The answer, is found in the individual beliefs regarding effort-performance relationships and the desirability's of various work outcomes that are associated with different performances levels. Simply put, the theory is based on logic People will do what they can do when they want to. For example, if a person believes that high performance leads to promotion than that person will be motivated to work harder. Expectancy is the probability that work effort will be followed by performance accomplishment. Instrumentality is the probability that performance will lend to various work outcomes.
Valence is the value to the individual of various work outcomes.
Job Satisfaction Job satisfaction is the degree to which individuals feel positively or negatively about their jobs. It is an attitude or emotional response to one s task as well as to the physical and social conditions of the workplace. The importance of job satisfaction can be viewed in the context of two decisions people make about their work. The first is the decision to belong, that is, to join and then stay a member of an organization. The second is the decision to perform, that is, to work hard in pursuit of high levels of task performance.