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本研究采用实验法,探究了虚拟团队背景下自我效能感对团队成员工作内在动机的影响。结果发现:自我效能感对内隐性内在动机水平的影响显著,对外显性内在动机水平的影响效应则依据团队薪酬分配方式与任务互依性特征的不同而变化。此外,团队薪酬分配方式、任务互依性与自我效能感三者的交互效应显著。在低任务互依性条件下,团队薪酬分配方式与自我效能感对外显性内在动机水平影响的交互效应显著,但是在高任务互依性条件下,该交互效应不显著。
This study explored the impact of self-efficacy on the intrinsic motivation of team members in the context of virtual teams by using experimental methods. The results showed that self-efficacy had a significant effect on the level of implicit intrinsic motivation, while the effect on the level of explicit internal motivation varied according to the team’s pay distribution and task-specific characteristics. In addition, the interactive effects of the team salary distribution, task interdependence and self-efficacy are significant. Under the condition of low task interdependence, the interactive effect of team salary distribution and self-efficacy on explicit intrinsic motivation level is significant, but under the condition of high task interdependence, the interaction effect is not significant.