A Research on the Relationship among Intrinsic Motivation and Job Involvement：Exploring the Effects of Commitment-based HR practices, Institutional organizational trust and Layoff

• Main Authors: SHIH-FANG TSENG, 曾士芳
• Other Authors: Shyh-Jer Chen
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/51585928010772356638

碩士 === 國立中山大學 === 人力資源管理研究所 === 98 === Data from 255 employees who were members of 33 companies were tested with hierarchical linear modeling analyses. The purpose of this study was to analyze the relationships among employees’ intrinsic motivation, job involvement, commitment -based HR practices, institutional organizational trust and layoff. Results from the individual-level analyses indicated that intrinsic motivation has a positive effect on job involvement. Institutional organizational trust, in terms of benevolence and reliability and structural assurance, has a positive effect on intrinsic motivation. While concerning factors at the organizational level, results showed that commitment-based HR practices have a positive effect on institutional organizational trust. Layoff has a negative effect on job involvement. However, the hypothesis that layoff has significant effect on intrinsic motivation and job involvement was not supported.Contributions to both the literature and organizational practices are discussed.