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Some experimenters often test predictions from theories of motivation using performance outcomes as dependent variables. We argue that observable behaviors that are likely to be affected by motivation manipulations should be used in combination with performance outcomes. Such procedures would be sensitive to differential effects of manipulations on various behaviors and would allow for investigation of relationships among behaviors and performance outcomes. For this experiment, 60 males were hired to work individually on a 2-hour construction task. Subjects were assigned to one of two pay conditions (piece-rate vs. hourly) and one of three goal-setting conditions (no goal, quantity, or quality) resulting in a 2 X 3 crossed analysis of variance design. Dependent variables included three measures of effort, three measures of direction of behavior, and both quantity and quality performance. Method of payment affected quantity performance and effort. Goal setting affected quantity and quality performance and direction of behavior. Implications for designing and testing work motivation systems are discussed.
Terborg et al. (Wed,) studied this question.