Positive Work Behavior

-       Extrinsic/controlled vs intrinsic motivation

-       Relationship motivation-performance

o   Assumption: motivated workers = productive (but not automatically)

§  Other variables on productivity (tech, individual differences , groub dynamic, organizational conflict/politics)

§  Maslows Need Hirachy (Physiological, safety, social, self-esteem, self-actualization)

·       ERG theory (Alderfer) summarizes it to Existence, Relatedness, Growth

§  McClellands needs theory ( Need for achievement, need for power, need for affiliation)

§  Self determination theory (Need for autonomy, competence, relatedness)

§  Reinforcement Theory/operant conditioning (motivation through concequences)

§  Expectancy theory

·       Expectancy x Instrumentality x valence = motivation

·       If one component zero -> no motivation

§  Equity theory (Adams)

§  Control theory (feedback as central role)

§  Self-efficacy (motivational resource-> required to succeed in certain situations)

§  Resource allocation

§  Job characteristics model (hackman)

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§  Herzbergs two factor theory

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§  Achievement motivation

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·       Workers compare own inputs and outcomes with others

o   Inequity perception -> motivation to change

§  Underpayment vs overpayment inequity both create inbalance

o   Equity perception -> motivation to keep the same

·       Individual differences

o   Equity sensitives: distressed by both forms of inequity

o   Benevolent: content with underpayment inequity

o   Entitleds: want high outcomes regardless of input

§  (feedback as central role)

·       Performance feedback: discrepancy between actual and expected performance

·       Velocity feedback: speed moving towards goal

o   Slow and discrepancy = increased effort

·       Acquisition of complex skills needs self-regulation strats

o   (negative) Emotion control

o   Motivation control

o   Attention control

·       Self-regulation as basis that requires limited attentional resources

·       Core Job characteristics -> critical psychological states -> personal and work outcomes

o   Skill variety

o   Task identity

o   Task significance

o   Autonomy

o   Feedback

·       Job diagnostic survey -> measure these characteristics

·       Job characteristics can be combined to motivating potential score (MPS)

·       Moderators: Employee growth , knowledge/skill, context satisfaction

·       Job satisfaction/dissatisfaction as independent dimensions

o   Motivator factors -> Satisfaction

o   Hygiene factors -> dissatisfaction

·       Herzberg+job characteristics model = job enrichment (redesigning jobs to give workers more responsibility§  Herzbergs two factor theory

·       Approach (positive outcome) vs Avoidance (neg outcomes)

o   Approach usually enhances performance Avoidance lowers performance  

·       Achievement goals: performance(outcome in all directions possible)  vs mastery (promotes positive outcome)

o   -> 2x2 achievement goal mode

§  Extra-Role-Efforts that advance organization

§  Willingness to go extra mile as result of motivation and commitment

§  Positively oriented human resource strength/capacities-> umbrella term

·       Positive States/Behavior/Leadership

§  State of mind :

·       Vigor ( high energy/resilience)

·       Dedication ( sense of significance/pride)

·       Adsorption (Flow erleben)

§  Crossover possible

§  Positive effects

·       Better physical health

·       Mor proactive

·       Perform better

·       Likely to have engaged colleagues/parter

·       For students:

o   Less likely to get ill or be absent

§  Global: overall job response, Facets: attitudes about different job elements

§  Standardized job satisfaction  surveys: MSQ and  JDI

§  Moderate linkage satisfaction -performance (psychological wellbeing predicts performance additionally)

§  Improve satisfactions:

·       Changes in pay /job structure (rotation)

·       Flexible work schedules (remote work, Flex time ect.)

o   Inverted U Shape -> percentage of homeoffice- performance

o   Meta analysis suggests modest benefits even when more than half ot the time remote:

§  Success factors: level or perceived autonomy vs perceived isolation ( ->influence Attitudes, Behavioral ect outcomes)

o   Improve physical and social work-environment

o   Increasing employee participation in organizational processes -> improved organizational outcomes (less absenteeism, turnover ect.)