Intrinsic motivation and extrinsic incentives jointly predict performance: a 40-year meta-analysis.

By Christopher P. Cerasoli, Jessica M. Nicklin, M. Ford. Psychological bulletin, 2014

1,769 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/41977de33d27ef015a5c6780964bbfa721a6341a

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Let the evidence speak again! Financial incentives are more effective than we thought (2015, background): “Gerhart and Fang (2014) questioned the applicability of “free-time” research to the workplace and to financial incentives.”
The Impact of Management Control on Employee Motivation and Performance in the Public Sector (2018, background): “In this study we respond to a call by Cerasoli et al. (2014), who argue that it is important to conduct research on the crowding-out effect in a field setting, because most research supporting the undermining argument is derived from tasks that are intrinsically enjoyable from the outset.”
Beyond intrinsic and extrinsic motivation: A meta-analysis on self-determination theory’s multidimensional conceptualization of work motivation (2021, positive): “This would nuance earlier findings focusing on performance quantity and quality in the context of work (Cerasoli et al., 2014) and shed light on which of the types of motivation are likely to predict diverse performance criteria such as proficiency, creativity, being a good team player, and…”
Public service motivation and performance: The role of organizational identification (2018, background): “A meta-analysis by Cerasoli, Nicklin, and Ford (2014) showed that intrinsic motivations are more likely to result in higher-quality performance than extrinsic motivators.”
A Meta-Analysis of Negative Feedback on Intrinsic Motivation (2018, background): “Because of the manifold benefits of intrinsic motivation on academic achievement and psychological functioning, IM is an important outcome in its own right (Cerasoli et al. 2014; Mabbe et al. 2018).”
Pay, Intrinsic Motivation, Extrinsic Motivation, Performance, and Creativity in the Workplace: Revisiting Long-Held Beliefs (2015, background): “A recent meta-analysis by Cerasoli et al. (2014) should provide further support for this argument.”
Basic psychological needs and work motivation: A longitudinal test of directionality (2018, background): “This seems especially fruitful in a domain such work, where all tasks are not necessarily intrinsically motivating, and yet relying simply on external contingencies has not worked effectively for promoting high-quality performance and well-being (Cerasoli et al. 2014).”
Do intrinsic and extrinsic motivation relate differently to employee outcomes (2017, background): “In a recent meta-analysis, Cerasoli, Nicklin, and Ford (2014) reported a stronger positive association between intrinsic motivation and performance when incentives were only indirectly tied to performance than when incentives where directly tied to performance.”
Self-Determination Theory in Work Organizations: The State of a Science (2017, methodology): “Finally, Cerasoli et al. (2014) did not report research relating intrinsic motivation and extrinsic incentives to well-being or ill-being, and there has been relatively little research relating PFP to indicators of well-being or ill-being.”