Nonprofit managers' motivational styles: a view beyond the intrinsic-extrinsic dichotomy
Date of Issue2013
School of Humanities and Social Sciences
Contemporary nonprofit management research generally assumes that nonprofit managers are intrinsically motivated and has disproportionally emphasized the importance of intrinsic motivation. This is misleading as individuals can be simultaneously propelled by both extrinsic and intrinsic factors. By testing variables from the NASP-III data set and employing self-determination theory (SDT), the author obtained the following findings. First, nonprofit managers’ motivational styles fall into five different categories as suggested in SDT. Second, their external motivation (e.g., a desire for pay and security), a type of extrinsic motivation, is not necessarily weaker than their intrinsic motivation. Finally, the five categories vary in their relationships with their job satisfaction, job involvement, and pride working for the current organization. The author urges scholars to pay more attention to nonprofit managers’ multidimensional motivational styles.
Nonprofit and Voluntary Sector Quarterly
© 2013 The author. This is the author created version of a work that has been peer reviewed and accepted for publication in Nonprofit and Voluntary Sector Quarterly, published by SAGE Publications on behalf of the author. It incorporates referee’s comments but changes resulting from the publishing process, such as copyediting, structural formatting, may not be reflected in this document. The published version is available at: [http://dx.doi.org/10.1177/0899764013480565].