| After Reform and Opening-up, the values base on market economy become more and more popular in China. Most of employers use the extrinsic factors as their main approach for the employee motivation, just like salary and bonus. However, the people cost is one of very important elements of total operation cost, any increment of this part will definitely reduce the profit. During the financial crisis, so many companies couldn't meet their employees' expectation for salary increasing, more and more managers realize the extrinsic motivation could only influence short term, but the intrinsic motivation should be the key driver of employees'long term passion and morale.Intrinsic motivation means people doing the work don't reply on extrinsic factors but base on their satisfaction of intrest, involvement, enjoyment, challenging etc. There are so many cases show that intrinsic factors could predict very well of employees'emotion, performance, loyalty, satisfaction, psychology etc.The main purpose of this research is to study the mechanism of the job characteristics acting on the intrinsic motivation and employees'engagement. The contents of the research includes four parts:the structure of job characteristics, basic psychological needs and engagement, the individual differences on the variables, the effects of job characteristics on dependent variables and the mediation of basic psychological needs.Research hypotheses are proposed base on the job characteristic model, the self-determination theory, the job demand-resource model and the motivational sequence model.346 employees in enterprises and government departments or institutions are investigated through questionnaire. Some hypotheses are supported by research data and get the conclusions as below:First of all, the structure of job characteristics and basic psychological needs are similar as previous study. But the structure of engagement in the research is two-dimension scale vs original three. After explorer factor analysis, dedication and vigor are significant and independent, but absorption not. Confirmatory factor analysis shows that two-dimension structure is better than three-dimension structure.Secondly, during the independent sample T-test and one-way ANOVA, the research finds that there're significant differences on variables by gender, age, working years, organizations types, duty and education. These differences prove the individuality of intrinsic motivation.Thirdly, base on the multiple linear regression, the research test the positive impact of four core job dimensions and two organizational personal support factors on intrinsic motivation, psychological needs and engagement. The autonomy, relatedness and competence play mediation role in this process independently.Last but not the least, base on the structural equation model, the research finds latent variables ---the core job dimensions and personal supporting in the organization influence intrinsic motivation directly but employees'engagement indirectly. In the latter process, the basic psychological needs latent variable plays a totaly mediation role. Then the research considers the whole motivation process comprehensively, find the intrinsic motivation has a directly positive effect to engagement, at the same time the basic psychological needs latent variable also has that effect to engagement. So the intrinsic motivation is partly mediation variable to the engagement. On top of these finding, the research shows that the job autonomy explains most variance of core job characteristics latent variable, and the autonomy need explains most variance of basic psychological needs latent variable.The conclusions of this dissertation have some theoretical contributions and also have practical significance. The research also shares some suggestions just like the job redesign, paying more attention to job autonomy et al. Finally, the limitation of the research and suggestions for future research are put forward.
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