Rantz M J, Scott J, Porter R
Nurs Forum. 1996 Jul-Sep;31(3):29-36. doi: 10.1111/j.1744-6198.1996.tb00497.x.
In this qualitative study, the 1950s-1970s work of Frederick Herzberg, the father of work motivational research, was compared, and contrasted with current data study about management effectiveness to explore how employee motivation may have changed. Staff members and managers (N = 38), primarily from healthcare settings, but also from academic, public, and private sector businesses were interviewed. Interpersonal relations now ranks first as a motivating factor in this study. Recognition, the work itself, and responsibility are still ranked as critical motivating factors. These are important to understand as work is redesigned. Supporting positive interpersonal relations among subordinates, supervisors, and peers can be viewed as an effective management strategy to facilitate employee motivation. For employees, developing positive interpersonal relations with co-workers can enhance individual motivation and may improve job satisfaction.
在这项定性研究中，工作动机研究之父弗雷德里克·赫茨伯格在20世纪50年代至70年代的研究成果被拿来与当前关于管理有效性的数据研究进行比较和对照，以探究员工动机可能发生了怎样的变化。研究人员采访了主要来自医疗保健机构，但也包括学术、公共和私营部门企业的工作人员和管理人员（N = 38）。在本研究中，人际关系如今位列激励因素之首。认可、工作本身和责任感仍被列为关键激励因素。随着工作重新设计，理解这些因素很重要。支持下属、上级和同事之间建立积极的人际关系可被视为促进员工动机的有效管理策略。对员工而言，与同事建立积极的人际关系可增强个人动机，并可能提高工作满意度。
