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Motivation is a driving force for action and has an important role in working life. In today’s society, employees experience stress which affects the majority negatively, even though they have a high degree of motivation in their job. Self-determination theory (SDT) is the main theory which this study builds upon. SDT emphasizes quality rather than quantity and is further divided into two types, intrinsic- and extrinsic motivation. Intrinsic motivation is something that drives you based on deep rooted beliefs and interest, while extrinsic motivation is regulated by external forces, often from reward or punishment. Intrinsic motivation is built upon whether the three basic psychological needs; autonomy, competence and relatedness are satisfied or frustrated.

To be intrinsically motivated has multiple benefits and is recognized by managers across countries and industries. These benefits include health-benefits for the individual as well as performing higher quality outcomes.

Regardless of the many benefits intrinsic motivation inhere there are contradictory findings whether too much intrinsic motivation can actually cause stress, some are even claiming that extrinsic motivation in some cases can reduce stress. This forms the foundation of the research question which this thesis aims to explore further. The research question are:

What are the causes of stress for intrinsically motivated employees?

The purpose of this study is to gain an insight into why these intrinsically motivated employees are stressed. To answer the research question, this study will apply a qualitative method with the use of semi-structured interviews. The data is based on five intrinsically motivated knowledge workers who also experience stress due to their work.

The result of this study indicates that intrinsically motivated knowledge workers are feeling stressed because of different aspects reduces intrinsic motivation which leads to stress. Control and frustration of basic psychological needs was shown to have a diminishing effect on intrinsic motivation and an increasing effect on stress. Organizations that control their employees result in an increased stress level, which leads to decreased intrinsic motivation. Frustration in basic psychological needs was also shown to be a cause of stress. Intrinsic motivation acts as a buffer against stress, when an employee is being controlled or feeling frustration of needs, intrinsic motivation lowers. The buffer against stress decreases and knowledge workers experiences stress. This study contributes with insights into what causes stress for intrinsically motivated knowledge workers.