员工义务和动机：概念分析和综合模型外文翻译.docVIP

外文翻译 原文 Employee Commitment and Motivation:A Conceptual Analysis and Integrative Model Material Source: journal of applied psychology,2004,6,991-1007 Author: John P.Meyer，Thomas E.Becker Theories of Motivation and Commitment: A Brief Overview To set the stage for the development of our integrative model, we provide a brief overview of existing theory,first for motivation and then for commitment. This allows us to identify similarities and differences between the two concepts and to explain our rationale and strategy for integration. Motivation Motivation has been a difficult concept to properly define, in part because there “are many philosophical orientations toward the nature of human beings and about what can be known about people”(Pinder,1998,p.11). Pinder (1998)provided a definition that nicely accommodates the different theoretical perspectives that have been brought to bear in the explanation of work motivation: Work motivation is a set of energetic forces that originates both within as well as beyond an individual’s being, to initiate work-related behavior, and to determine its form, direction, intensity, and duration.(p.11) There are two noteworthy features of this definition. First, motivation is identified as an energizing force—it is what induces action in employees. Second, this force has implications for the form, direction, intensity, and duration of behavior. That is, it explains what employees are motivated to accomplish, how they will attempt to accomplish it ,how hard they will work to do so, and when they will stop. Many theories have been set forth to explain employee motivation(see Kanfer,1990;Pinder,1998).None are complete, but most make meaningful contributions to our understanding of what is obviously a complex process. Locke(1991,1997)noted that each of the different theoretical orientations offers a unique perspective and can be combined to form a general model. We present a simplified depiction for the motivation process as described by