Term
|
Definition
| Accounts for the level, direction and persistence of effort expended at work |
|
|
Term
|
Definition
| An unfulfilled physiological or psychological desire |
|
|
Term
|
Definition
| Physiological, safety and social needs in Maslow's Hierarchy |
|
|
Term
|
Definition
| Esteem and self-actualization needs in Maslow's Hierarchy |
|
|
Term
|
Definition
| Found in job content, such as sense of achievement, recognition, responsibility, advancement or personal growth |
|
|
Term
|
Definition
| Found in the job context, such as working conditions, interpersonal relations, organizational policies, and salary |
|
|
Term
|
Definition
| The desire to do something better, to solve problems, or to master complex tasks |
|
|
Term
|
Definition
| The desire to control, influence, or be responsible for other people |
|
|
Term
|
Definition
| The desire to establish and maintain good relations with people |
|
|
Term
|
Definition
| A person's belief that working hard will result in high task performance |
|
|
Term
|
Definition
| A person's belief that various outcomes will occur as a result of task performance |
|
|
Term
|
Definition
| The value a person assigns to work-related outcomes |
|
|
Term
|
Definition
| States that behavior followed by pleasant consequences is likely to be repeated; behavior followed by unpleasant consequences is not |
|
|
Term
|
Definition
| The control of behavior by manipulating its consequences |
|
|
Term
|
Definition
| Strengthens a behavior by making a desirable consequence contingent on its occurrence |
|
|
Term
|
Definition
| Strengthens a behavior by making the avoidance of an undesirable consequence contingent on its occurrence |
|
|
Term
|
Definition
| Discourages a behavior by making an unpleasant consequence contingent on its occurrence |
|
|
Term
|
Definition
| Discourages a behavior by making the removal of a desirable consequence contingent on its occurrence |
|
|
