Despite the proliferation of gamification in the workplace, little is known about the contextual factors that contribute to its efficacy and impact on employee engagement and organizational ...productivity. Employing self-determination theory, this research investigates the impact of extrinsic motivation, such as social pressure or internalized guilt, on employees' psychological needs satisfaction and behavioral intention. A survey (n = 291) across multiple industries shows extrinsic motivation can decrease employees' autonomy and competence needs satisfaction, but when extrinsic motivation is internalized (such as through perceived personal value) it can support needs satisfaction, intrinsic motivation, and behavioral intention. For managers, these results indicate that beyond being enjoyable, sustainable gamification design should provide benefits that are meaningful to and valued by employees. While it is acknowledged that further research is required, this study provides a basis for deeper understanding of how gamification works as the first to empirically examine the role of extrinsic motivation.
•Intrinsic motivation was positively associated with behavioural intention in workplace gamification use.•Competency and autonomy satisfaction was associated with behavioural intention, mediated through intrinsic motivation.•The extrinsic motivation of identified regulation positively impacted on competency and autonomy needs satisfaction.•The extrinsic motivation of external regulation negatively impacted on competency and autonomy needs satisfaction.•Relatedness satisfaction did not have a significant association with either intrinsic motivation or behavioural intention.
Can immediate (vs. delayed) rewards increase intrinsic motivation? Prior research compared the presence versus absence of rewards. By contrast, this research compared immediate versus delayed ...rewards, predicting that more immediate rewards increase intrinsic motivation by creating a perceptual fusion between the activity and its goal (i.e., the reward). In support of the hypothesis, framing a reward from watching a news program as more immediate (vs. delayed) increased intrinsic motivation to watch the program (Study 1), and receiving more immediate bonus (vs. delayed, Study 2; and vs. delayed and no bonus, Study 3) increased intrinsic motivation in an experimental task. The effect of reward timing was mediated by the strength of the association between an activity and a reward, and was specific to intrinsic (vs. extrinsic) motivation-immediacy influenced the positive experience of an activity, but not perceived outcome importance (Study 4). In addition, the effect of the timing of rewards was independent of the effect of the magnitude of the rewards (Study 5).
Background: Motivation matters in medical students' academic performance. However, few studies have specifically examined how motivation and external environmental factors (e.g., institutions) affect ...medical students' performance with large-scale data sets. The roles of self-efficacy and learning engagement in the mechanisms that govern how motivation affects academic performance are still unclear.
Objective: This study aims to advance a comprehensive understanding about the relationships between medical students' motivation, self-efficacy, learning engagement, and academic performance in a nationwide survey, taking students' demographic factors and sociocultural environments into consideration.
Design: We collected data from 1930 medical students in China. We probed the relations between studying variables. We then performed structural equation model (SEM) analysis to examine the mediating roles of self-efficacy and learning engagement on the relationship between motivation and academic performance. We further carried out multiple-group SEM analyses to compare differences between males and females, and between students in key universities and colleges (KUCs) and non-key universities and colleges (NKUCs).
Results: Medical students in KUCs demonstrated significantly higher intrinsic motivation, better academic performance and lower extrinsic motivation than those in NKUCs. Male students reported higher intrinsic motivation but surprisingly lower academic performance than females. The total effect of intrinsic motivation on academic performance was larger than that of extrinsic motivation. There were significant indirect effects of either intrinsic or extrinsic motivation on academic performance through learning engagement. Besides, both intrinsic motivation and extrinsic motivation predicted self-efficacy; however, the direct effect of self-efficacy on academic performance was not significant.
Conclusions: This study provided researchers with a holistic picture of students' types of motivation in relation to academic performance. Findings from this study can help in rethinking the role of self-efficacy in medicine, in finding more effective interventions for promoting medical students' levels of motivation, and in developing motivation-related counselling methods for different groups of medical students.
Celotno besedilo
Dostopno za:
DOBA, IZUM, KILJ, NUK, PILJ, PNG, SAZU, UILJ, UKNU, UL, UM, UPUK
An experimental test of gaming incentives Banuri, Sheheryar; Danková, Katarína; Keefer, Philip
Journal of economic behavior & organization,
August 2024, 2024-08-00, Letnik:
224
Journal Article
Recenzirano
In recent years, many organizations have undertaken efforts to introduce gaming incentives in order to enhance employee effort and user engagement. However, these incentives are not well understood, ...and subsequently there is a dearth of systematically controlled empirical evidence on their effects, as well as their interaction with other forms of motivation. We present the first comprehensive test of gaming incentives using a real effort lab experiment with a standard lab task adapted to allow the inclusion of gaming incentives. We test the effect of these incentives under two types of extrinsic incentives, an unconditional wage, and a piece rate. In addition, we also measure subject task motivation and explore interaction with intrinsic (task based) incentives. We report three main findings: first, gaming incentives increase effort when extrinsic incentives to exert effort are weak. When extrinsic incentives are strong, gaming incentives have no additional impact on effort, showcasing diminishing returns to multiple forms of incentives. Finally, some forms of gaming incentives are successful in increasing effort among the least task motivated, a property that is similar to extrinsic incentives. Implications for organizations seeking to implement gaming incentives are discussed.
Scholars and leaders have assumed that prosocial motivation is the primary driver for social enterprises (SEs) to do good. Despite the significance of prosocial motivation, we argue that it may not ...be the single driver for SE motivation. A dual-motivations approach based on insights from motivation research is proposed to examine how different types of SE motivation can act together to influence the outcomes of SEs. Empirical findings based on survey data from Hong Kong demonstrate that dual motivations—prosocial-intrinsic and prosocial-extrinsic motivations—explain the outcomes of SEs beyond what the direct effects of prosocial motivation can explain separately. Based on moderation analyses, intrinsic motivation enhances the positive relationships between prosocial motivation and business and social outcomes, whereas extrinsic motivation undermines the relationship related to business outcomes. Implications for research on social entrepreneurship and business ethics are discussed.
Self-determination theory proposes a multidimensional representation of motivation comprised of several factors said to fall along a continuum of relative autonomy. The current meta-analysis examined ...the relationships between these motivation factors in order to demonstrate how reliably they conformed to a predictable continuum-like pattern. Based on data from 486 samples representing over 205,000 participants who completed 1 of 13 validated motivation scales, the results largely supported a continuum-like structure of motivation and indicate that self-determination is central in explaining human motivation. Further examination of heterogeneity indicated that while regulations were predictably ordered across domains and scales, the exact distance between subscales varied across samples in a way that was not explainable by a set of moderators. Results did not support the inclusion of integrated regulation or the 3 subscales of intrinsic motivation (i.e., intrinsic motivation to know, to experience stimulation, and to achieve) due to excessively high interfactor correlations and overlapping confidence intervals. Recommendations for scale refinements and the scoring of motivation are provided.
Public Significance Statement
This meta-analysis demonstrates that self-determination is a central element of human motivation and indeed supports the hypothesis that motivation follows a continuum of self-determination but also that better motivation scoring methods need to be developed. These findings have significance for motivation researchers by displaying the importance of self-determination, and thereby supporting the importance of quality of motivation over quantity.
This research aims to know the effect of extrinsic motivation and compensation on employee performance at a retail company in Bandung. This study also aims to analyze the most dominant factor between ...extrinsic motivation and compensation on employee performance. This research method uses descriptive and verification methods. Researchers obtained data and information that would support this research by taking the object of research as many as 40 employees using a questionnaire aimed at employees. Based on the study's path analysis results, the extrinsic motivation variable has a direct effect of 24%, an indirect effect through a relationship with compensation of 19.5%, and a total effect of 43.5%. The compensation variable has a direct effect of 23.5% and an indirect effect through the extrinsic motivation of 19.5%, a total effect of 43.0%. The results of the correlation coefficient of determination expressed in percentages describe the magnitude of the contribution of all independent variables, namely extrinsic motivation and compensation, in determining the performance variable, which is 0.865 or 86.5%. In contrast, other factors that do not affect performance that is not examined are shown by the value of ? = 0.135 or 13, 5%. The conclusions and suggestions obtained are considered in connection with the study's results; namely, management should be able to maintain and increase extrinsic motivation and compensation to improve performance.
Because no prior studies investigated that green intrinsic and extrinsic motivation influence green creativity, this study aims to bridge this research gap and offers two novel constructs: green ...intrinsic motivation and green extrinsic motivation. A survey approach is employed to get insights from the information technology (I.T) industry located in Dalian, China. Using structural equation modeling (variance-based), the authors analyzed 298 respondents. The findings revealed that green transformational leadership has a substantial influence on green intrinsic motivation and green creativity, which are needed for employees to produce clean and green products and services. In addition, green intrinsic motivation partially mediates the relationship between green transformational leadership and green creativity. On the contrary, green extrinsic motivation as a moderator slightly undermines the green intrinsic motivation for green creative behavior. Therefore, leadership in organizations should raise the green motivation of employees so that they may innovate environment-friendly and sustainable products and services.
Display omitted
•This study offered two novel constructs: Green intrinsic motivation and green extrinsic motivation.•Green transformational leadership and green intrinsic motivation are essential for achieving employees’ green creativity.•Componential theory of creativity is used as a theoretical foundation.•Green intrinsic motivation partially mediates between green transformational leadership and green creativity.•Green extrinsic motivation slightly reduces green intrinsic motivation for green creative behavior.
This meta-analysis aims to shed light on the added value of the complex multidimensional view on motivation of Self-determination theory (SDT). We assess the unique and incremental validity of each ...of SDT’s types of motivation in predicting organizational behavior, and examine SDT’s core proposition that increasing self-determined types of motivation should have increasingly positive outcomes. Meta-analytic findings (124 samples) support SDT, but also adds precision to its predictions: Intrinsic motivation is the most important type of motivation for employee well-being, attitudes and behavior, yet identified regulation is more powerful in predicting performance and organizational citizenship behavior. Furthermore, introjection has both positive and negative consequences, while external regulation has limited associations with employee behavior and has well-being costs. Amotivation only has negative consequences. We address conceptual and methodological implications arising from this research and exemplify how these results may inform and clarify lingering issues in the literature on employee motivation.
We examine motivations for prosocial behavior using new data on volunteer firefighters that contain a dictator game based measure of altruism, surveyed measures of other behavioral factors, and call ...records that provide an objective measure of time spent volunteering. Controlling for a variety of other explanations, we find that the decision to volunteer is positively correlated with altruism as well as with concern for social reputation or “image.” Moreover, by utilizing variation in the presence and level of small stipends paid to the firefighters, we find that the positive effect of monetary incentives declines with image concerns, supporting a prediction that extrinsic incentives can crowd out image motivation for prosocial behavior.
PDF
