Stat II Intrinsic Motivation Paper Critique

See project file here.

See source paper here.

The author does a great job separating potential bias from the interpretation and influence (or lack thereof) of motivators for behavior within the finance sector. By separating between intrinsic motivators (largely dependent on the person) compared to reward-based incentives (generally applicable to a broader culture), we can see how important the prior is compared to the later (this is accomplished through separating into 5 different variables assessed using multiple survey questions each, with 3 being general intrinsic and 2 assumed to be rewards-based). Moreover, the author notes the lack of current literature in the subject field, with many competing authors taking greater assumptions in interpreting their results. The most important result, however, is the best practices moving forward for those working within the finance sector. By implementing real incentives (not just monetarily based) they can accomplish a higher job retention rate for females that can keep them in the field instead of needing to continually hire individuals (to meet corporate quotas, etc).