Influence of motivation on job performance: An analysis based on Vroom and McClelland

Introduction: The research addressed the study of motivation and its impact on the work performance of workers in companies in Tepatitlán de Morelos, Jalisco. The role of thoughts, perceptions and emotions in organizational behavior was taken into account, using Vroom's theory of expectations and McClelland's theory of needs as a theoretical basis. A quantitative approach with correlational and non-experimental cross-sectional design was applied to analyze the relationship between the identified variables. Development: The study allowed classifying motivational factors into three categories: achievement, power and affiliation, according to McClelland, and expectancy, instrumentality and valence, according to Vroom. It was established that motivation varies according to the organizational context and the individual characteristics of the workers. The perception of fairness and the relationship between effort and reward were determinants of employee satisfaction and productivity. Likewise, it was identified that the organizational structure and leadership influence the level of commitment and performance of the collaborators. Conclusions: The findings confirmed that motivation is key in the management of human talent, as it directly impacts productivity and the fulfillment of organizational objectives. It was concluded that companies should implement strategies based on motivational theories to optimize the management of their personnel. It is recommended to continue deepening the study of work motivation in different contexts to strengthen its application in business management.