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Need Theories of Work Motivation
Among the best-known theories of work motivation in both academic and applied settings are models predicated on the assumption that, at root, humans are need-driven creatures, most of whose behavior can best be understood by examining their need states and identifying the goals or goal states they seek to satisfy their needs.
What is a Need?
A variety of definitions of need have been offered, but the one favored by the author is attributable to Henry A. Murray. In his 1938 book Explorations in Personality, Murray wrote, first, that need is a hypothetical construct, not a physical entity: We cannot assess it directly or determine its color. It has no physical mass, density, or specific gravity. Second, Murray’s definition also implies that a person in a state ...
- Foundations
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- History
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- Campbell, John P.: Ninth Recipient, SIOP Distinguished Scientific Contributions Award
- Dunnette, Marvin D.: Third Recipient, SIOP Distinguished Scientific Contributions Award
- Founders of Industrial and Organizational Psychology
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- Hawthorne Studies/Hawthorne Effect
- History of Industrial and Organizational Psychology in Africa
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- History of Industrial and Organizational Psychology in Chile
- History of Industrial and Organizational Psychology in Europe and the United Kingdom
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- Mayflower Group
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- Industrial Psychology
- Employment and Staffing
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- Building a Talent Pipeline
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- Gainsharing and Profit Sharing
- Gravitational Hypothesis
- Human Capital
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- Job Analysis
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- Job Choice
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- Job Search
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- Nepotism
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- Organizational Attraction
- Person–Environment Fit
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- Placement and Classification
- Realistic Job Preview
- Recruitment
- Recruitment Sources
- Strategic Talent Management
- Succession Planning
- Evaluation and Performance Management
- 360-Degree Feedback
- Assessment Center
- Assessment Center Methods
- Electronic Performance Monitoring
- Employee Performance Recognition
- Error Management Training
- Feedback
- Feedback Seeking
- Performance Appraisal
- Performance Appraisal, Objective Indices
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- Performance Feedback
- Rater Training
- Rating Errors and Perceptual Biases
- Results-Only Work Environment
- Self-Fulfilling Prophecy: Pygmalion Effect
- Individual Differences
- Achievement Needs, Power Needs, Affiliation Needs, and Goal Orientation
- Affective Traits
- Ambition
- Attractiveness
- Big Five Taxonomy of Personality
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- Cognitive Abilities
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- Emotional Intelligence
- Executive Attention
- Genetics and Industrial and Organizational Psychology
- Hardiness
- HEXACO Model of Personality
- Individual Differences
- Interpersonal Skill
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- Locus of Control
- Machiavellianism
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- Optimism and Pessimism
- Personality
- Political Skill
- Polychronicity
- Practical Intelligence
- Proactive Personality
- Prosocial Values
- Protestant Work Ethic
- Self-Esteem
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- Type A/Type B Personality
- Work Values
- Legal Issues and Discrimination in the Workplace
- Adverse Impact/Disparate Treatment/Discrimination at Work
- Affirmative Action
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- Stereotyping
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- Selection and Assessment
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- Banding
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- Faking and Intentional Distortion
- Graphology
- High-Potential Identification
- Individual Psychological Assessment
- Integrity Testing
- Job Knowledge Testing
- Letters of Recommendation
- Multimodal Performance Measurement and Assessment
- Online Assessment
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- Physical Performance Assessment
- Prescreening Assessment Methods for Personnel Selection
- Retesting
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- Social Media in Selection
- Standardized Testing
- Work Samples
- Socializing, Developing, and Training Employees
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- Distance Learning
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- Leadership Development
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- Organizational Socialization
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- Training
- Training Evaluation
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- Transfer of Training
- Employment and Staffing
- Organizational Psychology
- Careers, Identity, and Work–Life Issues
- Boomerang Employees
- Boundaryless Careers/Protean Mindset
- Career Development
- Career Success
- Career Transitions
- Careers
- Compressed Workweek
- Dependent Care Support
- Dual-Career Family Issues
- Employee Wellness Programs
- Expatriate Assignments
- Family Business
- Flexible Work Schedules
- Gay, Lesbian, and Bisexual Issues at Work
- Identity
- Identity Management Strategies
- Job Sharing
- Mentoring
- Motherhood Penalty/Fatherhood Bonus
- Older Worker Issues
- Part-Time Work
- Queen Bee Syndrome
- Retirement
- Shift Work
- Telecommuting
- Underemployment
- Veterans in Civilian Work
- Vocational Interests/Choice
- Work as a Calling
- Work–Life Balance
- Work–Life Conflict
- Work–Life Enrichment
- Counterproductive Employee Behavior and Withdrawal
- Abusive Supervision
- Bullying at Work
- Counterproductive Work Behaviors
- Counterproductive Work Behaviors, Interpersonal Deviance
- Counterproductive Work Behaviors, Organizational Deviance
- Cyberloafing at Work
- Microaggressions at Work
- Organizational Retaliatory Behavior
- Procrastination
- Theft at Work
- Victimization
- Violence at Work
- Withdrawal Behaviors, Absenteeism
- Withdrawal Behaviors, Lateness
- Withdrawal Behaviors, Turnover
- Workplace Exclusion
- Workplace Incivility
- Employee Engagement and Attitudes
- Affective Events Theory
- Attitudes and Beliefs
- Boredom at Work
- Emotions
- Engagement
- Flow
- Implicit Attitudes
- Job Involvement
- Job Satisfaction
- Job Satisfaction Measurement
- Mood
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- Organizational Commitment
- Organizational Cynicism
- Organizational Identification
- Organizational Justice
- Passion at Work
- Theory of Reasoned Action/Theory of Planned Behavior
- Union Commitment
- Employee Stressors, Health and Well-Being
- Dirty Work
- Emotional Burnout
- Emotional Labor
- Eustress
- Humor in the Workplace
- Illegitimate Tasks
- Job Demands–Control Theory
- Job Security/Insecurity
- Micro Breaks
- Mindfulness at Work
- Psychological Resilience
- Quality of Work Life
- Recovery From Work/Psychological Detachment
- Role Ambiguity
- Role Conflict
- Role Overload and Underload
- Stigma
- Stress and Physiological Indicators
- Stress, Consequences
- Stress, Coping and Management
- Stress, Models and Theories
- Workaholism
- Workplace Injuries
- Workplace Safety
- Groups, Teams and Interpersonal Interactions
- After Action Reviews
- Conflict at Work
- Conflict Management
- Diversity in the Workplace
- Employee Grievance Systems
- Employee Participation and Voice
- Faultlines
- Generational Issues in Working with Others
- Group Cohesiveness
- Group Decision-Making Quality and Performance
- Group Decision-Making Techniques
- Group Development
- Group Dynamics and Processes
- Groups
- Groupthink
- Guanxi
- Input–Process–Output Model of Team Effectiveness
- Intergroup Relations
- Interpersonal Communication
- Interpersonal Communication Styles
- Justice in Teams
- Meetings at Work
- Negotiation, Mediation, and Arbitration
- Networking
- Nonverbal Communication
- Online Support
- Social Comparison Theory
- Social Exchange Theory
- Social Loafing
- Social Norms and Conformity
- Social Support
- Status Characteristics Theory
- Team Building
- Team Mental Model
- Team-Based Rewards
- Teams, Creativity and Innovation
- Virtual Interactions
- Virtual Teams
- Workplace Romance
- Leadership and Management
- Behavioral Approach to Leadership
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- Emergent Leadership
- Followership
- Global Leadership and Organizational Behavioral Effectiveness Project
- Implicit Theory of Leadership
- Judgment and Decision-Making Process
- Judgment and Decision-Making Process: Advice Giving and Taking
- Judgment and Decision-Making Process: Heuristics, Cognitive Biases, and Contextual Influences
- Leader–Member Exchange Theory
- Leadership and Gender
- Leadership and Neuroscience
- Leadership and Supervision
- Leadership Circumplex
- Least Preferred Coworker Theory
- Managing Talent in China
- Managing Talent in Global Organizations
- Normative Models of Decision Making and Leadership
- Prospect Theory
- Servant Leadership
- Shared Leadership
- Situational Approach to Leadership
- Situational Leadership Theory
- Theory X/Y
- Trait Approach to Leadership
- Transformational and Transactional Leadership
- Trust
- Volunteer Management
- Workplace Spirituality and Spiritual Leadership
- Motivation and Job Design
- Action Regulation Theory
- Action–State Orientation
- Approach–Avoidance Motivation and Regulatory Focus
- Control Theory
- Employee and Leader Self-Talk
- Empowerment
- Equity Theory
- Expectancy Theory of Work Motivation
- Gamification at Work
- Goal Orientation
- Goal-Setting Theory
- Human–Computer Interaction
- Incentives
- Intrinsic and Extrinsic Work Motivation
- Job Characteristics Theory
- Job Crafting
- Job Design
- Job Rotation
- Motivational Traits
- Need Theories of Work Motivation
- Path–Goal Theory
- Positive Psychology Applied to Work
- Privacy at Work
- Psychological Contract
- Reinforcement Theory of Work Motivation
- Self-Concept Theory of Work Motivation
- Self-Determination Theory
- Self-Efficacy
- Self-Leadership Theory
- Self-Regulation Theory
- Social Cognitive Theory
- Subconscious Motivation
- Theory of Work Adjustment
- Two-Factor Theory
- Work Motivation
- Organizational Climate and Culture
- Organizational Success, Structure, Design, and Change
- Automation/Advanced Manufacturing Technology/Computer-Based Integrated Technology
- Balanced Scorecard
- Dispositional Resistance to Change
- Downsizing
- Furloughs
- High-Performance Organization Model
- High-Reliability Organizations
- Institutional Theory
- Knowledge Management
- Learning Organizations
- Mergers, Acquisitions, and Strategic Alliances
- Open Systems Theory
- Organizational Behavior Management
- Organizational Change
- Organizational Change, Resistance to
- Organizational Communication, Formal
- Organizational Communication, Informal
- Organizational Development
- Organizational Image
- Organizational Structure
- Outsourcing and Temporary Work
- Sociotechnical Approach
- Strategic Planning
- Survivor Syndrome
- Theory of Action
- Total Quality Management
- Virtual Organizations
- Productive Employee Behavior and Performance
- Careers, Identity, and Work–Life Issues
- A Career in I-O Psychology
- Becoming and Being an I-O Psychologist
- Academic Careers in Industrial and Organizational Psychology
- Careers for Industrial and Organizational Psychologists
- Funding Sources for Industrial and Organizational Psychology Research
- Practice Careers in Industrial and Organizational Psychology: External Consulting Roles
- Practice Careers in Industrial and Organizational Psychology: Internal Roles
- Preparing for Academic Careers in Industrial and Organizational Psychology
- Preparing for Careers in Industrial and Organizational Psychology Practice
- Scientist–Practitioner Model
- Succeeding in Academic Careers in Industrial and Organizational Psychology
- Succeeding in Careers in Industrial and Organizational Psychology Practice
- Tips for Applying to Industrial and Organizational Psychology Graduate School
- Tips for Creating a Consulting Practice
- Tips for Getting an Internship
- Professional Organizations and Journals for I-O Psychologists
- Journal of Applied Psychology
- Personnel Psychology
- Academy of Management
- Alliance for Organizational Psychology
- American Psychological Association, Association for Psychological Science
- European Association of Work and Organizational Psychology
- Human Factors and Ergonomics Society
- Industrial and Organizational Psychology Journals
- International Association of Applied Psychology
- Society for Human Resource Management
- Society for Industrial and Organizational Psychology
- Becoming and Being an I-O Psychologist
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