INTRINSIC AND EXTRINSIC MOTIVATIONS AT
WORK
WHAT DOES WORK AND ORGANIZATIONAL PSYCHOLOGY TELL US?
Roland Pepermans
IAP-day, May 29th, 2013
UCL, Louvain-la-Neuve
INTRINSIC AND EXTRINSIC MOTIVATIONS AT
WORK, OR AUTONOMOUS VS. CONTROLLED:
WHAT DOES WORK AND ORGANIZATIONAL PSYCHOLOGY TELL US?
Roland Pepermans
IAP-day, May 29th, 2013
UCL, Louvain-la-Neuve
Motivation – extrinsic & intrinsic
Self-determination theory
Motivation and non-profit studies at the VUB
Motivation – extrinsic & intrinsic
Self-determination theory
Motivation and non-profit studies at the VUB
MOTIVATION –
EXTRINSIC
&
INTRINSIC
• More than 50 years of research (Steers et al., 2004)
• Why does someone engage in some action?
Content of motivation (Maslow, 1954; McClelland, 1961; Herzberg, 1959)
• How does motivation develop?
Process of motivation (Vroom, 1964)
complex: dynamic; individual and situation
dependent
MOTIVATION –
EXTRINSIC
&
INTRINSIC
Herzberg
important job characteristics that make people
engage in their work and make them feel
(un)satisfied
Interviews with American accountants and engineers
“when did you feel exceptionally good or bad about your
present job or any previous job, and provide reasons and
a description of the sequence of events giving rise to
those positive or negative feelings”
MOTIVATION –
EXTRINSIC
&
INTRINSIC
• salary, fringe benefits
• relations with co-workers,
supervisor
• status
• work environment
• working conditions
• company policies
_
+
0
• task variety
• independent work
• responsibility
• challenging work
• recognition
• advancement
MOTIVATION –
EXTRINSIC
&
INTRINSIC
Hygiene-factors
Dissatisfyers
Extrinsic factors
_
0
+
Motivators
Satisfyers
Intrinsic factors
MOTIVATION –
EXTRINSIC
&
INTRINSIC
Herzberg
+
• Very influential for practial applications in industry
• Face validity, easy jargon
• Mixing up of motivation and satisfaction
• Method dependent results
MOTIVATION –
EXTRINSIC
&
INTRINSIC
Deci (1971, 1972)
Experiments
what happens to someone’s intrinsic motivation
when offered extrinsic rewards?
tangible extrinsic rewards (money, awards)
undermine intrinsic motivation, when they
were expected and their receipt depends
on one’s engagement in an activity
(but not if extrinsic rewards are given
verbally)
MOTIVATION –
EXTRINSIC
&
Deci & Ryan
Extrinsic motivation
behavior that is engaged in because
of specific outcomes, not related to
the action per se
Intrinsic motivation
getting satisfaction from the actual
behavior, engaged in freely and giving
the experience of joy and interest
INTRINSIC
Motivation – extrinsic & intrinsic
Self-determination theory
Motivation and non-profit studies at the VUB
SELF-DETERMINATION
THEORY
Ryan & Deci (1985), Deci & Ryan (2002)
metatheory of human motivation – broad empirical support
• incorporates extrinsic and intrinsic factors
• integrates need satisfactions
• includes individual and situational factors (e.g. personality, work climate)
SELF-DETERMINATION
THEORY
people engage in activities in view of their (personal)
experienced need satisfaction
in ideal circumstances someone will act autonomously
without external pressures
when acting autonomously, one is maximally motivated
leads to psychological well-being
the work environment should support and enhance
self-determined motivation
SELF-DETERMINATION THEORY
QUALITY OF MOTIVATION (MOTIVATIONAL TYPES)
Why do you put effort or would you put effort into
your current activities?
Extrinsic
motivation
Self-determination
(Deci & Ryan, 1985; Vansteenkiste & Van den Broeck, 2008)
…because
what I do
expresses
who I am,
my values; I
want to help
society
Intrinsic
motivation
…because I
consider it
important; I
want to
reach a
personal
goal; foster
my career
Integrated
regulation
…because I
owe it to
myself; I do
not want to
feel guilty or
ashamed
Identified
regulation
Introjected
regulation
External
regulation
…because
I risk losing
financial
benefits or
approval; I
want to
avoid
punishment
…because
it is
interesting
in itself, I
have fun
doing it
Intrinsic
motivation
SELF-DETERMINATION THEORY
QUALITY OF MOTIVATION (MOTIVATIONAL TYPES)
Why do you put effort or would you put effort into
your current activities?
Internalisation
(Bidee, Vantilborgh, Pepermans, Huybrechts, Willems, Jegers & Hofmans, Voluntas, 2012)
Intrinsic
motivation
Integrated
regulation
Identified
regulation
Introjected
regulation
External
regulation
Autonomous
motivation
Controlled
motivation
SELF-DETERMINATION THEORY
QUALITY OF MOTIVATION (MOTIVATIONAL TYPES)
Why would you engage more in your (volunteering)
activities?
Need satisfaction
(Bidee, Vantilborgh, Pepermans, Huybrechts, Willems, Jegers & Hofmans, Voluntas, 2012)
Intrinsic
motivation
Integrated
regulation
Identified
regulation
Introjected
regulation
External
regulation
Autonomous
motivation
Controlled
motivation
SELF-DETERMINATION THEORY
NEED SATISFACTION
Why would you engage more in your (volunteering)
activities?
AUTONOMY NEED satisfaction
COMPETENCE NEED satisfaction
RELATEDNESS NEED satisfaction
Autonomous
motivation
Controlled
motivation
Need satisfaction
(Bidee, Vantilborgh, Pepermans, Huybrechts, Willems, Jegers & Hofmans, Voluntas, 2012)
SELF-DETERMINATION THEORY
SUMMARY
(Gagné & Deci, 2005)
SELF-DETERMINATION THEORY
STUDY EXAMPLE
Intrinsic
Job characteristics
+.42
-.37
+.18
Competence
+.22
Relatedness
(Richer et al., 2002)
Emotional
exhaustion
+.24
Intrinsic
motivation
Turnover
intentions
+.80
-.48
Job satisfaction
Motivation – extrinsic & intrinsic
Self-determination theory
Motivation and non-profit studies at the VUB
MOTIVATION & NON-PROFIT STUDIES AT THE VUB
1. Do profit and non-profit employees differ in their
motivation to work? (De Cooman et al., 2011)
Knowledge workers in profit (1/3) and non-profit (2/3) service
organizations; similar job characteristics
No difference in intrinsic motivation
NPO-employees are more autonomously motivated
(identified, integrated)
PO-employees are more externally regulated
NPO-employees score higher on social service values
PO-employees score higher on career and leadership values
No sectoral difference in work effort
(De Cooman, De Gieter, Pepermans & Jegers, Nonprofit & Voluntary Sector Quarterly, 2011)
MOTIVATION & NON-PROFIT STUDIES AT THE VUB
2. Does autonomous motivation predict volunteers’
work effort? (Bidee et al., 2012)
Dutch speaking volunteers in 4 different NPOs
• Motivation at work
• Work effort
• Multilevel regression (volunteers, organizations)
Autonomous motivation of volunteers predicts work effort
Controlled motivation has no signficant impact on work effort
Results are independent of the organization
Work effort of volunteers in itself is organization dependent
(Bidee, Vantilborgh, Pepermans, Huybrechts, Willems, Jegers & Hofmans, Voluntas, 2012)
MOTIVATION & NON-PROFIT STUDIES AT THE VUB
3. Can the organizational context of volunteers support
need satisfaction and autonomous motivation? (Haivas et al., 2012)
Romanian volunteers from 10 NGOs (social & educational)
• Motivation at work
• Basic need satisfaction
• Work climate questionnaire (autonomy supportive)
• Social network (relations through volunteering)
• Mediation model, path analysis
(Haivas, Hofmans & Pepermans, Nonprofit & Voluntary Sector Quarterly, 2012)
MOTIVATION & NON-PROFIT STUDIES AT THE VUB
Autonomy
need satisfaction
Work climate
Competence
need satisfaction
Social network
Relatedness
need satisfaction
Autonomous
motivation
Controlled
motivation
MOTIVATION & NON-PROFIT STUDIES AT THE VUB
Autonomy
need satisfaction
Work climate
Competence
need satisfaction
Social network
-
Autonomous
motivation
Controlled
motivation
Relatedness
need satisfaction
• Volunteering motivation is first of all enhanced when involving
freedom of choice and when feeling competent, not because one
can connect to others (in Romanian sample)
• Relatedness need satisfaction has no unique effect on autonomous
motivation, yet has a shared effect together with the other needs
MOTIVATION & NON-PROFIT STUDIES AT THE VUB
4. Is the relationship between need satisfaction and
autonomous motivation a universal one? (Haivas et al., 2013)
Romanian volunteers from 10 NGOs (mean age: 23yrs)
• Motivation at work
• Need satisfaction at work
• Volunteers work engagement
• Intention to quit organization
• mixture path analysis
• looking for groups with different relationships
(Haivas, Hofmans & Pepermans, Applied Psychology: an International Review, 2013)
MOTIVATION & NON-PROFIT STUDIES AT THE VUB
SDT
Autonomy
need satisfaction
+
Autonomous
motivation
-
Controlled
motivation
Competence
need satisfaction
Relatedness
need satisfaction
MOTIVATION & NON-PROFIT STUDIES AT THE VUB
I.
Autonomy
need satisfaction
+
Autonomous
motivation
-
Controlled
motivation
Competence
need satisfaction
Relatedness
need satisfaction
MOTIVATION & NON-PROFIT STUDIES AT THE VUB
II.
Autonomy
need satisfaction
+
Autonomous
motivation
+
Controlled
motivation
Competence
need satisfaction
Relatedness
need satisfaction
MOTIVATION & NON-PROFIT STUDIES AT THE VUB
Autonomy
need satisfaction
Autonomy
need satisfaction
+
Autonomous
motivation
Autonomous
motivation
+
Controlled
motivation
Competence
need satisfaction
Competence
need satisfaction
Relatedness
need satisfaction
+
Controlled
motivation
Relatedness
need satisfaction
• largest group ≈ SDT
• stronger need satisfactions in general
• more autonomous motivation
• stronger work engagement
• lower intention to quit
MOTIVATION & NON-PROFIT STUDIES AT THE VUB
Autonomy
need satisfaction
Autonomy
need satisfaction
+
Autonomous
motivation
Autonomous
motivation
+
Controlled
motivation
Competence
need satisfaction
Competence
need satisfaction
Relatedness
need satisfaction
+
Controlled
motivation
Relatedness
need satisfaction
young urban Romanian volunteers
less social participation in society
relatedness satisfaction elsewhere
• during day-to-day contacts among youngsters
• collectivistic culture, e.g. family
MOTIVATION & NON-PROFIT STUDIES AT THE VUB
Autonomy
need satisfaction
Autonomy
need satisfaction
+
Autonomous
motivation
Autonomous
motivation
+
Controlled
motivation
Competence
need satisfaction
Competence
need satisfaction
Relatedness
need satisfaction
+
Controlled
motivation
Relatedness
need satisfaction
Volunteering because of extrinsic values
• being with one’s friends
• creating favorable impressions
MOTIVATION & NON-PROFIT STUDIES AT THE VUB
5. Does breaching the psychological contract of
volunteers lead to mood changes through reduced
need satisfaction? (Vantilborgh et al., 2013)
Belgian volunteers from one organization
• Psychological contract breach
• Need satisfaction
• Mood indicator
• Daily diary study
• Multilevel mediation analysis (diaries, individuals)
(Vantilborgh, Bidee, Pepermans, Willems, Huybrechts & Jegers, EAWOP-conference, Münster, 2013)
MOTIVATION & NON-PROFIT STUDIES AT THE VUB
Autonomy
need satisfaction
Psychological
Contract Breach
-
Competence
need satisfaction
Positive
mood
-
Negative
mood
Relatedness
need satisfaction
Volunteers may react to perceived contract breach with
changes in mood, because their needs are not fully satisfied
MOTIVATION & NON-PROFIT STUDIES AT THE VUB
-
Psychological
Contract Breach
-
Autonomy
need satisfaction
-
Competence
need satisfaction
Relatedness
need satisfaction
-
Positive
mood
Negative
mood
Belgian volunteers benefit more from relatedness
satisfaction and somewhat from autonomy satisfaction in
their voluntary activities, at least in view of their mood.
CONCLUSION
Thank you !