The Relationship of Internal-external Control to Work Motivation and Performance in the Navy,

continued) Also, the extent to which intrinsic vs. extrinsic factors contribute to work motivation was studied. A Valence-Instrumentality-Expectancy (YIE) model of motivation was employed. A questionnaire was administered to a cross-section of 207 naval personnel which comprised over 50 work groups. A rating form was given to the supervisor of each work group. It was found that internals more than externals are motivated to work hard, are better performers, see working hard as being instrumental to attaining desirable outcomes, have less role conflict and ambiguity, and tend to be in higher pay grades. It was also found that intrinsic motivation, as operationall defined in this study, contributed much more to total motivation than did extrinsic motivation. It was concluded that, other things being equal, it is better to have internals on the job than externals. Additional ramifications for organizational psychology are discussed. > UNCLASSIFIED SECURITY CLASSIFirATIOM OF TUI« PifiFnW.«, n.,~ F.n,»r.H>