Task characteristics, reward contingency, and intrinsic motivation

Abstract

A factorial laboratory study investigated the effects of task characteristics and reward contingency upon intrinsic task motivation. Task characteristics were varied along the core dimensions suggested by Hackman and Lawler 1971 with three levels used: Low, High except for Feedback, and High including Feedback. Two levels of reward contingency were used: Contingent (piece-rate) and Noncontingent (hourly). Intrinsic task motivation was measured by the subjects volunteering for a nonrewarded work session and by productivity data. It was hypothesized, following Deci 1972, that contingent pay would lead to decreased intrinsic motivation due to a change in subjects' attributions of the causes of task motivation and performance. Neither the psychological process nor the behavior prediction was supported. Contingent pay did result in higher levels of productivity. It was also hypothesized that the High on Core Dimensions conditions would lead to higher levels of intrinsic motivation than the Low condition. This hypothesis received some support. It was concluded that contingent reward systems combined with tasks designed to be high on the core dimensions appeared to be both extrinsically and intrinsically motivating to task performers.