Follow-up: How do Intrinsic and Extrinsic Motivation fit into COM-B?

I received an insightful question in response to my post about Motivation and I thought I'd write about it separately because I couldn't do the question justice within the constraints of a LinkedIn comment, so here's a follow-up!

The question was about how intrinsic motivations—particularly autonomy, competence, and relatedness from Self-Determination Theory (SDT)— would fit within the COM-B model used in behaviour change, or whether they should be included. This is an important question because while COM-B doesn’t label these intrinsic needs directly, I feel that they are very much present within its components.

N.B. These are just my quick thoughts - I may revisit these in the future and welcome feedback!

Intrinsic Motivation in SDT

Autonomy, competence, and relatedness are key drivers of behaviour in SDT. People are motivated by the desire to feel in control, capable, and connected to others. These needs are perceptions, not necessarily objective realities. For example, autonomy is about feeling in control of your behaviour, not necessarily about actually having complete control over all decisions.

One thing to consider is the mechanism through which these intrinsic needs influence behaviour: they act as a form of reinforcement. For example, if someone highly values autonomy, their behaviour is reinforced by their perception of having control over their actions. Whether or not they objectively have full control, it’s the perception of autonomy that reinforces their behaviour.

Similarly, the need for competence is satisfied when individuals perceive themselves as effective in their actions, and the need for relatedness is fulfilled when they feel connected to others. These perceptions shape the way we behave because they act as ongoing feedback loops—either reinforcing or discouraging certain actions based on how well our intrinsic needs are met.

Autonomy (Reflective Motivation)

Autonomy—the feeling of being in control of your actions—is closely tied to reflective motivation in COM-B. Reflective motivation involves conscious decision-making, goal-setting, and self-evaluation. When people feel autonomous, they are more likely to engage in behaviours that align with their personal values and goals.
It’s important to note that autonomy is a perception: it’s about how much control someone feels they have over their actions, not necessarily the objective reality. For example, even in highly structured environments, individuals might feel autonomous if they perceive themselves to have flexibility within certain boundaries.
Autonomy can also align with the "Social/Professional Role and Identity" domain in TDF, which relates to a person’s sense of autonomy within their roles or perceived responsibilities in a social context. When people feel they have ownership or freedom in their role, this reinforces their motivation.

Competence (Psychological Capability & Reflective Motivation)

Competence—the need to feel effective in what we do—maps onto self-efficacy, which influences both psychological capability and reflective motivation in COM-B. Self-efficacy is about the belief in one’s ability to succeed in a specific task or behaviour, and it’s a key driver of motivation.
When individuals feel competent, their motivation to engage in the behaviour increases, as they believe they are capable of achieving the desired outcome. By reinforcing someone’s sense of competence—through skill-building, feedback, or practice—you strengthen both their psychological capability and reflective motivation to persist in a behaviour.
Competence, beyond self-efficacy, can also link to the "Skills" domain in TDF. Competence isn't just about self-efficacy or belief in abilities but is also related to actual skill development and the ability to perform a task. The interplay between psychological capability (self-efficacy) and physical capability (skills) could help clarify the depth of the competence concept.

Relatedness (Social Opportunity)

Relatedness, or the need to feel connected to others, is embedded in the social opportunity component of COM-B. Social opportunity includes social norms, relationships, and support systems that enable or constrain behaviour. When people feel a sense of belonging or connection to others, this reinforces their motivation to engage in behaviours that align with their social environment.
Like autonomy, relatedness is also about perception. It’s not just about whether a social network or support system exists, but whether the individual feels that they belong or are supported. This perception of connection often acts as a natural reinforcer of behaviour.
Relatedness could also be linked to the TDF domain of "Social Influences", which captures how social networks, support, and norms influence behaviour. This aligns well with the idea of social opportunity in COM-B but goes further in acknowledging how external pressure or encouragement (positive or negative) from others can strengthen or weaken relatedness.

Extrinsic Motivation (Beliefs About Consequences)

While SDT focuses primarily on intrinsic motivation, extrinsic motivation—such as rewards or external consequences—also plays a role. In COM-B, extrinsic motivators could fall under beliefs about consequences, which are part of reflective motivation.
For example, if someone believes that a certain behaviour will lead to financial rewards or avoid punishment, they are more likely to engage in that behaviour, even if it's not intrinsically motivating.

Practical takeaways

When designing behaviour change interventions, it's good to remember that intrinsic motivation is deeply tied to perceptions of autonomy, competence, and relatedness. Even when these needs aren't explicitly stated in COM-B, they drive behaviour through reflective and automatic processes.
Consider how the environment (physical and social) naturally reinforces or undermines these intrinsic needs. For example, environments that feel restrictive may dampen autonomy, while a lack of feedback can diminish perceived competence.
In line with the TDF domains, remember that intrinsic needs like competence may manifest through self-efficacy (belief in ability) or through actual skill-building efforts. Similarly, relatedness may be affected not just by social support but also by professional identity and social influences.

So, while Self-Determination Theory isn’t directly named in the COM-B model, the intrinsic needs it outlines—autonomy, competence, and relatedness—are inherently present in how we understand motivation and behaviour change. These needs serve as reinforcers of behaviour, helping us design more effective interventions by addressing deeper psychological drivers.