志愿工作和个人绩效之间关系.docVIP

志愿工作和个人绩效之间关系 　　中图分类号：G641文献标识码：A文章编号：1003-2738（2012）02-0331-01 　　 　　Abstract：Many individuals are volunteered to do activities，in my life.They are proud of being a volunteer and have enthusiasm to help others. They do volunteer activities without compensation but they are pleased to do volunteer activities and have a better performance. 　　Key words: volunteer work；individual performance；Cognitive Evaluation Theory 　　 　　Introduction 　　In my life, many individuals are volunteered to do activities. They are proud of being a volunteer and have enthusiasm to help others. They do volunteer activities without compensation but they are pleased to do volunteer activities and have a better performance. And almost every activity, whether big or small, has volunteers. They cleaning space, guiding people around the space, help people who are in troubles or rescue person who is sick. Every work they do without complaint. And they take proud of themselves. 　　Basis of theory 　　Next, I will try to explain these phenomenon according to Cognitive Evaluation Theory[1], which proposes that the introduction of extrinsic rewards, such as pay, for work effort that was previously intrinsically rewarding due to the pleasure associated with the content of the work itself tends to overall motivation. Cognition Evaluation Theory has been extensively researched, and a large number of studies have supported it. As we all show, the major implications of this theory relate to work rewards. 　　Historically, motivation theorists generally assumed that intrinsic rewards such as interesting work were independent of extrinsic rewards such as high pay[1]. But cognitive evaluation theory suggests otherwise. It argues that when extrinsic rewards are used by organizations as payoffs for superior performance, the intrinsic rewards, which are derived from individuals doing what they like, are reduced. In other words, when extrinsic rewards are given to someone for performing an interesting task, it