motivation: landry et al (2019)

Question 1

context

Answer 1

orgs use money to ghet ppl to work for them
but thats short term not inetrnal enjoymenr or satisfaction

Question 2

aims

Answer 2

whether monetary reards can have a beneficial effect or not on employees’ motivation and performance

Question 3

hypotheses

Answer 3

1) rewards presented in autonomy supportive way conveys informational meaning led to greater performance than presenting them in a controlling or autonomy threatening way so as to confer a controlling meaning

2) effect of informational rewards in performance mediated by greater psych need satisfaction
leading to higher instrinsic motivation
controlling rewards on performance mediated by greater psych needs frustration leading to greater extrinsic motivatio

Question 4

methodology

Answer 4

lab exo
quanti data collected thru use of self reps
questionnaires

Question 5

sample

Answer 5

123 student volunteers
mean age = 23 years recruited through intro to org behaviour course at a canadian uni
all students were randomly assigned to either autonomy supportive informational n=65
or autonomy threatening controlling n=58
60% female

Question 6

procedure

Answer 6

all ps asked to read instruction para about task they would have to perform + reward given when completed

a) autonomy supportive para - supportive and encouraging, informational meaning to reward (reward for token of appreciation)

b) autonomy threatening - controlling meaning to award, pressuring (reward to reinforce the performance standards)

reward: 10 dollar gift card for local coffee shop

after reading instructions the ps had 2 mins to correctly solve 25 4 letter anagrams
task used in many prev studies and is considered a valid measure of performance
after completion, standardised procedure to get score

Question 7

self report measures

Answer 7

1) all ps asked to rate on a 7 pt likert scale
1 = strongly disagree 7= strongly agree
the extent to which they felt their psych needs had been satisfied or frustrated using basic psych needs satisfaction scale and psych needs thwarting scale

2) reported intrinsic and extrinsic motivation using 7 pt situational motivation scale
responding to ‘why are you currently engaged in this activity?’
number of responses like ‘bc i think it’s interest for intrinsic motivation’

Question 8

control measures

Answer 8

to control for individual differences
ps rated on a 3 pt scale how valuable the reward for them
controlled for individual diff due to perceived value of reward

also completed scale to measure pos and neg affect (emotions/feelings) to control for individual diff in affect arising from reading instruction paras

Question 9

results

Answer 9

support hypothesis 1
ps in autonomy supportive condition scored significantly higher on performance (0.76)
than ps in controlling condition (0.54)

hypothesis 2 the AS reported higher psych needs satisfaction (5.79) compared to controlling (5.39)
greater psych needs satisfaction predicted greater intrinsic and greater performance

controlling condition higher needs frustration (2.83) AS was (2.41) so predicted greater extrinsic motivation
extrinsic didn’t predict performance

hypothesis 2 indirect effects
psych needs satisfaction mediator for condition and intrinsic and condition and performance
mediating effects of need frustration and extrinsic also sig

indirect effects of extrinsic as a mediator betwwen need satisfaction and performance not significant

Question 10

conclusions

Answer 10

presenting rewards in autonomy supportive way leads to increased performance on tasks compared to rewards presented in a controlling way

rewards presented in AS way = increased needs satisfaction = healthier intrinsic motivation = better performance bc engaging more in the activity being rewarded for

Question 11

methodological strength validity

Answer 11

control measures used
eg rate on 3 pt scale valuable reward for indv differences
increases validity

Question 12

methodological strength reliability

Answer 12

quantitiatve data on various measures
self reports
objective data
statistical tests and comparisons
increases reliability of results

Question 13

methodological weakness generalisability

Answer 13

sampling bias
high num of ps 153
but from same course of same canadian uni
so may have similar characteristics
problems w generalising findings to diff cultures, unis, courses

Question 14

methodological weakness ecological validity

Answer 14

lab exp
artificial environment
lowers ecological validity

Question 15

ethics

Answer 15

beginning of study landry et al gave detailed explanation of procedure to ps
^ valid consent obtained, no deception

confidentiality maintained
no distress or psych harm

ethical benefit to both orgs and individuals
showed if rewards offered in supportive way then needs satisfaction higher and motivation and performance increases

Question 16

individual vs situational

Answer 16

is motivation due to individual like personal satisfaction and belief in own competence

or situational like monetary rewards??

how reward presented is inportant so situatioanl more important than inv like persoanlity etc?

Question 17

reductionism vs holism

Answer 17

reductionist
suggests performance is dependant on self determination
not taking into acc effect of factors like personality, pre existing competence, experience, age

Question 18

idiographic vs nomothetic

Answer 18

experimental methodology and queses to find general laws
to explain monetary rewards improving workplace performance and motivation

NOMOTHETIC APPROACH
not taking into acc uniqueness of individual
tries to apply results to general population