Effects of Social Cues,Task Complexity,and Sex on Intrinsic Motivation and Task Perceptions: A Test of the Task-Instrumentality Hypothesis

This study investigated the interaction of task complexity, social cues, and sex on measures of intrinsic motivation and task perceptions. Social cues were in the form of co-worker statements regarding their preference for intrinsic or extrinsic task outcomes. It was predicted that to the extent the task was instrumental in meeting subjects' expectations (motivational orientation) evoked by the co-worker cue, higher levels of satisfaction, if not intrinsic motivation, would be present. This was called the task-instrumentality hypothesis. To assess sex effects related to the possibility that women may react differently to the task and co-worker cues, sex was included as a factor in the design. The design was a 2 (Cue: Intrinsic vs. Extrinsic) x 2 (Task: Simple vs. Complex) x 2 Sex: (Male vs. Female Subjects) factorial design. Subjects were 81 undergraduate students. The results indicate that for the behavioral measures of intrinsic motivation the instrumentality hypothesis was supported for men only, as evidenced by a significant three-way interaction. In addition, exploratory analyses were also conducted. The results are discussed from a motivational-orientations perspective.     

The effect of earlier experience and reward contingencies on intrinsic motivation

The effects of task-contingent and performance-contingent extrinsic rewards upon subsequent intrinsic motivation are compared. Intrinsic motivation is measured by behavioral observation in a free time period and by rating scales. The results show, as expected, a higher rating of intrinsic motivation in the performance-contingent reward condition. The study further compares strength of intrinsic motivation in one- and two-session conditions. As hypothesized, a two-session condition, in which the subjects have a preexperience with the task without reward administration, leads to a higher rating of intrinsic motivation than a one-session condition without such a preexperience. The behavioral measure of intrinsic motivation is not significantly affected by the conditions. A post hoc analysis of the data indicates that there may be a different effect of extrinsic rewards on behavioral measures and on rating scale measures of intrinsic motivation.     

Effect of Reward Contingency on Intrinsic Motivation

The effects of type of task and type of reward contingency on intrinsic motivation for subsequent task performance were investigated. The sample consisted of 50 young Indian adults. The results showed a significantly greater amount of free choice time spent on a heuristic task rather than an algorithmic task. The verbal measures of intrinsic motivation yielded a significant effect of reward contingency with greater intrinsic motivation under performance-contingent reward, followed by task-contingent and no-reward conditions, respectively. The results support self-determination and competence processes as important mediators of intrinsic motivation.     

Incremental effects of reward on creativity

The authors examined 2 ways reward might increase creativity. First, reward contingent on creativity might increase extrinsic motivation. Studies 1 and 2 found that repeatedly giving preadolescent students reward for creative performance in 1 task increased their creativity in subsequent tasks. Study 3 reported that reward promised for creativity increased college students' creative task performance. Second, expected reward for high performance might increase creativity by enhancing perceived self-determination and, therefore, intrinsic task interest. Study 4 found that employees' intrinsic job interest mediated a positive relationship between expected reward for high performance and creative suggestions offered at work. Study 5 found that employees' perceived self-determination mediated a positive relationship between expected reward for high performance and the creativity of anonymous suggestions for helping the organization.     

The effects of “intrinsic” and “extrinsic” reinforcement contingencies on task behavior

In spite of a substantial number of observations to the contrary, some behavioral scientists have concluded that salient extrinsic reinforcers not only do not maintain or support task behavior, they decrease or extinguish it by somehow destroying or impairing “intrinsic motivation.” In this study it was once again demonstrated that when behavior is sustained in a task setting in the apparent absence of salient extrinsic reinforcers, quite subtle but nevertheless palpable response-produced stimulus changes are found to be involved. Moreover, when a signaled extrinsic monetary reinforcement contingency was applied, it not only did not impair the effects of the intrinsic reinforcers, it produced a significant increase in task performance during the time the extrinsic reinforcement contingency prevailed, and it did not produce a decrement in self-reports of task attractiveness nor in performance during a discretionary period in which the contingency had been deliberately withdrawn. We conclude that there is little reason to believe that the design and implementation of effective extrinsic reinforcement contingencies will destroy one's pride in one's work, the intrinsic worth or meaningfulness of the job, or one's “intrinsic motivation” to perform it.     

Using stress and resource theories to examine the incentive effects of a performance-based extrinsic reward

We expected a positive boosting effect of a performance-based extrinsic reward on motivation and performance for those with higher control-related resources (i.e., perceived task control and trait self-control) and a positive compensating effect for those who lacked these resources. Study 1 supported compensation. Those with lower resources experienced a beneficial effect of reward on motivation and performance (i.e., compared to no reward). In Study 2, coping was examined as a mechanism. Again, reward compensated for lower resources, enhancing motivation, and performance due to enhanced coping. For those with higher resources, reward boosted motivation and performance due to coping. Thus, the interactive effects of reward and resources are paradoxical: higher resources can maximize the utility of a reward, but reward can also compensate for low resources.     

The Effects of Self-Esteem,Task Label,and Performance Feedback on Task Liking and Intrinsic Motivation

Abstract

American undergraduate students' task liking and intrinsic motivation were examined using 2 × 2 × 2 (Self-Esteem × Task Label × Feedback) analyses of variance. Identical tasks were labeled as either difficult or easy, and bogus performance feedback was given randomly to each subject. For subjects with high self-esteem, feedback had strong impact on their liking of a difficult task, whereas for those with low self-esteem, feedback had strong impact on liking of an easy task. After positive feedback for performing a difficult task, subjects with high self-esteem increased task liking, whereas those with low self-esteem decreased task liking. Subjects also showed higher intrinsic motivation after positive feedback than after negative feedback.     

Task Enjoyment: A Mediator Between Achievement Motives and Performance

Task enjoyment is an important component in social cognitive theories of achievement motivation and intrinsic motivation. Combining these theories with the classic achievement-motivation theory we predicted that task enjoyment and its facilitating behavioral manifestations are associated with an approach-oriented achievement motive and only when individuals anticipate forthcoming competence feedback. In the present study we regarded task enjoyment as a mediator between the achievement motive and performance. First, a two-way ANOVA design was adopted. Success-motivated individuals performed better in a reaction task than failure-motivated individuals, and they reported more task enjoyment during performance. This relationship was not dependent on whether competence information had been announced or not. Second, path analyses showed as expected that the relationship between achievement motivation and performance was mediated by task enjoyment. This mediation was observed only under the condition that individuals expected competence feedback. These results were discussed considering current theories of achievement motivation and intrinsic motivation. It is shown that the findings enrich the related nomological networks in some important ways.     

Different ways to get the job done: comparing the effects of intellectual stimulation and contingent reward leadership on task‐related outcomes

Two experiments were conducted to compare the effects of intellectual stimulation and contingent reward leadership on performance, task enjoyment, and extra effort. Participants (N = 78 and N = 158) viewed one of three videos and performed an in‐basket exercise. Several interesting differences emerged. Across both studies, participants in the control and contingent reward leadership conditions generated more ideas than their counterparts in the intellectual stimulation condition. Additionally, participants reported more willingness to exert extra effort when the leader was either intellectually stimulating or emphasized contingent reward leadership, as compared to the control condition. Finally, while task enjoyment was higher in the contingent reward leadership condition than in the control condition in Study 1, no significant differences emerged among conditions for enjoyment in Study 2.     

The effects of reward and perception of competency upon intrinsic motivation

The effects of contingent and noncontingent reward upon subsequent performance on a decoding task were compared. The results indicated that reward had an overall detrimental effect. There was some evidence that contingent reward was more detrimental than noncontingent reward. The informational aspect of the reward was also varied. Subjects were made to feel either more competent than, equal to, or less competent than the average student. The competency manipulation did not affect subsequent performance. It did affect subjects' willingness to participate in a similar experiment in the future.     

The effects of extrinsic incentive on some qualitative aspects of task performance1

Thirty two subjects of high school age were tested under two experimental conditions on a variety of tasks. Subjects in the extrinsic-incentive condition were promised a reward for their participation in the experiment No mention of reward was made in the no-incentive condition. Consistent with die experimental hypothesis, it was found that subjects in the latter as opposed to the former condition exhibited superiority in creativity of performance and task recall. In addition, they manifested a stronger Zeigarnik effect, and reported greater enjoyment of the experiment The data were discussed in reference to the idea that the degree of intrinsic motivation for a task is determined by the actor's self-attributed cause for its performance     

Motivational determinants of coalition formation

Coalition preferences of 300 male and female subjects were ascertained under varying motivational conditions. Two of the experimental conditions repeated the typical three-person coalition paradigm, with a monetary reward (extrinsic motivation) offered for the winning of a luck-determined game. In a third condition, skill rather than luck influenced the outcome and no monetary reward was given for winning (intrinsic motivation). Two additional conditions examined coalition preferences in a mixed-motive situation, with either a small or a large monetary reward offered for winning a skill-related game. In the extrinsic motivation condition, the low and the medium resource persons typically desired to coalesce, contrary to the wishes of the excluded, high resource player. In contrast, the coalition between the low and the medium resource persons also was preferred by the high resource player in the intrinsic motivation condition. Coalition conflict was intermediate in the mixed-motive conditions. In sum, it was demonstrated that coalition formation and interpersonal conflict are dependent upon the motivational determinants of group activity.     

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

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.     

内外动机对青少年记忆的影响及其神经机制

动机是一切行为的核心, 动机可分为外在和内在动机。青少年时期既是记忆的关键期, 也是动机发展的特殊时期。然而, 目前关于内外动机影响青少年记忆的研究才刚刚起步, 尚不清楚外在和内在动机影响青少年记忆的规律和机制是否一致, 也不清楚二者如何交互影响记忆。本研究将结合认知范式和脑成像技术, 考察外在和内在动机如何分别影响以及交互影响青少年记忆。这将有助于更加全面、深刻理解内外动机影响青少年记忆的独特规律和机制, 为科学提升青少年动机和记忆效果提供研究证据。     

The motivations of adolescents who are addicted to online games: a cognitive perspective

This research explored, from the perspective of cognitive theory, the psychological motivations of Taiwanese adolescents who are addicted to online games. Study 1 focused on the differential motivations between the addicts and nonaddicts. The findings revealed that the addicts exhibited higher intrinsic than extrinsic motivation, whereas the nonaddicts showed an opposite relationship. The intrinsic motivation of the addicts was also higher than the nonaddicts. The results imply that intrinsic motivation plays a crucial role in gaming addiction. Study 2 was conducted to examine whether four factors that moderate the detrimental effect of extrinsic motivators on intrinsic motivation would function as predicted. Results indicated that extrinsic rewards would undermine intrinsic motivation when they were high expectancy, high relevance, tangible, and noncontingent. Thus, players' intrinsic motivation would be higher when extrinsic rewards were low expectancy, low relevance, intangible, and contingent. This article provides insights into the differential motivations of the addicted players and how to employ intrinsic motivators to affect their intrinsic motivation.     

On how task-contingent rewards,individual differences in causality orientations,and imagery abilities are related to intrinsic motivation and performance

This study explored how causality orientations, individual differences in imagery, and reward contingency are related to performance and intrinsic motivation. Cognitive evaluation theory, as applied to both causality orientation and reward contingency, was used to make predictions about the effects of internal or external events perceived as being autonomy supportive or controlling. In the light of the fact that task-contingent rewards must be salient to undermine intrinsic motivation and performance, one can suppose that high imagery may increase the controlling aspects of task-contingent rewards. Moreover, research now indicates that vegetative activation correlates with levels of imagined effort, and that high imagery capabilities enhance performance in motor skills. The main purpose of this study was to contribute some arguments for imagery and reward interaction effects on intrinsic motivation and performance. As predicted, autonomy-oriented subjects reported more interest and intrinsic motivation, and exhibited better performance than did control-oriented individuals. Similar differences were observed in favour of high-imagery individuals. Moreover, the effects of imagery were not only subject to an interaction between imagery and causality orientation, but also between imagery and reward contingency. The links between these variables are discussed in the framework of both Carver and Scheier's (1981) motivational control theory, and Deci and Ryan's (1985a) cognitive evaluation theory. © 1998 John Wiley & Sons, Ltd.     

The effects of intrinsic and extrinsic sources of motivation on well-being depend on time of day: The moderating effects of workday accumulation

Using self-determination theory and research on temporal aspects of work (e.g., time of day), this study investigates dynamic effects of task-specific motivation on well-being throughout the workday. We argue that the effects of task-specific intrinsic and extrinsic motivations on well-being outcomes (psychological vitality, job satisfaction) depend on the time of day in which the task is encountered, referred to here as workday accumulation. Our results showed that time of day interacted with intrinsic sources of motivation to predict job satisfaction, such that the relation was strong and positive early in the day and weak and positive later in the day. Time of day did not moderate the relationship of intrinsic task motivation with vitality, which was consistently positive throughout the day. The effects of extrinsic reasons for task pursuit on satisfaction and vitality were moderated by time of day, with extrinsic motivation having positive effects early in the day, but negative effects later in the day.     

LMX and Subordinate Performance: The Moderating Effects of Task Characteristics

Role conflict, role ambiguity, and intrinsic task satisfaction are found to moderate the relationship between leader–member exchange (LMX) and subordinate performance. Data from a field study of 146 supervisor–subordinate dyads indicate low conflict, high ambiguity, and high intrinsic satisfaction enhance the link between LMX and performance. Neutralizing effects are found when ambiguity and intrinsic satisfaction are low. High conflict appears to have a constraining effect, whereby the connection between LMX and performance is reduced but not neutralized. Results from the study call attention to the theoretical and practical benefits of examining the LMX/performance link from a contingency perspective, and offer a viable, albeit tentative, explanation for inconsistent findings reported in earlier studies.