Essentials of Organizational Behavior, 14/e

Summary

The motivation theories in this chapter differ in their predictive strength. Maslow’s hierarchy, two-factor theory, and McClelland’s theory focus on needs. Self-determination theory and related theories have merits to consider. Goal-setting theory can be helpful but does not cover absenteeism, turnover, or job satisfaction. Self-efficacy theory contributes to our understanding of personal motivation. Reinforcement theory can also be helpful, but not regarding employee satisfaction or the decision to quit. Equity theory provided the spark for research on organizational justice. Expectancy theory can be helpful, but assumes employees have few constraints on decision making, and this limits its applicability. Job engagement goes a long way ...