Work Motivational Preference of Employees in Taiwan NPOs
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In this study, the major purpose is to explore the work motivational preference of employees in non-profit organizations by applying the two dimensions of intrinsic and extrinsic motivation. Besides, personality traits and organizational culture are being concerned as factors affecting the work motivational preference of employees; Moreover, the second purpose of this study is to test whether the extent of work motivational preference may influence employees’ commitment and may mediate the relationship between personality traits, organizational culture and organizational commitment. The target of this study is the paid-workers of the NPOs in Taiwan and the quantitative method approach was employed. The statistical method includes the description analysis, reliability analysis, one-way ANOVA analysis, the correlation analysis and the multiple regression analysis. The research results are concluded as follows: 1. After analyzing the general characteristics of NPOs’ employees, this study found that gender, age, marital status, education, salary, job position and employee numbers of the organization are significantly related to their work motivational preference. Besides, it’s also found that Taiwan NPOs’ employees tend towards higher intrinsic motivation than extrinsic motivation. 2. Personality traits of paid-workers in NPOs are significantly related to their organizational commitment. 3. Organizational culture is significantly related to the organizational commitment. 4. Work motivational preference of NPOs’ paid-workers is found to have the significantly impact on the organizational commitment. 5. WMP partly plays the mediated role between personality and the organizational commitment. 6. WMP partly plays the mediated role between organizational culture and the organizational commitment.
NPOs, Work Motivation, Personality Traits, Organizational Culture, Organizational Commitment