May 11, 2007 - Work, Industrial & Organizational Psychology. Slide 1. University of Wuerzburg. Joachim Schroer & Guido Hertel. University of Wuerzburg.
University University of of Wuerzburg Wuerzburg
Wikipedians, and Why They Do It: Motivational Dynamics of Voluntary Engagement in an Open Web-based Encyclopedia Joachim Schroer & Guido Hertel University of Wuerzburg EAWOP 2007 / Stockholm / May 11, 2007 Slide 1
University of Wuerzburg Work, Industrial & Organizational Psychology
Wikipedia University University of of Wuerzburg Wuerzburg
• “The encyclopedia anyone can edit” • Mission statement: “Imagine a world in which every single person on the planet is given free access to the sum of all human knowledge. That's what we're doing.” • Web 2.0 • Huge success • Who writes – and why? Slide 2
University of Wuerzburg Work, Industrial & Organizational Psychology
University University of of Wuerzburg Wuerzburg
Social movement participation
Slide 3
Task characteristics
Study 1: Survey of German Wikipedia project
Study 2: International survey
University of Wuerzburg Work, Industrial & Organizational Psychology
Social Movement Participation University University of of Wuerzburg Wuerzburg ●
Three classes of motives for voluntary engagement (Klandermans, 1997, 2004) 1. Norm-oriented motives “How do friends and family respond to the engagement?”
2. Costs and benefits “Which benefits/costs are caused by the engagement?”
3. Collective motives “How important are the goals of the movement?” ●
Independent pathway (Simon et al.,1998) 4. Identification with the social movement
Slide 4
University of Wuerzburg Work, Industrial & Organizational Psychology
Job Characteristics Model University University of of Wuerzburg Wuerzburg
Core Job Characteristcs
Job Characteristics ModelAffective and Motivational Critical Psychological States
Outcomes
Behavioral Outcomes
Skill Variety Task Significance
Meaningfulness
Satisfaction
Autonomy
Responsibility
Performance
Feedback
Knowledge of Results
Task Identity
Slide 5
Motivation University of Wuerzburg Work, Industrial & Organizational Psychology
Research Model University University of of Wuerzburg Wuerzburg
Process Variables Affective and Behavioral Outcomes
Predictors Norm-or. Motives Costs and Benefits
+ +
Collective Motives + Identification
Task Charact. Slide 6
Satisfaction
+ +
+
+
Wikipedia Engagement
Motivation University of Wuerzburg Work, Industrial & Organizational Psychology
University University of of Wuerzburg Wuerzburg
Study 1: Survey of the German Wikipedia Project • Cross-sectional design • Recruitment over mailing list of German Wikipedia project, two reminders • Online March 22 – April 09, 2005 • N = 106
Slide 7
University of Wuerzburg Work, Industrial & Organizational Psychology
Overview of Measures University University of of Wuerzburg Wuerzburg
• Predictors – Norm-oriented motives, costs/benefits, collective motives – Identification – Perceived task characteristics (JDS)
• Process variables – Intrinsic motivation • Task enjoyment • Experienced competence • “Flow”
• Outcomes – Satisfaction – Engagement • Time invested in engagement (work/leisure) • Articles on “watchlist”
Slide 8
University of Wuerzburg Work, Industrial & Organizational Psychology
Weighted Means (N = 106) University University of of Wuerzburg Wuerzburg
Norm-oriented Motives
4.1
Costs and Benefits
4.64
Collective Motives
6.17
Identification
4.87
Task Characteristics
4.63
Intrinsic Motivation
5.47
Satisfaction
5.53 1
Slide 9
2
3
4
5
6
7
University of Wuerzburg Work, Industrial & Organizational Psychology
Regression Model (N = 106) University University of of Wuerzburg Wuerzburg
Satisfaction
Engagement
Norm-oriented Motives
.12 * (dir.)
Costs and Benefits
.26 *
-.31 *
Collective Motives
.11
-.10
Identification
.19 *
.12
Task Characteristics
.52 ***
.22
Intrinsic Motivation
.01
.23 * (dir.)
R²
.62
.28
Slide 11
.08
University of Wuerzburg Work, Industrial & Organizational Psychology
Intrinsic Motivation as Mediator University University of of Wuerzburg Wuerzburg
Controlling for mediator: c’ = .21, p < .05 Autonomy Significance
Task character.
c = .32, p < .001
Engagement
Feedback
a = .42, p < .001
b = .25, p = .02 Intrinsic Motivation Sobel test: z = 2.15, p < .05 Partial mediation
Slide 12
University of Wuerzburg Work, Industrial & Organizational Psychology
Study 2: International Survey University University of of Wuerzburg Wuerzburg
•
Integration of “Generativity”
•
Recruitment 1. Mailing lists of the largest Wikipedia projects (two reminders) 2. Community websites und blogs 3. Front page of English Wikipedia 4. Open Source portal “NewsForge”
• •
Online July 11 – August 15, 2005 N = 354
Slide 13
University of Wuerzburg Work, Industrial & Organizational Psychology
Weighted Means (N = 354) University University of of Wuerzburg Wuerzburg
Norm-oriented Motives
3.14
Costs and Benefits
5.04
Collective Motives
6.09
Identification
5.37
Task Characteristics
4.65
Generativity
5.47
Intrinsic Motivation
5.57
Satisfaction
5.32 1
Slide 14
2
3
4
5
6
7
University of Wuerzburg Work, Industrial & Organizational Psychology
Regression Model (N = 354) University University of of Wuerzburg Wuerzburg
Satisfaction
Engagement
Norm-oriented Motives
.04
-.04
Costs and Benefits
.22 ***
-.21 **
Collective Motives
.00
-.05
Identification
.30 ***
.20 *
Generativity
.07
.00
Task Characteristics
.19 ***
.05
Intrinsic Motivation
.25 ***
.15 * (dir.)
R²
.53
.10
Slide 16
University of Wuerzburg Work, Industrial & Organizational Psychology
Intrinsic Motivation as Mediator University University of of Wuerzburg Wuerzburg
Controlling for mediator: c’ = .06, p = .30 Task character.
c = .12, p < .05
a = .39, p < .001
Engagement
b = .15, p = .01 Intrinsic Motivation Sobel test: z = 2.43, p = .02 Complete mediation
Slide 17
University of Wuerzburg Work, Industrial & Organizational Psychology
Summary of Results University University of of Wuerzburg Wuerzburg
• Costs and Benefits – Positive association with satisfaction – Negative association with engagement
• Collective Motives / Generativity – Considered import by Wikipedians – Not associated with satisfaction or engagement
• Identification – Positive association with satisfaction and engagement
• Task Characteristics – Important: autonomy, task significance, and feedback – Strong association with satisfaction – Effect on engagement mediated by intrinsic motivation
Slide 18
University of Wuerzburg Work, Industrial & Organizational Psychology
Outlook University University of of Wuerzburg Wuerzburg
Wikipedians, and why they do it: 1. Reasons to get involved – Collective motives / “Generativity” – Learning 2. Reasons to stay engaged – Task characteristics – Intrinsic motivation – Identification •
Paper available at: http://www.abo.psychologie.uniwuerzburg.de/virtualcollaboration/
Slide 19
University of Wuerzburg Work, Industrial & Organizational Psychology
References University University of of Wuerzburg Wuerzburg
Hackman, J. & Oldham, G. R. (1974). The Job Diagnostic Survey: An instrument for the diagnosis of jobs and the evaluation of job redesign projects. Catalog of Selected Documents in Psychology, 4, 148-149. Hackman, J. & Oldham, G. R. (1980). Work redesign. Oxford: Blackwell. Hertel, G., Niedner, S. & Herrmann, S. (2003). Motivation of software developers in Open Source projects: An internet-based survey of contributors to the Linux kernel. Research Policy, 32, 1159-1177. Klandermans, B. (1997). The social psychology of protest. Oxford: Blackwell. Klandermans, B. (2004). The demand and supply of participation: Social psychological correlates of participation in social movements. In D. A. Snow, S. Soule & H. Kriesi (Eds.), The Blackwell Companion to Social Movements (pp. 360-379). Oxford: Blackwell. McAdams, D. P. & de St. Aubin, E. (1992). A theory of generativity and its assessment through self-report, behavioral acts, and narrative themes in autobiography. Journal of Personality and Social Psychology, 62, 10031015. Simon, B., Loewy, M., Stürmer, S., Weber, U., Freytag, P., Habig, C. et al. (1998). Collective identification and social movement participation. Journal of Personality and Social Psychology, 74, 646-658. Stürmer, S. & Simon, B. (2004). Collective action: Towards a dual-pathway model. European Review of Social Psychology, 15, 59-99. Slide 20
University of Wuerzburg Work, Industrial & Organizational Psychology
University University of of Wuerzburg Wuerzburg
Backup Slides
Slide 21
University of Wuerzburg Work, Industrial & Organizational Psychology
University University of of Wuerzburg Wuerzburg
Study 1: Demographics Gender 25
23
20
16
15 10
88% male 10% female
8
5
18
Age
14 9
M = 33 years SD = 13 years
7 4
3
2
1
0 9 -6 65 4 -6 60 9 -5 55 4 -5 50 9 -4 45 4 -4 40 9 -3 35 4 -3 30 9 -2 25 4 -2 20 9 -1 15 Slide 22
University of Wuerzburg Work, Industrial & Organizational Psychology
University University of of Wuerzburg Wuerzburg
Study 1: Demographics other 9%
Employment status
n/a 1%
unemployed 5%
full-time 43%
college student 25%
student 7%
Slide 23
part-time 10%
University of Wuerzburg Work, Industrial & Organizational Psychology
University University of of Wuerzburg Wuerzburg
Study 1: Demographics divorced 2%
n/a 5%
Partnership / family background
married 15%
single 51%
partnership 27%
Slide 24
University of Wuerzburg Work, Industrial & Organizational Psychology