[논문]조직구성원의 외재적, 내재적 동기와 창의성의 관계: 조건적 보상의 조절효과

황소연; 정혜정

doi:10.13106/ijidb.2018.vol9.no7.71.

조직구성원의 외재적, 내재적 동기와 창의성의 관계: 조건적 보상의 조절효과
The Interactive Effects of Motivation and Contingent Rewards on Employee Creativity 원문보기

International journal of industrial distribution & business = 산경연구논집, v.9 no.7, 2018년, pp.71 - 82

황소연 (School of Business, Konkuk University) , 정혜정 (School of Business, Konkuk University)

Abstract ▼ AI-Helper

Purpose - This study examined the effects of intrinsic and extrinsic motivation on employee creativity. Past research has consistently shown that intrinsic motivation is positively related to creativity. Yet conflicting results have been reported about the relationship between extrinsic motivation and creativity. To explore the reason why extrinsic motivation can either help or hurt creativity, we examined the role of contingent rewards as a moderator and tested whether either tangible or intangible rewards contingent upon creative performance significantly impact the relationship between extrinsic motivation and creativity. Research design, data, and methodology - Survey data was collected from employees working for diverse organizations in Korea through online research firm. Only employees who reported their job or organization provided opportunities to use their creativity were allowed to continue the survey. Out of 305 initial responses collected, those with too much missing data were deleted, which finally left 278 responses for statistical analyses. To examine the validity of the measurements, confirmatory factor analysis was first conducted. Next, to test the hypothesized relationships, multiple hierarchical regression analyses were conducted. Results - As hypothesized, both intrinsic and extrinsic motivation had positive effects on creativity. It was shown that contingent rewards did not influence the positive relationship between intrinsic motivation and creativity, but did significantly moderate the relationship between extrinsic motivation and creativity in a way that tangible rewards strengthened the relationship while intangible rewards mitigated the same relationship. Conclusions - This research enhances our understanding on the relationship between motivation type, rewards, and creativity. Intrinsically motivated employees showed a high level of creativity regardless of whether rewards were expected or not. In contrast, extrinsically motivated employees showed more or less creative behavior depending on whether they were expected to have tangible or intangible rewards. As extrinsic motivation is typically associated with tangible rewards such as pay, promotion, etc., tangible rewards were seen to be more effective in promoting creative performance from extrinsically motivated employees than intangible rewards. Our findings make a significant theoretical contribution to reconcile prior inconsistent findings. Furthermore, they provide useful insights for managers and organizations into developing effective strategies for facilitating employee creativity.

주제어

질의응답

핵심어	질문	논문에서 추출한 답변
	요소이론 중 개인의 창의성을 구성하는 주요 요소는?	창의성과 혁신을 설명하는 가장 중요한 이론 중 하나인 요소이론(componential theory: Amabile, 1997)은 개인의 창의성을 구성하는 주요 요소로 전문성(expertise), 창의적 사고능력 (creative-thinking skill), 내재적 동기(intrinsic motivation) 세 가지를 꼽았다. 이와 같이 개인의 창의성을 발휘하는 데에는 동기가 중요한 역할을 한다.
	개인의 창의성을 발휘하는 데 중요한 역할을 하는 동기는 어떻게 구분되는가?	이와 같이 개인의 창의성을 발휘하는 데에는 동기가 중요한 역할을 한다. 동기는 크게 일 자체에서 흥미와 의미를 느껴 열심히 일을 하고자 하는 내재적 동기(intrinsic motivation)와 외적으로 주어지는 다양한 형태의 보상에 의해 유인되는 외재적 동기(extrinsic motivation)로 분류된다(Cerasoli, Nicklin, & Ford, 2014). 이제까지 많은 연구자들이 내재적 동기와 외재적 동기가 창의성에 미치는 영향을 탐색하였으나(e.
	기업에서는 동기 유형에 따라 보상체계를 어떻게 설계해야 하는가?	둘째, 실무적으로 조직관리자와 인사실무자는 구성원의 동기 유형에 따라 동기부여에 효과적인 보상의 종류가 무엇인지고민하고 이에 따라 보상을 제공하는 시스템을 구축할 필요가 있다고 본다. 특히, 내재적 동기가 높은 구성원에 비해 외재적 동기가 높은 구성원의 경우, 제공되는 보상의 유형에 따라 성과의 수준이 다르게 나타나므로 조직은 보상을 제공함에 있어서 내재적 동기가 높은 구성원 보다 외재적 동기가 높은 구성 원에게 더욱 관심을 갖고 적합한 유형의 보상을 제공할 수 있도록 보상체계를 마련해야 할 것이다. 보다 많은 자원이 필요 하고 제공이 상대적으로 어려운 유형의 보상(가령, 성과급이나 승진)을 상대적으로 값싸고 용이한 무형의 보상(가령, 칭찬이나 인정)으로 대체하는 시도는 외재적 동기가 높은 구성원의 창의성을 높이지 못할 수 있음을 유념하여야 한다.

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표제어: PCR

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