To begin preparing for the level of scholarly writing needed throughout your dissertation, we will complete a literature review for Unit 6 of this course. A literature review is an overview of various research in the field, synthesized to present different perspectives and ideas on the selected topic. This assignment will also help prepare us for our dissertation since Chapter 2 of our dissertation will include a literature review of our research topic.
For this assignment, we were to select a motivational theory to research and compose a 5-page literature review, with a minimum of 10 sources. In our 10 sources, we were to include at least one article from the theorist who developed the motivational theory we selected. All other sources must be peer-reviewed and published in the last five years, unless it is considered a seminal source on our selected topic. In addition to the 5 pages of content, we were also to include a title page, abstract, headings, and reference page.
Understanding Intrinsic and Extrinsic Motivation: Implications for Behavior and Well-being
Frank Jamison
The Chicago School of Professional Psychology
EP614 The Psychology of Motivation and Emotion in Learning
Dr. Ian MacLeod
May 21, 2023
Abstract
This literature review explores intrinsic and extrinsic motivations and their effects on human behavior. An extensive summary of several key articles is presented, including topics like rewards, feedback, psychological climate, aspirations, and the interaction between intrinsic and extrinsic motivation. This review emphasizes the importance of intrinsic motivation in promoting optimal functioning, personal growth, and well-being, emphasizing enjoyment and satisfaction in activities. Additionally, it explores the challenges of extrinsic motivation and the need for supportive environments and autonomy-supportive practices, highlighting the need for a balance between intrinsic and extrinsic motivation and the need for tailored approaches to motivation depending on individual needs and contexts. Finally, it emphasizes the importance of intrinsic motivation for individual and organizational success.
Keywords: intrinsic motivation, extrinsic motivation, self-determination theory, rewards, negative feedback, psychological climate, personal aspirations, engagement, well-being
Introduction
The power of motivation shapes human behavior in various areas, including education, work, and well-being. Over the years, researchers and practitioners have studied intrinsic and extrinsic motivation to understand what influences people’s engagement and performance.
The concept of intrinsic motivation refers to the desire to do something due to its inherent enjoyment, satisfaction, and interest. There’s an internal drive and genuine desire to complete a task. When you’re extrinsically motivated, you do something for money, grades, recognition, or to avoid punishment. While extrinsic motivation can provide temporary incentives, it relies on external factors to keep interest and commitment alive.
Extrinsic and intrinsic motivations are the subject of extensive research, with countless scholars contributing to our understanding. One of the most influential researchers in this field is Edward L. Deci. Deci’s work provided significant insights into motivation, particularly about the effects of external factors and the importance of intrinsic motivation.
Review of Literature
Deci, E. L. (1972). Intrinsic Motivation, Extrinsic Reinforcement, and Inequity
Deci (1972a) conducted a groundbreaking study on intrinsic motivation, extrinsic reinforcement, and inequity. The study revealed that perceived inequity in reward distribution leads to decreased intrinsic motivation. Participants with lower rewards reported less engagement and interest than their peers. This research highlighted external factors’ negative impact on intrinsic motivation, specifically reward inequity.
Deci’s study has profoundly influenced the field of motivational research. It emphasized the importance of fair reward distribution and cautioned against excessive reliance on extrinsic rewards, which can undermine an individual’s inherent drive. In addition to laying the foundation for subsequent work on intrinsic motivation, this work contributed to the development of self-determination theory (SDT). Deci’s study continues to inspire interventions fostering intrinsic motivation and creating supportive environments that enhance people’s internal drive and engagement.
Deci (1972b) The Effects of Contingent and Noncontingent Rewards and Controls on Intrinsic Motivation
In another study, Deci (1972b) examined the effects of contingent and non-contingent rewards on intrinsic motivation. The study found that contingent rewards based on participants’ performance undermined their intrinsic motivation. On the other hand, the absence of rewards did not significantly impact intrinsic motivation (Deci, 1972b). These findings highlight the detrimental effects of relying heavily on external rewards to motivate individuals since it decreases their natural drive and interest.
Deci’s study of contingent and non-contingent rewards changed how we think about intrinsic motivation. It emphasizes the importance of intrinsic motivation and cautions against over-dependence on extrinsic rewards, which can undermine people’s motivation. This research has influenced subsequent studies and interventions by focusing on factors like autonomy, competence, and relatedness. Understanding intrinsic motivation and how it interacts with external rewards can help researchers and practitioners design strategies that foster people’s internal motivation.
Ryan and Deci (2017) Self-Determination Theory: Basic Psychological Needs in Motivation, Development, and Wellness
Through their work on self-determination theory (SDT), Ryan and Deci (2017) have made significant contributions to the field of motivation. In their framework, autonomy, competence, and relatedness are key drivers of intrinsic motivation, optimal functioning, and well-being. SDT says that when people meet these needs, they’re more likely to experience intrinsic motivation and personal growth. Research and practice across diverse domains have benefited from Ryan and Deci’s theory, which fosters motivation and well-being through interventions that promote autonomy, competence, and relatedness.
Ryan and Deci’s self-determination theory has been transformative in understanding human motivation. Their work highlights the importance of intrinsic motivation and fulfilling basic psychological needs. It’s influenced research and practical applications in education, work, healthcare, and sports, emphasizing the creation of supportive environments that facilitate those needs. With Ryan and Deci’s theory, we can promote motivation, engagement, and flourishing across a variety of settings by focusing on intrinsic motivation and basic psychological needs.
Prentice et al. (2018) Openness to Experience Predicts Intrinsic Value Shifts After Deliberating One’s Own Death
A study by Prentice et al. (2018) examined openness to experience and intrinsic value shifts. Researchers found that people with high openness to experience shifted significantly towards intrinsic values after contemplating their own mortality. Those who were more open to experience prioritized intrinsic values like personal growth, relationships, and meaningful pursuits.
According to Prentice et al. (2018), individual characteristics, specifically openness to experience, affect intrinsic motivation and value orientation. This study sheds light on the internal processes that drive motivations and priorities by revealing the link between openness to experience and intrinsic value shifts. These findings suggest that interventions should focus on increasing openness to experience to promote intrinsic motivation and authentic value orientation.
Ho et al. (2018) Promoting Harmonious Work Passion Among Unmotivated Employees: A Two-Nation Investigation of the Compensatory Function of Cooperative Psychological Climate
Ho et al. (2018) studied how a cooperative psychological climate promotes harmonious work passion among unmotivated employees. Their study found that a cooperative work environment can counterbalance low intrinsic motivation and foster passion. Creating a supportive and collaborative work environment enhances intrinsic motivation and promotes positive work outcomes, even for employees with low motivation levels.
Organizational factors play a big part in motivating employees, according to Ho et al. (2018). According to their findings, a cooperative psychological climate can compensate for low intrinsic motivation and help develop harmonious work passions. Collaboration and support can foster these passions and engagement, regardless of employees’ motivation.
Ryan et al. (2019) Effects of Rewards on Self-Determination and Intrinsic Motivation: Revisiting Deci (1971)
Based on earlier work by Deci (1971), Ryan et al. (2019) revisited the effects of rewards on self-determination and intrinsic motivation. They found that rewards can either undermine or enhance intrinsic motivation, depending on how they’re delivered. The study showed that motivation can be diminished when rewards are coercive and controlling. On the other hand, when delivered in a supportive and informative manner, rewards can boost intrinsic motivation and promote self-determination.
Ryan et al. (2019) stress the importance of considering the nature and delivery of rewards in relation to intrinsic motivation. Positive motivation can come from rewards that support autonomy and competence while providing helpful feedback. This study shows the importance of understanding how rewards can either support or hinder individuals’ internal drives and underscores the need for reward systems that promote intrinsic motivation and self-determination.
Fong et al. (2019) A Meta-Analysis of Negative Feedback on Intrinsic Motivation
Fong et al. (2019) conducted a meta-analysis examining negative feedback’s effects on intrinsic motivation. Their research revealed that negative feedback harms intrinsic motivation, leading to decreased engagement and performance. The study results showed the importance of constructive and supportive feedback to maintain intrinsic motivation and foster commitment.
The meta-analysis by Fong et al. (2019) also sheds light on how negative feedback negatively impacts intrinsic motivation. In order to maintain intrinsic motivation, feedback practices must balance constructive criticism with support and encouragement. Education, management, and coaching can benefit from this research, which emphasizes the importance of feedback that preserves intrinsic motivation and keeps people engaged and growing.
Shin and Grant (2019) Bored by Interest: How Intrinsic Motivation in One Task Can Reduce Performance on Other Tasks
The phenomenon of being “bored by interest” and its impact on performance was studied by Shin and Grant (2019). According to their research, individuals highly motivated by intrinsic factors in one task performed worse in a different, less interesting one. The findings suggest that excessively focusing on intrinsic motivation in one area may hurt performance in other areas.
According to Shin and Grant (2019), intrinsic motivation and task engagement must be balanced. While intrinsic motivation is generally good, focusing too much on one task can hurt your performance elsewhere. The results of this research show how essential it is to maintain a well-rounded and adaptable approach to intrinsic motivation, ensuring a broader focus and engagement in diverse tasks. This is especially true when it comes to the workplace, where staying motivated and engaged is essential for success. Finding a balance between intrinsic motivation and task engagement will help to ensure that employees are productive and successful in their roles.
Ryan and Deci (2020) Intrinsic and Extrinsic Motivation from a Self-Determination Theory Perspective: Definitions, Theory, Practices, and Future Directions
Ryan and Deci (2020) provide a comprehensive overview of intrinsic and extrinsic motivation from an SDT perspective. According to them, intrinsic motivation involves engaging in activities for the enjoyment and interest they provide, while extrinsic motivation involves external rewards. To maximize performance and grow personally, the authors stress intrinsic motivation.
SDT focuses on meeting three basic psychological needs: autonomy, competence, and relatedness, and is one of the theoretical foundations of motivation. Research highlights the importance of these needs for promoting intrinsic motivation and positive outcomes. To enhance intrinsic motivation and well-being, Ryan and Deci (2020) emphasize the importance of creating supportive environments that satisfy these needs.
Additionally, Ryan and Deci discuss future intrinsic and extrinsic motivation research directions. They highlight the need for more studies about how these motivational forms interact with contextual factors. The authors suggest examining interventions and practices that promote optimal motivation in different areas of life. In their work, they provide valuable insight into motivation and highlight the importance of intrinsic motivation, basic psychological needs, and supportive environments.
Sansone and Tang (2021) Intrinsic and Extrinsic Motivation and Self-Determination Theory
Using SDT, Sansone and Tang (2021) discuss how intrinsic and extrinsic motivation can coexist. In addition to highlighting intrinsic motivation’s benefits for autonomy, competence, and relatedness, they acknowledge that extrinsic motivation can sometimes undermine it. Additionally, the authors discuss how goal-setting and self-regulation affect intrinsic motivation.
Regarding practical implications, Sansone and Tang (2021) suggest creating autonomous environments to foster intrinsic motivation. In order to enhance motivation and overall well-being, they emphasize giving people meaningful choices and acknowledging their perspectives, stressing the importance of aligning extrinsic rewards with individuals’ intrinsic values and goals.
As a whole, Sansone and Tang’s (2021) study contributes to our understanding of intrinsic and extrinsic motivation. Using SDT, the authors explore the coexistence and interaction of these types of motivation, shedding light on their importance for autonomy, competence, and relatedness. They also offer practical advice on creating environments that promote intrinsic motivation and well-being among employees.
Conclusion
From various perspectives, the literature review provides a comprehensive understanding of intrinsic and extrinsic motivation. The articles examined shed light on the nuanced relationship between motivation, human behavior, and well-being, highlighting key factors and mechanisms that affect motivation.
Overall, the reviewed studies emphasize the importance of intrinsic motivation for optimal functioning, personal growth, and well-being. In contrast to relying solely on external rewards or pressures, they recommend engaging in activities for their inherent enjoyment, interest, and satisfaction. According to the study, intrinsic motivation fosters a sense of autonomy, competence, and relatedness, which are essential for people’s psychological well-being and engagement in a variety of areas, including education, work, and relationships.
In addition, the literature review points out extrinsic motivation can be challenging and complicated, especially when it becomes controlling, coercive, or undermines intrinsic motivation. Supportive environments, autonomy-supportive practices, and aligning extrinsic rewards with intrinsic values and goals are important for motivation and well-being.
Overall, the synthesis of the articles contributes to a better understanding of motivation. There are insights into what influences motivation levels, how basic psychological needs affect motivation, what rewards and feedback do, and how intrinsic and extrinsic motivation work together. Using this knowledge, we can develop interventions, practices, and policies to cultivate intrinsic motivation, create supportive environments, and promote individuals’ optimal functioning and well-being. In the future, it will be necessary to conduct further research into additional dimensions and applications of motivation to expand our understanding of these concepts and pave the way for developing more effective strategies to enhance intrinsic motivation.
References
Deci, E. L. (1972a). Intrinsic motivation, extrinsic reinforcement, and inequity. Journal of Personality and Social Psychology, 22(1), 113–120. https://doi.org/10.1037/h0032355
Deci, E. L. (1972b). The effects of contingent and noncontingent rewards and controls on intrinsic motivation. Organizational Behavior and Human Performance, 8(2), 217–229. https://doi.org/10.1016/0030-5073(72)90047-5
Fong, C. J., Patall, E. A., Vasquez, A. C., & Stautberg, S. (2019). A Meta-Analysis of Negative Feedback on Intrinsic Motivation. Educational Psychology Review, 31(1), 121–162. https://doi.org/10.1007/s10648-018-9446-6
Ho, V. T., Kong, D. T., Lee, C.-H., Dubreuil, P., & Forest, J. (2018). Promoting harmonious work passion among unmotivated employees: A two-nation investigation of the compensatory function of cooperative psychological climate. Journal of Vocational Behavior, 106, 112–125. https://doi.org/10.1016/j.jvb.2018.01.005
Prentice, M., Kasser, T., & Sheldon, K. M. (2018). Openness to experience predicts intrinsic value shifts after deliberating one’s own death. Death Studies, 42(4), 205–215. https://doi.org/10.1080/07481187.2017.1334016
Ryan, R. M., & Deci, E. L. (2017). Self-Determination Theory: Basic Psychological Needs in Motivation, Development, and Wellness. Guilford Publications. http://ebookcentral.proquest.com/lib/tcsesl/detail.action?docID=4773318
Ryan, R. M., & Deci, E. L. (2020). Intrinsic and extrinsic motivation from a self-determination theory perspective: Definitions, theory, practices, and future directions. Contemporary Educational Psychology, 61, 101860. https://doi.org/10.1016/j.cedpsych.2020.101860
Ryan, R. M., Ryan, W. S., & Domenico, S. I. D. (2019). Effects of Rewards on Self-Determination and Intrinsic Motivation: Revisiting Deci (1971) (P. Corr, Ed.). SAGE Publications, Ltd. https://doi.org/10.4135/9781529793772
Sansone, C., & Tang, Y. (2021). Intrinsic and extrinsic motivation and self-determination theory. Motivation Science, 7(2), 113–114. https://doi.org/10.1037/mot0000234
Shin, J., & Grant, A. M. (2019). Bored by Interest: How Intrinsic Motivation in One Task Can Reduce Performance on Other Tasks. Academy of Management Journal, 62(2), 415–436. https://doi.org/10.5465/amj.2017.0735
Assignment Grade: 47/50
