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INTERGROUP COMPARISONS OF INTRAPERSON DIFFERENCES: REWARDS FROM THE JOB

INTERGROUP COMPARISONS OF INTRAPERSON DIFFERENCES: REWARDS FROM THE JOB University of California, Berkeley ATTEMPTS model and measure human motivation are not new. to Psychologists have been trying to understand why people behave the way they do since there were psychologists, and, of course, others wondered about the same problems before there were psychologists. Every investigator of behavior must address himself either directly or indirectly to the questions: “Why is thefe behavior?” and “Why this particular behavior?” Several implicit and explicit models have been presented which have attempted to answer these questions (e.g., Cofer and Appley, 1964). One conclusion which might be drawn from a study of the diverse models is that our choice of theory should depend on the purposes for which we are interested in having the information. The motivation model suggested in this paper is intended to deal with the reactions of workers to the rewards which are provided by their jobs. Many investigators approach the measurement problem in the area of motivation by making normative measurements. They make measurements of the level of motivation of workers on a number of separate dimensions (pay, promotion, challenging work, etc.), and then they make comparisons among workers or groups of workers on those dimensions. I n so http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

INTERGROUP COMPARISONS OF INTRAPERSON DIFFERENCES: REWARDS FROM THE JOB

BLOOD, MILTON R.
Personnel Psychology , Volume 26 (1) – Mar 1, 1973
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References (11)

Publisher
Wiley
Copyright
Copyright © 1973 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1973.tb01113.x
Publisher site
See Article on Publisher Site

Abstract

University of California, Berkeley ATTEMPTS model and measure human motivation are not new. to Psychologists have been trying to understand why people behave the way they do since there were psychologists, and, of course, others wondered about the same problems before there were psychologists. Every investigator of behavior must address himself either directly or indirectly to the questions: “Why is thefe behavior?” and “Why this particular behavior?” Several implicit and explicit models have been presented which have attempted to answer these questions (e.g., Cofer and Appley, 1964). One conclusion which might be drawn from a study of the diverse models is that our choice of theory should depend on the purposes for which we are interested in having the information. The motivation model suggested in this paper is intended to deal with the reactions of workers to the rewards which are provided by their jobs. Many investigators approach the measurement problem in the area of motivation by making normative measurements. They make measurements of the level of motivation of workers on a number of separate dimensions (pay, promotion, challenging work, etc.), and then they make comparisons among workers or groups of workers on those dimensions. I n so

Journal

Personnel Psychology – Wiley

Published: Mar 1, 1973

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