This study explored the impact of a pay-for-performance (P4P) scheme in Tanzania on health workers' intrinsic motivation and institutional delivery rates. The study found no evidence that P4P undermined intrinsic motivation. It did find that P4P had a greater positive effect on delivery rates in facilities whose staff had lower baseline intrinsic motivation levels. This suggests that extrinsic incentives like P4P may work better in settings where health workers are less intrinsically motivated to begin with. The study was limited by potential social desirability bias in health workers' self-reported motivation levels and questions around how well the motivation measure captured intrinsic motivation.