Determinants of intrinsic motivation: Locus of control and competence information as components of Deci's cognitive evaluation theory.

Abstract

The effects on intrinsic motivation of pay contingencies and amounts of competence information were investigated using a 2 x 2 factorial design with a sample of 56 male undergraduates performing a computer-simul ated lunar landing task. As predicted, the pay contingency manipulation significantly affected attributions of causality due to financial rewards. It had no effect, however, on a more generalized measure of causal attributions. Surprisingly, the competence information manipulation affected not only perceptions of competence but also this generalized attributional measure. Contrary to Deci's theory, however, behavioral indices of intrinsic motivation were unaffected by either manipulation. Rather, the data suggested that a broader perspective concerning the effects of attributions of causality and extrinsic factors on intrinsic motivation may be warranted. Although many classical theories of work motivation have either explicitly or implicitly assumed that the effects of intrinsic and extrinsic rewards were additive (e.g., Porter & Lawler, 1968; Vroom, 1964), recent evidence (Deci, 1971, 1972, 1975) suggests an interaction between these two sources of reward. According to cognitive evaluation theory (Deci, 1975), there are two potential effects associated with extrinsic rewards. They can be perceived as a source of competence information or as a means of behavioral control. As a source of information, extrinsic rewards confirm an individual's feelings of competence, which should increase intrinsic motivation. If extrinsic rewards are perceived as controlling agents, however, feelings of selfdetermination should decrease, reducing intrinsic motivation. Monetary rewards can serve either of these two functions, depending on how they are administered. Deci suggests that contingent financial rewards may be perceived as attempts at behavioral control; hence