Motivation Theory and Industrial PDF

● Predictive power for work behavior and performance limited ○ Little empirical support ○ Intermediary processes (steps in between) not specified ○ Operationalizing higher order needs ○ Psychometric issues in measuring need strength and satisfaction ○ Exceptions to the prepotency principle not expl...

● Predictive power for work behavior and performance limited ○ Little empirical support ○ Intermediary processes (steps in between) not specified ○ Operationalizing higher order needs ○ Psychometric issues in measuring need strength and satisfaction ○ Exceptions to the prepotency principle not explainable ● Need Theory ○ Focus on short-term behavioral differences rather than universal motive structures ○ Focusing on intermediate processes to influence specific behaviors Utility of need theories in organizational settings questionable ● Intrinsic Motivation Theories ○ ○ Pioneers: Multidimensional nature of intrinsic motivation (Malone, Lepper (1987), Bandura (1986)) Important: The influence of intrinsic motivation on interest in a task and behavior depends on how different motivations interact and their resulting effects 2 Intrinsic motivation theories: ● ● Cognitive Evaluation Theory (CET): ○ Intrinsic motivation influenced by how individuals interpret events ○ Broader Def: How environmental events influence perceived mastery and control, task interest, and behavior ○ Overjustification effect: decrease in intrinsic motivation when external rewards are given for a task or behavior that a person already finds internally motivating ○ 4 ways to strengthen the enjoyment of a job ■ Performance-contingent rewards: evaluation, performance feedback, and reward value ■ Feedback: type of information and whether it is viewed as positive or negative ■ Goal assignments: proximal vs distal (see above) ■ Modeling: impact on intrinsic interest and persistence Job Characteristics Theory (JCT): ○ Looks at how aggregate job characteristics impact critical psychological states ○ Previous research: ■ Positive correlation between job characteristics and job satisfaction ■ Methodological challenges (mapping objective to perceived, adequacy of job characteristics measures) ○ Technological innovations altering job tasks and roles, leading to potential issues (decreased attentiveness and performance)