Effects of reward on intrinsic motivation - Negative, neutral, and positive: Comment on Deci, Koestner, and Ryan (1999)
Effects of reward on intrinsic motivation - Negative, neutral, and positive: Comment on Deci, Koestner, and Ryan (1999)
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DOI：
10.1037/0033-2909.125.6.677
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发表时间：
1999-11-01
影响因子：
22.4
通讯作者：
Cameron, J
中科院分区：
文献类型：
--
作者：
Eisenberger, R;Pierce, WD;Cameron, J
meta分析表明，奖励增加了感知自我决定，奖励对内在动机的影响取决于绩效要求。满足模糊绩效标准的奖励减少了后续执行任务的选择，并且不影响自我报告的兴趣。达到绝对绩效标准的奖励不会影响自由选择，但会增加自我报告的兴趣。超越他人的奖励增加了自由选择和自我报告的兴趣。应用研究通常发现奖励和内在动机之间存在正相关或零相关关系。研究结果表明，要求不明确或最低绩效的奖励程序传达了任务的琐碎性，从而降低了内在动机。要求特定的高任务绩效的奖励程序传达了任务的个人或社会意义，增加了内在动机。
Meta-analyses indicated that rewards increase perceived self-determination and that rewards' effects on intrinsic motivation depend on the performance requirement. Reward for meeting vague performance standards reduced the subsequent choice to carry out the task and did not affect self-reported interest. Reward for meeting absolute performance standards did not affect free choice but increased self-reported interest. Reward for exceeding others increased both free choice and self-reported interest. Applied studies commonly found positive or null relationships between reward and intrinsic motivation. The findings suggest that reward procedures requiring ill-defined or minimal performance convey task triviality, thereby decreasing intrinsic motivation. Reward procedures requiring specific high task performance convey a task's personal or social significance, increasing intrinsic motivation.