内生和外生视角下组织激励问题的研究综述及展望

当前，对外生和内生激励的研究已取得了一定的成果。外生激励与内生激励存在着概念、本质和功效上的差异。内生激励是指人们发现该行为本身有趣并且可以从行为中获得满足，而外生激励是指人们在行为发生之后，会从与行为本身无关的一些外界回报（如物质奖励）中获得满足，两种激励机制下的管理风格各不相同。外生激励对内生激励可能存在着“挤入”或“挤出”两种效应。随着个体对外部的认知能力提升以及自我的发展的需要，外生激励会逐步内化。未来应该在个体感知的外生激励信息反馈、外生激励内化的情景因素、外生激励内化的个体因素、外生激励与内生激励的组织实证研究这四个方向进一步加以研究。

On Organization Motivation Issues in Terms of Extrinsic Motivation and Intrinsic Motivation

Achievements have been made in the field of extrinsic motivation and intrinsic motivation. There are many differences between the two kinds of motivations in conception, essence and func- tions. Intrinsic motivation involves people doing an activity because they find it interesting and derive spontaneous satisfaction from the activity itself. Extrinsic motivation, in contrast, requires an instru- mentality between the activity and some separable consequences such as rewards. These two motiva- tion theories tend to parallel two managerial strategies： scientific management and participative man- agement. Some researchers find that extrinsic motivation may undermine or enhance intrinsic motiva- tion, and extrinsic motivation may be internalized into intrinsic motivation with the development of in- dividual＇s cognitive ability and self--efficacy. Future studies could focus on such topics： perceived feedback implied by the extrinsic motivation~ certain factors of social context and individual level which affect internalization of extrinsic motivation and empirical research on extrinsic motivation and intrinsic motivation.