The Congruence Effects of Social Recognition Supplied and Needed on Individual Performance Outcomes: The Mediating Role of Intrinsic Motivation

Abstract

This study utilizes person-environment (P-E) fit theory as the theoretical foundation to examine how congruence between the perceptions of social recognition supplied by supervisors, and social recognition needed by employees can increase intrinsic motivation, resulting in increased employee performance. We tested our hypotheses using polynomial regression and response surface methodology. Our findings provided partial support for our hypotheses, as a congruence between perceptions of social recognition supplied and needed did increase intrinsic motivation when the congruence amount was high. This congruence effect was also indirectly positively related to organizational citizenship behaviors. This study addresses gaps in the social recognition literature by specifically examining the role of perceived social recognition provided by direct supervisors, and its effect on intrinsic motivation, and associated performance outcomes. We discuss the implications of our findings, limitations, and future research opportunities.