Pay, Intrinsic Motivation, Extrinsic Motivation, Performance, and Creativity in the Workplace: Revisiting Long-Held Beliefs

By B. Gerhart, Meiyu Fang. 2015

325 citations recorded by the source corpus.

Subfields: Experimental and Cognitive Psychology, Safety Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/97291e8eae03a02e97a1e8144b8e71bc6105b2ba

How researchers see this paper

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

In Experimental and Cognitive Psychology

1. Marylène Gagné
2. Richard M. Ryan
3. A. van den Broeck
4. B. Kuvaas
5. Edward L. Deci
6. Anders Dysvik
7. Alexandre J. S. Morin
8. J. Reeve

In Safety Research

1. Richard M. Ryan
2. Marylène Gagné
3. Edward L. Deci
4. A. van den Broeck
5. Nikos Ntoumanis
6. Robert J. Vallerand
7. Maarten Vansteenkiste
8. B. Kuvaas

In Social Psychology

1. Marylène Gagné
2. Richard M. Ryan
3. B. Kuvaas
4. Anders Dysvik
5. A. van den Broeck
6. Edward L. Deci
7. Jacques Forest
8. Alexandre J. S. Morin

Citations in the corpus

• Voice, creativity, and big five personality traits: A meta-analysis (2018, background): “Creativity is not typically prescribed in employees’ formal work roles and is usually more discretionary in nature (Gerhart & Fang, 2015), described as innovating beyond one’s defined role (Motowidlo & Van Scotter, 1994).”
• Beyond intrinsic and extrinsic motivation: A meta-analysis on self-determination theory’s multidimensional conceptualization of work motivation (2021, unknown): “…the quality of motivation is more important than the quantity (Van den Broeck et al., 2013); and questions about whether the use of incentives, which are assumed to increase levels of external regulation (Gerhart & Fang, 2015), may foster well-being and performance when employees are amoti-vated.”
• Self-Determination Theory in Work Organizations: The State of a Science (2017, background): “Rather than viewing all extrinsic motivation as “bad,” which some authors (e.g., Gerhart & Fang 2015) have claimed we did, SDT has always maintained that extrinsic rewards can have different functional significances that lead to enhancements, diminishments, or no effects on intrinsic motivation…”
• Do you get what you pay for? Sales incentives and implications for motivation and changes in turnover intention and work effort (2016, methodology): “tion) that is hypothesized to explain the effects of incentives, something that has recently been called for in recent reviews of the compensation literature (Gerhart and Fang 2015).”
• The Impact of Management Control on Employee Motivation and Performance in the Public Sector (2018, background): “Apart from Groen et al. (2017), most prior studies focusing on MC and motivation relied on responses from managers (e.”
• The Continuous Mediating Effects of GHRM on Employees’ Green Passion via Transformational Leadership and Green Creativity (2018, background): “Consistent with the AMO paradigm [11,25,26], our theoretical”
• Motivation profiles at work: A self-determination theory approach (2016, background): “Indeed, these comparisons suggest that, far from being an effective motivator (Cerasoli et al., 2014; Gerhart & Fang, 2015), an emphasis on social and material rewards may have a negative impact on performance when it is not accompanied by a comparable emphasis on meaning, interest and pleasure…”
• From Strategy to Action: Transforming Organizational Goals into Organizational Behavior (2018, unknown): “In summary, an ill developed compensation system can lead to negative consequences for organizations (Gerhart and Fang 2015; Gupta and Shaw 2014).”