Definition:
The concept of intrinsic motivation:
A person is intrinsically motivated if he performs an activity for no apparent reward except the activity itself (Deci, 1972a)
Job redesign:
Comparing with job enlargement (variety of boring tasks) and job rotation (moving between boring tasks), job enrichment is to increase skills, responsibility and autonomy of employee. The prior two lacked underlying theory to explain why positive results should be expected and nature of work remained unchanged.
Argument 1:
Deci (1971) vs Wiersma (1992)
Deci (1971): cognitive evaluation theory argues that extrinsic reward reduce intrinsic motivation (because extrinsic reward creates external locus of control; perceived as controlling)
Wiersma (1992):
1) the effect (whether extrinsic rewards reduce intrinsic motivation) is closely tied to how intrinsic motivation is operationalized
When task behaviour is measured during a free-time period, contingently applied extrinsic rewards reduce intrinsic motivation,
when task performance is measured while the extrinsic reward is in effect, it is not
2) actually, Intrinsic and extrinsic rewards have an additive effect on motivation
3) therefore, Combined programmes such as job redesign and financial incentive plans generally produce greater effects than do the separate programmes
Argument 2: job redesign
PRO: the description and argument from slides + Grant 2008
CON:
Parker & Wall (1998) critique on job redesign
Lack of rigorous longitudinal field studies that allow for causal inference
Content limitation
Mechanisms limitation (job redesign might increase job satisfaction, but not job performance)
Contingency limitation
Conceptual weakness (slides)
Based on manufacturing jobs (slides)
Job performance incensement effect might be long-term (24-48 months) (Griffin 1991)
Giffini (1991)
Empirical study on: the long-term effects of work redesign
(on a number of perceptual,...