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.

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 article reviews research on the effects of reinforcement/reward on intrinsic motivation. The main meta-analysis included 96 experimental studies that used between-groups designs to compare rewarded subjects to nonrewarded controls on four measures of intrinsic motivation. Results indicate that, overall, reward does not decrease intrinsic motivation. When interaction effects are examined, findings show that verbal praise produces an increase in intrinsic motivation. The only negative effect appears when expected tangible rewards are given to individuals simply for doing a task. Under this condition, there is a minimal negative effect on intrinsic motivation as measured by time spent on task following the removal of reward. A second analysis was conducted on five studies that used within-subject designs to evaluate the effects of reinforcement on intrinsic motivation; results suggest that reinforcement does not harm an individual’s intrinsic motivation.

Reinforcement, Reward, and Intrinsic Motivation: A Meta-Analysis

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