員工之工作動機傾向會影響其工作績效與工作滿意，對於組織而言，了解員工的工作動機傾向，並採行適當的激勵方式與管理措施相當重要、如何激發員工的工作動機之議題也受到企業所重視。管理者應依據員工的能力差異與工作動機傾向高低的不同，採行適當的管理措施、做出有效的投資。 本研究的目的在比較個案公司中同一部門、不同薪別員工之工作動機傾向對其工作績效和工作滿意之間的關係是否造成影響、影響為何。問卷主要測量日、月薪人員之內、外在工作動機傾向強度、自評工作績效與主管評工作績效、以及工作滿意。並於個案公司中發放問卷予製造處中之兩種薪別的員工：在月薪人員的部分，共發放80份問卷，回收44份、回收率為55.0%，最後有效樣本為38份、有效樣本回收率為47.5%；日薪人員共發送300份問卷，回收203份、回收率為67.7%，最後有效樣本為176份、有效樣本回收率為58.7%。 本研究結果顯示，月薪人員之內在工作動機傾向與外在工作動機傾向皆未對工作績效自評與主管評產生影響；月薪人員的內、外在工作動機傾向，也未對其工作滿意產生顯著的影響。日薪人員當中，內、外在工作動機傾向對工作績效自評與主管評都會產生影響；日薪人員之內在工作動機傾向會對其工作滿意產生影響。 Employees’ work motivation orientations have influences on their job performance and job satisfaction. It is important for organizations to know their employees’ work motivation orientations and provide appropriate incentives to motivate employees. The purpose of this study is to compare work motivation orientations of employees of two different compensation structures in case company’s manufacturing department, and if work motivation orientations affect job performance and job satisfaction. The questionnaire was designed to measure employees’ work motivation, job performance, and job satisfaction. 80 questionnaires were distributed to salary employees, and the response rate was 55.0%, valid response rate was 47.5%; 300 questionnaires were distributed to hourly employees, and the response rate was 67.7%, valid response rate was 58.7%. The result of this study shows that salary employees’ intrinsic and extrinsic work motivation orientations do not affect self-rated job performance, supervisor-rated job performance, and job satisfaction. However, hourly employees’ intrinsic and extrinsic work motivation orientations do affect self-rated job performance and supervisor-rated job performance, and hourly employees’ intrinsic work motivation orientation do affect job satisfaction.
