Vroom’s expectancy theory includes three elements that measure individuals’ motivation. These
factors are valence, instrumentality, and expectancy. Valence is seen as a individuals’
relationship toward the attractiveness, importance, desirability, and satisfaction of the potential
outcomes, which can be either positive or negative (Van Eerde & Thierry, 1996). The
instrumentality represents the relationship between perceptions of the potential outcome (Van
Eerde & Thierry, 1996). The probability of which outcome an individual will select based on
valence and instrumentality is defined as expectancy (if I interpret Vroom’s expectancy theory
correctly). The relationship between valence, instrumentality, and expectancy is influencing our
decision-making process.
The goal of obtaining a Ph.D. degree in I/O Psychology relates to making changes in my current
work environment, beginning with being heard by current leadership. Interestingly, (I feel) I have
a strong foundation in my field, and I have a lot to offer to the HR group and the organization. By
furthering my education, I hope to gain evidence-based knowledge and master building
strategic, bias-free plans. The “degree of strength of [my] attraction to [the] outcome” (Ernst,
2014, p. 538) is very high, as I firmly believe that the knowledge and research-based experience
I will be exposed to throughout my education will provide me the credibility (I think) I need in
order to make significant changes within HR. Taking instrumentality into consideration, I am
hesitant to admit that even after completing my Ph.D. program might not give me the “power” to
make the necessary changes I am so strongly aiming for. The ‘why this desire is so strong’
might be a question under different topics/theories. However, it is worthwhile to think about my
valences to ensure that the ‘attractiveness’ of a Ph.D. degree is driven from appropriate sources
and not influenced by a condition (e.g., being employed or remaining at the same organization
under the same leadership). Otherwise, in terms of expectancy theory, there would be a lack of
instrumentality between completing my educational program and the potential outcome, which
translates to motivational force to complete the program equal zero. However, in reality, the
motivational force for completing my Ph.D. program is significantly greater than zero.
Considering different outcomes and comparing their importance, attractiveness, and satisfaction
will help me make the right decision, but it will also help me maintain my motivational force
further.
References:
Ernst, D. (2014). Expectancy theory outcomes and student evaluations of teaching. Educational
Research and Evaluation, 20(7–8), 536–556. https://doiorg.ezp.waldenulibrary.org/10.1080/13803611.2014.997138
Van Eerde, W., & Thierry, H. (1996). Vroom’s expectancy models and work-related criteria: A
meta-analysis. Journal of Applied Psychology, 81(5), 575–586. https://doiorg.ezp.waldenulibrary.org/10.1037/0021-9010.81.5.575
Vroom’s valence-instrumentality-expectancy theory (VIE) proposes that a person will behave in
a certain way because they are motivated to select specific actions over others based on the
end result. In other words, people’s behavior results from conscious choices among
alternatives, and those choices and behaviors are related to psychological processes, especially
when forming attitudes and beliefs (Pinder, 2008). Vroom’s theory assumes that individuals
base their actions on their own perceptions and beliefs (Pinder, 2008). When I started graduate
school, my goal was to complete my degree and apply for jobs in my area of interest. My belief
and thoughts were that unless I had further education and training, I would not be considered for
positions in upper management. As it relates to VIE, I made the conscious decision to obtain
my master’s degree in hopes of getting a position in HR and making more money.
Likelihood of achievement based on VIE
The likelihood that I would achieve my goals based on the VIE theory is quite high. The VIE
theory proposes three things: behavior leads to job performance outcomes, the outcomes will
be rewarded, and the rewards have value. In my case, the choice I made of completing my
degree will affect my job performance and the reward for that choice is to get a new position and
make more money.
Adjustments to goal
I did have to adjust my goal last year. I was taking one class in the fall and one class in the
spring for the past three years because my employer was paying for them. I felt like this thought
process was prolonging my goal of finishing my degree. So, I decided to take my last 4 classes
back to back to finish sooner. Vroom would describe the connection between performance and
outcome as instrumentality. I believe that my high-level goals are instrumental in acquiring a
promotion, therefore I have placed greater valence in completing my degree.
References:
Pinder, C. C. (2008). Expectancy-valence theories of work motivation. In Work motivation in
organizational behavior (2nd ed., pp. 363-388). New York, NY: Psychology Press.
Van Eerde, W., & Thierry, H. (1996). Vroom’s expectancy models and work-related criteria: A
meta-analysis. Journal of Applied Psychology, 81(5), 575-586.
One of my main goals in my life right now is to obtain my PhD in I/O Psychology by the year
2023. Considering the Valence Instrumentality Expectancy model, I believe that my efforts will
be paid off within a few years and I will create habits that will allow me to excel to the best of my
ability in my coursework and to establish a foundation to write a meaningful dissertation that will
contribute to my field (Pinder, 2008).
The VIE model is based on work motivation that determines the level of effort exerted. It
comprises of three factors: the expectancy that my hard work will lead to success in completing
my doctorate degree, the belief that the success will result in the desired outcome, and the
value of my doctorate degree in the marketplace to get advance my career. I have long-term
goal of either being the head of a respected company or starting an organization that will have a
lasting impact in my community.
The basis of the VIE model is the rewards that will come to me in the form of behavior that will
be valued in the organizations I work with now and in the future. The model is also based on the
extrinsic motivation factors, and my career and income earned will be the respective motivations
within this aspect. Based on my goals, I believe that there will be a need to alter my time
management approach because of the timely completion of the course work and the eventual
dissertation. My expectation is that if I put it the hard work early on, I will develop habits that will
help me be successful for the remainder of my academic journey which will eventually reflect in
my career. (Isaac, Zerbe, & Pitt, 2001).
References
Isaac, R. G., Zerbe, W. J., & Pitt, D. C. (2001). Leadership and motivation: The effective
application of expectancy theory. Journal of Managerial Issues, 13(2), 212–226.
Pinder, C. C. (2008). Expectancy-valence theories of work motivation. In Work motivation in
organizational behavior (2nd ed.). New York, NY: Psychology Press.
Vroom’s expectancy theory includes three elements that measure individuals’ motivation. These
factors are valence, instrumentality, and expectancy. Valence is seen as a individuals’
relationship toward the attractiveness, importance, desirability, and satisfaction of the potential
outcomes, which can be either positive or negative (Van Eerde & Thierry, 1996). The
instrumentality represents the relationship between perceptions of the potential outcome (Van
Eerde & Thierry, 1996). The probability of which outcome an individual will select based on
valence and instrumentality is defined as expectancy (if I interpret Vroom’s expectancy theory
correctly). The relationship between valence, instrumentality, and expectancy is influencing our
decision-making process.
The goal of obtaining a Ph.D. degree in I/O Psychology relates to making changes in my current
work environment, beginning with being heard by current leadership. Interestingly, (I feel) I have
a strong foundation in my field, and I have a lot to offer to the HR group and the organization. By
furthering my education, I hope to gain evidence-based knowledge and master building
strategic, bias-free plans. The “degree of strength of [my] attraction to [the] outcome” (Ernst,
2014, p. 538) is very high, as I firmly believe that the knowledge and research-based experience
I will be exposed to throughout my education will provide me the credibility (I think) I need in
order to make significant changes within HR. Taking instrumentality into consideration, I am
hesitant to admit that even after completing my Ph.D. program might not give me the “power” to
make the necessary changes I am so strongly aiming for. The ‘why this desire is so strong’
might be a question under different topics/theories. However, it is worthwhile to think about my
valences to ensure that the ‘attractiveness’ of a Ph.D. degree is driven from appropriate sources
and not influenced by a condition (e.g., being employed or remaining at the same organization
under the same leadership). Otherwise, in terms of expectancy theory, there would be a lack of
instrumentality between completing my educational program and the potential outcome, which
translates to motivational force to complete the program equal zero. However, in reality, the
motivational force for completing my Ph.D. program is significantly greater than zero.
Considering different outcomes and comparing their importance, attractiveness, and satisfaction
will help me make the right decision, but it will also help me maintain my motivational force
further.
References:
Ernst, D. (2014). Expectancy theory outcomes and student evaluations of teaching. Educational
Research and Evaluation, 20(7–8), 536–556. https://doiorg.ezp.waldenulibrary.org/10.1080/13803611.2014.997138
Van Eerde, W., & Thierry, H. (1996). Vroom’s expectancy models and work-related criteria: A
meta-analysis. Journal of Applied Psychology, 81(5), 575–586. https://doiorg.ezp.waldenulibrary.org/10.1037/0021-9010.81.5.575
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