本篇研究目的，旨探討二元成就目標架構與外部動機、內在動機和組織公民行為之間的關係。其中，共有291位來自不同領域和國家的20至40歲在職員工參與問卷調查。本研究假設精熟趨向目標導向(mastery-approach orientation) 和表現趨向目標導向 (performance-approach orientation) 與組織公民行為 (organizational citizenship behavior, OCB) 為正相關，而自我決定論 (self-determination theory, SDT) 將調節這其中的關係。
研究結果發現，精熟和表現導向都可以預測組織公民行為，其中，年齡與任期為控制變數。此外，內在動機和內攝調節會影響表現趨向目標導向與組織公民行為之間的關係。研究結果亦指出，組織職涯路徑能正向預測組織公民行為。精熟趨向目標導向比表現趨向目標導向，更有預測指標。另外，與成就趨向目標和內外在動機相比，組織職涯路徑更具有預測組織公民行為的指標性。最後，本研究詳談了此篇研究成果對於學術界與業界的貢獻與建議未來可參考的研究方向。

In this research we had investigated relationships between the 2 × 2 model of achievement goals, extrinsic and intrinsic motivation, and organizational citizenship behavior (OCB). We had 291 currently working employees between age 20 and 40 from different fields and countries filled out the questionnaire. It was hypothesized that mastery approach and performance approach orientations are positively associated with OCB and self-determination theory (SDT) will moderate these relationships. When controlling for age and tenure, both mastery and performance approach orientations predicted OCB, moreover intrinsic motivation and introjected regulation moderated the relationship between performance approach orientation and organizational citizenship behavior. Also, organizational career path was found to be a positive predictor of OCB. In addition, master-approach orientation is a greater predictor than performance-approach, and organizational career path is a stronger predictor of OCB than AGA and motivation. Theoretical and practical implications of findings presented in this research and future directions are discussed.

論文審定書 i
Acknowledgements ii
摘要 iii
Abstract iv
Table of Content v
Table of Figures vii
Table of Tables viii
1. Introduction 1
2. Literature review 4
2.1. Achievement goals 4
2.1.1 Background 4
2.1.2 Goals 4
2.1.3 The social-cognitive model and 2 × 2 achievement goals framework. 5
2.2 Motivation 6
2.2.1 Background. 6
2.2.2 Definition of motivation 6
2.2.3 Theories and types of measure of motivation 7
2.2.4 Self-determination Theory 14
2.3 Organizational citizenship behavior 24
2.3.1 Background 24
2.3.2 Definition and concept 24
2.4 Organizational career path 25
2.5 Achievement goal, Motivation and Organizational Citizenship Behavior: Theoretical model 25
3. Methodology 29
3.1 Participants and Procedures 30
3.2 Instruments 32
3.3 Data Analysis 33
4. Results 34
4.1 Descriptive statistic and correlation 34
4.2 Model fit 35
4.3 Regression Analyses (moderation) 35
5. Discussion 39
6. Limitation and Future Research 43
Conclusion 44
References 46
Appendix I: Questionnaire (English Version) 57

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