Valence-Instrumentality-Expectancy Research Articles

Career ambitions of women academics. Are women willing and able to rise to the top in higher education institutions?

ABSTRACT The disproportion of women to men at the top tier in the academic hierarchy, concerns politicians, academic leaders, students, and other stakeholders. A popular explanation for the gender imbalance in elite positions is that potential female candidates lack ambition and therefore do not have sufficient drive to make it to the top. In this study, we explore the issue of professional ambition among a group of women academics working as tenured associate professors in Norway. With the backdrop of VIE (Valence-instrumentality-expectancy) theory, we focus on two key subjective, but nonetheless contextual judgments that are assumed to underlie the decision to aim for a promotional opportunity; (i) Do I want it and (ii) Can I make it? Three sources of qualitative data provide interesting insights into these considerations, and our findings point to focusing more specifically on the perceived costs that are assumed to derive from making this career choice. The women are ambitious in the sense that they desire the professional clout and impact that comes with this top role (so, yes, they want it). However, a number of conditions are perceived to be central to the actual realization of their ambitions, such as more time, resources and transparency when it comes to the qualification process. The findings may serve as important to designing more suitable career conditions for this target group in practice. Finally, we propose the application of a context-specific gender perspective to better understand women’s career ambitions in higher education institutions (HEI).

Intentional response distortion during the COVID‐19 pandemic

AbstractCOVID‐19 has abruptly and unexpectedly transformed nearly every aspect of work, including but not limited to increased unemployment rates and uncertainty regarding future job prospects. Response distortion has always been a concern given that many organizations rely on information that is self‐reported by applicants regarding their potential employability (e.g., responses to self‐reported personality instruments, resumes, interview responses). Drawing from the Valence‐Instrumentality‐Expectancy (VIE) theory of motivation, we propose that the uncertainty surrounding jobs may lead to amplified distorted responses on these measures in areas where COVID‐19 was most salient. In a sample of 213 working adults [~50% female, age M = 38.48], the present study shows that increases in response distortion on a measure of conscientiousness were more pronounced as a function of (a) local COVID positivity rates and (b) job type, such that frontline workers distorted their responses the most. Findings are discussed in the context of VIE theory, personality measurement, and challenges with maintaining effective selection procedures.

Valence–Instrumentality–Expectancy Model of Motivation as an Alternative Model for Examining Ethical Leadership Behaviors

Incessant occurrences of character failure of people in leadership positions that have characterized organizations in recent years call for critical examination of leadership behaviors. The Social Learning Theory and Trickle-Down Model are some of the common approaches previously used to analyze ethical leadership behaviors. However, the challenges with how these models inspire ethical behaviors call for further examination of the issue. Using a multidisciplinary integrative literature review, we present Vroom’s Valence–Instrumentality–Expectancy (VIE) Model of Motivation as an alternative model for examining ethical leadership behaviors. The VIE Model provides clarity regarding how leaders are motivated to behave ethically. We utilize ideas from the VIE model in conjunction with Starratt’s Three-Step Approach to develop a unique framework for examining ethical leadership behaviors. Our model highlights the importance of a leader’s values in creating organizational ethical values that eventually translate into professional ethical values. Using the motivational approach to inspire ethical leadership will drive organizational members to internalize ethical behavior as a conviction rather than complying with a set rule.

Integrating neural networks into decision-making and motivational theory: Rethinking VIE theory.

Integrating Neural Networks into Decision-Making and Motivational Theory: Rethinking VIE Theory* Abstract This manuscript uses a reformulation of Vroom's (1964) VIE theory to illustrate the potential value of neuropsychologically based models of cognitive processes. Vroom's theory posits that people's decisions are determined by their affective reactions to certain outcomes (valences), beliefs about the relationship between actions and outcomes (expectancies), and perceptions of the association between primary and secondary outcomes (instrumentalities). One of the major criticisms of this type of theory is that the computations it requires are unrealistically timeconsuming and often exceed working memory capacity. In this paper, we maintain that if an individual has extensive experience with a problem situation, he or she can process decisions about that situation using neural networks that operate implicitly so that cognitive resources are not exhausted by simple computations; instead, the computations are performed implicitly by neural networks. By thinking about VIE from a neural network standpoint, at least one of its problems is eliminated, and several new insights into decision-making are provided. We use simulation methodology to show that such a model is both viable and can reflect the effects of current goals on choice processes. The transformation of social psychology by the information processing metaphor in the 1970s and 1980s affected applied psychology in a number of ways, influencing our understanding of critical applied processes such as performance appraisal (Ilgen, Barnes-Farrell, & McKellin, 1993) and leadership perceptions (Lord, Foti, & De Vader, 1984). Social psychology is currently being transformed by another metaphor in which the analogy to brain structure and processes serves to constrain both cognitive and social theory. This social-cognitive-neuroscience perspective uses cognitive processes as a key linkage between the social and neuropsychological levels of theory development (Ochsner & Lieberman, 2001). Applied psychologists, however, have rarely ventured into the area of neuroscience, in part because the methodologies of neuroscience are seen as being too intrusive for applied use and because the neuroscience knowledge base is generally unfamiliar to practitioners. In the current article, we attempt to illustrate the potential gain from adopting a cognitive-neuroscience perspective for understanding one critical applied issue: motivation. We will leave it to subsequent theorists to elaborate the social extensions of this system. Our focus is more limited, namely, to show that neuropsychologically grounded theories of cognitive processes can be used to develop a better understanding of how human information processing capacities constrain motivation and decision-making. Specifically, we analyze the information processing mechanisms that may underlie one popular optimization theory - VIE theory (Vroom, 1964) - from a neural network perspective. We believe the resulting framework provides a clearer picture of when and how people are able to arrive at subjectively optimal decisions. Though our intent is not to dwell on the social extensions of this perspective, we should point out that optimality in decision-making (or lack of it) has long been at the heart of many macro-level theories. It is the foundation stone of neoclassical economic theory (Simon, 1991), a central aspect of transaction cost economics (Williamson, 1975), and the focus of bounded rationality theories of organizational decision-making (Cyert & March, 1963; March & Simon, 1958). VALENCE, INSTRUMENTALITY, EXPECTANCY THEORY AND MOTIVATION Expectancy theory and Vroom's (1964) ValenceInstrumentality-Expectancy (VIE) version of this theory, in particular, has motivated substantial research activity in the applied literature on motivation. According to VIE theory, people's actions and choices are lawfully related to the preferences and affective reactions they have for certain outcomes (i. …

An Examination of the Joint Effects of Affective Experiences and Job Beliefs on Job Satisfaction and Variations in Affective Experiences over Time

This study investigated the joint influences of episodic levels of pleasant mood at work and beliefs about one's job on judgments of job satisfaction, as well as examining the prediction of the patterns of affective states over time. Twenty-four managerial workers completed a diary during work hours which required them to report their mood state at four different times during the workday. The diaries were completed for 16 workdays. At a separate time they completed a measure of overall satisfaction, a Valence—Instrumentality—Expectancy (VIE) measure of beliefs about the job and two dispositional variables, dispositional happiness and affect intensity. Results showed that average levels of pleasant mood over the 16 days and VIE beliefs about the job made significant and independent contributions to the prediction of overall job satisfaction and did so over and above the contribution of dispositional happiness. Results also indicated that individual differences in affective intensity predicted the variability of pleasant mood over time as well as mean levels of mood activation. Finally, spectral analyses applied to the series of mood observations showed that the variability over time in the series of mood observations showed two definite cycles, one corresponding to a daily cycle and one corresponding to a two-period oscillation in mood. Results are discussed in terms of the joint influences of affective experiences and job beliefs on job attitudes and the importance of studying affect over time independent of job satisfaction.

Development of a turnover model that incorporates a matrix measure of valence-instrumentality-expectancy perceptions

A sample of 365 managers of a full service U.S. restaurant chain was used to test a model incorporating a matrix measure of valence-instrumentality-expectancy (VIE) perceptions leading to the outcomes of job performance and turnover. This study used Hollenback's (1979) method of computing motivational force scores deriving from VIE perceptions. The model hypothesized one path from VIE to pay satisfaction, another from VIE to job performance, and a third set of links from job satisfaction to intentions to leave the organization to voluntary turnover. The results supported a revised model including the major hypothesized path from VIE perceptions to pay satisfaction to job satisfaction to intent to leave to voluntary turnover. In addition, the job performance to turnover paths were supported. The most noteworthy paths not receiving support were from VIE perceptions to job performance; however, there was an unhypothesized, indirect effect of VIE perceptions on job performance through pay satisfaction.

The Influence of Positive and Negative Outcomes on Force Model Expectancy Predictions: Mixed Results from Two Samples

The relative validity of valence-instrumentality-expectancy (VIE) force model predictions of performance, based on positive and negative outcome lists, was examined. Using an open-ended questionnaire, Army and Navy Reserve Officer Training Corps (ROTC) cadets generated positive and negative outcomes associated with participation in ROTC. VIE predictions were tested separately for the two samples using both self and supervisor ratings of performance. VIE composites based on the combined lists of outcomes significantly predicted both self and supervisor performance ratings in the Navy sample, and self-ratings in the Army sample. Limited support was obtained for the hypotheses that (1) positive outcome based VIE composites would correlate greater with performance than negative-based composites, and (2) VIE correlations with self-ratings would exceed those with supervisor ratings. The results were discussed in terms of how individuals process positive and negative outcome information related to high performance. Several suggestionsforfuture research designed to specify the nature of these processes were offered.

A comparison of V-I-E model predictions: A cross-national study in professional accounting firms

Behavioral research in accounting has largely ignored the impact of cross-national differences. This paper deviates from that trend and reports the results of a study comparing the predictive ability of the Valence-Instrumentality-Expectancy (V-I-E) model of motivation in two cultural settings: Australia and the United States of America. Data was collected from a matched sample of 45 staff-level auditors drawn from a large public accounting firm in each of the two respective countries. The findings indicate that few differences exist between the two groups with respect to personal value structures, motivation levels, and perceptions of the work environment. The results are significant both as a systematic cross-national comparison of accounting groups and as an extension of current V-I-E research in accounting.

Valence-instrumentality-expectancy model validation using selected accounting groups

This study evaluates the predictive validity of a Valence-Instrumentality-Expectancy (VIE) model by comparing migrator and non-migrator groups found in large public accounting firms. The model variable measures are obtained from 216 current CPA firm employees. The model's predictive accuracy is substantiated using discriminant analysis and a split sample validation procedure. However, the tests of the model's construct validity are inconclusive. The study concludes that the VIE model contains theoretical constructs that are important determinants of CPA firm employee migration intentions and a content analysis using the model can aid in understanding and controlling employee migration. The findings are significant both as an extension of the current VIE research and an example of how the theoretical constructs can be applied to accounting problems.

The Marginal Utility of the Marginal Utility Criterion: A Reply to Bobko

The article is a reply to criticism from P. Bobko concerning the author's views on the widespread application of human motivation theory in industry. The author rejects Bobko's suggestion that the marginal or relative utility approach has merit because he thinks that it is not operational and adds nothing to the validity criteria for evaluating the application of motivation theories. Valence-Instrumentality-Expectancy (VIE) theory, the sociology of science and technology, and the Cronbach/Gleser prediction model are mentioned.

Incorporating Time-Lag Effects Into the Expectancy Model of Motivation: A Reformulation of the Model

The article focuses on the Valence-Instrumentality-Expectancy (VIE) theory and presents a VIE behavioral choice model that includes time-lag effects. The components of the VIE model are motive, force, effort, task goal performance, and outcome attainment. A time lag between effort and outcome--or the performance-reward time lag--is hypothesized to affect motivational force in regard to expending effort to achieve an outcome. Research shows that the effectiveness of money as a reinforcer depends on its administration schedule.

SOME INSTRUMENTALITY‐VALENCE MODELS OF UNDERGRADUATE COLLEGE CHOICE

ABSTRACTThis paper reports an extension of valence‐instrumentality‐expectancy (VIE) type models of organizational choice to the decision process of high school students selecting undergraduate colleges. Using questionnaire data from 714 respondents, interactive vatence‐instrumentality models correctly predicted 68% of actual choices. A number of alternative models are evaluated, and several areas for refinement and extension of this study are identified.