Exploring the reward preferences for middle level managers

Managerial motivation depends, in part, on the perceived value or attractiveness of the rewards offered to the manager. This perception-based study provides empirical evidence of the associations between motivation and performance, and valued rewards. Generally, for this sample of 225 middle-level managers, intrinsic rewards are more highly valued than extrinsic but higher motivation and performance is positively associated with a preference for a combination of rewards. Preference patterns by stage of career, position in the hierarchy or functional area are not detected. Whilst valued rewards appear to have an influence on motivation and performance, particularly when applied in combination, the determinants of preferences appear to be diverse.