Final answer:
It is true that intrinsic motivation typically drives greater employee engagement than extrinsic sources of motivation, although this can be influenced by whether the extrinsic rewards are expected and if they are tangible or intangible.
Step-by-step explanation:
The question asks whether it is true or false that employees are usually much more engaged in their work through intrinsic motivation rather than extrinsic sources of motivation. Based on the provided information, the dichotomy between intrinsic and extrinsic motivation suggests that people derive motivation from within themselves (intrinsic) and from external rewards (extrinsic). While intrinsic motivation is personal satisfaction or interest in the work itself, extrinsic motivation includes rewards such as pay or praise.
Research indicates that intrinsic motivation may be negatively affected when extrinsic rewards are expected; this phenomenon is known as the overjustification effect. However, when extrinsic rewards like praise are unexpected, they may not harm, and can even potentially boost intrinsic motivation. The impact of extrinsic sources of motivation on intrinsic motivation can vary depending on whether the rewards are tangible or intangible, anticipated or unexpected.
In educational and work settings, fostering a sense of belonging, respect, control, and valuing contributions can support intrinsic motivation. Incorporating Theory Y management practices, which emphasize inner satisfaction and fulfillment from work, can also enhance employee engagement and intrinsic motivation.