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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.

The intrinsic features of woker, ``ability' and ``motivation', are useful resources of human capital that makes profit for the firm. The purpose of the study is to examine how the firm designs the optimal wage policy when worker's intrinsic features are private information. The study follows the mechainsm-design approach, by which models with single, as well as double, intrinsic feature(s) of worker are established, and best ``incentive wage packages' are deduced. We finded out that, under single intrinsic feature, the firm's optimal wage package entails that, the more output the higher wages; under double intrinsic features, the firm must takes the relative strength of intrinsic features of the worker into account when making the optimal incentive wage package.

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Amabile (1983a) presented the most prominent theory currently used for studying individual creativity in organizations, the componential model, over 25 years ago. This model moved the study of creativity away from an individual differences-based paradigm to one taking into account the situation. The centerpiece of this model, the intrinsic motivation principle, suggests that situational factors influence individual creativity via an individual's intrinsic motivation (Amabile, 1996: 115). My review identifies anomalies in current research using Amabile's model that I use for new theory development. I then test that theory in a laboratory study. New theory I developed and tested explores factors that affect individual creative performance at work. This theory focuses on the effects environmental variables, dispositional traits, and psychological mediators have on creative performance. The trait of achievement motivation is used to directly predict creative performance and also how individuals differentially react to environmental factors. The psychological mediator utilized here is regulatory focus, which is a concept related to the ways individuals frame and engage situations. I describe and test how the facets of regulatory focus (promotion and prevention) account for the ways that environmental factors, achievement motivation, and the interaction of environmental factors and achievement motivation affect creative performance of adults in work-like environments (e.g. behavioral laboratory with adults). Results from this study were significant. First, achievement motivation significantly predicted creative performance. Second, there were no significant effects for regulatory focus, although this was mostly likely a result of limited scale development. Third, achievement motivation interacted with the experimental manipulations (expectations of controlling or informational expected evaluations), as the environmental variable, to predict creativity. This suggests theories of creativity that do not consider personality (c.f. Amabile, 1983a, 1983b, 1996) leave out a potentially important and significant portion of what leads to differences in individual creative performance. Finally, many variables reported to predict creative performance in the literature were used as control variables. In no model tested did any of these control variables reach significance or moderate the effects of achievement motivation, as it was measured in this study, on creative performance. These results suggest the finding here for achievement motivation is robust.

Thesis (Ph. D.)--West Virginia University, 2003. / Title from document title page. Document formatted into pages; contains vi, 108 p. : ill. Includes abstract. Includes bibliographical references (p. 63-72).

Arbetsmotivation är ett viktigt ämne att studera eftersom hög motivation hos medarbetarna leder till hög tillfredställelse och en bra prestation. De flesta teoretiker använder sig av yttre och inre motivation för att förklara begreppet. Syftet var att hitta de faktorer i den psykosociala arbetsmiljön som bäst förklarade arbetsmotivationen hos medarbetarna på ett lager. Deltagarna var 69 lagerarbetare mellan 20 och 65 år. En enkät delades ut till medarbetarna, baserat på General Nordic Questionnaire for Psychological and Social Factors at work (QPS Nordic), innehållande 11 delar som kan kopplas till motivation. Resultatet redovisades genom Pearsons korrelationer, ett t-test för beroende mätningar samt en multipel regressionsanalys, vilket visade att positiva utmaningar kunde predicera inre motivation och uppmuntrande ledarskap kunde predicera yttre motivation. Eftersom yrkesgruppen är mycket outforskad bidrar studien till viktig kunskap för att främja motivationen hos lagerarbetare samt en bra grund till framtida forskning.

Forskning har visat att arbetssökandes motivation till att söka arbete påverkar deras hälsa och sociala liv. Tre motivationsteorier som utvecklats inom området och som ligger till grund i studien är Förväntning- och värdeteorin, Målsättningsteorin och Självbestämmandeteorin. Syftet med studien var att undersöka hur positivt psykologiskt kapital, inskrivningstid på arbetsförmedling samt tillgång till jobbcoach eller inte inverkar på arbetssökandes inre motivation. En enkätstudie genomfördes där 154 arbetssökande, 83 män och 70 kvinnor deltog. De fick ta ställning till 50 påståenden gällande tron på den egna förmågan, hopp, hantering av motgång och inre motivation. Resultatet visade att den främsta variabeln som förklarar inre motivation hos arbetssökande är hopp, som innebär hopp om framtiden. Det visade sig att tiden som individen är arbetssökande och tillgång till jobbcoach, inte hade någon betydelse för inre motivationen. Slutsatsen är att trots att det råder lågkonjunktur så finns hopp om framtiden. Key words: length of unemployment, hope, intrinsic motivation

Motivation är en betydelsefull kompontent för en individs utövande utav studier. Studien utgick ifrån motivationsteorin Self- determination theory. Syftet med studien var att redogöra för relationen mellan högskolestudenters demografiska faktorer och vilken typ av motivation som driver dem till att utöva studier, samt relationen mellan motivationstyperna. Med typ av motivation avses amotivation, inre samt yttre motivation. Studien bestod utav 102 studenter, varav 49 män och 53 kvinnor, från en högskola i mellersta Sverige som fick besvara enkäten The Academic Motivation Scale. Studiens resultat visade bland annat att kvinnliga studenter hade en högre nivå utav yttre motivation än manliga studenter. Resultatet visade inga könsskillnader inom inre motivation och amotivation. Resultatet påvisade även att studenter som hade en högre nivå utav yttre motivation samtidigt hade en högre nivå utav inre motivation. Förslag på framtida forskning inom området är att fokusera på studenter inom andra typer av utbildningar och utbildningsnivåer.

One of the most interesting aspects of human beings is their ability to choose a course of action and strive to achieve it. When participating in therapeutic interventions involving physical activities, people may allocate different amounts of effort, persistence and commitment to succeed in them. The reason for this difference lies in their motivation. The present thesis focuses on the energising of behaviour, that is, the differential effort and motivation that people put into therapeutic activities. Placebo responses are generally explained by the mechanisms of response expectancy, conditioning and motivational concordance. Findings presented in this thesis partially supported motivational concordance, testing for the first time that therapeutic outcome after engagement in intrinsically motivated tasks requiring physical activity was explained both by response expectancy and motivational concordance . The effects of response expectancy, perceptions of effort and intrinsic motivation on therapeutic benefit and mood change were investigated in both laboratory (Studies 1-4) and real-life therapeutic contexts (Study 5). Study 1 showed that effort mediated the effects of expectancy on perceived benefit, and effort predicted both positive and negative affect following the performance of a breathing exercise. Study 2 showed that differences in outcome between guided imagery and meditation were very small, but that non-specific factors play the major role in outcome. Study 3 showed that perceiving a task as difficult enhances effort perceptions, intrinsic motivation and therapeutic outcome. Motivated behaviour predicted therapeutic outcome but not expectancy. Study 4 showed that the provision of success feedback enhances outcome expectancies, motivated behaviour and mood change. Expectancies, motivation and effort predicted positive affect, whereas only effort predicted negative affect. Finally, results from Study 5 suggest that placebo responses may differ in real-life therapeutic interventions according to the strength motivational factors are elicited within the intervention. Both expectancy and motivated behaviour predicted change in positive affect, whereas motivated behaviour predicted change in negative affect and empowerment. Therapeutic outcome and its underlying mechanisms are likely to reflect a mixture of response expectancies and intervening motivational factors.