Motivation Basics
- 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)
- Motivation theories
o Content
§ 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)
o Behavioral Motivational Theories
§ 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
o Context Motivational Theories
§ Job characteristics model (hackman)
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§ Herzbergs two factor theory
§ Achievement motivation
Equity theory (Adams)
· 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
§ Control theory
§ (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
Job characteristics model (hackman)
· 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
- Definition
o Organizational citizenship behavior
§ Extra-Role-Efforts that advance organization
§ Willingness to go extra mile as result of motivation and commitment
o Positive Organizational behavior
§ Positively oriented human resource strength/capacities-> umbrella term
· Positive States/Behavior/Leadership
o Work Engagement
§ 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
o Job satisfaction
§ 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.)
- Remote work
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)
- I/O psych objectives to increase motivation and POB
o Improve physical and social work-environment
o Increasing employee participation in organizational processes -> improved organizational outcomes (less absenteeism, turnover ect.)
Last changed2 months ago
