Final answer:
Workers who share a leader's goals and values and feel intrinsically rewarded are more likely to work extra hours on a time-critical project compared to those solely motivated by monetary rewards.
Step-by-step explanation:
The statement is true. Workers who share a leader's goals and values and feel intrinsically rewarded for performing a job well are more likely to work extra hours on a time-critical project compared to those who are solely motivated by monetary rewards. This is because intrinsic motivation, such as personal satisfaction and a sense of purpose, can drive individuals to go above and beyond in their work.
Research supports the idea that intrinsic motivation is a strong predictor of employee engagement and commitment. Studies by Melvin Kohn and colleagues have shown that workers who believe they have control over their work, are involved in decision-making processes, have freedom from surveillance, and feel integral to the outcome of their work are more likely to be happy and satisfied. This suggests that a sense of autonomy, significance, and belonging contribute to intrinsic motivation.
However, it's important to note that a mix of intrinsic and extrinsic factors can influence motivation, and the nature of this mix may vary for individuals. The over justification effect suggests that when extrinsic motivation, such as financial rewards, is given for behaviors that were previously intrinsically motivated, the intrinsic motivation can be diminished. Nevertheless, the general consensus is that employees who find intrinsic meaning in their work tend to be more motivated and may be willing to put in extra effort when needed.