| 摘要 | 第1-5页 |
| ABSTRACT | 第5-6页 |
| TABLE OF CONTENTS | 第6-9页 |
| LIST OF TABLES, FIGURES AND GRAPHS | 第9-10页 |
| LIST OF ABBREVIATIONS AND ACRONYMS | 第10-11页 |
| CHAPTER 1 INTRODUCTION | 第11-15页 |
| ·Statement of the problem | 第12-13页 |
| ·Aims of the study | 第13页 |
| ·Research questions | 第13页 |
| ·Research Hypothesis | 第13-14页 |
| ·Limitations of the study | 第14页 |
| ·Justification of the study | 第14页 |
| ·Organization of the study | 第14-15页 |
| CHAPTER 2 THEORETICAL FRAMEWORK AND METHODOLOGY | 第15-36页 |
| ·Basic Concepts | 第16-23页 |
| ·Motivation | 第16-20页 |
| ·Motivation at work | 第16-18页 |
| ·Intrinsic and Extrinsic Motivation | 第18-20页 |
| ·Ways of motivation | 第20-21页 |
| ·Rewards, Incentives and Recognition | 第20页 |
| ·Working conditions | 第20-21页 |
| ·Motivation in public sector | 第21-23页 |
| ·Theories of motivation | 第23-33页 |
| ·Maslow’s Hierarchy of needs Theory | 第23-25页 |
| ·Existence, Relatedness and Growth (ERG) Theory | 第25-26页 |
| ·McClelland’s Learned needs Theory | 第26-27页 |
| ·Frederick Herzberg’s Motivation-Hygiene Theory | 第27-28页 |
| ·Edwin Locke’s Goal-Setting Theory | 第28-30页 |
| ·Skinner’s Reinforcement Theory | 第30-32页 |
| ·Adam’s Equity Theory | 第32页 |
| ·Taylorism Theory of Frederick Winslow Taylor | 第32-33页 |
| ·Methodology | 第33-34页 |
| ·Research design | 第33页 |
| ·Participants | 第33页 |
| ·Data collection | 第33页 |
| ·Questionnaire design | 第33-34页 |
| ·Test of Hypothesis | 第34-36页 |
| ·Hypothesis One (H1) | 第34页 |
| ·Hypothesis Two (H2) | 第34-36页 |
| CHAPTER 3 THE STATUS OFEMPLOYEE’S MOTIVATION IN THE MFB | 第36-55页 |
| ·General statute of civil servants in Madagascar | 第37-41页 |
| ·General information | 第37页 |
| ·Rights and obligations of civil servants | 第37-38页 |
| ·Recruitment | 第38页 |
| ·Vocational training | 第38-39页 |
| ·Compensation and benefits | 第39页 |
| ·Reward and discipline | 第39-40页 |
| ·Regulatory position | 第40页 |
| ·Remuneration | 第40页 |
| ·Termination of service | 第40-41页 |
| ·Organization and management in the MFB | 第41-52页 |
| ·Role and functions of the MFB | 第41-43页 |
| ·Role and functions of the Human Resources Department in the MFB | 第43页 |
| ·Employees’level of satisfaction in the MFB | 第43-47页 |
| ·Employees’level of satisfaction | 第43-46页 |
| ·Factors of motivation and Causes of the lack of motivation in the MFB | 第46-47页 |
| ·The most valued incentives | 第47-52页 |
| ·Evaluations of current Motivation’s strategies for the MFB | 第52-55页 |
| ·Advantages of motivation strategies for the MFB | 第53-54页 |
| ·Disadvantages and costs of motivation strategies for the MFB | 第54-55页 |
| CHAPTER 4 STRATEGIES TO MOTIVATE EMPLOYEES IN THE MFB | 第55-61页 |
| ·Strategies at whole system and policy level | 第56-60页 |
| ·Motivation by management methods | 第56-58页 |
| ·A clear and transparent internal communication | 第56页 |
| ·Recognition | 第56-57页 |
| ·Training | 第57-58页 |
| ·Motivation by remuneration conditions | 第58页 |
| ·Motivation by working conditions | 第58-59页 |
| ·A good quality of social climate | 第58-59页 |
| ·Usability at work | 第59页 |
| ·Benefits, costs and disadvantages of strategies | 第59-60页 |
| ·Several measures needed to be implemented | 第60-61页 |
| CHAPTER 5 CONCLUSION AND RECOMMENDATIONS | 第61-64页 |
| ·Conclusion | 第62页 |
| ·Recommendations | 第62-64页 |
| ·Recommendations for the government and for the MFB National level | 第62-63页 |
| ·Recommendations for policy makers | 第63-64页 |
| REFERENCES | 第64-67页 |
