Intrinsic motivation, external reward, and their effect on overall motivation and performance

Hendijani, Rosa; Bischak, Diane P.; Árvai, Joseph; Dugar, Subhasish

doi:10.1080/08959285.2016.1157595

Cited by 65 publications

(50 citation statements)

References 90 publications

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“…The result is also meaningful in that we suggested a way to reduce the negative effects of failure on pay-for-performance. While many studies tend to focus on the positive effects of reward [28][29][30][82][83][84], research on reducing negative effects of failure is also important, and few studies focus on reducing these negative effects [85,86].…”

Section: Discussionmentioning

confidence: 99%

Moderating Effects of the Timing of Reward Determination and Performance Standards between Rewards and Self-Efficacy for Sustainable Intrinsic Motivation

Park

Yang

2019

Sustainability

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The purpose of this study is to determine the moderating effects of the timing of reward determination and performance standards on the relationship between pay-for-performance and self-efficacy. It is an experimental study; the sample included 352 participants from Amazon Mechanical Turk, and an online experiment was conducted on an external website. The model was tested for mediation and moderation processes using regression analysis and analysis of variance (ANOVA). The results showed a mediating effect of self-efficacy between pay-for-performance and intrinsic motivation. A moderating effect of performance standards (absolute, relative, ambiguous) on the relationship between pay-for-performance and self-efficacy was also found. Moreover, performance standards were found to be more important moderators than the timing of reward determination. The theoretical contribution of this paper was to observe the concept of timing of reward determination and empirically validate self-determination theory. The results also infer that people measure their own efficacy or competence by comparing themselves with others more than with other performance standards. The use of absolute performance standards is recommended for sustainable self-efficacy and intrinsic motivation of employees. This study introduced the concept of the timing of reward determination (i.e., before or after completion of a performance-related task) and verified the moderating effect of performance standards.

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Section: Discussionmentioning

confidence: 99%

Moderating Effects of the Timing of Reward Determination and Performance Standards between Rewards and Self-Efficacy for Sustainable Intrinsic Motivation

Park

Yang

2019

Sustainability

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“…First, the 766 dominant account of the interaction between intrinsic and extrinsic motivation suggests 767 that extrinsic rewards actually reduce intrinsic motivation rather than amplifying it (Deci, 768 Richard, & Ryan, 1999). Although there is some work that suggests that intrinsic and 769 extrinsic motivation may be additive (Hendijani, Bischak, Arvai, & Dugar, 2016), this 770 work suggests that the two don't interact and are sub-additive. Second, we would also 771 expect that the level of explicit knowledge for implicit sequences would similarly be 772 associated with the magnitude of reward-related enhancement.…”

Section: Enhancement 624mentioning

confidence: 99%

Rewards interact with explicit knowledge to enhance skilled motor performance

Anderson

Adkins²,

Gary³

et al. 2019

Preprint

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1From typing on a keyboard to playing the piano, many everyday skills require the ability 2 to quickly and accurately perform sequential movements. It is well-known that the 3 availability of rewards lead to increases in motivational vigor whereby people enhance 4 both the speed and force of their movements. However, in the context of motor skills, it 5 is unclear whether rewards also lead to more effective motor planning and action 6 selection. Here, we trained human participants to perform four separate sequences in a 7 skilled motor sequencing task. Two of these sequences were trained explicitly and 8 performed with pre-cues that allow for the preplanning of movements, while the other 9 two were trained implicitly. Immediately following the introduction of performance-10 contingent monetary incentives, participants improved their performance on all 11 sequences consistent with enhancements in motivational vigor. However, there was a 12 much larger performance boost for explicitly trained sequences. Furthermore, only on 13 explicit sequences was the size of this incentive-based enhancement correlated with the 14 amount of skill knowledge gained. We replicated these results in a second, pre-15 registered experiment with an independent sample. We conclude from these 16 experiments that rewards enhance both the pre-planning of movements as well as 17 motivational vigor. 18 19 20 21 Keywords 22Reward, sequence learning, motor learning, implicit, explicit, motor skills 23 24

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“…financial reward) contribute to performance. Similarly, a study by Hendijani et al (2016) demonstrated that a financial bonus as external factor and a personal interest as internal factor of motivation conjointly contribute to the motivation of study participants. To sum up, evidence indicates that external factors of motivation have to be considered conjointly with internal ones when understanding motivation-driven performance.…”

Section: Interaction Between Rewards As External and Needs As Internamentioning

confidence: 99%

How individual needs influence motivation effects: a neuroscientific study on McClelland’s need theory

2017

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Among frequently used motivation theories some are built on the premise of work happening in the 60s and 70s. Since work life has changed dramatically the question arises whether these theories are still valid. This study validates the longstanding need theory of McClelland (Am Psychol 40 (7): [812][813][814][815][816][817][818][819][820][821][822][823][824][825] 1985. doi:10.1037/ 0003-066X.40.7.812) using neuroscientific methods as a new lens of analysis. It neurally tests the assumptions that (1) heterogeneous rewards may result in similarly rewarding effects and (2) that these effects are enhanced if a reward closely matches an employee's need. Therefore, we conducted an fMRI-study (n = 44; 29$; M age = 25.00, SD age = 2.26) in which participants completed decision tasks before receiving the heterogeneous rewards high income, respectful leadership and a company car. Additionally, participants provided information on their need for achievement, affiliation and power. Results show that the heterogeneous types of rewards lead to overlapping neural activations in parts of the brain's reward circuitry, such as the putamen or caudate. Additionally, each of these rewards uniquely activates brain areas not stimulated by other reward types. A closer matching between the type of reward and the participants' individual needs results in stronger neural activations in the reward circuitry. These findings support and enhance key assumptions of need theory on a neural level and further promote a personality-based approach to work motivation. From a practical standpoint they suggest need-tailored reward systems for organizations and an increased use of rewards other than money.

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Intrinsic motivation, external reward, and their effect on overall motivation and performance

Cited by 65 publications

References 90 publications

Moderating Effects of the Timing of Reward Determination and Performance Standards between Rewards and Self-Efficacy for Sustainable Intrinsic Motivation

Moderating Effects of the Timing of Reward Determination and Performance Standards between Rewards and Self-Efficacy for Sustainable Intrinsic Motivation

Rewards interact with explicit knowledge to enhance skilled motor performance

How individual needs influence motivation effects: a neuroscientific study on McClelland’s need theory

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