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Intrinsic Motivation (intrinsic + motivation)
Selected AbstractsSocial Presence and Children: Praise, Intrinsic Motivation, and Learning With ComputersJOURNAL OF COMMUNICATION, Issue 1 2004Cheryl Campanella Bracken The computers are social actors (CASA) paradigm asserts that human computer users interact socially with computers, and the paradigm has provided extensive evidence that this is the case for adults. This experiment examined whether or not children have similar reactions to computers by comparing children's predictable responses to praise from a teacher to their responses to praise from a computer. Eight- to 10-year-old participants (N= 42) received either praise or neutral feedback from a computer. Independent variables were the feedback (praise or neutral), and participants' age and gender. Dependent variables measured via a paper-and-pencil questionnaire were learning (recall and recognition memory), perceived ability, and intrinsic motivation. Results provide evidence that children do have social responses to computers and that such social responses can lead to increases in learning (recall and recognition) in young children. [source] A Price Is a Signal: on Intrinsic Motivation, Crowding-out, and Crowding-inKYKLOS INTERNATIONAL REVIEW OF SOCIAL SCIENCES, Issue 1 2010Friedel Bolle SUMMARY If a previously unpaid activity (e.g. donating blood) is paid, then we often observe that this activity is reduced. In this paper, it is hypothesized that the price offered is taken as a proxy for the "value" of the activity. Depending on how the actor valued the activity previously, crowding-out or crowding-in is implied, an effect with or without persistence after stopping the payment. The model can be adapted to a number of similar situations, including those where a high price signals high costs instead of high values. Our "naïve" explanation is confronted with Bènabou and Tirole's (2003) Principal-Agent model. A questionnaire study supports our basic hypothesis as well as some of the derived consequences, and contradicts Bènabou and Tirole's model. [source] Intrinsic Motivation and the Logic of Collective Action: The Impact of Selective IncentivesAMERICAN JOURNAL OF ECONOMICS AND SOCIOLOGY, Issue 2 2010Andreas P. Kyriacou I integrate the notion of intrinsic motivation, applied to economics most notably by Frey (1997), into the logic of individual contributions toward collective goods as analyzed since Olson ([1965] 1971). This illuminates the many and various ways through which the intrinsic motivation to contribute toward such goods can be crowded out by the application of selective incentives. I suggest that the crowding-out effect increases the cost to society of organizing the provision of collective goods and argue in favor of designing selective incentives that mitigate this effect. [source] Predicting physical activity and outcome expectations in cancer survivors: an application of Self-Determination TheoryPSYCHO-ONCOLOGY, Issue 7 2006Philip M. Wilson Abstract The purpose of this study was to examine the contributions of autonomous and controlled motives drawn from Self-Determination Theory (SDT; Intrinsic Motivation and Self-determination in Human Behavior. Plenum Press: New York, 1985; Handbook of Self-determination Research. University of Rochester Press: New York, 2002) towards predicting physical activity behaviours and outcome expectations in adult cancer survivors. Participants were cancer-survivors (N=220) and a non-cancer comparison cohort (N=220) who completed an adapted version of the Treatment Self-Regulation Questionnaire modified for physical activity behaviour (TSRQ-PA), an assessment of the number of minutes engaged in moderate-to-vigorous physical activity (MVPA) weekly, and the anticipated outcomes expected from regular physical activity (OE). Simultaneous multiple regression analyses indicated that autonomous motives was the dominant predictor of OEs across both cancer and non-cancer cohorts (R2adj=0.29,0.43), while MVPA was predicted by autonomous (,'s ranged from 0.21 to 0.34) and controlled (,'s ranged from ,0.04 to ,0.23) motives after controlling for demographic considerations. Cancer status (cancer versus no cancer) did not moderate the motivation,physical activity relationship. Collectively, these findings suggest that the distinction between autonomous and controlled motives is useful and compliments a growing body of evidence supporting SDT as a framework for understanding motivational processes in physical activity contexts with cancer survivors. Copyright © 2005 John Wiley & Sons, Ltd. [source] Differentiating emotional intelligence in leadershipJOURNAL OF LEADERSHIP STUDIES, Issue 2 2007Carina Fiedeldey-Van Dijk Leadership has received considerable attention since the 1990s. We claim that leaders can be found at all levels of employment, and at the very least, all managers are expected to be leaders. Yet managerial status does not guarantee leadership. Leadership is a necessary component of and a filter for successful management. Effective managers demonstrate leadership capabilities. Leadership attributes are well captured in measures of emotional intelligence (EQ). Hence, leadership can improve if managers work to develop their EQ. We show how EQ, and hence leadership, can vary by level of employment among a composite international group of 3,305 employees with the Six Seconds Emotional Intelligence Assessment. The relationship between six leadership groups, as based on their EQ performance, across different employment levels was statistically examined, suggesting that leadership is realized in different ways depending on level of employment. It appears that employees become more skillful in emotional literacy and consequential thinking as they progress up the employment ladder. Intrinsic motivation and optimism are best leveraged by nonmanagerial rather than senior employees. The diminishing incorporation of empathy with an increase in employment level seems to stand in sharp contrast. Nonmanagerial employees, specialists, and entrepreneurs will benefit from developing their competence in pursuing their objectives with an overarching sense of purpose. The finding that high-EQ leaders seem to dominate in the managerial levels may be viewed as encouraging. [source] Intrinsische Motivation und umweltpolitische InstrumentePERSPEKTIVEN DER WIRTSCHAFTSPOLITIK, Issue 2 2001Erik Gawel In the discussion on the rational choice model of individual behavior, a growing emphasis has recently been placed on the importance of intrinsic motivation. Contrary to assumptions made in the standard economic literature, it is suggested that an individual's motivation to act may not be exclusively determined by external influences (incentives, restrictions) and (given) personal preferences, but, in addition, depends on intrinsically anchored ethical preferences. Intrinsic motivation may diminish if parallel external incentives, such as rewards or orders, come into play: Insofar as external intervention weakens the corresponding intrinsic motivation to act, the (normal) effect of relative prices is opposed by a (countervailing) crowding-out effect of intrinsic motivation. The effect of (over-) crowding-out has been thematized especially in the context of environmental policy. It was suggested that subsidies may support intrinsic incentives whereas taxes and licences (especially though command-and-control measures) tend to undermine them. This paper critically analyzes the impact of intrinsic behavior considerations on the evaluation of environmental policy instruments. It is argued that, if at all, economists' standard recommendations for policy design with respect to subsidies need not be revised even if intrinsic motivation plays any role for the agents' environmental bevavior. Furthermore, command-and-control policy might rather support than weaken intrinsic motivation. [source] Linking intrinsic motivation, risk taking, and employee creativity in an R&D environmentR & D MANAGEMENT, Issue 3 2007Todd Dewett Intrinsic motivation is thought to spur risk taking and creativity. Nonetheless, the relationship between common creativity antecedents and intrinsic motivation is seldom clarified and the assertion that intrinsic motivation spurs risk taking and creativity has rarely been addressed. The current study adopts an individual level of analysis and attempts to link several common creativity antecedents, intrinsic motivation, and one's willingness to take risks to employee creativity. Using survey data collected from 165 research and development personnel and their supervisors, evidence is provided showing that intrinsic motivation mediates the relationship between certain antecedents and one's willingness to take risks and that this willingness mediates the effect of intrinsic motivation on employee creativity. However, starkly different findings emerge when using subjective versus objective indicators of employee creativity, suggesting that further theoretical development is in order to explain the differences. [source] Avoiding Accounting Fixation: Determinants of Cognitive Adaptation to Differences in Accounting Method,CONTEMPORARY ACCOUNTING RESEARCH, Issue 2 2005DAVID T. DEARMAN Abstract Much research over the last 30 years has provided evidence that individuals display accounting fixation; that is, their cognitive process does not appropriately adapt to cross-sectional or temporal differences in an accounting method. This paper presents the results of a quasi-experimental test of the hypothesis that cognitive adaptation to a change in accounting method is an ordinal interactive function of three person characteristics: relevant accounting knowledge, general problem-solving ability, and intrinsic motivation to appropriately engage in the decision task. Based on a product-pricing decision task in which participants are provided with product costs reported by two generally employed product-costing methods (activity-based costing [ABC] and volume-based costing), the results show that the majority of participants did not change their cognitive behavior when there was a change in the costing method. Further, those participants who did adapt to the change in accounting method, and thus avoided accounting fixation, did so by debiasing costs reported by volume-based costing but not by ABC. Finally, these adapters generally exhibited high values for all three of the person characteristics compared with those who did not adapt. [source] Personality, cognition, and university students' examination performanceEUROPEAN JOURNAL OF PERSONALITY, Issue 6 2003Pru Phillips A prospective study explored the relationship between personality traits (as defined by the five factor model), type of motivation (as defined by self-determination theory), and goal-specific cognitions (including those specified by the theory of planned behaviour) as antecedents of degree performance amongst undergraduate students. A sample of 125 students completed a questionnaire two to three months before their final examinations. Structural equation modelling was used to explore relationships. Intention and perceived behavioural control explained 32% of the variance in final degree marks, with intention being the strongest predictor. Controlling for theory of planned behaviour variables, anticipated regret, good-student identity, controlled extrinsic motivation, Conscientiousness, and Openness had direct significant effects on intention. In total, 65% of the variance in intention was explained. The resultant model illustrates how personality traits may affect examination performance by means of mediators such as intention, anticipated regret, student identity, and autonomous intrinsic motivation. Copyright © 2003 John Wiley & Sons, Ltd. [source] Recovering from recurrent mental health problems: Giving up and fighting to get betterINTERNATIONAL JOURNAL OF MENTAL HEALTH NURSING, Issue 1 2010Yulia Kartalova-O'Doherty ABSTRACT The purpose of this paper is to present selected findings of a grounded theory study that aims to explore individual processes and desired outcomes of recovery from recurrent health problems in order to build up a theoretical framework of recovery in an Irish context. Volunteers included mental health service users or participants of peer support groups who have experienced recurrent mental health problems for two or more years, consider themselves in improvement, and are willing to participate in individual interviews. The current paper is based on the analysis of 15 audiorecorded and transcribed interviews. We identified two open codes of ,giving up' and ,fighting to get better'. Giving up was associated with accepting a passive identity of a patient with a chronic mental illness and a lack of intrinsic motivation to get better. Fighting had both positive (fighting for) and negative (fighting against) dimensions, as well as internal and external ones. The fight for recovery entailed substantial and sometimes risky effort. Starting such a fight required strong, self-sustained motivation. Service providers might need to discuss internal and external motivators of fighting for recovery with service users, with a view to including such motivators in the care plans. [source] The nature and influence of motivation within the MOA framework: implications for social marketingINTERNATIONAL JOURNAL OF NONPROFIT & VOLUNTARY SECTOR MARKETING, Issue 4 2006Wayne Binney Social marketers acknowledge that to achieve optimum programme outcomes, identification and targeting of the non-conforming cohort is paramount. This article discusses the application of the social marketing framework, motivation, opportunity and ability (MOA) with a particular focus on the motivation aspect of the model. Motivation is considered from the perspectives of intrinsic and extrinsic motivation. Previously, the degree or level of motivation has been used in the operationalisation of the motivation construct, while in this paper the type of motivation is used as the basis for the construct. The construct is then applied to an environmental land management study, namely a rabbit control programme. Specifically, the aims of this paper were to further develop the MOA constructs, with a particular focus on motivation, including intrinsic and extrinsic motivation, to develop an understanding of the factors that are associated with ineffective behaviour and to develop a model to predict effective/ineffective control behaviour. Scales were developed to enable a study of the relationship between the MOA constructs, including intrinsic and extrinsic motivation, and the respondents control behaviour. Data were collected from a random sample of 566 respondents who were involved in the control programme. Using ANOVA and MANOVA techniques, significant differences were found between those landholders that exhibited effective control and ineffective control with regard to all MOA constructs. A multinomial logit (MNL) regression model was then developed to predict behaviour. This model showed that ability and intrinsic motivation were significant predictors of behaviour. The estimated model was able to predict recalcitrant landholders with 98% accuracy. The results of this study therefore provide a significant contribution to social marketing as it is the recalcitrant cohort that social marketers wish to understand and whose behaviour they frequently attempt to rectify in order to achieve stated social and/or environmental objectives. The implications for related social market theory, policy development and environmental management programmes are discussed. Copyright © 2006 John Wiley & Sons, Ltd. [source] Established ways to keep donor's interest aliveISBT SCIENCE SERIES: THE INTERNATIONAL JOURNAL OF INTRACELLULAR TRANSPORT, Issue n1 2010J. Ringwald Background, The future demographic changes will be associated with an enhancement of the worldwide shortage of blood. The ageing of the population in developed countries is associated with a decrease in young individuals being potentially eligible to donate blood and an increase in older individuals who might be in the need of blood transfusion. Therefore, the retention of active blood donors (BD) is becoming more important. A substantial increase in blood donations could be achieved by a relatively small increase in BD return. It is the task of blood donation services (BDSs) to elaborate specific and adequate measures to increase the BD's likelihood to return. Successful BD retention programmes are viable to ensure a sufficient supply with blood and blood components at present and the upcoming years. Aims, To give recommendations for BD retention strategies based on a survey of potential and established measures how BD's interest could be kept alive. Methods, With focus on the last decade, literature about internal and external influences on BD's intention to regular blood donation and their actual return behaviour was reviewed. Furthermore, a special aspect was drawn on published articles about established or potential measures to increase BD's return-rate. Based on this information, different ways how BD's interest could be kept alive were suggested. Results, Overall, individuals of younger age (< 30,40 years), women, those with a lower education level are less likely to return to blood donation. External influences of friends, family or co-workers are import for starting a BD career. To become a committed BD, however, a high level of intrinsic motivation is needed. To keep BD's interest alive for a long time, BDSs should focus on the following to increase the satisfaction of the BD: Make blood donation a good experience and as convenient as possible, reduce adverse events and anxiety, and train and motivate your staff. This could be further supported by an intensive and active communication with the BDs right from the start, the application of loyalty builders to establish BD identity, and the appropriate use of incentives. Finally, temporarily deferred BDs should ask to return personally and advertisement programmes for repeat BDs should appeal on personal motivation and moral norms. However, BDS should always try to adapt their measures on their target population considering that people are different all around the world. Moreover, some promotion programmes should be even tailored for distinct subgroups of BDs to have a successful outcome. Conclusions, There is quite a number of ways to keep BDs interest alive and to start a career as a regular and committed BD. In this context, the self-identification as a BD is definitely of major importance. BDSs are challenged to support this developmental process. They have to make sure that blood donation is associated with a good experience for the BD, making him or her feeling good and happy. [source] Examining the Unique Effects of Multiple Motivational Sources on Task PerformanceJOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 12 2003Judith Scully Callahan This paper examines whether multiple motivational sources uniquely influence task performance. Using the established framework in the goal-setting literature that suggests a pattern of mediated relationships, we test the relationship between assigned goals, incentives, and intrinsic motivation and task performance. The results show that assigned goals, incentives, and intrinsic motivation each positively influence task performance. However, the magnitude of the relationship varies considerably. The relationship for assigned goals was fully mediated by self-efficacy and self-set goals, whereas only a direct relationship emerged for incentives. The data reveal both direct and indirect relationships associated with intrinsic motivation. [source] Social Presence and Children: Praise, Intrinsic Motivation, and Learning With ComputersJOURNAL OF COMMUNICATION, Issue 1 2004Cheryl Campanella Bracken The computers are social actors (CASA) paradigm asserts that human computer users interact socially with computers, and the paradigm has provided extensive evidence that this is the case for adults. This experiment examined whether or not children have similar reactions to computers by comparing children's predictable responses to praise from a teacher to their responses to praise from a computer. Eight- to 10-year-old participants (N= 42) received either praise or neutral feedback from a computer. Independent variables were the feedback (praise or neutral), and participants' age and gender. Dependent variables measured via a paper-and-pencil questionnaire were learning (recall and recognition memory), perceived ability, and intrinsic motivation. Results provide evidence that children do have social responses to computers and that such social responses can lead to increases in learning (recall and recognition) in young children. [source] Incentives and the Efficiency of Public Sector-outsourcing ContractsJOURNAL OF ECONOMIC SURVEYS, Issue 5 2005Paul H. Jensen Abstract., Outsourcing the provision of traditionally publicly provided services has become commonplace in most industrialized nations. Despite its prevalence, there still is no consensus in the academic literature on the magnitude (and determinants) of expected cost savings to the government, nor the sources of those savings. This article considers the arguments for (and against) outsourcing and then examines the empirical evidence pertaining to whether any observed savings occur and whether they persist over time. In addition, we examine the existing evidence for the ,redistribution hypothesis' and the ,quality-shading hypothesis', which critics have used to argue that outsourcing lowers government expenditure by lowering wages and conditions and/or lower quality services. Finally, we consider the impact of contract design on outsourcing outcomes. While the power of incentives is a strong theme in economics, recent work has suggested that high-powered incentives may be suboptimal for many public sector services, because they may crowd out intrinsic motivation, particularly in instances where agents are highly motivated. We discuss the implications of this insight for the efficiency of public sector outsourcing. [source] Political will, political skill, and political behaviorJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 3 2005Darren C. Treadway The current study used Mintzberg's (1983) conceptualization of political will and political skill to evaluate the predictors and consequences of political behavior at work. As elements of political will, we hypothesized that need for achievement and intrinsic motivation would predict the use of political behavior at work. Furthermore, we argued that political skill would moderate the relationship between political behavior and emotional labor. Data gathered from employees (N,=,193) representing a wide array of organizations substantiated the proposed relationships. Specifically, need for achievement and intrinsic motivation were positively associated with political behavior. In turn, those opting to employ political behavior at work experienced a higher degree of emotional labor, but this relationship was found to operate differently at low and high levels of political skill. Specifically, emotional labor was a consequence of political behavior for those low in political skill, but emotional labor reactions from political behavior were neutralized for individuals high in political skill. Implications of these results, strengths and limitations, and directions for future research are discussed. Copyright © 2005 John Wiley & Sons, Ltd. [source] Where intrinsic job satisfaction fails to work: national moderators of intrinsic motivation,JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 2 2003Xu Huang This study sought for national characteristics that moderate the individual-level relationship between job characteristics and job satisfaction. Data from two distinct questionnaire surveys administered to 107,292 employees in 49 countries was analyzed by employing multilevel modeling. Results showed that the link between intrinsic job characteristics and job satisfaction is stronger in richer countries, countries with better governmental social welfare programs, more individualistic countries, and smaller power distance countries. By contrast, extrinsic job characteristics are strongly and positively related to job satisfaction in all countries. In addition, we found that intrinsic job characteristics tend to produce motivating satisfaction in countries with good governmental social welfare programs irrespective of the degree of power distance, while they do not tend to work so in countries with poor governmental social welfare programs as well as a large power distance culture. Socio-economic and cultural approaches to explaining cross-national variation in work motivation are discussed. Copyright © 2003 John Wiley & Sons, Ltd. [source] Reading motivation, perceptions of reading instruction and reading amount: a comparison of junior and senior secondary students in Hong KongJOURNAL OF RESEARCH IN READING, Issue 4 2009Kit-Ling Lau This study examined the relations between students' reading motivation, perceptions of reading instruction and reading amount, together with grade differences, in a Chinese educational context. A total of 1,146 students from 19 secondary schools in Hong Kong voluntarily responded to a questionnaire that measured these three sets of variables. The study's findings indicated that students' intrinsic motivation was most strongly related to their reading amount. Students' perceptions of the reading instruction they received in their Chinese language class were significantly related to their reading motivation, but were only indirectly related to their reading amount, being mediated through reading motivation. Consistent with previous studies, significant grade differences were found in all types of reading motivation, students' perceptions of reading instruction and students' reading amount. The findings indicated that junior secondary students had better self-efficacy, intrinsic motivation, extrinsic motivation and social motivation than senior secondary students. The largest grade difference was in students' self-efficacy. Junior secondary students also perceived the reading instruction in their Chinese language class as more mastery-oriented and read more frequently than senior secondary students. The implications of these findings for understanding Chinese students' reading motivation and for planning effective reading instruction to enhance their motivation are discussed. [source] Reading strategy use between Chinese good and poor readers: a think-aloud studyJOURNAL OF RESEARCH IN READING, Issue 4 2006Kit-Ling Lau This study aimed to explore the differences between Chinese good and poor readers in their strategy use by using a think-aloud method. Eight grade 7 students in Hong Kong, four good readers and four poor readers, received a think-aloud task and an interview in the study. Consistent with the Western studies, findings of this study indicated that Chinese good readers used more strategies and had better ability and knowledge of strategy use than did poor readers. In addition to the cognitive deficiencies, poor readers were also found to have poorer intrinsic motivation than did good readers. The combined problems of poor reading ability and motivation made them reluctant to process the text at a deeper level and they gave up easily when they encountered reading difficulties. Implications of these findings for studying the reading problems of Chinese students and implementing effective reading instruction in Hong Kong Chinese language teaching are discussed. [source] Traveling the road to success: A discourse on persistence throughout the science pipeline with African American students at a predominantly white institutionJOURNAL OF RESEARCH IN SCIENCE TEACHING, Issue 6 2005Melody L. Russell This study focuses on 11 African American undergraduate seniors in a biology degree program at a predominantly white research institution in the southeastern United States. These 11 respondents shared their journeys throughout the high school and college science pipeline. Participants described similar precollege factors and experiences that contributed to their academic success and persistence at a predominantly white institution. One of the most critical factors in their academic persistence was participation in advanced science and mathematics courses as part of their high school college preparatory program. Additional factors that had a significant impact on their persistence and academic success were family support, teacher encouragement, intrinsic motivation, and perseverance. © 2005 Wiley Periodicals, Inc. [source] Does Public Service Motivation Adapt?KYKLOS INTERNATIONAL REVIEW OF SOCIAL SCIENCES, Issue 2 2010Yannis Georgellis SUMMARY Theoretical arguments highlight the importance of Public Service Motivation (PSM) in underpinning employment relationships in the public sector, mainly based on the presumption that many aspects of public service provision are non-contractible. Consequently, hiring workers who are public service, or pro-socially, motivated helps to overcome incentive problems and to increase organizational efficiency, thus reducing the need for high-powered incentives. However, such an argument would be undermined should workers' pro-social or intrinsic motivation dissipates rapidly with job tenure. Based on longitudinal data from the British Household Panel Survey (BHPS), we explore patterns of overall and domain satisfaction measures for workers who made the transition from private to public sector employment. We are particularly interested in finding out whether any possible boost in satisfaction with the nature of the work itself, our proxy for pro-social or Public Service Motivation (PSM), associated with accepting public sector employment dissipates following the transition into public sector employment. Our results reject the hypothesis of a rapid and complete adaptation of PSM back to baseline or pre-transition levels. Interestingly, this is not the case for public to private or for within-sector transitions, which result in a short-lived increase in intrinsic motivation. This is welcome evidence for the advocates of the benefits of having pro-socially or intrinsically motivated people working in the public sector. [source] Access as a Motivational Device: Implications for Human Resource ManagementKYKLOS INTERNATIONAL REVIEW OF SOCIAL SCIENCES, Issue 2 2003Pablo Arocena Summary In this paper we analyse the provision of incentives at work on the basis that the employment relationship is not solely an exchange of work for money. Particularly, in addition to a salary, a job also gives access to a working experience, which determines the potential for employee's human capital acquisition and for his social and professional recognition. Accordingly, we argue that the level of access defines the employee's opportunities for satisfying his self-actualisation and achievement needs. Further, given that the firm has the ability to regulate access by way of a number of organisational decisions, access becomes a powerful mechanism to activate the worker's internal motivation. In this respect, the main purpose of this paper is to study the effect of access and intrinsic motivation on employee's performance and job design. To that effect, we analyse the economic consequences of our arguments on access through a model of agency enriched with a number of psychological and organisational considerations. Our results and conclusions are consistent with much of the interdisciplinary research on the subject, as well as with the evidence emerging from the real business practice. They also provide a number of practical implications for personnel policies. First, in order to activate the individual's internal motivation, the job must reach a minimum value. Second, the positive effect of the employee's intrinsic motivation on effort decreases with the magnitude of monetary incentives. Third, the efficiency gains generated by the extension of job access increase with the employee's level of perceived risk. Finally, the costs of selection are a consequence of granting access. [source] Why Are You Learning a Second Language?LANGUAGE LEARNING, Issue S1 2003Motivational Orientations, Self-Determination Theory The data for this study were collected in my first year of graduate school for a term paper for a course I was taking from Luc Pelletier. When I began graduate school, Luc also started at the University of Ottawa as a new faculty member, and he taught a course in motivation. I had worked with Richard Clément for a couple of years already as an honors student and as a research assistant and had conducted research on orientations and motivation under his supervision as part of my honors thesis project. Luc was very interested in self-determination theory (SDT) and had worked with Bob Vallerand on an instrument to assess academic motivation from this perspective. Luc and I decided to carry out a study on language learning orientations using SDT and enlisted Richard's and Bob's involvement in the project. As a bilingual institution where all students were required to demonstrate competence in their second language (L2), whether French or English, the University of Ottawa was an ideal setting for this type of research. The project was a first examination of SDT in the language learning context, and to the best of my knowledge it was the only, or at least one of the very few, empirical investigations of intrinsic and extrinsic motivation in the area. It involved the development of a valid and reliable instrument to assess the different subtypes of intrinsic and extrinsic motivation. It also explored the link between these motivational subtypes and various orientations to language learning that had been identified by Clément and Kruidenier (1983), including the travel, friendship, knowledge, and instrumental orientations. The results showed that the instrumental orientation and the SDT external regulation orientation were strongly correlated, and that the travel, friendship, and knowledge orientations were quite highly intercorrelated with identified regulation and intrinsic motivation. Moreover, the instrumental and external regulation orientation scales correlated in similar ways with the hypothesized antecedents of perceived autonomy and competence and the hypothesized consequences of intention to pursue L2 study and anxiety. In addition, the travel, friendship, and knowledge orientations were correlated with the hypothesized antecedents and consequences in a manner similar to intrinsic motivation and identified regulation. These results suggested that Clément and Kruidenier's 4 orientations may be tapping a similar construct as the SDT orientations. My only regret with this study is that I did not include a scale to measure the integrative orientation (Gardner, 1985) to determine its relation with the SDT subtypes. This issue would have to wait until a later study to be addressed. The results of this initial investigation encouraged me to pursue research integrating SDT with other theoretical frameworks of language learning motivation. I believe that the SDT framework has several advantages over some other formulations of learner orientations. SDT offers a parsimonious, internally consistent framework for systematically describing many different orientations in a comprehensive manner. It also offers considerable explanatory power for understanding why certain orientations are better predictors of relevant language learning variables (e.g., effort, persistence, attitudes) than others. Also, by invoking the psychological mechanisms of perceived autonomy, competence, and relatedness, it can account for why certain orientations are evident in some learners and not in others. Moreover, the framework is empirically testable and indeed has stood up well under empirical scrutiny in our studies. Its clear predictions may also be particularly valuable in applying the theory in language teaching and program development. [The present article first appeared in Language Learning, 50 (1), 2000, 57,85] [source] Independent Thinking: A Path to Outstanding ScholarshipMANAGEMENT AND ORGANIZATION REVIEW, Issue 3 2008Xiao-Ping Chen abstract This editorial essay addresses the importance of independent thinking in the process of developing outstanding scholarship. Through analysing the difficulties of maintaining independent thinking in the Chinese culture, the paper proposes four approaches: understanding the power of the minority; transforming outside pressure into intrinsic motivation; listening with an open mind; and developing a passion for research. [source] Employee creativity in U.S. and Lithuanian nonprofit organizationsNONPROFIT MANAGEMENT & LEADERSHIP, Issue 4 2008Kristina Jaskyte This article reports findings from a study designed to test a model of creativity in the United States and Lithuania. Five independent variables were derived from the creativity literature: perceived leadership behaviors, organizational norms for creativity, group climate, job characteristics, and motivational orientation. They were used to predict creativity in a sample of 201 employees of nonprofit organizations. The results differed for the two countries. Interestingly, while in the United States organizational norms for creativity, extrinsic motivation, and hierarchical level were related to employee creativity, in Lithuania intrinsic motivation and education constituted major predictors of creativity. Based on the study results, I suggest practical implications for nonprofit managers on how to capitalize on their employees' creativity. [source] Intrinsic Motivation and the Logic of Collective Action: The Impact of Selective IncentivesAMERICAN JOURNAL OF ECONOMICS AND SOCIOLOGY, Issue 2 2010Andreas P. Kyriacou I integrate the notion of intrinsic motivation, applied to economics most notably by Frey (1997), into the logic of individual contributions toward collective goods as analyzed since Olson ([1965] 1971). This illuminates the many and various ways through which the intrinsic motivation to contribute toward such goods can be crowded out by the application of selective incentives. I suggest that the crowding-out effect increases the cost to society of organizing the provision of collective goods and argue in favor of designing selective incentives that mitigate this effect. [source] Intrinsische Motivation und umweltpolitische InstrumentePERSPEKTIVEN DER WIRTSCHAFTSPOLITIK, Issue 2 2001Erik Gawel In the discussion on the rational choice model of individual behavior, a growing emphasis has recently been placed on the importance of intrinsic motivation. Contrary to assumptions made in the standard economic literature, it is suggested that an individual's motivation to act may not be exclusively determined by external influences (incentives, restrictions) and (given) personal preferences, but, in addition, depends on intrinsically anchored ethical preferences. Intrinsic motivation may diminish if parallel external incentives, such as rewards or orders, come into play: Insofar as external intervention weakens the corresponding intrinsic motivation to act, the (normal) effect of relative prices is opposed by a (countervailing) crowding-out effect of intrinsic motivation. The effect of (over-) crowding-out has been thematized especially in the context of environmental policy. It was suggested that subsidies may support intrinsic incentives whereas taxes and licences (especially though command-and-control measures) tend to undermine them. This paper critically analyzes the impact of intrinsic behavior considerations on the evaluation of environmental policy instruments. It is argued that, if at all, economists' standard recommendations for policy design with respect to subsidies need not be revised even if intrinsic motivation plays any role for the agents' environmental bevavior. Furthermore, command-and-control policy might rather support than weaken intrinsic motivation. [source] Linking intrinsic motivation, risk taking, and employee creativity in an R&D environmentR & D MANAGEMENT, Issue 3 2007Todd Dewett Intrinsic motivation is thought to spur risk taking and creativity. Nonetheless, the relationship between common creativity antecedents and intrinsic motivation is seldom clarified and the assertion that intrinsic motivation spurs risk taking and creativity has rarely been addressed. The current study adopts an individual level of analysis and attempts to link several common creativity antecedents, intrinsic motivation, and one's willingness to take risks to employee creativity. Using survey data collected from 165 research and development personnel and their supervisors, evidence is provided showing that intrinsic motivation mediates the relationship between certain antecedents and one's willingness to take risks and that this willingness mediates the effect of intrinsic motivation on employee creativity. However, starkly different findings emerge when using subjective versus objective indicators of employee creativity, suggesting that further theoretical development is in order to explain the differences. [source] From concepts of motivation to its application in instructional design: Reconsidering motivation from an instructional design perspectiveBRITISH JOURNAL OF EDUCATIONAL TECHNOLOGY, Issue 4 2009Yi-Chia Cheng This paper explores the concepts of motivation, including extrinsic motivation and intrinsic motivation. It describes how motivation becomes a major concern in the field of instructional design (ID). Furthermore, a motivation model,the ARCS model,is identified and discussed. Finally, it provides an example of how to apply the motivational design process in ID. The aim of this paper is to facilitate a deeper understanding of motivation and to inform professionals about its importance in learning [source] Non-at-risk adolescents' attitudes towards reading in a Singapore secondary schoolJOURNAL OF RESEARCH IN READING, Issue 3 2008Wendy Bokhorst-Heng In this paper, we examine the various nuanced dimensions of adolescents' dispositions towards reading in one secondary school in Singapore, where a high-stakes examination culture often threatens to colonise the practices of leisure reading. Our focus is on the better and more avid readers as they were the ones that developed the more negative attitudes towards reading at the end of their first year in secondary school. Our analysis found that there were no significant differences between boys and girls in their declining attitudes, and that for both ,intrinsic motivation' saw the greatest decline. However, attitudes related to learning orientation remained stable, suggesting both the impact of constraints in an exam-oriented educational structure as well as possibilities for developing reading pedagogy and adolescent reading programmes. We argue that the more educators are aware of the multidimensionality and complexity of the attitudes and values that students bring to their reading, the more effectively they will be able to design and implement programmes and pedagogy to foster positive attitudes and promote a lifelong love for reading. [source] | ||||||||||||||||||||||||||||||||||