A meta-analysis of 128 studies examined the effects of extrinsic rewards on intrinsic motivation. As predicted, engagement-contingent, completion-contingent, and performance-contingent rewards significantly undermined free-choice intrinsic motivation (d = -0.40, -0.36, and -0.28, respectively), as did all rewards, all tangible rewards, and all expected rewards. Engagement-contingent and completion-contingent rewards also significantly undermined self-reported interest (d = -0.15, and -0.17), as did all tangible rewards and all expected rewards. Positive feedback enhanced both free-choice behavior (d = 0.33) and self-reported interest (d = 0.31). Tangible rewards tended to be more detrimental for children than college students, and verbal rewards tended to be less enhancing for children than college students. The authors review 4 previous meta-analyses of this literature and detail how this study's methods, analyses, and results differed from the previous ones.

A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation.

https://depts.washington.edu/techdocs/papers/deciExtrinsicRewardsAndIntrinsicMotivation99.pdf

Psychological Bulletin A Meta-Analytic Review of Experiments Examining the Effects of Extrinsic Rewards on Intrinsic Motivation

This article outlines a social information processing approach to explain job attitudes. In comparison with need-satisfaction and expectancy models to job attitudes and motivation, the social information processing perspective emphasizes the effects of context and the consequences of past choices, rather than individual predispositions and rational decision-making processes. When an individual develops statements about attitude or needs, he or she uses social information--information about past behavior and about what others think. The process of attributing attitudes or needs from behavior is itself affected by commitment processes, by the saliency and relevance of information, and by the need to develop socially acceptable and legitimate rationalizations for actions. Both attitudes and need statements, as well as characterizations of jobs, are affected by informational social influence. The implications of the social information processing perspective for organization development efforts and programs of job redesign are discussed.

A social information processing approach to job attitudes and task design.

A new measure of motivation toward sport has been developed in French, namely the Echelle de Motivation vis-a-vis les Sports. Two studies were conducted to translate and validate this new measure in English. The Sport Motivation Scale (SMS) consists of seven subscales that measure three types of Intrinsic Motivation (IM; IM to Know, IM to Accomplish Things, and IM to Experience Stimulation), three forms of regulation for Extrinsic Motivation (Identified, Introjected, and External), and Amotivation. The first study confirmed the factor structure of the scale and revealed a satisfactory level of internal consistency. Correlations among the subscales revealed a simplex pattern confirming the self-determination continuum and the construct validity of the scale. Gender differences were similar to those obtained with the French-Canadian version. The more self-determined forms of motivation were associated with more positive responses on related consequences. In a second study, the SMS was administered on two oc...

Toward a New Measure of Intrinsic Motivation, Extrinsic Motivation, and Amotivation in Sports: The Sport Motivation Scale (SMS)

Publisher Summary The chapter discusses the empirical exploration of intrinsic motivational processes. Intrinsically motivated behaviors, motivated by the underlying need for competence and self-determination, are investigated in a variety of ways at the physiological, psychological, and operational levels. One of the two general approaches; the incongruity theories and the competence and/or self-determination theories generally guides those focused on the psychological level. The chapter presents the performance-contingent rewards that actually enhance intrinsic motivation when administered in a way that places emphasis on effective performance rather than on reward acquisition. The research literature that explored the nature of intrinsic motivation and the effects of rewards and controls on intrinsic motivation highly support the competence and self-determination formulation of intrinsic motivation and also the propositions of cognitive evaluation theory. The results of individual studies provided the basis for greater understanding of the phenomena and greater specificity of the theory. Understanding of motivational processes is critical for explicating and predicting human behavior as well as a variety of interrelated beliefs, attitudes, and affects, the complex referred to as motivational subsystems. The chapter also describes a field study conducted in the fourth, fifth, and sixth grades of four elementary schools.

The Empirical Exploration of Intrinsic Motivational Processes

This report contains three (conceptual) replications of an experiment designed to test the relation between the magnitude of task intrinsic rewards and the degree of intrinsic and extrinsic motivation toward the task. Based on an attributional analysis of task motivation, it was hypothesized that (a) the degree of intrinsic motivation will vary as a positive function and (b) the degree of extrinsic motivation, as a negative function of task-intrinsi c rewards. Both predictions were supported within each of the separate replications. The discussion considered the theoretical and the practical significance of the findings.

Effect of task-intrinsic rewards upon extrinsic and intrinsic motivation.

Subjects performed a task in return for monetary payment. In one experimental condition, the subject's pay was contingent on his working at the task for at least the time specified, in another condition, the pay was contingent on the subject's completion of at least the specified output standard; in a third condition, the amount of pay was contingent on the quantity of output. It was found that subjects in the time-contingent condition adhered most closely to the task's time specification, subjects in the standard-contingent condition adhered most closely to the standard specification, and subjects in the output-contingent condition produced the highest quantities of output. The results are discussed in reference to the idea that extrinsically motivated workers act in accordance with a “minimax” strategy: They attempt to perform the bare minimum of work sufficient for the achievement of maximal rewards.

Contingencies of Exogenous Reward and Task Performance: On the “Minimax” Strategy in instrumental Behavior1

This article contains two conceptual replications of an experiment designed to test the hypothesis that when monetary payments are inherent to the task's content their presence (vs. absence) increases intrinsic motivation, whereas when they constitute the task's exogenous consequence their presence (vs. absence) decreases intrinsic motivation toward the task. The data of both experiments strongly supported the research hypothesis. The findings were interpreted as consistent with the assumption that intrinsic motivation ensues whenever the actor causally attributes his performance of the task to the task's content and inconsistent with the proposal that intrinsic motivation be identified with internal (or self-) attributions and extrinsic motivation with attributions to the external environment.

Can money enhance intrinsic motivation? A test of the content-consequence hypothesis.

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Papers

Effect of task-intrinsic rewards upon extrinsic and intrinsic motivation.

Contingencies of Exogenous Reward and Task Performance: On the “Minimax” Strategy in instrumental Behavior1

Can money enhance intrinsic motivation? A test of the content-consequence hypothesis.