모티베이션 관리의 韓- 파트타임아르바이트 비정규직 근로자를 중심으로 -

This study examined similarities and differences in employee motivation management between Korean and Japanese part-time workers ,based on questionnaire surveys. The respondents’ views on employee motivation factors were analyzed, by contrast with motivational factors (factors to improve motivation) and hygiene factors (factors to maintain motivation) developed by Herzberg. We obtained the following results: First, we found consistencies in the views of some employee motivation factors between Korean and Japanese part-time workers. For example, both groups perceive "wage and bonus increases" and "good human relationships and communication in the workplace" as strong motivational factors. These perceptions, however, are not always consistent with Herzberg’s views. On the other hand, perception gaps between Korean and Japanese part-time workers were observed on the factors "reduction of working hours," "esteem and praise for job performance," and "developing attractive and interesting jobs." The first one is a motivational factor specific to Korean part-time workers. The second one is viewed as a motivational factor by both Korean and Japanese part-time workers. The latter’s recognition, however, is stronger than that of the former. And the third one has double aspects. In other words, it is a motivational factor to Japanese part-time workers, while it is a hygiene factor to Korean part-time workers.