Performance Equals Ability and What.
MINNESOTA UNIV MINNEAPOLIS CENTER FOR THE STUDY OF ORGANIZATIONAL PERFORMANCE AND HUMAN EFFECTIVENESS
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Results of several research studies designed to evaluate different theories of work motivation are presented. Graen 1967 hired high school girls to do a clerical task and showed that ability measures accounted for far more performance variance than motivational variables such as Expectancy and Instrumentality. Similar results were obtained in investigations by Arvey 1970 and Loehr 1970. In the most comprehensive investigation, Pritchard, Dunnette, and Jorgenson 1972 confirmed deductions from both Equity theory and Expectancy theory, but their results also showed that different conditions of work incentive may facilitate or disrupt the expression of ability differences in work performance. It is argued from results of these several studies that simpler measures rather than more complicated ones need to be investigated as psychologists continue to try to account for the non-ability part of human work performance. Less should be said about motivation per se and more done to learn about the dimensional makeup of the WHAT term in the equation performance equals ability and what. Author Modified Abstract