Journal ArticleDOI
Task performance, perceived competence, and attributed causes of performance as determinants of intrinsic motivation
TLDR
This article found that participants engaged in a task that was highly intrinsically motivating under three conditions: no pay, fixed reward, and performance-contingent reward, which indicated that extrinsic rewar...Abstract:
Volunteer subjects engaged in a task that was highly intrinsically motivating under three conditions: no pay, fixed reward, and performance-contingent reward. Results indicated that extrinsic rewar...read more
Citations
More filters
Journal ArticleDOI
A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation.
TL;DR: In this paper, a meta-analysis of 128 studies examined the effects of extrinsic rewards on intrinsic motivation and found that engagement-contingent, completion-contengent, and performance-contagioning rewards significantly undermined free-choice intrinsic motivation, as did all rewards, all tangible rewards and all expected rewards.
Psychological Bulletin A Meta-Analytic Review of Experiments Examining the Effects of Extrinsic Rewards on Intrinsic Motivation
TL;DR: A meta-analysis of 128 studies examined the effects of extrinsic rewards on intrinsic motivation, finding that Tangible rewards tended to be more detrimental for children than college students, and verbal rewards tend to be less enhancing for children compared with college students.
Journal ArticleDOI
Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis.
TL;DR: Findings from school, work, and physical domains and meta-analysis indicate that intrinsic motivation is a medium to strong predictor of performance, and incentive salience influenced the predictive validity of intrinsic motivation for performance.
Journal ArticleDOI
Reinforcement, Reward, and Intrinsic Motivation: A Meta-Analysis
Judy Cameron,W. David Pierce +1 more
TL;DR: The authors conducted a meta-analysis on the effects of reinforcement/reward on intrinsic motivation and found that reward does not decrease intrinsic motivation, while expected tangible rewards are given to individuals simply for doing a task.
Journal ArticleDOI
Locus of control at work: a meta‐analysis
TL;DR: The authors meta-analyzed the relationship between locus of control (LOC) and a wide range of work outcomes and found that internal locus was positively associated with favorable work outcomes, such as positive task and social experiences, and greater job motivation.
References
More filters
Journal ArticleDOI
Generalized expectancies for internal versus external control of reinforcement.
TL;DR: In this paper, the effects of reward or reinforcement on preceding behavior depend in part on whether the person perceives the reward as contingent on his own behavior or independent of it, and individuals may also differ in generalized expectancies for internal versus external control of reinforcement.
Journal ArticleDOI
Social learning theory
TL;DR: In this article, an exploración de the avances contemporaneos en la teoria del aprendizaje social, con especial enfasis en los importantes roles que cumplen los procesos cognitivos, indirectos, and autoregulatorios.
Book ChapterDOI
Self-perception theory
TL;DR: Self-perception theory as discussed by the authors states that individuals come to know their own attitudes, emotions, and other internal states partially by inferring them from observations of their own overt behavior and/or the circumstances in which this behavior occurs.
Journal ArticleDOI
Effects of Externally Mediated Rewards on Intrinsic Motivation.
TL;DR: Vroom et al. as mentioned in this paper investigated the effects of external rewards on intrinsic motivation to perform an activity and found that when money was used as an external reward, intrinsic motivation tended to decrease, whereas when verbal reinforcement and positive feedback were used to increase.
Journal ArticleDOI
A Path-Goal Theory of Leader Effectiveness
TL;DR: In this article, an explanation of the effects of leader behavior on subordinate satisfaction, motivation, and performance is presented, derived from a path-goal theory of motivation, which specifies some of the situational moderators on which the effect of specific leader behaviors are contingent.