According to Vroom's expectancy theory, what influences employee performance?

Vroom's expectancy theory primarily suggests that an employee's performance is influenced by their expectations of the outcomes associated with their efforts. Specifically, it posits that individuals are motivated to act in a certain way based on the perceived likelihood that their actions will lead to the desired results. This involves three key components: expectancy, which is the belief that one's effort will lead to the desired level of performance; instrumentality, which is the belief that the performance will lead to certain outcomes; and valence, which is the value placed on the outcomes.

In this context, individual personality traits and skills play a significant role in shaping those expectations. Employees bring their unique abilities, experiences, and motivations to the workplace. For example, a highly skilled individual may have a higher expectancy that their efforts will lead to successful performance because they are more confident in their capabilities. Therefore, their individual traits and skills directly affect the motivation to perform well.

The other options focus on different aspects of workplace dynamics. While emotional reactions, group development, and interpersonal relationships can impact the workplace and employee morale, they do not fundamentally align with how Vroom’s theory explains employee performance specifically. The core tenet of the theory centers on the complexity of expectations and perceived outcomes, where individual traits become