Robert D. Pritchard

Expectancy theory measures: An empirical comparison in an experimental simulation☆

Abstract Several expectancy theory measures of work motivation (i.e., expectancies, instrumentalities, and valences) were evaluated in a work simulation. Forty employees were hired for 2 weeks to work on a clerical task under one of two (high or low) levels of expectancy and under low then high instrumentality. A variety of measures of expectancy and instrumentality were administered on four different occasions in order to test their test—retest reliability and their validity. In addition, seven different measures of valence were administered on two occasions. Traditional measures of expectancy and instrumentality faired poorly while new measures were found to be quite stable and valid. Valence measured with an attractiveness scale was judged to be acceptable and superior to the other alternatives. The value of using these measures in future expectancy theory research is discussed.

The measurement of role variables: Exploratory examination of a new approach

Abstract New measures of role ambiguity, role conflict, and role overload were developed for a group of attorneys located in the headquarters of a large energy company. These measures were based upon a recently developed theory of behavior in organizations, which focuses on specific job products as an essential component of organizational roles. The measures have an attractive potential for applied efforts (e.g., training) to rectify or diminish role stress problems. Forty respondents completed the product-based measures in addition to commonly used measures of the role variables and a number of outcome measures. Results indicated that (1) the product-based role measures displayed patterns of relationships with outcomes which were quite similar to the patterns for commonly used role measures, and (2) the product-based measures of role variables compared favorably to commonly used measures in terms of frequency of relationships to outcome variables and appeared to be somewhat superior in terms of method variance problems.

The effects of continuous and partial schedules of reinforcement on effort, performance, and satisfaction☆

Abstract Three schedules of pay (hourly, fixed ratio, and variable ratio—variable amount) were used in a job simulation setting. Three groups of 20 subjects each worked for 1 week on programmed texts under each of the three schedules. Results indicated that performance was superior under the contingent schedules, but there were no differences between FR and VR VA. A hard criterion of effort, however, showed that FR was superior to VR VA. Attitudes did not differ across conditions. It was concluded that, based on this and other studies, there is no real evidence that partial schedules are more effective in maintaining task performance than continuous FR (piece-rate) schedules.

Person-Situation Effects in the Prediction of Performance: An Investigation of Ability, Self-Esteem, and Reward Contingencies.

Abstract : Interactional psychology is concerned with the identification of situational characteristics that enhance the prediction of behavior from knowledge of individual characteristics. Ability, self-esteem, and reward contingencies were examined as predictors of individual effort and performance. Hypotheses were developed using the interactionist approach. Sixty people were hired to work for one week in a simulated organization. Although characteristics of both people and the situation influenced effort and performance, there was no evidence of differential validity. The need to consider situational and individual difference characteristics as independent predictors is discussed and examples of future research questions are presented. Past emphasis on maximization of predictive validities without regard to situational effects on levels of performance is criticized. (Author)