Table of Contents
This measure (Work-Related Expectancies) was developed by Eisenberger, Fasolo, and Davis-LaMastro (1990) to describe the extent to which employees believe that higher levels of job performance will be rewarded. The measure assesses employee expectancies about the relationship of better performance with increased pay, promotions, and job security. It also assesses employee expectancies that better performance will lead to increased influence, supervisory approval, and recognition.
Coefficient alpha values for the subscales for pay/promotion reward expectancies and approval/recognition expectancies ranged between .77 and .89 (Eisenberger et al., 1990; Smith & Brannick, 1990).
Factor analysis of the nine items found two factors for work-related expectancies. One dimension captures expectancies about pay and promotion rewards. The other dimension describes expectancies about approval and recognition. The two factors were consistent across samples of hourly workers and managers (Eisenberger et al., 1990). Expectancies for pay/promotion rewards and approval/recognition/influence both correlated positively with perceived organizational support, job satisfaction, participation in decisions, and job involvement. Expectancies for rewards and influence both correlated negatively with role conflict and ambiguity (Eisenberger et al., 1990; Smith & Brannick, 1990).
Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organi zational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51-59. Items were taken from Table 2, p56. Copyright © 1990 by the American Psychological Association. Reprinted with permission.
Responses are obtained on a 5-point Likert-type scale where 1 = definitely not part of my job and 5 = extremely true of my job.
Pay/promotion expectancy items:
- It is more likely that I will be given a pay raise or promotion at [company name] if I finish a large amount of work
- It is more likely that I will be given a pay raise or promotion at [company name] if I do high-quality work
- Getting work done quickly at [company name] increases my chances for a pay raise or promotion
- Getting work done on time is rewarded with high pay at [company name]
Approval/recognition/influence expectancy items:
- Completing my work on time gets me greater approval from my immediate supervisor at [company name]
- My immediate supervisor at [company name] gives me more recognition when I get a lot of work done
- If I get my job done on time, I have more influence with my immediate supervisor at [company name]
- My immediate supervisor at [company name] pays added attention to the opinions of the best workers
- When I finish my job on time, my job is more secure at [company name]
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Mohammed Looti, PSYCHOLOGICAL SCALES (2023) Work-Related Expectancies scale. Retrieved from https://scales.arabpsychology.com/s/work-related-expectancies-scale/. DOI: 10.13140/RG.2.2.31575.96163