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Intrinsic-extrinsic motivation and its effects upon feedback at mid-management levels

University of British Columbia

This study was an attempt to determine the relationship between two broad motive patterns or sets and preference for one or the other of two specific types of information which an executive might expect to receive from his superior. An Intrinsic-Extrinsic motive dichotomy was utilized, while information preferences were divided into Job-related and Career-related information. Data were gathered from ninety-one mid-management executives by means of a paired-comparison questionnaire and a special ranking scale devised for this study. The data were then analyzed on the basis of four clearly defined Motivation-Information groups: (l) Intrinsic — Job-related (2) Intrinsic — Career-related (3) Extrinsic — Job-related and (4) Extrinsic — Career-related. Analysis of the results confirmed the following three hypotheses: (I) Intrinsically motivated executives will prefer job-related information over career-related information. (II) Extrinsically motivated executives view information generally (i.e.: either job-related or career-related) as more important than do intrinsically motivated executives. (Ill) There were a significantly larger number of intrinsically than extrinsically motivated executives. The fourth hypothesis, that: (IV) Extrinsically motivated executives will prefer career-related information over job-related information was rejected.

Text

2011-10-07

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http://hdl.handle.net/2429/37876

Psychology

University of British Columbia

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