This study examines the relationships among motivating language, intrinsic motivation, supervisory effectiveness, job performance, and organizational citizenship behavior. It compares the effects of motivating language across different organizational categories. Of the 500 questionnaires that were distributed, 277 were found to be usable (161 for the airline organization and 116 for the army organization). The findings of the study contribute to the literature on human resource management, communication, leadership, and organizational behavior by showing the effects of motivating language on supervisory effectiveness and organizational citizenship behavior, as well as by identifying the mediators of intrinsic motivation. However, the study offers no evidence that motivating language has an effect on job performance. The study also notes that, regardless of whether a person is in an army or airline organization, motivating language can produce the same result and does not vary much across cultures.

这项研究考察了激励语言，内在动机，监督有效性，工作绩效和组织公民行为之间的关系。它比较了在不同组织类别中激发语言的效果。在分发的500份问卷中，发现有277份可用（航空公司组织161份，军队组织116份）。该研究的结果通过显示激励语言对监督有效性和组织公民行为的影响，以及通过识别内在动机的中介，为有关人力资源管理，沟通，领导和组织行为的文献做出了贡献。但是，该研究没有提供证据表明激励语言会影响工作绩效。研究还指出，