A core question in research on compensation and motivation is whether individual variable pay for performance (IVPFP) can undermine intrinsic motivation in the workplace. We investigated the mediating role of a controlling effect on the relationship between the amount of IVPFP received and intrinsic motivation. In a three-wave study of 304 employees from eight European countries, we found that a controlling effect mediated the negative association between IVPFP and intrinsic motivation. These findings support the proposition from self-determination theory that financial rewards can have a controlling effect that decreases intrinsic motivation. Theoretical and practical implications for compensation and motivation in the workplace are discussed.

中文翻译：

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绩效，控制效果和内在动机的个人可变薪酬

薪酬和激励研究的一个核心问题是个人可变绩效工资（IVPFP）是否会破坏工作场所的内在动机。我们调查了控制作用对IVPFP接收量与内在动机之间关系的中介作用。在对来自八个欧洲国家/地区的304名员工的三波研究中，我们发现控制作用介导了IVPFP与内在动机之间的负相关关系。这些发现支持了自决理论的主张，即经济报酬可以起到降低内在动机的控制作用。讨论了在工作场所获得薪酬和激励的理论和实践意义。