Classifying outcomes in work motivation research: An examination of the intrinsic-extrinsic dichotomy.

Abstract

A lack of agreement exists in the motivation literature concerning appropriate definitions of the terms intrinsic and extrinsic outcomes and inconsistencies are prevalent when specific outcomes are classified as of one or the other type. This situation led to the hypothesis that the concepts of intrinsic and extrinsic are unclear and confusing to industrial and organizational psychologists. This hypothesis was tested by taking a survey of randomly selected members of Division 14 of the American Psychological Association in which surveyed members were asked to define the terms intrinsic and extrinsic and to classify 21 outcomes as either intrinsic, extrinsic, or both. The results of the survey provide support for the confusion hypothesis. Implications of the findings for further conceptual and empirical work are discussed.

Work values: A theoretical overview and a model of their effects

“…For example, Billings and Cornelius (1 978) found that researchers working in different paradigms have used different definitions for the terms 'intrinsic' and 'extrinsic'. Dyer and Parker (1975) arrived at the conclusion that the entire issue of the intrinsic-extrinsic terminology should be re-examined. But we note that little has been done to comply with their recommendations in the intervening years.…”

Work values: Development of a new three‐dimensional structure based on confirmatory smallest space analysis

“…Although a wide variety of work value typologies have been presented, there appears to be relative consensus on at least two fundamental types of values: Intrinsic or cognitive work values, which pertain to the inherent psychological satisfactions of working, such as interesting work, challenge, variety, and intellectual stimulation; and, extrinsic or instrumental work values, which relate to material aspects of work, such as pay, benefits, and job security (Elizur, 1984;Herzberg, Mausner, & Snyderman, 1959;Ros et al, 1999;Schwartz, 1999). Dyer and Parker (1975) found that there is great discrepancy in the ways that the labels ''intrinsic'' and ''extrinsic'' are applied; sometimes referring to the relationship of the work aspect to the job itself (i.e., inside or outside of the job's content) and sometimes referring to its relationship to the individual (i.e., intrapsychic or external to the person). We therefore agree with Elizur (1984) that the terms ''cognitive'' and ''instrumental'' are more appropriate to describe these two types of work values.…”

Cognitive Elements of Empowerment: An "Interpretive" Model of Intrinsic Task Motivation

“…In general terms, intrinsic task motivation refers to what Brief and Aldag (1977) referred to as intrinsic work motivation , but at the level of analysis of individual tasks or projects. The terms intrinsic and intrinsic motivation have been used inconsistently (Dyer & Parker, 1975;Lee, 1987), so we shall be precise in spelling out our definitions and assumptions.…”