A seminal work in the field of motivation by the leading author on the topic, this classic has been fully revised and updated to include and distill the most current research from top international scholars. Drawing upon his experiences as a staff psychologist and consultant, Gary P. Latham writes in a mentor voice that is highly personal and rich in examples, providing a unique behavioral science framework for motivating employees in organizational settings. The book offers a chronological review of the field, and a taxonomy for the study and practice of motivation, complete with anecdotes about the major thought leaders in the field of motivation and behind-the-scenes research accounts. Highlights of this updated edition include new findings in goal-setting research, including insight into the dark side of goal-setting; more on the self in motivation, including self-regulated learning, self-evaluation methods, and the significance of self-efficacy as a predictor of performance and satisfaction; and more trending in the area of positive psychology and prosocial behavior in organizations.

1925–1950: Dust Bowl Empiricism

1925–1950: Dust bowl empiricism


Three events affected I-O psychology research in the second quarter of the 20th century. First, the world's economy crashed. Second, I-O psychology was embraced by departments of psychology (Koppes, 2003). The third was World War II. The first event, the worldwide collapse of the economy, decreased dramatically the need for the selection of workers. The Great Depression increased the concern of psychologists for the plight of human beings and the concomitant humanization of the workplace. With unemployment high, with access to food and shelter in danger for many people, the needs and goals of people became of paramount concern to psychologists such as Abraham Maslow.

In 1932, at the age of 34, Morris Viteles published Industrial Psychology.1 Unlike Burtt ...

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