A conceptual model of work motivation

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 motiva tion (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 moti vation 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 psycho logical 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.