I/O Psychology 2060 Chapter 12

Direction Intensity Persistence

Behavior Performance Ability Situational factors
Motivation

A theory of motivation based on the perceived degree of relationship between how much effort a person expends and the performance that result from that effort

Job outcomes Valence Instrumentality Expectancy Force

Are the results of an employee can experience by working for the organization, such as pay, promotions, and vacations time. Theoretically, there is no limit to the number of outcomes

Are the employee’s feelings about the outcomes and are usually defined in terms of attractiveness or anticipated satisfaction.

Is defined as the perceived degree of relationship between performance and outcome attainment. This perception exists in the employee’s mind. Instrumentality is equivalent to the word conditional and literally means the degree to which the attainment of a certain outcome is conditional on the individual’s performance on the job

Is the perceived relationship between effort and performance. In some jobs there may seem to be no relationship between how hard you try and how well you do. Expectancy is scaled as a probability

Is the amount of effort or pressure within the employee to be motivated. The larger the force, the greater the hypothesized motivation.

Across-subjects design (Predictions are made across people) Within-subjects design (prediction is made for each individual separately)

Is a theory of motivation based on directing one’s effort toward the attainment of specific goals that have been set or established. The theory is based on the assumption that people behave rationally. The crux of the theory is the relationship among goals, intentions, and task performance

Basis for motivation Direct behavior

Awareness Acceptance

Goal difficulty Goal specificity Feedback

A theory of motivation based on the setting of goals and the receipt of accurate feedback that is monitored to enhance the likelihood of goal attainment