Effect on Performance of Work Motivation of Employees to Non-Profit Organization ─ Perceived Organizational Support as the Moderator

• Main Authors: Huang,Hui-Yun, 黃繪芸
• Other Authors: JHENG,JIN-CHANG
• Format: Others
• Language: zh-TW
• Published: 2015
• Online Access: http://ndltd.ncl.edu.tw/handle/ju3st3

碩士 === 國立中央大學 === 人力資源管理研究所 === 104 === In recent years, there are more and more social issues. It is difficult to rely on government to improve overall social issues solely, so it's increasingly important role of non-profit organizations. Besides, there is a big issue in the 21st-century labor market: talent employees managerment, and want to find talent employees who have good performance in work to upgrade organization’s overall output. But in non-profit organizations, employees’ work motivation to affect employees’ performance is seldem to be researched, so it would be discussed in this paper and the moderator: perceived organizational support, in the same time. Finally, I found five results in this paper as following: 1.The characteristics of the employees who have good performance in nonprofit organizations are elderly, married, inward-oriented motivation, as well as a higher degree of perceived organizational support women. 2.The employees’ work motivation and job performance is only partially positively correlated. Only the correlation between intrinsic motivation and the context of performance is significantly positive. 3.The nonprofit organizations employees’ intrinsic motivation is higher than extrinsic motivation. 4.Perceived organizational support is also significantly positively related to contextual performance. 5.Perceived organizational support would moderate the relationship between motivation and performance, it only moderate when extrinsic motivation and task performance. I hope the results of this study can help non-profit organizations practices run better. It could provide some viewpoints in non-profit organizations recruitment and selection when looking for talent employees in the future, a better understanding of the needs of talent employees to establish or improve the performance management system, and understanding the importance of perceived organizational support to design better policy in the future.