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The Porter-Lawler Extension of Expectancy Theory

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The Porter-Lawler Extension of Expectancy Theory

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Employee Satisfaction → Good Performance

Research Inconsistencies

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1. Relationship Between Satisfaction and Performance
2. Direction of the Relationship

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Figure 10.5 summarizes Porter and Lawler’s logic.

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Figure 10.5 summarizes Porter and Lawler’s logic.

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A relationship between satisfaction and performance but that it goes in the opposite direction—that is, high performance may lead to high satisfaction.

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Expectancy Theory

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Performance Leads to Rewards

Extrinsic Rewards

Intrinsic Rewards

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Equity Evaluation

Effort Expended

Level of Performance Attained

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If performance results in equitable and fair rewards, people will be more satisfied.

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High performance can lead to rewards and high satisfaction.

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Porter and Lawler's Extension

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Human Relations Assumption

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Extrinsic rewards are outcomes set and awarded by external parties

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Intrinsic rewards are outcomes that are internal to the individual