Here’s what makes it interesting:
It shows that rewards can backfire.
Intuitively, we think giving people rewards (money, praise, prizes) should increase their motivation. But the overjustification effect shows that if someone already enjoys an activity, adding an external reward can actually reduce their intrinsic motivation. For example, a child who loves drawing may draw less often once they start getting prizes for it—because the focus shifts from “I draw because I enjoy it” to “I draw to get the prize.”
It highlights the fragility of intrinsic motivation.
People’s natural curiosity, creativity, or playfulness can be disrupted if the task is reframed as “work” rather than “fun.” This insight is widely applied in education, parenting, and workplace management.
It reveals how our minds make sense of our own behavior.
The effect is explained by self-perception theory: we often infer our internal motives by observing what we do. If someone notices, “I’m doing this because I’m being paid,” they may conclude they don’t actually like it that much.
It complicates the use of incentives.
The effect doesn’t mean all rewards are bad. It suggests that the type of reward and how it’s presented matter. For example:
✅Unexpected or symbolic rewards (like verbal praise) usually don’t undermine intrinsic motivation.
✅Tangible, expected rewards (like money or prizes) for doing something already enjoyable are more likely to cause the effect.
It connects motivation to identity.
When people feel that they are doing something out of choice and enjoyment, it becomes part of their identity (“I am a person who likes drawing”). When it feels imposed or transactional, it weakens that identity connection.
In short, the overjustification effect is interesting because it reveals the paradox that too much external motivation can kill internal drive, and it shows how our sense of “why we do things” is constructed in subtle, sometimes counterintuitive ways.
Overjustification (or the overjustification effect) is a psychological phenomenon in which providing external rewards or rewards for an activity that is already internally enjoyed can diminish a person's interest in that activity, simply put, when someone does something because they enjoy it (intrinsic motivation), and then we introduce external incentives (such as money, praise, or prizes), that person can begin to associate the activity with the reward they receive. As a result, their original (intrinsic) motivation weakens or even disappears.
Effects of Overjustification
Here are some of the impacts that can arise from overjustification:
* Loss of Internal Motivation: This is the most important effect. Someone who initially enjoyed painting because it felt satisfying, for example, may lose interest after being paid for each painting. They are no longer painting for pleasure, but for the money. Once the reward is gone, their motivation disappears as well.
* Decrease in Quality and Creativity: When the focus shifts from personal satisfaction to external rewards, the quality of work often declines. People no longer strive to do their best or be the most creative, but merely to meet the minimum requirements to receive a reward. This is particularly evident in jobs that require original thinking or innovative solutions.
* Transactional Mindset: This phenomenon transforms a person's relationship with an activity or job into a transactional one. "I'll do this if I get paid or rewarded." This can damage dynamics in the workplace, education, and even in hobbies or personal relationships.
Real-Life Examples
* Children and Reading: A child who enjoys reading books because the stories are interesting may stop reading once their parents give them money for each book they finish. Once their parents stop giving them money, the child may no longer want to read, as their motivation has shifted from "enjoying reading" to "reading for money."
* Hobbies and Work: Someone who initially enjoyed photography as a hobby may feel pressured and lose their passion when they make it a full-time job. The pressure to make money and meet client requests can diminish the initial enjoyment.
This phenomenon demonstrates that sometimes well-intentioned rewards can have unexpected and damaging consequences. Therefore, it is important to be careful when offering rewards, especially for activities driven by intrinsic motivation.