Motivation is a critical factor influencing human behavior and performance in organizational settings. It determines the level of effort, direction, and persistence individuals apply to achieve goals. Previous studies showed the importance of motivation in the organizational setting, individual efficiency, individual effectiveness, organizational efficiency and organizational effectiveness. However, motivation can be broadly categorized as intrinsic, arising from internal aspirations, or extrinsic, driven by external pressures or rewards. Various factors, including personal attitudes, emotional intelligence, values, job security, and management communication, shape motivation. Effective motivation enhances productivity and contributes to organizational success. This study conceptualizes motivational theories based on recent articles published in Google scholar and Scopus journals and focuses on Maslow’s Hierarchy of Needs, which posits that humans are driven by unsatisfied needs, progressing from basic physiological requirements to higher-level psychological and self-actualization needs. Understanding these motivational dynamics is essential for managers and leaders seeking to optimize employee engagement and performance in the workplace.

This mixed-methods study explores the intrinsic and extrinsic motivations of undergraduate students in a public-sector university in Karachi, Pakistan. Grounded in Self-Determination Theory (SDT), this study investigates the influence of internal and external motivational factors on student engagement and academic performance. Quantitative data were collected from 120 students using validated scales that measured intrinsic motivation, extrinsic motivation, and belief in motivation, with GPA serving as an indicator of academic performance. Qualitative data were gathered through semi-structured interviews with 20 students and analysed using Braun and Clarke's six-phase thematic analysis. Three major motivational patterns emerged: intrinsic, extrinsic, and mixed/conflicted motivation. Students driven by intrinsic factors emphasised autonomy, mastery, and curiosity. In contrast, extrinsically motivated students revealed pressures from family, fear of failure, and a desire for rewards. A third group demonstrated mixed motivation, torn between personal interest and social expectations — a dynamic shaped by Pakistan's collectivist educational culture. Cronbach's alpha results showed high reliability for all measurement scales (α > .85). Integration of linguistic cues in the qualitative data further revealed distinct language patterns used by each motivational group. The study's findings have implications for higher education policy, suggesting that motivation-enhancing interventions must be culturally informed and student-centred. Emphasising autonomy and reducing externally imposed pressure may improve long-term academic outcomes.

To examine and report on evidence relating to surgical trainees' voluntary participation in simulation-based laparoscopic skills training. Specifically, the underlying motivators, enablers, and barriers faced by surgical trainees with regard to attending training sessions on a regular basis. A systematic search of the literature (PubMed; CINAHL; EMBASE; Cochrane Collaboration) was conducted between May and July 2015. Studies were included on whether they reported on surgical trainee attendance at voluntary, simulation-based laparoscopic skills training sessions, in addition to qualitative data regarding participant's perceived barriers and motivators influencing their decision to attend such training. Factors affecting a trainee's motivation were categorized as either intrinsic (internal) or extrinsic (external). Two randomised control trials and 7 case series' met our inclusion criteria. Included studies were small and generally poor quality. Overall, voluntary simulation-based laparoscopic skills training was not well attended. Intrinsic motivators included clearly defined personal performance goals and relevance to clinical practice. Extrinsic motivators included clinical responsibilities and available free time, simulator location close to clinical training, and setting obligatory assessments or mandated training sessions. The effect of each of these factors was variable, and largely dependent on the individual trainee. The greatest reported barrier to attending voluntary training was the lack of available free time. Although data quality is limited, it can be seen that providing unrestricted access to simulator equipment is not effective in motivating surgical trainees to voluntarily participate in simulation-based laparoscopic skills training. To successfully encourage participation, consideration needs to be given to the factors influencing motivation to attend training. Further research, including better designed randomised control trials and large-scale surveys, is required to provide more definitive answers to the degree in which various incentives influence trainees' motivations and actual attendance rates.

This study investigates how consumers' perceived green advertising values influence different motivation types and-in turn-their green purchase behavioral intention. By using the Stimulus-Organism-Response model and self-determination theory, we examine perceived green advertising value's effects on intrinsic motivation (personal satisfaction) and four extrinsic motivation regulations (external regulation/social approval, introjected regulation/guilt or obligation, identified regulation/personal values, and integrated regulation/identity alignment) and these motivations' influences on green purchase intention. We analyze a statistically representative sample of 439 Japanese consumers through a partial least square structural equation modeling (PLS-SEM). Our findings highlight the importance of various motivational factors in mediating the relationships between perceived green advertising value and green purchase intention, in which intrinsic motivation and integrated regulation emerged as strong mediators. Our results also underscore the importance of perceived green advertising value in shaping consumers' motivation. Regarding different motivation types' effects on green purchase intention, we find a lack of impact of introjected regulation. Integrated regulation emerges as the strongest predictor of green purchase intention. We draw out implications and outline future research directions from the study findings.

Self-perception of intrinsic and extrinsic motivation: effects on institutionalized mentally retarded adolescents. Self-perception theory predicts that the introduction of extrinsic rewards for behavior that was intrinsically rewarding may decrease rather than enhance overall motivation. This hypothesis was tested on a group of institutionalized mentally retarded adolescents (34 boys, 10 girls). Intrinsic (high and low task interest) and extrinsic (high- and low-incentive objects) motivation were both manipulated as independent variables, and the dependent variable was task persistence during a free-play period. Results indicated that for a high intrinsically interesting task, the task persistence was greater under the external reward of low- rather than high-incentive value conditions. The opposite trend was revealed for the low intrinsically interesting task. The results provided some evidence that the greater the amount of the reward for an interesting activity, the greater the degree to which the intrinsic interest is undermined. Published in American journal of mental deficiency (1977)

Abstract Prior research in agency theory views outside directors as being mostly extrinsically motivated by the potential for financial rewards, and as such stresses the value of using director stock options and equity to incentivize outside directors to pursue strategic risks. We draw on and extend agency-theory by arguing that outside directors are primarily intrinsically motivated, and therefore excessive emphasis on pecuniary rewards and punishments can ironically subvert a director's motives away from strategic risk-taking. In particular, we claim that more important than extrinsic rewards and government regulations is creating a secure environment for directors so that they may exercise their fiduciary duties without fear of litigation. We test our theory on a sample of 196 S&P 500 firms from 2005 to 2015 and find that the pressures imposed on the board through external regulations and controls can often backfire and result in outside directors signing off on less risky expenditure. A strong implication of these findings is no real substitute exists to creating a safe environment for directors, where they have the freedom to pursue the long-term interests of the principals, even if this goes against the short-termism of capital markets.

A meta-analysis of 128 studies examined the effects of extrinsic rewards on intrinsic motivation. As predicted, engagement-contingent, completion-contingent, and performance-contingent rewards significantly undermined free-choice intrinsic motivation (d = -0.40, -0.36, and -0.28, respectively), as did all rewards, all tangible rewards, and all expected rewards. Engagement-contingent and completion-contingent rewards also significantly undermined self-reported interest (d = -0.15, and -0.17), as did all tangible rewards and all expected rewards. Positive feedback enhanced both free-choice behavior (d = 0.33) and self-reported interest (d = 0.31). Tangible rewards tended to be more detrimental for children than college students, and verbal rewards tended to be less enhancing for children than college students. The authors review 4 previous meta-analyses of this literature and detail how this study's methods, analyses, and results differed from the previous ones.

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Reward and purpose as incentives for children differing in locus of control expectancies. The Intellectual Achievement Responsibility Questionnaire was used to classify 248 fourth- and fifth-graders as internals, mediums, and externals on the internal-external locus of control personality dimension. Subjects were assigned to four treatment groups resulting from the manipulation of intrinsic (purpose vs. non purpose) and extrinsic (reward vs. no reward) motivational conditions and administered a coding task with number of figures coded as the dependent variable. An analysis of variance with IE, reward, purpose, sex, and grade as factors yielded significant purpose, sex, grade, and IE X Reward X Purpose effects. The performance of internals was found to be unaffected by motivational manipulations; purpose together with reward improved the performance of mediums: reward and purpose (individually and together) improved the performance of externals. Implications for future investigation of the IE construct and the social psychology of psychological research were discussed. Published in Journal of personality (1975)