What Should we do About Motivation Theory? Six Recommendations for the Twenty-First Century

By Edwin A. Locke, Gary P. Latham. 2004

910 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/be3992e68679cb56c93c9d44ce0b30590ffe277f

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Citations in the corpus

Structural model of employee involvement in skill development activity: The role of individual differences (2008, background): “More general and immutable trait variables such as mental ability and personality should predict the more domain-specific and mutable variables that are directly relevant to motivation for employee development ( Locke & Latham, 2004 ).”
Entrepreneurial self‐efficacy and business start‐up: developing a multi‐dimensional definition (2010, background): “Indeed research in management (see Locke and Latham, 2004”
Daily performance at work : feeling recovered in the morning as a predictor of day-level job performance (2009, background): “Compensatory effort differs from effort in terms of work motivation (Locke & Latham, 2004).”
Training Self-Regulated Learning in the Classroom: Development and Evaluation of Learning Materials to Train Self-Regulated Learning during Regular Mathematics Lessons at Primary School (2012, background): “Therefore, self-motivation beliefs, such as self-efficacy, outcome expectations, intrinsic value, and goal orientation, are relevant motivational variables of the forethought phase and they affect direction, intensity, and persistence of students’ learning behavior [13, 14].”
Why choose teaching? An international review of empirical studies exploring student teachers’ career motivations and levels of commitment to teaching (2015, background): “Work motivation theorists have suggested that salient motivations trigger, sustain, and concentrate behaviour (Locke & Latham, 2004; Steers, Mowday, & Shapiro, 2004).”
Integrating Theories of Motivation (2006, neutral): “However, it has its limitations, lacking, for example, “the issue of time perspective” (Locke & Latham, 2004: 400).”
Finding Workable Levers Over Work Motivation (2007, positive): “Studies of employee motivation have suggested the benefits of combining goal theory with cognitive theories of motivation to better understand the effect of difficult goals (Locke & Latham, 2004; Wright, 2003).”
Great Minds in Management: The Process of Theory Development (2006, background): “argued that it should be acknowledged candidly by scientists building theories of motivation (Locke and Latham, 2004).”
WHY DO MANAGERS ACT FAIRLY IN THE FIRST PLACE? A DAILY INVESTIGATION OF "HOT" AND "COLD" MOTIVES AND DISCRETION (2014, methodology): “…use of self-reports to study motives has been debated, we chose to ask managers to report on their own motives for two specific reasons: First, as Locke and Latham (2004) argued, insight into an individual’s motives for engaging in a given behavior is best uncovered through introspection;…”
Satisfaction With Work-Life Benefits and Organizational Commitment/Job Involvement (2013, methodology): “These factors represent job characteristics and human resource factors that were found in the survey and that have been used to predict organizational commitment and job involvement in models (e.g., Locke & Latham, 2004).”