The Impact of extrinsic rewards on intrinsic motivation - Using self-efficacy as moderator

• Main Authors: Yu-Ting Yuan, 袁于婷
• Other Authors: Mei-Yu Fang
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/20044868780266783141

碩士 === 國立中央大學 === 人力資源管理研究所 === 98 === The issue about how external rewards affect people’s intrinsic motivation, especially the monetary rewards, so far has been split in two different viewpoints. The opponents believe that use the money to be the incentives way, not only cannot raise people''s intrinsic motivation, but it will produce detrimental effects on intrinsic motivation; While supporters say that, through monetary reward can make people to confirm their ability or performance, so not only the monetary rewards does not decrease people''s intrinsic motivation, but also can improve the level of work performance. In addition, previous researches have also pointed out that people''s self-efficacy is also play a considerable role on intrinsic motivation. Therefore, in present study was using of experimental design approach to understand how the combination of different types of extrinsic rewards will effect on people''s intrinsic motivation. Furthermore, there also will to explore under different degrees of self-efficacy, whether it will produce the different result of the external reward impact on intrinsic motivation. In this study we using a puzzle-solving task, and the 97 undergraduate and graduate university students were randomly assign to the experimental conditions. The major finding was that the intrinsic motivation of monetary rewarding people will significant higher than the non-rewarding people; however there has no difference on verbal rewards and self-efficacy also doesn''t play the moderating effect between external rewards and intrinsic motivation