Motivation, Attitudes, and Discretionary Work Behavior

Flashcards about motivation, attitudes, and discretionary work behaviors in the workplace.

Direction of effort, intensity of effort, and persistence.

Elements describing motivation

Performance calculation

(Motivation x Ability) - Situational Constraints = PERFORMANCE

Direction of effort, intensity of effort, and persistence.

Elements describing motivation

Performance calculation

(Motivation x Ability) - Situational Constraints = PERFORMANCE

Personality trait negatively related to performance motivation

Neuroticism

Personality trait positively related to performance motivation

Conscientiousness

How behavioral theories explain motivation

People are motivated to do things that have previously been rewarded, and to avoid things that were punished.

Content and need-based theories of motivation

Maslow’s hierarchy, Herzberg’s two factors, and Self-determination theory (SDT).

Levels of Maslow's Hierarchy of Needs

Physiological, Safety/Security, Affiliation, Esteem, Self-actualization

Herzberg's two factors

Hygiene factors and motivation factors

Process theories of motivation

Equity theory, expectancy theory, and goal-setting theory.

Core concept behind equity theory

People compare themselves to others and evaluate their own situation in relation to others’ situations.

Assessment in equity theory

Inputs (e.g., effort, time, training & experience) & outcomes (e.g., pay, opportunities, recognition)

Components of expectancy theory (VIE Theory)

Expectancy, Instrumentality, and Valence

Qualities of SMART goals in goal-setting theory

Specific, Measurable, Agreed-to, Realistic, and Time-limited

Components of attitudes

Affect, Cognition, and Behavior

Types of work attitudes

Job satisfaction, turnover intention, organizational commitment, and engagement.

Job satisfaction

A pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences.

Levels of organizational commitment

Affective commitment, Normative commitment, and Continuance commitment

Engagement in the workplace

The extent to which employees feel positive and energetic while at work, get a sense of meaning and value from their jobs, feel good about their organization, and are motivated to act in ways that help the organization.

Differences between Motivation and Attitudes in the workplace

Motivation means all factors driving behavior. Attitudes refer to thoughts/feelings which may or may not influence behavior.

Types of Person-Environment Fit

Supplementary and Complementary

Attraction-Selection-Attrition (ASA) model

People are attracted to, selected into, and choose to stay or leave based on supplementary fit.

Discretionary work behavior

Actions undertaken voluntarily that may include actions that are not formally required, but are informally expected.

Types of discretionary behavior

Organizational citizenship behavior (OCB) and Counterproductive work behavior (CWB)

Factors of OCB

Altruism, Civic virtue, Courtesy, Conscientiousness, Sportspersonship

Altruism as a factor of OCB

Helpful behaviors directed toward others within the organization (e.g., helping out a colleague who has a tight deadline).

Civic virtue as a factor of OCB

Acts showing involvement in and concern for organizational life (e.g., attending regular meetings, office functions).

Examples of counterproductive work behavior (CWB)

Absenteeism, withdrawal (presenteeism), and sabotage.

Other types of discretionary behavior

Adaptive behavior and Proactive behavior

Proactivity

Anticipatory action that employees take to impact themselves and/or their environments

Examples of proactive behaviors

Creativity & problem-solving, Entrepeneurship, Networking, Job crafting

Difference between content/need-based theories and process theories

Content/Need-based theories focus on what motivates people (i.e., what needs they are trying to fulfill), while process theories focus on how motivation occurs (i.e., the cognitive and behavioral processes involved).

what is instrumentality?

the belief that performance will lead to specific outcomes or rewards. It's the perceived probability that achieving a certain level of performance will result in a particular outcome.

what is valence?

the value that an individual places on the expected outcome of a particular behavior. It reflects how much a person desires a reward resulting from their performance.

what is civic virtue?

refers to the behavior of individuals that demonstrates an active concern for the well-being of the community and society as a whole. It encompasses participation in activities that promote the common good and uphold social responsibility.

What is VIE theory?

VIE theory, also known as the Valence-Instrumentality-Expectancy theory, is a motivation theory that explains how individuals make choices based on their expectations of achieving desired outcomes. It asserts that motivation is influenced by the perceived value of the outcomes (valence), the belief that performance will lead to those outcomes (instrumentality), and the belief that effort will lead to performance (expectancy).