Forget about the money? A latent profile analysis of calling and work motivation in Chinese employees
Forget about the money? A latent profile analysis of calling and work motivation in Chinese employees
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忘记钱了？
DOI：
10.5465/ambpp.2020.16428abstract
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发表时间：
2020-08
影响因子：
3
通讯作者：
Andreas Hirschi
中科院分区：
文献类型：
--
作者：
Chunyu Zhang;Andreas Hirschi
目标召唤通常与内在而非外在的工作动机有关。这可能会给人一种印象，即有使命感的员工不需要或不关心外部奖励。为了加深对召唤与工作动机之间关系的理解，本文旨在检验召唤如何与不同类型的工作动机相结合，以及这种结合如何不同地影响工作结果。设计/方法/途径作者对不同职业的中国员工进行了潜在特征分析（N = 1，290），以确定呼叫和工作动机配置文件和测试其与工作outcome.FindingsFour配置文件的关系进行了评估四个月后：外部激励低呼叫，中度外部激励呼叫，中度激励呼叫和高度激励呼叫。较弱和较强职业的员工都表示有额外的工作动机。高动机呼叫档案中的员工表现出最高的工作满意度，最低的犬儒主义和最低的离职意图，其次是中等动机呼叫档案中的员工，适度的外部激励呼叫配置文件和外部激励低呼叫配置文件。研究限制/implicationsThe研究结果意味着，员工与一个强大的呼叫关心外部奖励，也受益于外部激励工作。独创性/本研究首次探讨了召唤与工作动机之间的差异关系。此外，研究结果提供了关于研究不足的概念的见解，即不同类型的电话预测工作成果不同。
PurposeCalling is typically associated with more intrinsic than extrinsic work motivation. This could give the impression that employees with a calling do not need or care about external rewards. To deepen the understanding of the relationship between calling and work motivation, the purpose of this paper is to test how calling is combined with different types of work motivation and how such combinations affect work outcomes differentially.Design/methodology/approachThe authors applied latent profile analysis among Chinese employees with diverse occupations (N = 1,290), to identify calling and work motivation profiles and test their relations with work outcomes, assessed four months later.FindingsFour profiles emerged: externally motivated low calling, moderately externally motivated calling, moderately motivated calling and highly motivated calling. Employees with weaker and stronger callings indicated being extrinsically motivated for work. Employees in the highly motivated calling profile exhibited highest job satisfaction, lowest cynicism and lowest turnover intentions, followed by employees in the moderately motivated calling profile, the moderately externally motivated calling profile and the externally motivated low calling profile.Research limitations/implicationsThe findings imply that employees with a strong calling do care about external rewards and also benefit from external incentives to work.Originality/valueThis study is the first to explore the differential relationship between calling and work motivation. Moreover, the findings offer insights regarding the under-researched notion that different types of calling predict work outcomes differently.
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影响因子：
1.5
作者：
Chaoping Li;Shi-kan
通讯作者：
Chaoping Li;Shi-kan
影响因子：
11.1
作者：
Hirschi, Andreas
通讯作者：
Hirschi, Andreas
DOI：
10.1080/10705511.2013.824781
发表时间：
2013-10-01
期刊：
Structural equation modeling : a multidisciplinary journal
影响因子：
--
作者：
Tein JY;Coxe S;Cham H
通讯作者：
Cham H
影响因子：
1.9
作者：
Jia-xing Sun;Xun Wang
通讯作者：
Jia-xing Sun;Xun Wang
影响因子：
4.8
作者：
Zheni Wang;Marylène Gagné
通讯作者：
Zheni Wang;Marylène Gagné