Intrinsic Motivation and Subjective Well-Being: The Unique Contribution of Intrinsic Religious Motivation

The purpose of this study was to determine if the frequently reported positive association between Intrinsic Religious Motivation (IRM) and Subjective Well-being (SWB) is explicable in terms of a more general intrinsic orientation to life that involves secular as well as religious domains. Measures of 3 distinct domains of intrinsic orientation (work, leisure, and religion) were administered to 161 college students along with 4 measures of SWB: satisfaction with life, purpose in life, self-efficacy, and negative affect. Four multiple regressions were performed, 1 to predict each measure of SWB, with the 3 intrinsic orientation scales, gender, and social desirability as the predictors in each regression. Intrinsic religiousness emerged as an independent predictor of satisfaction with life, purpose in life, and self-efficacy. Intrinsic religiousness appears to make a unique contribution to the prediction of SWB.     

内在动机及其前因变量

该文比较系统地介绍了目前国内外关于内在动机的概念和具体影响因素诸方面的研究进展,并对未来的研究发展方向进行了展望。内在动机主要是由于活动过程本身特性或个体内发性精神需要所引发的一种活动或工作动力。相关影响因素主要涉及个体需要兴趣情感因素、工作任务本身特性、个体成就目标设置、自我效能感、组织授权与交换以及外在激励方式等方面。未来研究的方向主要在于内在动机具体结构的深入探讨以及不同影响因素的中介变量、调节变量以及诸因素交互作用综合模型的建立等方面     

Extrinsic and Intrinsic Motivation to Use Computers in the Workplace1

Previous research indicates that perceived usefulness is a major determinant and predictor of intentions to use computers in the workplace. In contrast, the impact of enjoyment on usage intentions has not been examined. Two studies are reported concerning the relative effects of usefulness and enjoyment on intentions to use, and usage of, computers in the workplace. Usefulness had a strong effect on usage intentions in both Study 1, regarding word processing software (β=.68), and Study 2, regarding business graphics programs (β=.79). As hypothesized, enjoyment also had a significant effect on intentions in both studies, controlling for perceived usefulness (β=.16 and 0.15 for Studies 1 and 2, respectively). Study 1 found that intentions correlated 0.63 with system usage and that usefulness and enjoyment influenced usage behavior entirely indirectly through their effects on intentions. In both studies, a positive interaction between usefulness and enjoyment was observed. Together, usefulness and enjoyment explained 62% (Study 1) and 75% (Study 2) of the variance in usage intentions. Moreover, usefulness and enjoyment were found to mediate fully the effects on usage intentions of perceived output quality and perceived ease of use. As hypothesized, a measure of task importance moderated the effects of ease of use and output quality on usefulness but not on enjoyment. Several implications are drawn for how to design computer programs to be both more useful and more enjoyable in order to increase their acceptability among potential users.     

内部动机、外部动机与创造力的关系研究

本研究以277名文科三、四年级的大学生为被试,综合考察在故事、连线和命名任务下,内部动机,外部动机对创造力表现的影响。多变量方差分析发现,对于三个测验的共同部分,内部动机和外部动机的主效应均显著,但交互作用不显著。分别对每个任务进行方差分析发现,对于连线任务而言,内部动机和外部动机的主效应均显著;对于命名任务而言,外部动机的主效应显著,内部动机的主效应不显著;对于故事任务而言,内部动机和外部动机的主效应不显著。内部动机与外部动机之间在三个任务中均不存在显著的交互作用。多重回归分析发现,对于不同的任务,内部动机与外部动机的贡献显著不同。     

Self-Efficacy,Perceptions of Success,and Intrinsic Motivation for Exercise1

A number of investigators have attempted to identify the determinants of continued participation in exercise regimens. Within a social cognitive framework, the present study examined the relationships among self-efficacy cognitions, perceptions of success, and multidimensional intrinsic motivation in the exercise domain. Multivariate analyses of variance indicated that highly efficacious individuals were more intrinsically motivated toward aerobic dance than were their less efficacious counterparts. However, multiple regression analyses revealed both perceptions of success and self-efficacy to account for significant variance in intrinsic motivation at both the composite and dimensional levels. Moreover, perceptions of success were considerably stronger predictors than were efficacy cognitions. The results are discussed in terms of the need for multiple measures of perceived success, the employment of longitudinal designs to determine the direction of causality among these variables, and possible implications for adherence issues.     

Transformational Leadership and Sports Performance: The Mediating Role of Intrinsic Motivation1

We developed and tested a model in which transformational leadership affects sports performance indirectly, through the mediating effects of intrinsic motivation. During the season, 168 university athletes provided data on their perceptions of their coach's transformational leadership and their own intrinsic motivation. At the end of the season, their coaches assessed the performance of the athletes. Using LISREL VIII, three models were estimated following the sequence of mediator tests outlined by Kelloway (1996, 1998). The proposed model received considerable support. The results isolate intrinsic motivation as a mediator of the relationship between transformational leadership and sports performance, suggesting that transformational leadership may enhance intrinsic interest in the task.     

Intrinsic Motivation,Organizational Justice,and Creativity

For employees to generate creative ideas that are not only original, but also useful to their company, they must interact with their workplace environment to determine organizational needs. Therefore, it is important to consider aspects of the individual as well as their environment when studying creativity. Intrinsic motivation, a predictor of individual level creativity, is associated with feelings of enjoyment and interest in the task at hand. To the extent that tasks are nested in an environment, intrinsically motivated individuals may perceive their environment more favorably than individuals who are not interested in the task. Specifically, such individuals may view the rewards (i.e., distributive justice), decision-making procedures (i.e., procedural justice), and their interpersonal treatment (i.e., interpersonal justice) in their work environment as more fair, due to the positive affect associated with intrinsic motivation. This study examines the relationships between intrinsic motivation, perceptions of organizational fairness, and creativity. Participants (n = 133) worked on a task in a laboratory setting and completed measures of intrinsic motivation and organizational justice. Findings were supportive that intrinsically motivated participants viewed their environment as fairer than participants that were uninterested in the task. Consequently, distributive and interpersonal justice were shown to significantly mediate the relationship between intrinsic motivation and creativity. Implications for theory and practice are discussed.     

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.     

Parenting and Children's Intrinsic Motivation in Age Group Swimming

The parenting correlates of children's intrinsic motivation in swimming were examined. Mothers and fathers of 135 9- to 12-year-old competitive swimmers completed questionnaires about their child's swimming ability and about their current parenting practices. Children provided information about their swimming motivations. Results showed that children's ability in swimming (based on both mother and father ratings and on objective swimming performance) was positively associated with children's reports of intrinsic motivation. After controlling for child ability, mothers', but not fathers', parenting practices predicted children's intrinsic motivation: maternal directiveness was negatively associated with intrinsic motivation and maternal performance goals showed a positive association. Curvilinear effects were significant as well, with the highest level of intrinsic motivation found among children whose mothers showed intermediate values on performance goals and either high or low levels of directiveness.     

Creativity as Mediator for Intrinsic Motivation and Sales Performance

Substantial theoretical and empirical literature indicates inconsistent performance implications of intrinsic motivation, suggesting the possibility of some explanatory mechanisms. However, little is known about the factors that might explain intrinsic motivation and sales force performance relation, particularly in highly competitive and demanding fast moving consumer goods (FMCG) marketplace requiring new and useful solutions. Creativity, being a critical yet underutilized weapon in sales force arsenal, has the potential to assume the role. Therefore, this study aims at developing and testing a theory-driven framework in linking intrinsic motivation to sales performance while using sales force creative performance as partial mediator. By employing structural equation modeling, the empirical validity of the proposed mediating model is evaluated against plausible moderating model in a sample of 688 frontline field salespersons of FMCG companies in Lahore (Pakistan). Findings indicated that sales force creative performance is nurtured by intrinsic motivation that, in turn, promotes sales performance. Practical implications of findings for sales force management and suggestions for future research are presented, too.     

Intrinsic Motivation and Flow in Skateboarding: An Ethnographic Study

Intrinsic motivation was examined in a spontaneous and natural context by observing and interviewing skateboarders as they engaged in their sport. At the same time, the flow phenomenon and its relationship to intrinsic motivation was explored. Data were collected from twenty skateboarders. Results indicated being intrinsically motivated can be a rich, subjective experience characterized by a sense of freedom, euphoria and efficacy, challenge and satisfaction. Likewise, flow is a rich, subjective experience characterized by peak performance, heightened concentration, positive affect, and transcendence.     

内部动机与外部动机的关系

内部动机与外部动机的关系问题在20世纪90年代重新成为动机研究的热点。该文综述了内部动机与外部动机关系的实验研究与理论研究状况。认为实验研究经历了外部动机削弱内部动机、外部动机与内部动机共存、外部动机能够对内部动机产生促进作用三个阶段,研究者的心理学立场是造成分歧结果出现的重要原因;不同的理论模式各有所长,尤其是自我决定理论的新进展“有机辨证元理论”中关于需要的阐述是近期动机研究的亮点,在更高层次上实现了对内部动机与外部动机关系的整合。并提出探讨内部动机与外部动机具体成分之间的关系,检验特质状态与情境状态中二者的相互作用,及心理需要对情境与动机的中介机制应当成为未来研究的方向     

Exploring the Effects of Ostracism on Performance and Intrinsic Motivation

Two experiments investigated the effects of ostracism on performance and intrinsic motivation. Participants were either included or ostracized via an online ball-tossing game and then completed two trials of an interesting word-search task. Later, they engaged in a free-choice trial designed to assess their intrinsic motivation for the word-search task. Results indicated that ostracized participants performed more poorly and experienced lower positive mood and relatedness than included participants. Although no direct effects of ostracism on intrinsic motivation were found, in both studies ostracism indirectly affected intrinsic motivation through positive mood, such that ostracism led to poorer mood and, in turn, lower intrinsic motivation. Implications for future research on ostracism in organizations are discussed.     

表扬与内在动机关系的三种观点

目前表扬与内在动机的关系共有三种观点：一种观点认为表扬对内在动机有促进作用,另外一些观点则认为表扬会对内在动机产生损害。Henderlong和Lepper对这两类观点进行了整合,提出了第三种观点,他们认为不能简单地说表扬会促进还是损害内在动机,他们引入了5个概念变量(conceptual variables)：自主性(perceived autonomy)、归因方式(performance attributions)、自我效能感(competence self—efficacy)、真诚性(sincerity)、成就标准(standards and expectations),并认为这5个变量决定着表扬对内在动机的影响效果。     

Intrinsic vs. Extrinsic Religious Motivation and the Marital Relationship

Research suggests a strong positive relationship between religiosity and marital satisfaction. Neglected, however, are differences in satisfaction based on nominal religious motivation. The influence of religiosity on marital satisfaction was examined for 74 couples. Results indicate the higher the husband's intrinsic religiosity, the higher the satisfaction for both partners. Wives' satisfaction increased as they became more extrinsically motivated. Differences in religiosity significantly decreased satisfaction for husbands. Findings are discussed from the perspective of gender-based interaction patterns, gender demographics of religious devotion and activity, and power dynamics. We recommend therapists understand these findings and integrate them into the clinical dialogue.     

Hyperventilating about Intrinsic Value

Plato, Aristotle, Kant, Brentano, Moore, and Chisholm have suggested ’’marks‘‘ or criteria of intrinsic goodness. I distinguish among eight of these. I focus in this paper on four: (a) unimprovability, (b) unqualifiedness, (c) dependence upon intrinsic natures, and (d) incorruptibility. I try to show that each of these is problematic in some way. I also try to show that they are not equivalent – they point toward distinct conceptions of intrinsic goodness. In the end it appears that none of them is fully satisfactory. Insofar as none of these succeeds, a fundamental problem remains for those who make use of the concept of intrinsic value. Precisely what do we have in mind when we say that some sort of value is “intrinsic”?     

Proximal Job Characteristics,Feelings of Empowerment,and Intrinsic Motivation: A Multidimensional Model1

We examined relations between job characteristics, empowerment, and intrinsic motivation among technical and telemarketing workers. Empowerment was conceptualized as a gestalt of 4 psychological dimensions: autonomy, competence, meaningfulness, and impact. It was hypothesized that the various dimensions of empowerment would mediate the relationship between job characteristics, such as feedback and autonomy support, and intrinsic motivation at work. A path analysis supported the hypothesis, revealing that different job characteristics were predictive of different aspects of empowerment, and that aspects of empowerment differentially affected intrinsic motivation. The results point to the value of considering empowerment as a multidimensional construct.     

物质奖励对内在动机的侵蚀效应

物质奖励制度在现实生活中无处不在, 但物质奖励能够激发人们的工作热情吗？依据认知评价理论, 奖励具有信息和控制两种因素, 前者有助于内在动机的维持, 后者则会损害内在动机, 即有侵蚀效应。这种侵蚀效应已经为众多研究所证明。对此效应的深入研究发现, 在不同情形下, 侵蚀效应的大小受到奖励条件设置、竞争情形、个体的归因倾向、反馈信息、自主选择空间等因素的影响。近年来神经学研究则进一步观察到侵蚀效应的神经表征与机制。     

Intrinsic Motivation and the Acquisition and Maintenance of Four Experiential States

Abstract

Research on the antecedents of intrinsic motivation has shown competence, self-determination, excitement, and affiliativeness to be key determinants. The present study tested Reeve and Cole's (1987a) analysis of how these experiential states affect intrinsic motivation. They were hypothesized to function as both maintaining stimuli and intrinsic rewards to increase self-report and behavioral measures of intrinsic motivation. Using the method of subjective graphing, 59 female and 50 male American college students reported maintaining or not maintaining, acquiring or not acquiring, or being ambivalent on each experiential state during a bowling session. Multivariate analyses of variance revealed that maintainers of each experiential state had higher levels of intrinsic motivation than nonmaintainers, substantiating that experiential states function as maintaining stimuli to sustain intrinsic motivation. Acquirers of self-determination and excitement (but not of competence or affiliativeness) had higher levels of intrinsic motivation than nonacquirers, substantiating that two experiential states function as intrinsic rewards to augment intrinsic motivation. That experiential states function as maintaining stimuli suggests that when individuals lose their appraisals of competence or self-determination or when they no longer feel excited or affiliative, the cognitive and affective systems initiate “stop rules” that terminate previously active intrinsic motivation processes. The finding that the experiential states function more readily as maintaining stimuli than as intrinsic rewards suggests that intrinsic motivation is more easily turned off than it is turned on.     

Intrinsic Versus Extrinsic Motivation in Schools: A Reconciliation

This article explores the nature of the relationship between intrinsic and extrinsic motivation in schools, and in particular examines critically the assertion that these processes are necessarily antagonistic. The weight of evidence suggests that rewards in the form of school grades and the focus of many students on doing well, gradewise, need not necessarily interfere with learning for its own sake. Educational implications of these findings are considered. One such implication is that focusing on students' interests can be a valuable motivational strategy.