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。     

The differential effects of tangible rewards and praise on intrinsic motivation: A comparison of cognitive evaluation theory and operant theory

Substantial research indicates that tangible rewards, such as money, prizes, and tokens, decrease response rates by undermining intrinsic motivation. In contrast, praise appears to increase response rates by enhancing intrinsic motivation. Based on their interpretation of available evidence, many social-cognitive researchers warn not to use tangible rewards in applied settings and to use praise instead. Furthermore, they suggest that the differential effects of the two types of rewards on intrinsic motivation cannot be explained using principles of operant psychology. Cognitive evaluation theory provides one of the most recent and widely cited social-cognitive explanations for the different effects of the two types of rewards on intrinsic motivation (Deci & Ryan, 1985). However, a review of existing research found little support for the explanations based on this theory and revealed three potential confounding effects: (a) temporal contiguity, (b) the number of reward administrations, and (c) discriminative stimuli associated with reward availability. These three confounding factors provide explanations for the effects of tangible rewards and praise on intrinsic motivation that are consistent with principles of operant psychology.     

Setting limits on children's behavior: The differential effects of controlling vs. informational styles on intrinsic motivation and creativity

The imposition of external constraints on an activity has frequently been shown to undermine intrinsic motivation. Given that limits must often be set upon peoples' activities, especially in parenting and education, the present study addressed the question of whether limits can be set without undermining intrinsic motivation for the activity being limited. Using cognitive evaluation theory, contrasting limit setting styles of either a controlling or informational nature, or no limits, were placed upon forty-four first- and second-grade children engaged in a painting activity. The intrinsic motivation, enjoyment, creativity, and quality of artistic production were expected to be decreased by controlling limits relative to informational and no-limits, which were not expected to differ from each other. The results provided substantial support for these predictions, suggesting that limits can be set without undermining intrinsic motivation if they are informational in nature. Support was also found for the consensual assessment of creativity method recently developed by Amabile (1982a). Results of the study are discussed along with the general relation between creativity and intrinsic motivation.     

The effects of cooperation and competition on intrinsic motivation and performance

The authors examined the effects of competition and cooperation on intrinsic motivation and performance in 4 studies. Across 3 behavioral studies that involved shooting a basketball, no differences were observed between competition and cooperation on task enjoyment or performance. However, the combination of competition and cooperation (intergroup competition) consistently led to higher levels of intrinsic motivation, and in 2 of the 3 studies, performance. In a questionnaire study, the authors replicated the positive effects of intergroup competition on enjoyment and examined process measures that might account for these effects. These findings suggest that competition and cooperation both have positive aspects and that structuring recreational activities to include both can facilitate high levels of both intrinsic motivation and performance.     

Pervasive negative effects of rewards on intrinsic motivation: The myth continues

A major concern in psychology and education is that rewards decrease intrinsic motivation to perform activities. Over the past 30 years, more than 100 experimental studies have been conducted on this topic. In 1994, Cameron and Pierce conducted a meta-analysis of this literature and concluded that negative effects of reward were limited and could be easily prevented in applied settings. A more recent meta-analysis of the literature by Deci, Koestner, and Ryan (1999) shows pervasive negative effects of reward. The purpose of the present article is to resolve differences in previous meta-analytic findings and to provide a meta-analysis of rewards and intrinsic motivation that permits tests of competing theoretical explanations. Our results suggest that in general, rewards are not harmful to motivation to perform a task. Rewards given for low-interest tasks enhance free-choice intrinsic motivation. On high-interest tasks, verbal rewards produce positive effects on free-choice motivation and self-reported task interest. Negative effects are found on high-interest tasks when the rewards are tangible, expected (offered beforehand), and loosely tied to level of performance. When rewards are linked to level of performance, measures of intrinsic motivation increase or do not differ from a nonrewarded control group. Overall, the pattern of results indicates that reward contingencies do not have pervasive negative effects on intrinsic motivation. Theoretical and practical implications of the findings are addressed.     

The effects of choice on intrinsic motivation and related outcomes: a meta-analysis of research findings

A meta-analysis of 41 studies examined the effect of choice on intrinsic motivation and related outcomes in a variety of settings with both child and adult samples. Results indicated that providing choice enhanced intrinsic motivation, effort, task performance, and perceived competence, among other outcomes. Moderator tests revealed the effect of choice on intrinsic motivation was stronger (a) for instructionally irrelevant choices compared to choices made between activities, versions of a task, rewards, and instructionally relevant options, (b) when 2 to 4 successive choices were given, (c) when rewards were not given after the choice manipulation, (d) when participants given choice were compared to the most controlling forms of control groups, (e) for children compared to adults, (f) for designs that yoked choice and control conditions compared to matched designs in which choice was reduced or designs in which nonyoked, nonmatched controls were used, and (g) when the experiment was conducted in a laboratory embedded in a natural setting. Implications for future research and applications to real-world settings are discussed.     

Local dominance effects on self-evaluations and intrinsic motivation

Previous research indicates that local comparisons with one or a few people in the immediate environment have a stronger influence on self-evaluations than general comparisons with larger samples. Two studies examined whether this local dominance effect extends to intrinsic motivation. Study 1 suggests that local comparisons have a stronger effect on both self-evaluations and task enjoyment than general comparisons. Study 2 suggests that local comparisons have a stronger effect on intrinsic motivation than general comparisons and that local comparisons have a significant indirect effect on persistence via intrinsic motivation. Altogether, the present findings are among the first to demonstrate the contribution of local social comparisons to intrinsic motivation. We highlight the implications of these findings for social comparison theories.     

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

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.     

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 verbal reinforcement of intrinsic motivation for sex-linked tasks

Recent studies have demonstrated that positive verbal feedback enhances males' intrinsic motivation for a task, while decreasing that of females. This result has been attributed to differential socialization forces which make the controlling aspects of rewards more salient for females as opposed to males, for whom the informational aspects are prepotent. A weakness in this conclusion stems from the use of a masculine sex-linked task in prior experiments, producing a result which may be due to gender congruence/incongruence rather than to socialization differences. Two laboratory experiments were performed to examine the effects of verbal praise on intrinsic motivation, controlling for sex-typing of the experimental activity. Experiment I found that verbal praise increased females' and males' intrinsic motivation on both a feminine and masculine task, and intrinsic motivation was higher for sex-appropriate than sex-inappropriate tasks. The sexes did not show a differential pattern of response to praise. In Experiment 2, verbal praise also enhanced sex-role traditional females' intrinsic motivation on the same activity used in prior research. These results suggest that socialization content has changed sufficiently to make concerns about competence and self-determination equally salient for females and males.     

The effects of situational performance constraints on intrinsic motivation and satisfaction: The role of perceived competence and self-determination

Situational performance constraints, task interest, and pay contingencies were manipulated in a laboratory study in order to investigate the cognitive mechanisms associated with the previously observed detrimental effects of constraints on affective task reactions. It was hypothesized that feelings of task competence and self-determination would account for both the direct and the interactive effects of constraints on motivation and satisfaction. The results of the study indicated that despite the fact that participants' performance was being constrained and they were aware of these constraints, the mere presence of the constraints alone failed to result in lower levels of satisfaction or motivation on a proofreading task. Post hoc analyses suggested that the constraints, in fact, led to negative affective task reactions when they also reduced participants' feelings of competence and self-determination. Interestingly, participants' generalized locus of control was associated with such effects. Internals tended to maintain stronger feelings of competence and self-determination than externals in the presence of constraints, thereby also maintaining greater motivation and satisfaction.     

Moderating effects of appreciation on relationships between illegitimate tasks and intrinsic motivation: a two-wave shortitudinal study

ABSTRACT

This study investigated possible reciprocal relationships between illegitimate tasks and intrinsic motivation and whether appreciation moderated these relationships. Based on a two-wave panel study across one week and a sample of 366 nurses, we examined whether appreciation buffered effects of illegitimate tasks on reduced intrinsic motivation; or enhanced reversed effects of intrinsic motivation on decreased perceived illegitimate tasks. Additionally, we differentiated whether illegitimate tasks and appreciation were elicited by supervisors, colleagues, or patients. Latent structural equation analyses primarily revealed effects for unnecessary than for unreasonable tasks. Such tasks were predominantly the consequence rather than the cause of intrinsic motivation, and intrinsic motivation increased perceived illegitimate tasks under conditions of low appreciation. Regarding the different sources, most effects were present for illegitimate tasks ascribed by supervisors and for appreciation conveyed by patients. It follows that the perception of illegitimate tasks seems to be a matter of motivation; that the sources of illegitimate tasks and appreciation matter; and that appreciation as a low-budget, but highly powerful practice, is able to facilitate a positive environment where work tasks are less likely to be perceived as illegitimate.     

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.     

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.     

The effects of personal control,competence, and extrinsic reward systems on intrinsic motivation

A review of the literature revealed that the effects of personal control on intrinsic motivation had not been directly investigated, that the interaction of competence and personal control had not been investigated, and that studies comparing the effects of contingent versus noncontingent reward systems on intrinsic motivation had produced conflicting results and conclusions. A study was designed and conducted using a direct manipulation of personal control over performance as well as the usual reward manipulation. It was found that personal control over performance was a very important determinant of intrinsic motivation but that the type of reward system did not affect intrinsic motivation. An interaction between personal control over performance and competence was found such that both performance and personal control over performance had to be high in order for intrinsic motivation to be high.     

The trichotomous achievement goal model and intrinsic motivation: a sequential mediational analysis

This experiment was designed to extend the research by Elliot and Harackiewicz (1996) on the trichotomous achievement goal model in several important ways and to more thoroughly document the processes through which the goals in the trichotomous model influence intrinsic motivation. Results indicated that performance-avoidance goals undermined intrinsic motivation relative to performance-approach and mastery goals; the latter goals evidenced the same intrinsic motivation. These results were obtained using highly evaluative performance goal manipulations, with early adolescent participants, and for a motor task relevant to physical ability. Sequential mediational analyses revealed that competence valuation, state anxiety, and task absorption processes accounted for the observed effects. Perceived competence served neither mediating nor moderating roles.     

The impact of task difficulty expectations on intrinsic motivation

Two studies investigated expectations of task difficulty induced prior to task involvement and their impact upon an individual's subsequent intrinsic interest. Expectations of task difficulty were manipulated through easy/hard instructions by the experimenters. Interest, but not performance, varied as function of expected task difficulty, with “easy” eliciting greater interest than “hard” instructions. The generality of this finding was supported by its demonstration in studies utilizing different experimenters (male, female), subject populations (children, college), and tasks (perceptual-motor, cognitive).     

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...