Increasing global competition and new technological developments have fostered the need and possibilities to enhance organizational efficiency by increasingly outsource or automate routine tasks. These developments lead to increasingly complex settings. The increasing complexity of organizational processes and shifts in societal values to higher priorities of personal autonomy have led to issues in using classical control mechanisms such as output and behaviour controls, due to the declining measurability of outputs, increasing degree of knowledge required concerning the actual processes, and their limitation of personal autonomy. This paper extends knowledge about control by investigating the role of self-control as an alternative to classical control mechanisms. Particularly, we analyze how a reliance on shared values can be used for purposes of control, along with their motivational consequences. The results of a cross-sectional survey of 346 managers emphasize two methods of fostering intrinsic motivation: (1) employing self-control in the presence of shared values; and (2) combining output and behaviour control in the absence of shared values. This study contributes to the understanding of organizational controls by providing a contemporary concept of control relying on autonomy (i.e. self-control), first empirical evidence of shared values as an important antecedent, and by focusing on organizational controls as systems, thus considering their interactive motivational effects. Consequently, the results reveal that the simultaneous use of both output and behaviour control mechanisms can mitigate their particular disadvantages; while a mere reliance on output controls enhances extrinsic motivation and diminishes intrinsic motivation.

中文翻译：

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当代组织控制概念：对共享价值的依赖及其对动机的影响

日益激烈的全球竞争和新技术的发展，通过越来越多地外包或自动化日常任务来提高组织效率的需求和可能性。这些发展导致设置越来越复杂。组织过程的日益复杂和社会价值观向个人自主的更高优先权的转移，导致了使用经典控制机制（例如产出和行为控制）的问题，这是由于产出的可衡量性下降，对实际过程的了解程度提高，及其对个人自主权的限制。本文通过研究自我控制作为经典控制机制的替代品的作用来扩展有关控制的知识。尤其，我们分析了如何将对共享价值的依赖及其动机后果用于控制目的。对346位管理者进行的横断面调查结果强调了两种培养内在动力的方法：（1）在存在共享价值的情况下运用自我控制；（2）在没有共享价值的情况下将输出和行为控制结合起来。这项研究通过提供当代依赖自主性的控制概念（即自我控制），共享价值作为重要前提的第一项经验证据，以及着重于将组织控制作为系统来研究，从而有助于对组织控制的理解，从而将其视为交互作用。激励作用。所以，结果表明，同时使用输出和行为控制机制可以减轻它们的特殊缺点；而仅仅依靠输出控制会增强外部动机并减少内在动机。