Motivation Theories

30 vocabulary flashcards covering key concepts of motivation theories essential for understanding individual and organizational behavior.

Motivation

A set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence.

Expectancy Theory

A theory proposing that individuals assess the likelihood of their effort leading to desired performance and outcomes.

Engagement

High levels of intensity and persistence in employees' connection and passion for their jobs.

Self-Efficacy

Belief in one’s ability to succeed in specific situations or accomplish a task.

Instrumentality

The belief that if one performs well, they will receive desired outcomes.

Valence

The intrinsic value an individual places on the expected outcomes.

Equity Theory

A theory suggesting that motivation is influenced by perceived fairness in input and outcome comparisons with others.

Psychological Empowerment

The energy resulting from the belief that one's work contributes to a larger purpose.

Goal-Setting Theory

A theory that emphasizes the importance of setting specific and challenging goals to enhance performance.

Intrinsic Outcomes

Benefits derived from within an individual, such as fulfillment and personal growth.

Extrinsic Outcomes

External rewards such as pay, promotions, and benefits that motivate behavior.

Expectancy

The belief that one's effort will lead to better performance.

Task Performance

The effectiveness with which one performs their job duties.

Motivational Direction

The specific choice of effort put into achieving an objective.

Organizational Commitment

The emotional attachment an employee has to their organization.

Motivational Force

The product of expectancy, instrumentality, and valence determining effort direction.

Affective Commitment

Emotional attachment of employees to their organization.

Normative Commitment

An employee's feeling of obligation to remain with their organization.

Continuance Commitment

The perceived costs associated with leaving an organization.

Cognitive Dissonance

The mental discomfort experienced when holding two conflicting beliefs.

Feedback

Information regarding performance that is used to adjust efforts and outcomes.

Task Complexity

The level of difficulty associated with performing a task.

Effort

The physical and mental energy invested in performing a task.

Social Comparison

Assessing one's outcomes and inputs in relation to others.

Cognitive Groupings

Clusters of outcomes that are psychologically significant to an individual.

Needs

Basic physiological or psychological requirements for human functioning.

Performance

The degree to which an employee's work meets prescribed standards.

Motivational Outcomes

The results derived from the motivational processes such as performance and satisfaction.

Job Satisfaction

The extent to which individuals feel fulfilled and content with their jobs.

Trust and Justice

Perceptions of fairness in organizational practices and behaviors.

Stress

A state of mental or emotional strain resulting from challenging circumstances.

Personal Expression

The ability to convey one's identity and personality through work.

Learning & Decision Making

The processes by which individuals acquire knowledge and make choices based on that knowledge.