Abstract
This study investigated the effects of variations in verbal feedback on the intrinsic motivation (IM) of task performers. Based on Deci's (1975) cognitive evaluation theory, the present study manipulated two dimensions of postperformance feedback: (1) expertise of the feedback source—high vs. low, and (2) valence of the feedback—positive vs. neutral. A sample of 128 subjects performed a task consisting of solving word puzzles. Subjects' level of IM subsequent to the reception of feedback was operationalized in three ways: amount of time voluntarily spent on word puzzles during a free period and responses made on two IM pencil and paper measures (the TRQ and MSQ). Results indicated that high expertise of the feedback source enhanced IM. Valence alone did not enhance a receiver's level of IM but the data demonstrated an expertise x valence interaction such that subjects receiving positive feedback from a highly expert source exhibited greater levels of IM than did receivers in any other condition. Implications of these findings for both future organizational communication research and training are discussed.
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