Motivation profiles at work: A self-determination theory approach
Self-determination theory proposes that individuals experience distinct types of motivation to varying degrees. While it is well documented that these types of motivation differentially predict outcomes, very little attention has been paid to how they interact within individuals. The current study a...
| Main Authors: | , , , |
|---|---|
| Format: | Journal Article |
| Published: |
Academic Press
2016
|
| Online Access: | http://hdl.handle.net/20.500.11937/69508 |
| _version_ | 1848762060119212032 |
|---|---|
| author | Howard, J. Gagné, Marylène Morin, A. Van den Broeck, A. |
| author_facet | Howard, J. Gagné, Marylène Morin, A. Van den Broeck, A. |
| author_sort | Howard, J. |
| building | Curtin Institutional Repository |
| collection | Online Access |
| description | Self-determination theory proposes that individuals experience distinct types of motivation to varying degrees. While it is well documented that these types of motivation differentially predict outcomes, very little attention has been paid to how they interact within individuals. The current study addresses the simultaneous occurrence of multiple motivation types within individual workers by adopting a person-centered approach on two samples of employees from different countries (n = 723 & 286). Four very similar motivation profiles were found across samples, representing balanced motivation, amotivated, autonomously regulated and highly motivated employees. In Sample 1, governmental employees presented a greater likelihood of membership in the least desirable amotivated profile. In Sample 2, autonomously and highly motivated profiles showed superior work performance and higher levels of wellbeing, while the amotivated profile fared the worst. The presence of external regulation in a profile appears unimportant when combined with autonomous forms of motivation, and detrimental to outcomes in the absence of autonomous forms of motivation. These results support the hypothesis that autonomous forms of motivation are far more important in promoting positive workplace outcomes than more controlling forms. |
| first_indexed | 2025-11-14T10:41:33Z |
| format | Journal Article |
| id | curtin-20.500.11937-69508 |
| institution | Curtin University Malaysia |
| institution_category | Local University |
| last_indexed | 2025-11-14T10:41:33Z |
| publishDate | 2016 |
| publisher | Academic Press |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | curtin-20.500.11937-695082023-06-13T02:58:36Z Motivation profiles at work: A self-determination theory approach Howard, J. Gagné, Marylène Morin, A. Van den Broeck, A. Self-determination theory proposes that individuals experience distinct types of motivation to varying degrees. While it is well documented that these types of motivation differentially predict outcomes, very little attention has been paid to how they interact within individuals. The current study addresses the simultaneous occurrence of multiple motivation types within individual workers by adopting a person-centered approach on two samples of employees from different countries (n = 723 & 286). Four very similar motivation profiles were found across samples, representing balanced motivation, amotivated, autonomously regulated and highly motivated employees. In Sample 1, governmental employees presented a greater likelihood of membership in the least desirable amotivated profile. In Sample 2, autonomously and highly motivated profiles showed superior work performance and higher levels of wellbeing, while the amotivated profile fared the worst. The presence of external regulation in a profile appears unimportant when combined with autonomous forms of motivation, and detrimental to outcomes in the absence of autonomous forms of motivation. These results support the hypothesis that autonomous forms of motivation are far more important in promoting positive workplace outcomes than more controlling forms. 2016 Journal Article http://hdl.handle.net/20.500.11937/69508 10.1016/j.jvb.2016.07.004 Academic Press fulltext |
| spellingShingle | Howard, J. Gagné, Marylène Morin, A. Van den Broeck, A. Motivation profiles at work: A self-determination theory approach |
| title | Motivation profiles at work: A self-determination theory approach |
| title_full | Motivation profiles at work: A self-determination theory approach |
| title_fullStr | Motivation profiles at work: A self-determination theory approach |
| title_full_unstemmed | Motivation profiles at work: A self-determination theory approach |
| title_short | Motivation profiles at work: A self-determination theory approach |
| title_sort | motivation profiles at work: a self-determination theory approach |
| url | http://hdl.handle.net/20.500.11937/69508 |