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Understanding What People Do 4

Understanding What People Do 4 - S atisfaction C m e and om...

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Click to edit Master subtitlestyle Satisfaction, Commitment, and Motivation
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Individual Differences in Motivation Motivation is simple. You eliminate those who are not motivated. Lou Holtz Underlying concepts Somepeopleseemto accomplish morethan others consistently It could bethat thesepeoplearedispositionally more motivated
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Expectancy and Personality Conscientiousness Higher expectancy (r=0.44) Higher self-efficacy (r=0.22) Set moregoals (rc=0.37) Why does this makesense? Neuroticism Lower expectancy (r= -0.39) Lower self-efficacy (r= -0.35)
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Expectancy: Self-Efficacy/Work PerformanceMeta-Analysis
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Core Self Evaluations Peoplewith positiveself-evaluations set higher goals for themselves, which is a major reason for their higher levels of performance
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Applying Motivation: Staffing and Selection Implications Personality traits are linked to needs/valences Extroverted, agreeable(high need for affiliation) people seek out social contact Conscientious, extroverted (high need to achievement) peopleseek out challenges to demonstratetheir competence Open peopleseek out new experiences and creative solutions
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Traits and Goals Traits that predict learning goal orientation Conscientiousness (rho=.32) Extraversion (rho=.29) Openness to epxerience(rho=.38) Self-efficacy (rho=.71) Need for achievement (rho=.48) Few traits predict performancegoal orientation Emotional stability (rho=-.32, meaning emotionally stablepeople have less of a performance goal orientation) Notethat learning and performanceorientations can besituationally specific as well Payne, Youngcourt, Satoris, & Beauhien, 2007, Journal of Applied
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Traits and Goals It is possible to bedriven by both becausethey areweakly correlated with one another (rho=.17) Learning on the job and academic performance areboth increased by learning goal orientation and are not affected by (rho=.16) Job performanceis increased by both (although thestandardized regression coefficients are small; both around rho=.18) They seem to producedifferent forms of motivation Learning orientation is linked to greater interest but is not linked to better performance on specific tasks in laboratory studies Performance orientation is linked to feelings of pressure to produceoutcomes and superior performance on tasks, but can actually reduceinterest Senko & Harackiewicz, PSPBull, 2007
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Applying Motivation: The Great Pay for PerformanceDebate Monetary rewards aregood Increase instrumentality of performance Obvious link to valence Can be paired easily with goal setting to radically increase the success of goal programs Monetary rewards can be bad Reduceintrinsic motivation May lead to negative competition “Punished by rewards?”
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Agency and Ownership Thehistory of British industry Early factories founded by rich landowners and merchants in Britain Ownership passed from father to son
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