A study named desire: Local focus increases approach motivation for desserts

When we desire something, our approach motivation is high. Recent research shows affective states high in approach motivation cause attentional narrowing (localization) (e.g.; Gable and Harmon-Jones in Psychological Science 19:476–482, 2008; Juergensen and Demaree in Motivation and Emotion 39:580–588, 2015). Does the reciprocal relationship exist? That is, when our attention is narrowed, does our motivation to approach something desirable increase? To test this, we primed participants with either global or local attentional focus before viewing images of desirable items (e.g., desserts) or neutral items (e.g., furniture). Relative to participants primed with global attentional focus, participants primed with local attentional focus demonstrated greater approach motivation to desirable desserts compared to neutral items on an Approach Avoidance Task. Despite greater approach motivation for desserts, participants with localized attention did not subjectively rate desserts as more desirable than participants with global attention. These results suggest that increased approach motivation following local priming is evidenced at an implicit level only: participants appear to be unaware of appetitive images’ increased desirability.     

The desire to win: The effects of competitive arousal on motivation and behavior

The paper theoretically elaborates and empirically investigates the “competitive arousal” model of decision making, which argues that elements of the strategic environment (e.g., head-to-head rivalry and time pressure) can fuel competitive motivations and behavior. Study 1 measures real-time motivations of online auction bidders and finds that the “desire to win” (even when winning is costly and will provide no strategic upside) is heightened when rivalry and time pressure coincide. Study 2 is a field experiment which alters the text of email alerts sent to bidders who have been outbid; the text makes competitive (vs. non-competitive) motivations salient. Making the desire to win salient triggers additional bidding, but only when rivalry and time pressure coincide. Study 3, a laboratory study, demonstrates that the desire to win mediates the effect of rivalry and time pressure on over-bidding.     

The desire to be remembered: A review and analysis of legacy motivations and behaviors

The psychological motivations and mechanisms underlying a desire to be remembered after death is an understudied area in the social sciences. While previous research has indirectly investigated the pursuit of legacy as a means of coping with death anxiety, little attention has been paid to other potential factors involved in the appeal of leaving an individualistic (usually positive) mark in society that will outlive the self. In the present paper, we broaden the theoretical examination of the human drive for legacy, considering proximate motivations (e.g., alleviating death anxiety, concluding one's “life story” well, etc.) and ultimate causes (i.e., the direct or indirect reproductive effects that post-mortem reputations confer to surviving relatives). Additionally, we consider cognitive factors related to afterlife beliefs and perceptions of post-mortem consciousness, and their potential role in legacy-related desires. We conclude by discussing areas for further empirical investigations of the legacy drive.     

Bending perception to desire: Effects of task demands,motivation, and cognitive resources

Determinants of motivated judgments were examined in this research. Three experiments investigated how dominant motivation, biasing difficulty and mental resources combine to produce motivationally congruent judgments. Studies 1 and 2 showed that where a biasing motivation is dominant the presence of resources can augment a motivational bias in judgment. Study 3 replicated that result and showed that resources contribute to the formation of biased judgments only where biasing is difficult to accomplish, but not where it is relatively easy to accomplish. In addition, Study 3 showed that where the accuracy motivation is dominant and biasing is the easy default, unbiased judgments will occur only in the presence (vs. absence) of resources. In contrast, where unbiased judgments are easy to come by, such judgments occur irrespective of resources.     

Mastery motivation in boys and girls: The role of intrinsic versus extrinsic motivation

This research tested the hypothesis that the importance of adult approval and feedback for females relative to males would render girls of elementary school age more likely to develop an extrinsic orientation in comparison to boys. Using S. Harter's Scale of Intrinsic versus Extrinsic Motivation [(1981), “A New Self-Report Scale of Intrinsic Versus Extrinsic Motivational Orientation in the Classroom: Motivational and Informational Components,” Developmental Psychology Vol. 17, pp. 300–312], the data supported this hypothesis. Because of the assumed differential importance of controlling feedback from adults for females relative to males, a second study examined girls' and boys' preference for challenge as a function of adult controlling feedback and children's motivational orientation. The pattern of data supported the hypothesis that girls relative to boys show differential preferences for challenge, depending on the presence of type of adult feedback and motivational orientation in girls.     

Changing interests: A longitudinal study of intrinsic motivation for personally salient activities

The present longitudinal study extends the findings of earlier cross-sectional studies (Waterman, Schwartz, Green, Miller, & Philip, 2003) on the subjective experience of intrinsic motivation. University students generated lists of personally salient (identity-related) activities at the beginning of an academic semester and were asked to evaluate these activities at three points during the semester. Drawing on theories of intrinsic motivation, three subjective indices of intrinsic motivation (interest, flow experiences, and feelings of personal expressiveness) and three theoretically derived predictor variables (self-determination, the balance of challenges and skills, and self-realization values) were used in the present study. Cross-sectional relationships between the predictors and subjective experience indices at each timepoint replicated those observed in previous research. Hierarchical linear modeling was used to demonstrate that, as hypothesized, increases or decreases in the predictor variables between timepoints were associated with corresponding increases or decreases in the subjective experience indices. Implications for the study of intrinsic motivation are discussed.     

表扬对儿童内在动机影响的元分析

以儿童为被试群体,运用元分析的方法对表扬和内在动机的关系进行探讨。通过中英文献检索,共有16篇文献30个独立样本符合元分析标准(N=2339)。元分析的结果表明,表扬与动机、坚持性和自我评价成分皆呈现正向中等效应量,表扬对儿童内在动机具有促进作用。调节效应检验发现,年龄对表扬-坚持性和表扬-自我评价成分不具有显著调节作用,性别(男生比)对表扬-坚持性和表扬-自我评价成分不具有显著调节作用,文化背景对表扬-坚持性具有更显著的预测性,表现为西方文化背景下高于东方。     

Profiles of intrinsic and extrinsic motivations: A person-centered approach to motivation and achievement in middle school

The present study was designed to identify and evaluate naturally-occurring combinations of intrinsic and extrinsic motivations. Cluster analysis revealed four distinct motivational profiles based on a sample of middle-school students (N = 343): those with high levels of both intrinsic and extrinsic motivations (high quantity), low levels of both types of motivation (low quantity), high intrinsic coupled with low extrinsic motivation (good quality) and low intrinsic coupled with high extrinsic motivation (poor quality). Across two time points, students in the good quality cluster received higher grades than their peers in other clusters with poorer quality motivation, even if that motivation was present in high quantities. An examination of shifts in motivational profiles over the course of a school year revealed an intriguing balance of stability and change. Consistent with variable-centered research, movement tended to be away from the good quality and high quantity clusters and toward the poor quality and low quantity clusters.     

Achievement goals and intrinsic motivation: Their relation and their role in adaptive motivation

In this article, the relation between research emerging from the goals approach to motivation and research emerging from the intrinsic motivation approach is examined. A review of relevant research suggests that factors promoting learning goals (emphasizing the development of competencies) are associated with enhanced intrinsic motivation, and that factors promoting performance goals (emphasizing the evaluation of competence) are associated with diminished intrinsic motivation. It is also suggested that important aspects of the goals approach are often incorporated into conceptions and measures of intrinsic motivation. Finally, a framework is presented in which adaptive motivation is described in terms of the coordination of achievement goals and intrinsic motivation.     

Toward a tripartite model of intrinsic motivation

Intrinsic motivation (IM) refers to engaging in an activity for the pleasure inherent in the activity. The present article presents a tripartite model of IM consisting of IM to know (i.e., engaging in an activity to experience pleasure while learning and trying to understand something new), IM toward accomplishment (i.e., engaging in an activity for the pleasure experienced when attempting task mastery), and IM to experience stimulation (i.e., engaging in an activity for feelings of sensory pleasure). The tripartite model of IM posits that each type of IM can result from task, situational, and personality determinants and can lead to specific types of cognitive, affective, and behavioral outcomes. The purpose of this research was to test some predictions derived from this model. Across 4 studies (Study 1: N = 331; Study 2: N = 113; Study 3: N = 58; Study 4: N = 135), the 3 types of IM as well as potential determinants and consequences were assessed. Results revealed that experiencing one type of IM over the others depends in part on people's personality styles. Also, each type of IM was found to predict specific outcomes (i.e., affective states and behavioral choices). The implications of the tripartite model of IM for motivation research are discussed.     

Towards a neo-configurational theory of intrinsic motivation

Motivation and Emotion - This research seeks to improve our understanding of how intrinsic motivation is instantiated. Three motivation theories, flow theory, self-determination theory, and...     

Self-esteem and responses to success and failure: Subsequent performance and intrinsic motivation

A model is proposed in which the goal of people with high self-esteem is to cultivate personal strengths in order to excel, whereas the goal of people with low self-esteem is to remedy personal deficiencies in order to become adequate In two experiments, subjects received initial outcome feedback of either success, humiliating failure (internal attribution), or failure that allowed face-saving (external attribution) Experiment 1 then measured subjects intrinsic motivation to pursue the task during free-choice time Subjects with high self-esteem had the highest intrinsic motivation after success Subjects with low self-esteem had the highest intrinsic motivation after the humiliating failure Experiment 2 required a second performance on a similar task Performance results were consistent with the intrinsic motivation results of Experiment 1, with one exception High self-esteem subjects were sensitive to the different failure treatments, performing well after humiliation but poorly after face-saving Subjects with low self-esteem performed the same in both failure conditions The relation of the present model and results to previous work is discussed     

Temporal stability of the intrinsic motivation inventory

To examine the temporal stability of the Intrinsic Motivation Inventory a Greek version was administered to 144 undergraduate students after an endurance field test. The same procedure was repeated one week later. Factor analysis followed by varimax rotation showed that three factors (Perceived Competence, Interest/enjoyment, and Effort/importance) explained 65.26% of the total variance. Computed intraclass correlation coefficients (ICC) were .61 for the Perceived Competence subscale, .86 for the Interest/enjoyment, .60 for the Effort/importance, and .70 for the overall scale. The results, however, were modified when the sample was divided in two groups. The first represented small changes in perceived competence between the first and the second measurement, while the second one represented large changes between the two measurements. Recalculated intraclass correlation coefficients for individuals whose Perceived Competence score remained relatively stable yield a high value (.92), whereas individuals whose Perceived Competence changed yield an extremely low value (.60). It was concluded that the Intrinsic Motivation Inventory provides a temporally stable measure, given that perceived competence has not been markedly changed.     

Self-perception of intrinsic and extrinsic motivation.

Self-perception theory predicts that intrinsic and extrinsic motivation do not combine additively but rather interact. To test this predicted interaction, intrinsic and extrinsic motivation were both manipulated as independent variables. The results revealed a significant interaction for task satisfaction and a trend for the interaction on a behavioral measure. These results are discussed in terms of a general approach to the self-perception of motivation.     

Overview of special issue on intrinsic motivation

This issue of Motivation and Emotion is devoted to research and theory on intrinsic motivation. Individuals who were instrumental in defining the initial issues in this area of research were invited to submit papers. Initially, intrinsic motivation and extrinsic motivation were conceived as a dichotomy, although now many researchers no longer hold to this notion. This point of view is summarized in the first article by Rigby, Deci, Patrick, and Ryan. Lepper and Cordova, on the other hand, pursue the question of what makes learning “fun.” Harter and Jackson also question the dichotomy of intrinsic and extrinsic motivation, suggesting instead that sometimes motivational orientation is a trait, and other times it is situation-specific. Heyman and Dweck take a “goals approach” to the question of motivation in the schools, contrasting learning goals with performance goals. Sansone and Morgan argue that the sources of motivation are not static but can change across individuals, activities, surrounding context, and time. Boggiano and her colleagues, in the final article, present a diathesis-stress model to account for students' divergent achievement patterns. In all, these articles address the question of whether an intrinsic motivational orientation can be implemented in the schools, and if so how and where will it be effective?     

Decomposing intrinsic and extrinsic motivation for exercise: Application to stages of motivational readiness

ObjectivesTwo studies were conducted to evaluate the reliability and predictive validity of measures of intrinsic and extrinsic motivation for exercise, and to examine differences in motivation as a function of stage of motivational readiness for exercise.DesignA cross-sectional design was employed in study one, and a longitudinal design was used in study two.MethodsIn study one, 184 healthy college students completed instruments to measure motivation and exercise stage. Intrinsic and extrinsic motivations were factor analyzed into subscales and validated in study two on a second sample of college students (n=220) by analyzing shifts in endorsement of motivation subscales from the beginning to end of the academic term.ResultsIn both samples, intrinsic motivation for exercise was most highly endorsed in maintenance and lowest in contemplation stage. All extrinsic motivation subscales except tangible rewards were also most highly endorsed in maintenance compared to other stages. In study two, students in activity classes (n=72) endorsed both intrinsic and extrinsic motivation more than those in lecture classes (n=70). Relative to patterns of physical activity, intrinsic motivation was greater than extrinsic motivation for the continually active group, and decreased for the continually inactive group. Exercise maintenance was fostered by greater intrinsic relative to extrinsic motivation.ConclusionIntrinsic and extrinsic motivation can be decomposed into meaningful subfactors that are differentially related to exercise adoption and maintenance.     

Extrinsic and intrinsic motivation at 30: Unresolved scientific issues

The undermining effect of extrinsic reward on intrinsic motivation remains unproven. The key unresolved issues are construct invalidity (all four definitions are unproved and two are illogical); measurement unreliability (the free-choice measure requires unreliable, subjective judgments to infer intrinsic motivation); inadequate experimental controls (negative affect and novelty, not cognitive evaluation, may explain "undermining" effects); and biased metareviews (studies with possible floor effects excluded, but those with possible ceiling effects included). Perhaps the greatest error with the undermining theory, however, is that it does not adequately recognize the multifaceted nature of intrinsic motivation (Reiss, 2004a). Advice to limit the use of applied behavior analysis based on "hidden" undermining effects is ideologically inspired and is unsupported by credible scientific evidence.     

Promoting career preparedness and intrinsic work-goal motivation: RCT intervention

We examined the role of an in-company training program aimed at enhancing employees' intrinsic work-goal motivation by increasing their career preparedness in a randomized field experimental study. The program activities were implemented using an organization-level two-trainer model with trainers from the human resources management and occupational health services. Within-organizations randomly assigned field experimental study (RCT) investigated the impact of the intervention on immediate career preparedness and both immediate and follow-up intrinsic work-goal motivation. A total of 718 eligible individuals filled in and returned the questionnaire in 17 organizations and became voluntary participants. The respondents were randomly assigned to either intervention (N = 369) or control groups (N = 349). Those in the intervention group were invited to group intervention workshops, whereas the control group received printed material covering the information content of the intervention. The participants filled in the work-goal questionnaires before intervention, after the week-long intervention and seven months later. In addition they filled in a career preparedness scale before and after the intervention. The results showed that intervention increased career preparedness which in turn was related to intrinsic work-goal motivation and increased intrinsic work-goal motivation at the follow-up.     

A process analysis of the effects of performance-contingent rewards on intrinsic motivation

In this study, the effects of performance-contingent rewards on intrinsic motivation were examined in comparison to no-reward controls receiving identical performance feedback. A path analytic process analysis was conducted to examine the mediation of reward effects on subsequent task interest. It was hypothesized that competence valuation, or the personal importance of doing well, would be an important mediator of interest in situations where performance feedback was available. Rewards were predicted to affect interest by influencing an individual's valuation of competence, and by altering the competence valuation mediation process. In addition, achievement orientation was hypothesized to interact with reward in affecting importance and the mediation process. Prior to performing an interesting puzzle, high school students were offered a performance-contingent reward, and then indicated how personally important it was to do well. After doing three puzzles, all subjects received positive feedback regarding their performance. Multiple regression analyses indicated that importance was affected by the experimental variables, and had a positive causal impact on subsequent intrinsic motivation. It was found that the promise of performance-contingent reward positively affected importance for low achievers relative to high achievers, and that the mediation of subsequent intrinsic interest by importance differed according to reward by achievement combinations. Additionally, a direct effect revealed that performance-contingent rewards significantly enhanced interest, relative to no-reward controls receiving identical performance feedback.