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dc.contributor.authorKuvaas, Bård
dc.contributor.authorBuch, Robert
dc.contributor.authorDysvik, Anders
dc.date.accessioned2021-09-17T15:38:43Z
dc.date.available2021-09-17T15:38:43Z
dc.date.created2020-03-10T13:57:38Z
dc.date.issued2020
dc.identifier.citationMotivation and Emotion. 2020, 44, 525-533.en_US
dc.identifier.issn0146-7239
dc.identifier.urihttps://hdl.handle.net/11250/2778961
dc.description.abstractA core question in research on compensation and motivation is whether individual variable pay for performance (IVPFP) can undermine intrinsic motivation in the workplace. We investigated the mediating role of a controlling effect on the relationship between the amount of IVPFP received and intrinsic motivation. In a three-wave study of 304 employees from eight European countries, we found that a controlling effect mediated the negative association between IVPFP and intrinsic motivation. These findings support the proposition from self-determination theory that financial rewards can have a controlling effect that decreases intrinsic motivation. Theoretical and practical implications for compensation and motivation in the workplace are discussed.en_US
dc.language.isoengen_US
dc.publisherSpringeren_US
dc.rightsNavngivelse 4.0 Internasjonal*
dc.rights.urihttp://creativecommons.org/licenses/by/4.0/deed.no*
dc.titleIndividual Pay for Performance, Controlling Effects, and Intrinsic Motivationen_US
dc.typeJournal articleen_US
dc.typePeer revieweden_US
dc.description.versionpublishedVersionen_US
dc.source.pagenumber525-533en_US
dc.source.volume44en_US
dc.source.journalMotivation and Emotionen_US
dc.identifier.doi10.1007/s11031-020-09828-4
dc.identifier.cristin1800903
cristin.ispublishedtrue
cristin.fulltextoriginal
cristin.qualitycode1


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Navngivelse 4.0 Internasjonal
Except where otherwise noted, this item's license is described as Navngivelse 4.0 Internasjonal