Reciprocity or Rewards? Analyzing Motivational Impacts on Employee Effort in the Chinese Labor Market
Research Article
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Reciprocity or Rewards? Analyzing Motivational Impacts on Employee Effort in the Chinese Labor Market

Hanyu Yang 1* Huaiyu Cheng 2, Yuyue Gong 3, Xinyin Zhang 4
1 Shanghai Pinghe School
2 China Jiliang University
3 Beijing International Bilingual Academy
4 Chongqing Bashu Ivy Academy
*Corresponding author: scarlettyhwi1989@gmail.com
Published on 11 July 2025
Volume Cover
AEMPS Vol.202
ISSN (Print): 2754-1177
ISSN (Online): 2754-1169
ISBN (Print): 978-1-80590-263-8
ISBN (Online): 978-1-80590-264-5
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Abstract

Reciprocity in the labor market has always sparked an intense debate in society. In this study, we explore the complex role of reciprocity in the labor market, in particular its interaction with extrinsic and intrinsic motivation, and the phenomenon of the "crowding-out effect". The research is based on economic and psychological theories and aims to elucidate how various factors affect work effort. We conducted extensive investigations in multiple regions of China, using a controlled experimental design to isolate specific effects. Through regression analysis, our results show that intrinsic motivation has a more significant impact on work effort than extrinsic motivation, while excessive reliance on extrinsic rewards weakens intrinsic motivation. These insights are critical to designing balanced incentive structures to optimize employee performance and efficiency.

Keywords:

Reciprocity, Labor Market, Intrinsic Motivation, Extrinsic Motivation, Crowding-Out Effect

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Yang,H.;Cheng,H.;Gong,Y.;Zhang,X. (2025). Reciprocity or Rewards? Analyzing Motivational Impacts on Employee Effort in the Chinese Labor Market. Advances in Economics, Management and Political Sciences,202,64-73.

References

[1]. Ltd, I. D. (2018). Survey Reveals Employee Productivity Averages 2 Hours and 53 Minutes a Day. Vouchercloud. https: //www.vouchercloud.com/better-living/office-worker-productivity

[2]. Schulte, B. (2015). Work interruptions can cost you 6 hours a day. An efficiency expert explains how to avoid them. The Washington Post. https: //www.washingtonpost.com/news/inspired-life/wp/2015/06/01/interruptions-at-work-can-cost-you-up-to-6-hours-a-day-heres-how-to-avoid-them/

[3]. Gächter, S., & Falk, A. (2002, March). Reputation and Reciprocity: Consequences for the Labour Relation. The Scandinavian Journal of Economics, pp. 104(1), 1-26.

[4]. Pereira, P. T., Silva, N., & Silva, J. (2006, March). Positive and negative reciprocity in the labor market. Journal of Economic Behavior & Organization, pp. 59(3): 406-422.

[5]. Fehr, E., & Falk, A. (2008). Reciprocity in Experimental Markets. In Handbook of Experimental Economics Results (pp. 325-334).

[6]. Deci, E. L., Ryan, R. M., & Williams, G. C. (1996). "Motivational Antecedents of Adherence to Long-term Medical Regimens: Applications of Self-determination Theory." Journal of Personality and Social Psychology, 71(6), 1104-1113.

[7]. Eisenberger, R., & Cameron, J. (1996). "Detrimental Effects of Reward: Reality or Myth?" American Psychologist, 51(11), 1153-1166.

[8]. Rhoades, L., & Eisenberger, R. (2002). "Perceived Organizational Support: A Review of the Literature." Journal of Applied Psychology, 87(4), 698-714.

[9]. Amabile, T. M. (1993). "Motivational Synergy: Toward New Conceptualizations of Intrinsic and Extrinsic Motivation in the Workplace." Human Resource Management Review, 3(3), 185-201.

[10]. Grant, A. M. (2007). "Relational Job Design and the Motivation to Make a Prosocial Difference." Academy of Management Review, 32(2), 393-417.

[11]. Frey, B. S., & Jegen, R. (2001). "Motivation Crowding Theory: A Survey of Empirical Evidence." Journal of Economic Surveys, 15(5), 589-611.

[12]. Deci, E. L., & Ryan, R. M. (1985). Intrinsic Motivation and Self-Determination in Human Behavior. New York: Springer US.

[13]. Gagné, M., & Deci, E. L. (2005). "Self-determination Theory and Work Motivation." Journal of Organizational Behavior, 26(4), 331-362.

[14]. Deci, E. L., Koestner, R., & Ryan, R. M. (1999). "A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation." Psychological Bulletin, 125(6), 627-668.

[15]. Ryan, R. M., & Deci, E. L. (2000). "Intrinsic and extrinsic motivations: Classic definitions and new directions." Contemporary Educational Psychology, 25(1), 54-67.

[16]. Pink, D. H. (2009). Drive: The Surprising Truth About What Motivates Us. Riverhead Books.

References

[1]. Ltd, I. D. (2018). Survey Reveals Employee Productivity Averages 2 Hours and 53 Minutes a Day. Vouchercloud. https: //www.vouchercloud.com/better-living/office-worker-productivity

[2]. Schulte, B. (2015). Work interruptions can cost you 6 hours a day. An efficiency expert explains how to avoid them. The Washington Post. https: //www.washingtonpost.com/news/inspired-life/wp/2015/06/01/interruptions-at-work-can-cost-you-up-to-6-hours-a-day-heres-how-to-avoid-them/

[3]. Gächter, S., & Falk, A. (2002, March). Reputation and Reciprocity: Consequences for the Labour Relation. The Scandinavian Journal of Economics, pp. 104(1), 1-26.

[4]. Pereira, P. T., Silva, N., & Silva, J. (2006, March). Positive and negative reciprocity in the labor market. Journal of Economic Behavior & Organization, pp. 59(3): 406-422.

[5]. Fehr, E., & Falk, A. (2008). Reciprocity in Experimental Markets. In Handbook of Experimental Economics Results (pp. 325-334).

[6]. Deci, E. L., Ryan, R. M., & Williams, G. C. (1996). "Motivational Antecedents of Adherence to Long-term Medical Regimens: Applications of Self-determination Theory." Journal of Personality and Social Psychology, 71(6), 1104-1113.

[7]. Eisenberger, R., & Cameron, J. (1996). "Detrimental Effects of Reward: Reality or Myth?" American Psychologist, 51(11), 1153-1166.

[8]. Rhoades, L., & Eisenberger, R. (2002). "Perceived Organizational Support: A Review of the Literature." Journal of Applied Psychology, 87(4), 698-714.

[9]. Amabile, T. M. (1993). "Motivational Synergy: Toward New Conceptualizations of Intrinsic and Extrinsic Motivation in the Workplace." Human Resource Management Review, 3(3), 185-201.

[10]. Grant, A. M. (2007). "Relational Job Design and the Motivation to Make a Prosocial Difference." Academy of Management Review, 32(2), 393-417.

[11]. Frey, B. S., & Jegen, R. (2001). "Motivation Crowding Theory: A Survey of Empirical Evidence." Journal of Economic Surveys, 15(5), 589-611.

[12]. Deci, E. L., & Ryan, R. M. (1985). Intrinsic Motivation and Self-Determination in Human Behavior. New York: Springer US.

[13]. Gagné, M., & Deci, E. L. (2005). "Self-determination Theory and Work Motivation." Journal of Organizational Behavior, 26(4), 331-362.

[14]. Deci, E. L., Koestner, R., & Ryan, R. M. (1999). "A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation." Psychological Bulletin, 125(6), 627-668.

[15]. Ryan, R. M., & Deci, E. L. (2000). "Intrinsic and extrinsic motivations: Classic definitions and new directions." Contemporary Educational Psychology, 25(1), 54-67.

[16]. Pink, D. H. (2009). Drive: The Surprising Truth About What Motivates Us. Riverhead Books.

Cite this article

Yang,H.;Cheng,H.;Gong,Y.;Zhang,X. (2025). Reciprocity or Rewards? Analyzing Motivational Impacts on Employee Effort in the Chinese Labor Market. Advances in Economics, Management and Political Sciences,202,64-73.

Data availability

The datasets used and/or analyzed during the current study will be available from the authors upon reasonable request.

About volume

Volume title: Proceedings of the 3rd International Conference on Financial Technology and Business Analysis

ISBN: 978-1-80590-263-8(Print) / 978-1-80590-264-5(Online)
Editor: Ursula Faura-Martínez
Conference website: https://2024.icftba.org/
Conference date: 13 June 2025
Series: Advances in Economics, Management and Political Sciences
Volume number: Vol.202
ISSN: 2754-1169(Print) / 2754-1177(Online)

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