Effects of Intrinsic and Extrinsic Motivators on Worker Performance: A Longitudinal Field Experiment

内在和外在激励因素对员工绩效的影响：纵向现场实验

• 批准号: 8813196
• 负责人: Jean Latting
• 金额: $ 22.54万
• 依托单位: University of Houston
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 1988
• 资助国家: 美国
• 起止时间: 1988-07-01 至 1992-12-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=8813196&HistoricalAwards=false
• 关键词: Effects; Intrinsic; Extrinsic; Motivators; Worker

The purpose of this award is to study the effects of intrinsic motivation (e.g. goal setting with performance feedback and participation) and extrinsic motivation (e.g. bonuses) on performance. The study involves a longitudinal field experiment. It will span three years and will be conducted within a multi-site social services agency. The study uses a replicated time series design and involves an extensive data collection effort of baseline measures postintervention and follow up data from agency records, questionnaire responses, and indepth interviews. The results will have important implications for management practice affecting the design of performance evaluation and reward systems as well as for the validation of certain issues in motivation theory. This is an ambitious field experiment involving a study of central theoretical issues on the effect of intrinsic and extrinsic motivators on performance. It is also of central interest to practitioners concerned with the design of performance evaluation and reward systems in organizations. Specifically, the purposes of the study are to determine (1) whether an intrinsic motivation system improves the performance and attitudes of employees; (2) whether the addition of extrinsic rewards to the intrinsic system results in gains or losses in performance; and (3) whether these gains or losses are mediated by adjustments in the intrinsic system. Most prior work on this issue has been done in the laboratory or over short time horizons. In addition to the validation and extension of theory and the implication for management practice the research will also contribute to the methodology of field experimentation in live organizations which is still in early stages of formalization.

该奖项的目的是研究内在动机（例如带有绩效反馈和参与的目标设定）和外在动机（例如奖金）对绩效的影响。 该研究涉及纵向现场实验。 该活动将持续三年，并将在一个多地点的社会服务机构内进行。 该研究采用重复时间序列设计，涉及干预后基线测量的广泛数据收集工作以及来自机构记录、问卷答复和深入访谈的后续数据。 研究结果将对影响绩效评估和奖励系统设计的管理实践以及激励理论中某些问题的验证产生重要影响。 这是一项雄心勃勃的现场实验，涉及关于内在和外在激励因素对绩效影响的核心理论问题的研究。 对于关注组织中绩效评估和奖励系统设计的从业者来说，它也是核心利益所在。 具体来说，研究的目的是确定（1）内在激励系统是否可以改善员工的绩效和态度； (2) 内在系统中加入外在奖励是否会导致绩效收益或损失； (3)这些收益或损失是否是通过内在系统的调整来调节的。 关于这个问题的大多数先前工作都是在实验室或短期内完成的。 除了理论的验证和扩展以及对管理实践的影响之外，该研究还将有助于在活跃组织中进行现场实验的方法，该方法仍处于形式化的早期阶段。