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
|
|
|