本研究的目標是為了瞭解俄羅斯員工的工作動機—包括讓員工在組織內保持動力的因素。另一個目標是要了解在俄羅斯和台灣工作的員工是否在工作動機上有相異處，包括在年齡、性別、教育、工作職稱和現任工作任期如何影響員工的工作動機。現今在較有知識水平的地方來說，人們較高的知識水平加上科技的快速發展，商業環境的全球競爭力比較高。為了在這高競爭力的地方，公司和組織都開始開發和改進組織的勞動力，也就是說開始更注意其人員和工作動機。動機可以被定義成支持或是使一個人改變的因素，也定義一個人的行為和解是一個人行為的心理特質、職業和活動。在俄羅斯，動機問題和市場經濟形成的歷史因素還有特定心理特質有關。這個研究的理論部分將討論使個體產生動機工作的原因和人們在工作上如何獲得滿足感。以目前的文獻而言，現在沒有找到動機的標準，但是以文化議題而言，工作動機是有相似性的。因此，本研究將以霍夫斯塔德(Hofstede)的文化五面向理論做為動機議題的討論依據。本論文的研究方法以質性和量性為依據，共收集了99的問卷樣本。

The objective of this research is to identify what motivational factors drive Russian employees to work. Another aims are to understand if there are any differences in motivational factors among respondents who work in Russia and Taiwan, and understand do age, gender, education, job position, and tenure at current job affect respondents’ motivation to work. In today’s business environment, the global competition is very high. To survive and succeed in this intensive competition, companies and organizations start to pay more attention to personnel and their motivation. Motivation questions in Russia have own characteristics connected as with historical realities of formation of market economy, and with peculiar features of mentality. The theoretical part of this study discusses the content theories of motivation that explain what motivates individuals and why people work by identifying those human needs that work may satisfy. The modern understanding is that there is no universal set of motivators but motivation at work is a culture-related issue. Due to this, the theoretical part introduces also Hofstede’s five cultural dimensions model shedding light to the cultural aspect of motivational issues. The empirical part of this study uses qualitative and quantitative research method. The method for data collection was a self-completion questionnaire completed by 99 informants. The research results indicate that Russian employees are more motivated by as professional growth and relationship with members, and are less motivated by high salary and rewards. The study conducted that there is no significant differences in motivational factors between respondents who work in native country and Taiwan. Moreover, only age and gender have impact on respondents’ motivation to work. The study concludes that companies and organizations in order to motivate employees should give close attention to their incentive programs and include in them intrinsic factors that really have meaning for employees.

中文摘要 i
Abstract ii
CHAPTER 1 INTRODUCTION 1
1.1 Background of study 1
1.2 Statement of problem 2
1.3 Objective 3
1.4 Research questions 4
1.5 Research hypothesis 4
1.6 Research framework 5
1.7 Structure of study 7
1.8 Main concepts 7
CHAPTER 2 LITERATURE REVIEW 9
2.1 Definition of motivation 9
2.2 Intrinsic versus extrinsic motivation 10
2.3 Means of work motivation 11
2.4 Theoretical background 12
2.5 Geert Hofstede’s cultural dimensions model 18
2.5.1 Power Distance 19
2.5.2 Individualism & Collectivism 19
2.5.3 Masculinity & Femininity 20
2.5.4 Uncertainty avoidance 20
2.5.5 Pragmatism 20
2.5.6 Indulgence 21
2.6 Russian culture in comparison with Taiwanese 21
2.7 Employee Motivation in Russia 23
2.8 Motivation Methods 26
CHAPTER 3 RESEARCH METHODOLOGY 30
3.1 The research design 30
3.1.1 Demographic variables 32
3.1.2 Motivational factors 34
3.2 Hypothesis development 35
3.3 Research method 35
3.4 Questionnaire 36
3.5 Respondents 36
3.6 Data collection 37
CHAPTER 4 RESEARCH ANALYSIS AND FINDINGS 38
4.1 Descriptive Statistics 38
4.1.1 Profiles of respondents 38
4.1.2 Employee Motivation Scale 39
4.1.3 Hypothesizes testing 41
4.1.4 Testing relationship between demographic variables and motivational factors 48
4.1.5 Open questions 52
4.2 Research Question Outcomes 53
CHAPTER 5 DISCUSSIONS AND CONCLUSIONS 55
5.1 Discussions 55
5.2 Conclusion 57
5.3 Limitations of Study 58
5.4 Recommendations 58
REFERENCES 61
APPENDIX 65

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