本論文主要探討組織中內部競賽激勵制度在不同職級間產生的關連性及影響情形，研究目的具體歸納為三點，第一點：探討不同職級員工與參與內部競賽動機之關係，第二點：探討獎酬公平與內部競賽的政治行為之關係，第三點：探討內部競賽獎酬與內部競賽激勵效果之關係。 本論文根據研究研究結果發現如下：第一：不同職級參與內部競賽學習動機及多元獎酬學習動機皆沒有顯著差異；第二；不同職級參與內部競賽獎酬激勵效果沒有顯著差異；第三：員工認知競賽獎酬公平，會減少產生政治行為的可能，未獲得支持；第四：獎酬知覺與激勵效果有顯著差異，但勝算有無並沒有顯著干擾效果。 對於本研究的實務意涵為：一、可藉由競賽誘因創造正向激勵效果培訓造血；二、建立信賴，可減少內部競賽產生政治行為可能性。另本研究並未對管理職級、不同產業等實施立意抽樣調查，建議未來研究者抽樣方式可針對管理職級以及不同產業進行調整。另由於政治行為在調查時可能礙於填答者對於自我觀點較為保守，建議後續研究者可針對觀察他人之政治行為進行研究調查，或加入部分深入訪談方式以蒐集更多面向的資料，深入探討研究。另建議未來研究者可以考慮針對企業規模、職級屬性（有無直屬關係）、內部競賽性質加以分析，以增進研究完整性。 關鍵字：內部競賽、政治行為、激勵、獎酬、職級 This study aims to explore the impact of internal contests on employees being at different hierarchies. The purposes of this study are to investigate: 1. the motivation of employees from different hierarchies to participate internal contests, 2. the relationship between rewarding systems and internal contests on political behaviors, and 3. the relationship between rewarding systems and the inspirational effect of internal contests. There are 121 valid questionnaires collected to test hypotheses developed in this study. ANOVA and regression analysis are applied to analyze the data. Results are as the followings: 1. the relationships between intrinsic learning motivation and the multiplicity of rewarding systems for employees in different hierarchies is insignificant. 2. the relationships between the motivational effect and rewarding systems of internal contests for employees in different hierarchies is insignificant, 3. the relationship between employees’ perception of fairness to the internal contests and the likelihood of cutting down political behaviors is insignificant, and 4. the relationship between employees’ awareness to the rewarding systems and the inspirational effect is significant. The likelihood of winning the reward is not a significant moderating variable.
Two practical implications from this study are suggested: 1.incentive provided from competitions could create positive inspirational effect to achieve training goals, and 2.mutual trust would reduce the possibility of engaging political behaviors due to the participation of internal contest.
This study is also with its limitations; the sample does not contain enough data from upper management level or from different industries. Future studies should consider a more representative sample in order to enhance the generalization possibility. Furthermore, since political behavior is a very subjective and personal evaluation of oneself, future studies might consider to examine the perceived political behaviors of others or apply qualitative studies to explore the issue.