The empirical and theoretical foundations of the hypotheses are described
following the review of motivation research in hospitality studies which seeks,
among other things, to identify any additional relevant variables for inclusion in
the study and to further inform the development of the hypotheses for the survey
research.
Linkages with work motivation theory
Although the organising framework has been constructed at the overarching
industrial and organisational psychology level, it is worthwhile relating the current
research back the various work motivation theories described in Section 4.1 to
consider what linkages exist with the major theories of work motivation.
Needs theories: the current research does not relate to needs theories. For this
work, motivation is measured as individual (employee attitudes) and
organisational (job performance) outcomes. The measured antecedents of work
motivation are individual values and interpersonal, group and environmental
processes; individual needs as antecedents of motivation are not considered in
this research.
Cognitive theories: the Work Values factor embodies some aspects of the
cognitive theories tradition as it relates to employees’ values/beliefs.
Behaviourist approach: this is touched upon if we consider leader feedback (see
the Motivational Leadership factor) as a means of determining behaviour through
employees learning from their experiences.
Job or Work Design theories: job characteristics do feature in this research, being
manifest in three of the four antecedent factors (Empowerment, Motivational
Leadership and Social Support).
Social-cognitive theory: although not measured in this research, it is possible to
relate the Full-Range Leadership Model (FRLM) of transformational leadership to
social learning concepts through the Idealised Influence dimension – in particular
the IIB (Idealised Influence – Behavioural) where the leader “...sets an example
to be followed, sets high standards of performance, and shows determination and
confidence” (Bass 1999: 11).
Goal-setting theory: shares many themes with the expectancy theories of
motivation and the focus on goals can be seen running through from the
expectancy theories of motivation, path-goal leadership theory and on into the