【作者】 杜红；

【导师】 王重鸣；

【作者基本信息】 浙江大学 ， 应用心理学， 2001， 博士

【摘要】 成就动机历来是管理心理学研究中的一个重点领域。本研究在文献综述的基础上,通过运用典型个案分析、问卷测量、情景模拟实验等研究方法,采用多因素分析和结构方程建模等高级统计分析技术,对经理人员的成就取向、成就动机的核心结构及与绩效的关系、成就动机的情景评价、成就动机与任务决策的作用机制等方面进行了较为系统的研究。整个研究包含着五个相互关联的子研究,共涉及被试1767人。 研究一选择了一家中国著名的成功企业开展典型个案研究。通过结构化访谈、关键事件分析等方法,较为全面、深入地考察了企业各层次经理人员的成就取向及特点。在对访谈材料综合分析的基础上,提出了经理人员成就取向的自我—社会取向和过程—结果取向的二维度结构,并由此组合成成就取向的四种成分:工作行为表现、工作目标超越、自我利益获取和团体利益贡献。总结提炼了每种成分在更一般意义上的关键特征。研究还发现了经理人员的成就取向与企业的组织文化有密切的关系。 研究二主要目的就是对个案研究得到的结果进行验证。首先根据研究一的结果,提出了经理人员成就取向结构的假设模型,同时邀请了8位专家对模型提出了修改意见,使之更具一般意义。模型验证主要采用问卷调查的方式进行,对成就取向的结构和它与管理人员的个人特征及组织文化的关系进行了定量分析。得到的主要结果有:验证了经理人员成就取向的多特征特点,具体维度与研究一的结果基本一致,说明成就取向的二维结果具有普遍意义;经理人员的成就取向不仅受组织文化影响,而且与经理人员个人的特征有关,这些特征包括:年龄、职务层次、从事管理工作年限以及所在企业的性质等。 研究三是本研究的一个重点,研究一和研究二的结果为进一步开展经理人员成就动机的核心结构和它与绩效的关系奠定了理论基础。提出了基于成就取向的两个大维度组合在一起而形成的四种不同的动机导向:工作努力、自我超越、团队合作、人际竞争,并对成就动机的四种导向从价值、目标、行为、后果评价等方面进行了概念界定。通过预备性研究确定了四种导向的关键行为表现,编制了一套以关键行为为基础的“经理人员成就动机特征问卷”,运用高级统计技术和更多还原

【Abstract】 The research of achievement motivation is a key field of managerial psychology. The present study was based on the comprehensive review of literature with the methods of typical case study, questionnaire survey, and situational simulations with factor analysis and structural equation modeling. Chinese manager’s achievement orientation, the structure of achievement motivation, their relationship with performance, situational assessment of achievement motivation, functioning mechanism of achievement motivation and task decision were studied. The study is divided into five parts. One thousand seven hundreds and sixty seven managers were surveyed in this study.The first part of the study was done in a famous successful Chinese company. The achievement motivation of managers across-different levels was studied by structured interview and critical incidents analysis. A two-dimensional model of motivation was established: self-social orientation and process-result orientation. We found four critical elements: hard working behavior, exceeding of goals, attribution to group benefits and self-interests. The close relationship between organizational culture and achievement motivation was revealed.The second part of the study was an attempt to confirm the conclusions from the first part. We proposed a model of manager’s achievement motivation based on study one. Eight experts were invited to revise the model. Questionnaire survey was adopted to verify the structure of achievement motivation and the relationship among personal characteristics and organizational culture. The main conclusions were the following: the two-dimensional model was confirmed and common; the achievement motivation of managers was affected by organizational culture and personal characteristics such as age, management level and tenure.In the third part of the study, we developed a critical behavior inventory to assess achievement motivation. Based on four orientations: hard work behavior, exceeding of goals, attribution to group benefits and self-interests, we developed managers’ achievement orientation inventory. We confirmed the model by structural equation modeling. We found that Chinese managers had self achievement motivation and social achievement motivation. Generally speaking, self achievement motivation was stronger than social achievement motivation, and showed closer relation to performance. With the career development, the structure and level of achievement motivation were also changed.A tool for evaluating managerial motivation with achievement motivation as the core was developed in the forth parts. We took an alternative approach based on situational judgment and task choice as a new way to measure work motivation. We first collected a number of managerial decision situations closely related to work motivation by interviewing the managers. Second, we asked managers to provide various typical solutions (behavioral response) to those situations, which varied in effectiveness to solve the problem in a situation. Six hundreds and seventy five managers from ten representative cities across the nation participated in the survey. The results showed that the situational judgment test had a good psychometric parameters with moderate reliability, validity, and discriminant power. We then established reference standards of achievement motivation across management levels with a detailed user manual.Part five focused on an situational simulation experiment on achievement motivation and task decision under uncertainty. A new approach was adopted to systematically analyze manager’s achievement motivation. Based on conceptual model of achievement motivation developed in study three, we controlled achievement goal orientation in the experiment. By analyzing how various achievement goals influenced goal commitment, success expectation, and achievement value on task decision, and developing an integrated model of achievement motivation and task decision with structural equation modeling, we found that task decision was influenced by achievement motivation, success expectation, and achievement value which was the most important, while manager’s judgment of achievement value was affected by achievement goal and success expectation. The result also showed that achievement had an effect on success expectation. Achievement motivation was affected by task decision.As a conclusion, based on these studies above, an integrated model of functioning mechanism for achievement motivation was proposed. Theoretical and practical implications, and directions for future research were discussed.更多还原