The expectancy–valence theory revisited: Developing an extended model of managerial motivation

By G. Kominis, C. Emmanuel. 2007

96 citations recorded by the source corpus.

Subfields: Management Information Systems, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/2aba8e9b9070c7061587514ee671f12a9283e182

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Management Information Systems

1. Al-Karim Samnani
2. Ayomikun Idowu
3. Jeni Didham
4. C. Stringer
5. Paul Theivananthampillai
6. Parbudyal Singh

In Organizational Behavior and Human Resource Management

1. Al-Karim Samnani
2. Ayomikun Idowu
3. Jeni Didham
4. C. Stringer
5. Paul Theivananthampillai
6. Parbudyal Singh

Citations in the corpus

• Motivation, pay satisfaction, and job satisfaction of front‐line employees (2011, background): “This evidence provides support for the argument in the management accounting literature that intrinsic and extrinsic motivation could be complementary in organizational settings (Dermer, 1975; Kominis and Emmanuel, 2005, 2007; Kunz and Pfaff, 2002; Ronen and Livingstone, 1975).”
• Effectiveness of Performance Appraisal System and its Effect on Employee Motivation (2017, background): “Types of performance appraisal and motivation and their effectiveness Deb, 2009; Choon & Embi, 2012; Woods, 2012; Miao et al., 2007 1-6 The Role Of PAS In Enhancing Performance Appraisal Emmerik et al., 2012; Kominis & Emmanuel, 2007; Brun and Dugas, 2008 7-11”
• Performance-enhancing compensation practices and employee productivity: The role of workplace bullying (2014, methodology): “Finally, we extend expectancy theory to help explain the unintended consequences of compensation systems, especially when they are not complete and poorly designed (Kominis & Emmanuel, 2007; Lawler & Jenkins, 1992; Lawler & Rhode, 1976).”