theory on the process of motivation can be defined the interaction factors that caused motivation which concern the act form's process, direction and selection. The process theory examine the expectation theory by Vroom, balance theory by Adams and motivation theory by Porter and Lawler. Job redesign and goal establishment theories highlight self confidence of job accomplishment individual empowerment theory which job contents build, change in order to improve production.
The motivation process starts from expectation establishment, inputting the effort, evaluating the outcome to compensation and satisfaction. The programs of motivating are individual motivation, introduction of job redesign, compensation according to outcome, practicing individual empowerment and managing the motivation.
The way of strength on motivation understands the employee's desire; give them vision of improvement and joy of job, accomplishment of job efficiency by usage information technique, and fresh leader's professionalism. In addition, adopting new job construction way, evaluation for human resource should be fair and give them fair compensation. Also, by improving managing system, the equitable human resource policy need, develop inner labor market, adopt fair promotion system, and construct better welfare and improving leadership.
The study is based on the survey which is made up of questionnaire method. Based on the result, individual character is related with job accomplishment. Also, people who have high sense of duty relate positively to job accomplishment and job satisfaction. However, individual character is less related with organization immersion.
About the effect of job result from the motivation, the motivation is much related with the job result. Especially when individual get praise or promotor get incentive, individual get best job accomplishment. However, survey also has limits. The survey has possibility to have problem of credibility and consistency. Therefore the result is come out with opportunism. On the other words, using survey give correct relationship between motivation and job accomplishment. Also, the case study of motivation show similar result with the survey.

목차 (Table of Contents)

• 제1장 서론 = 1
• 제1절 연구의 의의 = 1
• 제2절 연구의 방법과 범위 = 2
• 제2장 이론적 배경 = 4
• 제1절 동기부여의 개념과 이론 = 4
• 1. 동기부여의 개념 = 4
• 2. 동기부여의 이론 = 5
• 3. 동기부여의 중요성 = 21
• 4. 동기부여의 과정 = 24
• 5. 동기부여 증진 방안 = 26
• 제2절 직무성과의 개념과 측정 = 29
• 1. 직무성과의 개념 = 29
• 2. 직무성과의 측정 = 30
• 제3절 직무만족도 = 32
• 1. 직무만족도의 개념 = 32
• 2. 직무만족과 직무성과와의 관계 = 34
• 제3장 동기부여 강화 방안 = 36
• 제1절 직무 가치의 고도화 = 36
• 제2절 공정한 평가와 보상 = 39
• 제3절 관리제도의 개선 = 41
• 제4장 설문지를 통한 연구방법과 결과분석 = 44
• 제1절 연구모형과 가설 설정 = 44
• 제2절 변수 설정 및 설문지 구성 = 45
• 제3절 결과분석 = 49
• 1. 조사대상의 특성 분석 = 49
• 2. 인구통계학적 특성과 직무성과와의 관계 = 51
• 3. 성별에 따른 직무몰입도 = 53
• 3. 동기부여와 직무성과간의 관계 = 55
• 제5장 유형별로 본 동기부여 사례 = 60
• 제1절 삼성 에버랜드의 연봉제 = 60
• 제2절 KTF 기초 복리후생과 선택 복리후생으로 설계·운영 = 63
• 제3절 3M의 사내기업가 제도 = 68
• 제4절 해외사례 = 69
• 제6장 결론 = 72
• 참고문헌 = 74
• 감사의 글 = 76
• 부록: 설문지 = 77