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ABILITY AS A MODERATOR OF THE RELATIONSHIP BETWEEN JOB ATTITUDES AND JOB PERFORMANCE

ABILITY AS A MODERATOR OF THE RELATIONSHIP BETWEEN JOB ATTITUDES AND JOB PERFORMANCE IThas become increasingly common in the last ten years to conceive of quality of job performance as some function of ability times motivation. Maier (1955) was the first to hypothesize that a multiplicative relationship, rather than a simple additive one, exists, while Vroom (1960, 1964) and Gagn6 and Fleishman (1959) have suggested more recently that this method of representing the determinants of performance may have general validity. It follows from the multiplicative relationship that when either ability or motivation has a low value, increments in the other will result in smaller improvements in performance than when one has a high value and increments are made in the other. Thus, the relationship between motivation, ability, and performance would be better thought of as an interactive one than as a simple, direct one between either ability and performance or between motivation and performance. Three studies offer some support for the validity of the multiplicative model. French (1957) found that among subjects high in achievement motivation, problem solving success was positively related to intelligence. However, no relationship was found for the group of subjects low in achievement motivation. Fleishman ( 1958) found similar results when he experimentally manipulated the motivation of http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

ABILITY AS A MODERATOR OF THE RELATIONSHIP BETWEEN JOB ATTITUDES AND JOB PERFORMANCE

LAWLER, EDWARD E.
Personnel Psychology , Volume 19 (2) – Jun 1, 1966
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References (8)

Publisher
Wiley
Copyright
Copyright © 1966 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1966.tb02025.x
Publisher site
See Article on Publisher Site

Abstract

IThas become increasingly common in the last ten years to conceive of quality of job performance as some function of ability times motivation. Maier (1955) was the first to hypothesize that a multiplicative relationship, rather than a simple additive one, exists, while Vroom (1960, 1964) and Gagn6 and Fleishman (1959) have suggested more recently that this method of representing the determinants of performance may have general validity. It follows from the multiplicative relationship that when either ability or motivation has a low value, increments in the other will result in smaller improvements in performance than when one has a high value and increments are made in the other. Thus, the relationship between motivation, ability, and performance would be better thought of as an interactive one than as a simple, direct one between either ability and performance or between motivation and performance. Three studies offer some support for the validity of the multiplicative model. French (1957) found that among subjects high in achievement motivation, problem solving success was positively related to intelligence. However, no relationship was found for the group of subjects low in achievement motivation. Fleishman ( 1958) found similar results when he experimentally manipulated the motivation of

Journal

Personnel Psychology – Wiley

Published: Jun 1, 1966

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