第五章 討論與建議
第六節 結論
本研究嘗試釐清 IOAM 與 SOAM 的兩種動機特質，會對於職場上工作表現 有何不同的影響，並且嘗試用情境因子去凸顯這兩者的意涵。雖然研究結果本 身大多支持 IOAM 的效果，SOAM 在主要效果部分並沒有獲得支持。但透過額 外分析的結果後發現，經過適當調整之 SOAM 概念，加入自主性的概念後，也 許能解釋假設推論的研究結果。因此在最後面討論的部分，提出有可能之修正 方向與建議，以及提出許多組織場域重要的個體行為，可能會分別受到 IOAM 或 SOAM 的影響而展現，而不同的情境（如領導者、團體氛圍、組織文化等）
更能進一步凸顯兩者的核心差異。以此提出未來研究之可能方向。
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