Workplace Motivation, Commitment, and Performance: Key Concepts and Theories

What is organizational commitment?

the desire on the part of an employee to remain a member of an organization, typically influenced by emotional attachment, perceived costs of leaving, or a sense of obligation.

What are the three types of organizational commitment?

1. Affective commitment - emotional attachment to the organization 2. Continuance commitment - awareness of the costs of leaving 3. Normative commitment - feeling obligated to stay

What is the erosion model of commitment?

suggests that employees with fewer bonds to coworkers are more likely to leave the organization.

What is the social influence model of commitment?

suggests that employees are more likely to stay if their coworkers are committed, due to peer influence and social pressure.

What is withdrawal in the workplace?

refers to a set of actions employees take to avoid the work situation, either psychologically or physically, often in response to dissatisfaction.

What are common employee reactions to negative work events?

1. Exit - leaving the organization 2. Voice - attempting to improve the situation 3. Loyalty - patiently waiting for improvement 4. Neglect - reducing effort or allowing performance to decline

What are the four types of employees based on commitment and performance?

1. Stars - high commitment, high performance 2. Citizens - high commitment, low performance 3. Lone Wolves - low commitment, high performance 4. Apathetics - low commitment, low performance

What are the types of withdrawal?

1. Psychological withdrawal - mentally escaping the work (daydreaming, socializing, looking busy) 2. Physical withdrawal - physically escaping the work (tardiness, absenteeism, quitting)

What is job satisfaction?

pleasurable emotional state resulting from the appraisal of one's job or job experiences.

What is job value?

refers to the importance an employee places on the various outcomes of their job, such as pay, promotions, and work conditions.

What is the Value-Percept Theory?

states that job satisfaction depends on whether a job provides what employees value. Key facets: Pay, Promotion, Supervision, Coworkers, and the Work itself.

What are the critical psychological states that make work satisfying?

1. Meaningfulness of work - feeling that work is valuable and worthwhile 2. Responsibility of outcomes - feeling accountable for results 3. Knowledge of results - knowing how well one is performing

What is Job Characteristics Theory (JCT)?

explains how job design influences satisfaction through core job characteristics: Variety, Identity, Significance, Autonomy, Feedback. Job satisfaction is also influenced by employees' knowledge and skill and their growth need strength.

What are moods and emotions in the workplace?

general, long-lasting feelings not directed at anything specific; are intense feelings directed at something or someone. Affective Events Theory explains how workplace events trigger things that influence job satisfaction and behavior.

What is emotional labor?

the process of managing feelings and expressions to fulfill the emotional requirements of a job.

What is emotional contagion?

the process by which employees "catch" or are influenced by the emotions of others in the workplace.

What is the definition of job performance?

the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goals.

What are the three main categories of behavior relevant to job performance?

1. Task performance 2. Citizenship behavior 3. Counterproductive behavior

What is task performance and its types?

the set of employee behaviors that directly contribute to producing goods or services. Types: Routine (well-known responses to predictable tasks), Adaptive (responses to unusual or unpredictable tasks), Creative (developing ideas or solutions that are novel and useful)

What is organizational citizenship behavior (OCB)? Give its types.

voluntary behavior that improves the overall work environment. Types: Organizational (Voice: suggesting improvements; Virtue: ethical behavior beyond requirements; Boosterism: representing the org positively), Interpersonal (Helping: assisting coworkers; Courtesy: preventing work conflicts; Sportsmanship: maintaining a positive attitude)

What is counterproductive behavior and its types?

harms the organization or its members. Types: Organizational (Production deviance: wasting resources; Property deviance: theft, sabotage), Interpersonal (Political deviance: favoritism, gossip; Personal aggression: harassment, abuse)

What is Management by Objectives (MBO)?

a performance management approach where managers and employees agree on specific goals and evaluate performance based on achievement of those goals.

What is 360-degree feedback?

performance evaluation method where feedback is collected from an employee's supervisors, peers, subordinates, and sometimes customers to get a comprehensive view of performance.

What is stress?

psychological response to demands that exceed a person's capacity or resources.

What is a stressor?

any environmental, social, or organizational demand that causes an individual to experience stress.

What is strain?

the negative consequence of stress, affecting physiological, psychological, or behavioral functioning.

What is the Transactional Theory of Stress?

explains stress as a process of interaction between the individual and the environment. It involves: Types of stressors, Primary appraisal (perceiving if an event is a threat or challenge), Secondary appraisal (evaluating coping resources).

What are the methods and foci of coping?

Problem-focused (addressing the stressor directly) and Emotion-focused (managing emotional response). Can be behavioral or cognitive strategies.

What are the types of strain?

1. Physiological - e.g., headaches, high blood pressure 2. Psychological - e.g., anxiety, depression 3. Behavioral - e.g., substance abuse, aggression

What individual factors influence coping with stress?

1. Type A behavior pattern - competitive, impatient, and aggressive tendencies 2. Recovery - ability to recuperate from stress 3. Social support - emotional and instrumental assistance 4. Instrumental support - practical help or resources 5. Emotional support - empathy, care, and understanding

What are stress management strategies?

1. Improving work-life balance - Job sharing, Sabbaticals 2. Providing resources - Training interventions, supportive practices 3. Reducing strains - Relaxation techniques, Cognitive-behavioral techniques, Health and wellness programs

What is motivation?

the set of energetic forces that originate both within and outside an employee, initiating work-related effort and determining its direction, intensity, and persistence.

What is Expectancy Theory?

motivation depends on three beliefs: Expectancy (effort → performance), Instrumentality (performance → outcomes), and Valence (value of outcomes). Employees are motivated when they believe their effort will lead to valued rewards.

What is Goal Setting Theory?

specific and challenging goals, when accepted by employees, lead to higher performance. Feedback, goal commitment, and task complexity influence goal effectiveness.

What is Equity Theory?

posits that employees are motivated by fairness. They compare their input-output ratio to others' ratios and adjust effort to resolve perceived inequities.

What is psychological empowerment?

a set of beliefs that employees have regarding their role in the organization, including Meaningfulness, Self-determination, Competence, and Impact. It enhances intrinsic motivation.