| This exploratory cross-sectional survey study is mainly about work motivation behavior (WMB) of R&D professionals. It was done to have a better understanding on the question "can we judge R&D professionals' specific work motivation by their work behavior? If the answer is yes, then what kinds of variables have influences on this kind of behavior? And what is the relationship between them?"Ratings were provided by 661 R&D professionals in China in the form of self-report questionnaire. The current study controlled some demography variables such as gender, age, education, tenure in R&D, and industry. The present study use SPSS11.5 and LISREL8.70 to analyze data, which is also supported by Excel2003. The statistic methods to test hypotheses include factor analysis, correlate analysis, ANOVA, HRA, dominance analysis and SEM.Our findings indicate that WMB can be used to judge R&D professionals' work motivation, and typical behavior of WMB include helping, problem solving, and self-developing. Work drive, motivational trait, job self-efficacy, perceived organizational justice (POJ), and perceived organizational support (POS) have significant influence on general measures of WMB as well as for specific measures of WMB. They can totally explain 47.9% of WMB of R&D professionals. Support was found for a moderating effect of POJ on the relation between POS and WMB. In particular, distributional justice has an impair interaction effect on POS, procedure justice has an interference interaction effect on POS, and interactional justice has a reinforcement interaction effect on POS. We also find significant positive relation between WMB and work performance of employee. Of particular interest was the finding that basic personal trait of excellent R&D professionals who has strong specific work motivation include high personal mastery, strong drive to learn, and high job self-efficacy.
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