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| A set of energetic forces that orginates both within and outside an emploee, initiates work-related effort, and determines its direction, intensity,and persistence. |
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| A contemporary synonym, more or less, for high levels of intensity and persistence in work effort. |
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| Describes the cognitive process that emplyees go through to make choices among different voluntary responses. |
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| The belief that exerting a high level of effort will result in the successful performance of some task. It is a subjective probability, ranging 0(no chance) to 1(a mortal lock). |
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| The belief that a person has the capabilities needed to execute the behaviors required for task success. |
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| The degree to which they have succeeded or failed in similar stors of tasks in the past. |
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| Observations of and discussions with others who have performed some work task. |
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| Pep talks that lead employees to believe that they can "get the job done" |
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| Positive or negative feelings that can help or hinder task accomplishments |
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| The belief that successful performance will result in some outcome(s) |
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| Reflects the anticipated value of the outcomes associated with performance |
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| Cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences. |
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| Motivation that is controlled by some contigency that depends on task performance. |
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| Motivation that is felt when task performance serves as its own reward. |
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| The degree to which they view money as having symbolic, not just economic, value. |
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| Views goals as the primary drivers of the intensity and persistence of effort. |
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| Specific and Difficult Goals |
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| Goals that stretch an employee to perform at his or her max level while still staying within the boundaries of his or her ability |
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| The initialized goals that people use to monitor their own task progress. |
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| Learning plans and problem solving approaches used to achieve successful performance. |
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| In job characteristics theory, it refers to the degree to which the job itself provides info about how well the job holder is doing. In goal setting theory, it refers to progress updates on work goals. |
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| Reflects how complicated the info and actions involved in a task are, as well as how much the task changes. |
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| The degree to which a person accepts a goal and is determined to try to reach it. |
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