Relative Importance of Intrinsic vs Extrinsic Motivation
In the study of Çinar, Bektas & Aslan (2011), the key findings derived reveal that both intrinsic and extrinsic factors affect workers at the time they attain their tasks. Another key result of this study is that intrinsic factors are more motivating in comparison to extrinsic factors. The results of the study, confirms with different motivation theories and researches. Comparison of the study results in accordance to demographic characteristics, there were no differences between the effectiveness of intrinsic and extrinsic factors on employee motivation. This study is based on the data of one company, which may unable others to generalize these findings in regard to other companies. Alternatively, being the first research in the province of Agri, this study and the findings derived with it are also meaningful and valuable.
Study of Dave et al. (2011), identifies that nurses working have different levels of satisfaction in regard to the intrinsic rewards of nursing. A little difference in intrinsic reward scale may transform into much larger displeasure with extrinsic rewards. In other words, the key findings of this study are that weak satisfaction in the area of intrinsic rewards may direct employees towards strong dissatisfaction in concern to the extrinsic factors. This weakness in intrinsic satisfaction is mostly perceptible in the fields of financial rewards, particularly pay, job security and fringe benefits. On the other hand, these factors were negative for the extrinsic cluster. This in turn depict that by identifying ways to improve intrinsic motivation, or to appeal to it, hospitals will not require to invest much in financial resources like pay, to keep nurses gratified and continue the job.
Joosten, Bundy & Einfeld (2009), in their study identified that the ability to evaluate the motivation of stereotypic and repetitive behaviors exhibited by individuals with autism and intellectual disability is indispensable to develop intervention programs that obviate or decrease these behaviors. The study findings suggest that motivators can be both intrinsically and extrinsically driven. The investigation carried out in this study has resulted in evidence to support the validity of reviewed MAS that can be used to recognize both intrinsic and extrinsic motivators of stereotypic behavior. The findings indicate the requirement for research that concentrates on intervention contrived towards conforming to motivations instead of reducing behaviors.