Theories of Motivation and the Psychological Contract Sample Clauses

Theories of Motivation and the Psychological Contract. Given the well-established instrumental impact of the PC on work outcomes and attitudes, it is important to highlight the interaction between the construct and motivation. Despite its clear conceptual connection with equity (Xxxxx, 1963), valence (Vroom, 1964), and attribution of achievement (Xxxxxx, 1974), few studies connect the PC with such classical motivational theories. Most studies implicitly describe the motivational properties of the PC without utilising any theoretical foundation to explain that connection. This also applies to Xxxxxxxx’x (2004) article: “Psychological contracts in the workplace: understanding the ties that motivate”. Xxxxxxxx and Fountain (2012) describe the connection between the PC and both expectancy theory and equity theory, but unfortunately, they do not translate this conceptional account into an empirical investigation. Here I present some of the limited number of studies that explicitly discuss the motivational nature of the PC and attempt to explain why PC fulfilment leads to positive outcomes from a motivational standpoint. Unfortunately, some of these limited number of studies lack rigour and sound theoretical discussion. For example, Xxx and Xxx (2009) conducted a study analysing the relationship between achievement motivation, the PC, and work attitudes, based on a sample of 340 bank employees in Taiwan. Within the context of this study, achievement motivation is defined as the employee’s drive to seek success and avoid failure, which is characterised by three personality factors: mastery needs, work orientation, and competition. In terms of work attitudes, the study focused on organisational identification, work devotion, and satisfaction. The study found that while there is a significant relationship between achievement motivation and work attitudes separately, the relation is most significant when considering the mediation effect of the PC. However, the study is brief and does not relate its findings to past studies or make sufficient reflections. The study also refers to two types of PC, transactional and relational, but does not clarify whether each has a distinct interaction with achievement motivation or work attitudes. Xxxxxx (2013) conducted another study, claiming that the main factors within the PC that influence “job motivation” are breach of mutual trust, job security, and employee friendliness. However, the study has a weak theoretical basis and the operational definition used to measure job motivation...
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