Term
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Definition
| the psychological forces that determine the direction of a person's behavior in an organization, a person's level of effort, and a person's level of persistence |
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Definition
| which behaviors does a person choose to perform in a organization |
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Definition
| how hard does a person work to perform a chosen behavior |
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Definition
| when faced with obstacles, roadblocks, and stone walls, how hard does a person keep trying to perform a chosen behavior successfully |
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| Intrinsically Motivated Work Behavior |
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Definition
| behavior that is performed for its own sake |
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| Extrinsically Motivated Work Behavior |
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Definition
| behavior that is performed to acquire material or social rewards or to avoid punishment |
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Definition
| a group of content theories about work motivation that focuses on employees' needs as the sources of motivation |
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Definition
| a requirement for survival and well-being |
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Term
| Maslow's Hierarchy of Needs |
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Definition
| Physiological, Safety, Social (Belongingness), Esteem, Self-actualization |
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Definition
| Existence needs, Relatedness needs, Growth needs |
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Definition
| a process theory about work motivation that focuses on how employees make choices among alternative behaviors and levels of effort |
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Term
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Definition
| in expectancy theory, the desirability of an outcome to an individual |
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Term
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Definition
| in expectancy theory, a perception about the extent to which performance of one or more behaviors will lead to the attainment of a particular outcome |
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Definition
| in expectancy theory, a perception about the extent to which effort will result in a certain level of performance |
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Definition
| a process theory about work motivation that focuses on employee's perceptions of the fairness of their work outcomes and inputs |
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Definition
| in equity theory, the relationship between what an employee gets from a job (outcome) and what the employee contributes to the job (inputs) |
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Definition
| the inequity that exists when a person perceives that his or her outcome/input ratio is grater than the ratio of a referent |
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Term
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Definition
| the inequity that exists when a person perceives that his or her outcome/input ratio is less than the ratio of a referent |
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Term
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Definition
| 1) employees can change their inputs or outcomes; 2) employees try to change their referents' inputs or outcomes; 3) employees change their perceptions of inputs and outcomes (either their own of the referents'); 4) employees can change the referent; 5) employees leave the job or organization or force the referent to leave |
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Term
| Procedural Justice Theory |
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Definition
| a process theory about work motivation that focuses on employees' perceptions of the fairness of the procedures used to make decisions about the distribution of outcomes |
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Definition
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Direction
Level
Persistence |
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Term
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Definition
| Inputs >> Performance >> Outcomes |
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Term
| The Four Motivation Theories (complementary) |
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Definition
| 1. Need Theory 2. Expectancy Theory 3. Equity Theory 4. Procedural Justice Theory |
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Term
| Expectancy Theory (Vroom): When making behavioral choices, individuals consider three questions |
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Definition
| 1. The Expectancy question 2. The Instrumentality question 3. The Valence question
Motivation = E x I x V
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