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.
Collections
- Journal Articles [3701]