In work motivation factors controlled by the organization, such as conditions

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Abstract

The word "motivation" has been used in two meanings, general commitment and specific needs of a person. In the first sense work motivation would mean work satisfaction and commitment to work, which is the general meaning. In the second sense, it would mean a particular kind of motivation (satisfaction) an individual derives from working in an organization. Expectancy models have generally used the first approach. Expectancy models have been proposed by Edwards, Peak, Rotter, Vroom, and Patchen. The work motivation models of Vroom and Patchen have been discussed in detail. Another expectancy model discussed in detail is that by Porter and Lawler. The second type of models are need-specific. The theories of Maslow, Herzberg, and McClelland have used this model and these have been discussed. There is a need to have an integrated theory of work motivation, and a three-level model of work motivation is proposed. At level 1, work motivation is reflected in the various psychological needs the individual has. At level 2, the altered needs of a person as a result of his performing a role in the organization and his commitment to work would be included in work motivation. At level 3, work motivation takes the form of role satisfaction an individual has by working in the organization. Implications of the integrated model for management and OD interventions are briefly suggested.

Journal Information

The Indian Journal of Industrial Relations: A Review of Economic and Social Development (IJIR) is devoted to dissemination of knowledge for effective management of human resources and harmonious industrial elations. A quarterly in English, the journal enjoys high academic reputation in India and elsewhere and is widely subscribed by government institutions, universities and private sector organizations. A refereed journal its readership consists of academic scholars, policy makers, practicing managers and student community. Salient Features: In to its 46th year of uninterrupted publication and up to date Listed in EBSCO, GALE/CENGAGE Learning, Proquest/CSA Data Bases Research based articles and communications from eminent persons Reviews of latest titles form India and elsewhere Theme based special issue program with eminent persons as Guest Ed

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Indian Journal of Industrial Relations is published by The Shri Ram Centre for Industrial Relations & Human Resources, a premier organization in research, training/seminars and publications. The Centre's efforts in the last forty-five years have helped in bridging the gap that exists between the practitioners and social scientists. It has earned a name for itself in India and abroad. The Centre has completed over 175 research projects, conducted over 3000 training programs and published over 65 titles based on its own research studies. The research projects have been sponsored by the Government departments, public sector undertakings, industrial companies and international organizations. Research studies and workshops have been taken up by the Centre to strengthen Grass Root Democracy's contribution to health and education, as well as women and labour, both in the organized and unorganized sectors.

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Abstract

Cognitive evaluation theory, which explains the effects of extrinsic motivators on intrinsic motivation, received some initial attention in the organizational literature. However, the simple dichotomy between intrinsic and extrinsic motivation made the theory difficult to apply to work settings. Differentiating extrinsic motivation into types that differ in their degree of autonomy led to self-determination theory, which has received widespread attention in the education, health care, and sport domains. This article describes self-determination theory as a theory of work motivation and shows its relevance to theories of organizational behavior.

Journal Information

Journal of Organizational Behavior aims to report and review the growing research in the industrial/organizational psychology and organizational behavior fields throughout the world. The journal is focused on research and theory in all the topics associated with occupational/organizational behavior. These include motivation, work performance, equal opportunities at work, job design, career processes, occupational stress, quality of work life, job satisfaction, personnel selection, training, organizational change, research methodology in occupational/organizational behavior, employment, job analysis, behavioral aspects of industrial relations, managerial behavior, organizational structure and climate, leadership and power. Journal of Organizational Behavior is currently published 8 times a year.

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Wiley is a global provider of content and content-enabled workflow solutions in areas of scientific, technical, medical, and scholarly research; professional development; and education. Our core businesses produce scientific, technical, medical, and scholarly journals, reference works, books, database services, and advertising; professional books, subscription products, certification and training services and online applications; and education content and services including integrated online teaching and learning resources for undergraduate and graduate students and lifelong learners. Founded in 1807, John Wiley & Sons, Inc. has been a valued source of information and understanding for more than 200 years, helping people around the world meet their needs and fulfill their aspirations. Wiley has published the works of more than 450 Nobel laureates in all categories: Literature, Economics, Physiology or Medicine, Physics, Chemistry, and Peace. Wiley has partnerships with many of the world’s leading societies and publishes over 1,500 peer-reviewed journals and 1,500+ new books annually in print and online, as well as databases, major reference works and laboratory protocols in STMS subjects. With a growing open access offering, Wiley is committed to the widest possible dissemination of and access to the content we publish and supports all sustainable models of access. Our online platform, Wiley Online Library (wileyonlinelibrary.com) is one of the world’s most extensive multidisciplinary collections of online resources, covering life, health, social and physical sciences, and humanities.

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Which of the following is a content theory of work motivation?

Which of the following theories of motivation establishes that there are two sets of factors that exert influence on job satisfaction?

Which of the following is a content theory of work motivation quizlet?

Which of the following factors Cannot motivate performance according to Herzberg's two