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Pay for performance programs are being used more and more extensively nowadays. The proponents of incentives claim that money is an important motivator for better performance, while the opponents insist that incentives can never bring lasting performance improvement, which is driven by intrinsic motivation. It has been born out that monetary reward has detrimental effects on intrinsic motivation. However, the results come mostly from experiments on school children, whether the result can be replicated in work settings is still a question needs to be examined. This study examined whether performance based pay has detrimental effect on physicians¡¦ intrinsic motivation and what effects other non-monetary rewards may have on intrinsic motivation. It is found that the intrinsic motivation of Attending Physician is significantly higher than Resident Physician, which implies that the motivational property of the work itself is a very important factor of intrinsic motivation. Physicians from privatized public hospitals have higher intrinsic motivation than those from public hospitals, of which the causes may need to be further explored. In terms of different positions, productivity-based pay, organizational performance based pay and recognition are found to have positive influence on Attending Physicians¡¦ intrinsic motivation, while career development opportunities and research-teaching based pay are found to have positive influence on Resident Physicians¡¦ intrinsic motivation. As to the effects of performance-based pay, it is found that physicians having performance-based pay do feel more controlled by pay; however, their intrinsic motivation is not negatively affected. It seems to imply that organizational workers are able to separate intrinsic reward and extrinsic reward and thus their intrinsic motivation is not affected by extrinsic rewards. This result is similar to what Fisher found in 1978. The moderating effect of individual difference is not significant in this study due to the homogeneity of physicians.

Using Cognitive Evaluation Theory, this research evaluated the impact non-monetary extrinsic incentives in the form of department t-shirts had on the intrinsic motivation of Virginia career and volunteer firefighters. Intrinsic motivation was measured using the Work Extrinsic and Intrinsic Motivation Scale (WEIMS). The survey was administered to a randomly selected sample of firefighters. Data was analyzed using multiple regression analysis. Results suggested that the department t-shirt did not have a statistically significant impact on intrinsic motivation of both career and volunteer firefighters. Additionally, this study suggested that volunteer firefighters did not perceive salary as an inequitable reward. This was exhibited by the higher levels of intrinsic motivation by volunteer firefighters than career firefighters. This was also found in the comparisons of volunteer firefighters from combination and volunteer fire departments. Finally, delays in the distribution of non-monetary extrinsic incentives did not have an impact on intrinsic motivation of both career and volunteer firefighters.

This experiment investigated the influence of reward property and reward power on creative performance. It was hypothesized that the magnitude of reward power would moderate the relationship between reward property and creativity. Fifty undergraduate students (45 females, 5 males, X age = 20.72 years, SD age = 4 years) participated. The experimental design was reward power ($0.00, $0.50, or $2.00 per trial) x reward property (informational vs. controlling undertones in the script) x trials (5). Results demonstrated a positive correlation between intrinsic motivation and creative performance (r = .411, p = .03, n = 50). Hypotheses concerning the moderating influence of reward power and reward property on creative performance were not supported. However, this experiment replicated past research demonstrating that intrinsic motivation facilitates creativity.

Syftet med studien var att undersöka den upplevda motivationen och arbetstillfredsställelsen hos förskolepersonal. Undersökningen genomfördes med en kvalitativ metod med hjälp av semistrukturerade intervjuer med totalt nio respondenter. Teorierna som användes var Warr´s vitaminmodell, Self - Determination Theory (SDT) samt subteorin Cognitive evaluation theory (CET). Resultatet visade att samtliga respondenter upplevde hög motivation kopplat till sitt arbete samt upplevde hög arbetstillfredsställelse. Majoriteten av respondenterna lyfte upp goda relationer med barn, föräldrar och kollegor som betydelsefulla för motivationen. Analysen visade att belöningar påverkade motivationen olika mycket, och den verbala belöningen var den belöning som majoriteten av respondenternas uttryckte vara deras främsta källa till motivation. Studien tydde vidare på att autonomi var viktigt för respondenternas upplevda arbetstillfredsställelse. Respondenterna uppgav att arbetstillfredsställelsen ökade när det fanns en högre grad av kontroll kopplat till arbetet. Studien visar även att det fanns en bra sammanhållning i organisationen, vilket kan vara en bidragande faktor till den höga motivation och arbetstillfredsställelse som rådde i organisationen när undersökningen genomfördes. Slutligen diskuterades det om den inre motivation som respondenterna uppvisade är så pass hög att respondenterna skulle kunna arbeta utan lön.

Volunteerism is positively associated with various benefits to university students. Perhaps for this reason, some educational institutions are paying students to participate in volunteerism. Conversely, the cognitive evaluation theory suggests that monetary rewards may undermine intrinsic motivation and decrease the likelihood of future participation in volunteerism. However, there has been little empirical research done regarding this issue. Therefore, the purpose of this study was to examine the effects of monetary rewards on university students' intrinsic motivation to participate in a volunteerism activity. While the findings indicated a subtle trend supporting the cognitive evaluation theory, an analysis of the data demonstrated no statistical significance, thus suggesting that further research is needed in order to understand the application of the cognitive evaluation theory to volunteerism.

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The Cognitive Evaluation Theory explains the outcomes of studies employing Deci's paradigm, but only when used post hoc. A basic assumption is that extrinsic rewards always increase intrinsic motivation for nonhuman subjects. Deci's paradigm was modified for use with 22 rats to test this assumption. Running in an exercise wheel was the intrinsically motivated activity studied. ANCOVA revealed that external rewards increased intrinsic interest on the first day following the cessation of reinforcement (F = 8.32), but on two subsequent days and again a week later, no significant differences between the reward and control groups were evident (F = .29; F = .33; F = 3.70). The assumption was not supported. It was demonstrated that repeated posttest measures are necessary to avoid basing conclusions upon one point along the extinction continuum.

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認知評價理論（cognitive evaluation theory ）認為個人行為的自我控制感以及能 力感會影響內在動機。本研究的目的即是在探討相同目標下個體對目標的知覺＜能力 知覺與控制知覺＞如何影響內在動機。 本研究採用實驗法，研究樣本是政治大學學生９９名，隨機分派受試到三個實驗組（ 這三組受試的目標相同，但提供他們不同的目標訊息：無其他訊息、能力訊息與控制 訊息）和一個控制組（這組受試無目標設定），實驗作業為七巧板拼圖，每一位受試 皆做作業１５分鐘，然後測量其內在動機，內在動機的指標有二個：態度測量（受試 對作業的興趣及喜好程度）和行為測量（實驗結束後的休息期間，受試繼續做作業的 時間）。 實驗結果採用Dunna 的事前考驗分析，分析時又將每一個實驗組分別區分為已達到目 標和未達到目標兩組，然後進行一些檢驗，結果顯示：（１）目標組受試的內在動機 較控制組低（２）在控制訊息下，不論達到目標與否，受試的內在動機均較控制組受 試低；（３）在控制訊息下，已達到目標組的內在動機較未達到組低。最後，以認知 評價理論加以討論之。