The Porter-Lawler Model is considered a more complete

Solution

The Porter-Lawler Model is considered a more complete process theory because it introduces a mediating variable between performance and satisfaction, specifically focusing on how the individual perceives the rewards they receive. This variable is Perceived Equitable Rewards.    Porter-Lawler model expands on Vroom's theory by suggesting that performance leads to satisfaction, but only if the individual perceives the resulting rewards (intrinsic and extrinsic) as fair and equitable.   According to this model, high performance leads to rewards (both intrinsic and extrinsic), but it is the perception of whether these rewards are fair and equal to the effort expended (perceived equitable rewards) that determines the employee's satisfaction.    Kindly note – Perceived Equitable rewards is not the same as Valence under the Vrooms Theory. Valence (Desirability) focuses on the intensity of desire for an outcome. It answers: "How much do I want this?". Perceived Equity (Fairness) focuses on the justice of the outcome compared to effort and peers. It answers: "Is this reward deserved? While valence determines if a reward is desirable, perceived equity determines if the reward is acceptable, preventing demotivation