Outcome-based theory of work motivation

Pablo Cardona, Barbara S. Lawrence and Alvaro Espejo
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Barbara S. Lawrence: The Anderson Graduate School of Management

No D/495, IESE Research Papers from IESE Business School

Abstract: This paper introduces an outcome-based theory of work motivation. This theory focuses on the individual's expected consequences of his or her action. We identify four different types of expected consequences, or motives. These motives lead to four types of motivation: extrinsic, intrinsic, contributive, and relational. We categorize these outcomes using two criteria: the perceived locus of causality, which defines the origin of the motivation, and the perceived locus of consequence, which defines who receives the consequences of the action. Individuals generally act based on a combination of extrinsic, intrinsic, contributive, and relational motivations, each one having a particular weight. We use the term motivational profile to refer to the particular combination of an individual's motivations in a certain context. Individuals may experience conflict when different alternatives convey different expected consequences (or motives). Resolution of conflicts among motives results in motivational learning. Specifically, the resolution of conflicts among motives of the same type results in calculative learning. On the other hand, the resolution of conflicts among motives of different types results in evaluative learning. Evaluative learning implies a change in the individual's motivational profile.

Keywords: work motivation; locus causality; motivational profile; extrinsic motivation; intrinsic motivation; contributive motivation; relational motivation (search for similar items in EconPapers)
Pages: 18 pages
Date: 2003-03-10
New Economics Papers: this item is included in nep-cbe and nep-lab
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (1)

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