Intrinsic Motivation Of Participants Research Articles

Do Immediate External Rewards Really Enhance Intrinsic Motivation?

Researchers have conducted many studies on the relationship between external rewards and intrinsic motivation. A recent study showed that, compared with delayed rewards, rewards delivered immediately after the experiment enhanced the participants’ intrinsic motivation. However, this study did not rule out the possibility of a misattribution effect of extrinsic motivation. The present research conducted three studies to explore whether immediate rewards actually enhance intrinsic motivation. To rule out the interference of the misattribution effect of extrinsic motivation, according to the different characteristics of extrinsic motivation and intrinsic motivation, Study 1 and Study 2 improved the prior experimental paradigm, and the results indicated that the intrinsic motivation of participants who received extra rewards immediately after completing experimental tasks was stronger than that of participants who received the delayed extra reward. Furthermore, to rule out the potential interference of temporal discounting, Study 3 introduced a new variable—reward magnitude. The results showed that the delivery time of the extra reward had an independent effect on intrinsic motivation and that the immediacy of the extra reward could enhance intrinsic motivation. In all, the three studies strongly demonstrated that immediate external extra rewards could truly enhance intrinsic motivation.

Evaluation of Task Workload and Intrinsic Motivation in a Virtual Reality Simulator of Electric-Powered Wheelchairs

For some people with severe physical disabilities, the immediate driving of an Electric-Powered Wheelchair (EPW) appears as a safety problem, which can be solved by the use of a virtual reality (VR) simulator for safe-driving learning purposes. There are several VR environment approaches in the literature applied to EPW driving training, including several tests that were performed to validate these simulators. This work evaluates the influence of different display devices on task workload and intrinsic motivation of participants, using the Simcadrom EPW Simulator developed at UFES/Brazil. Results from two qualitative tests: Intrinsic Motivation Inventory (IMI) and NASA Task Load Index (NASA-TLX) were compared for three displays (Head Mounted Display – HMD, desktop screen, and video projector). The results show that the HMD provided the highest usefulness score. On the other hand, the desktop screen reported the lowest task workload.

Factors influencing diffusion and continuance of massive open online course (MOOC)

Distance education is not new and has been there as one of the means of education since ages. We are witnessing an age of digitalization and thereby people get access to products and services at a mouse click, Massive Open Online Courses (MOOCs) are no exceptions to it. Usage of MOOCs is determined by a complex of factors such as intrinsic motivation of participants, instructors’ willingness to adapt to MOOCs and to name a few. There are hundreds and thousands of courses available on MOOC platform that are being offered for free of cost and are thousands of participants enrolling for such courses. But given the fact that completion rate of such courses is far less; the most daunting problem is, how can we get participants to adopt and continue using this growing technology especially in Country like India where more than half of the population is from rural area.