Preparation of this paper was funded in part through a SSHRC grant. Portions of this paper were presented to the XXVII International Congress of Psychology, Stockholm, Sweden, 2000.
THE IMPORTANCE OF UNDERSTANDING AND CHANGING EMPLOYEE OUTCOME EXPECTANCIES FOR GAINING COMMITMENT TO AN ORGANIZATIONAL GOAL
Article first published online: 7 DEC 2006
Volume 54, Issue 3, pages 707–716, September 2001
How to Cite
LATHAM, G. P. (2001), THE IMPORTANCE OF UNDERSTANDING AND CHANGING EMPLOYEE OUTCOME EXPECTANCIES FOR GAINING COMMITMENT TO AN ORGANIZATIONAL GOAL. Personnel Psychology, 54: 707–716. doi: 10.1111/j.1744-6570.2001.tb00229.x
- Issue published online: 7 DEC 2006
- Article first published online: 7 DEC 2006
Senior management and the union executive committee of a forest products company set an organizational goal to reduce theft from approximately a million dollars a year to zero. Salaried and hourly employees, selected at random, were interviewed regarding their outcome expectancies for honest and dishonest behavior. The responses were categorized within a 2 × 2 empathy box (honest/dishonest behavior vs. positive/negative outcome expectancies) to allow the organization's leadership to understand from the employee's perspective why there was so much theft. This information was subsequently used to alter employee outcome expectancies which, in turn, changed behavior. Theft dropped to near zero.