Please wait a minute...
心理科学进展  2019, Vol. 27 Issue (8): 1489-1506    DOI: 10.3724/SP.J.1042.2019.01489
     研究前沿 本期目录 | 过刊浏览 | 高级检索 |
基于自我决定理论的工作动机研究脉络及未来走向
张春虎()
广东工业大学管理学院, 广州 510520
Streams and future directions of research on work motivation based on the self-determination theory
ZHANG Chunhu()
School of Management Guangdong University of Technology, Guangzhou 510520, China
全文: PDF(885 KB)   HTML
输出: BibTeX | EndNote (RIS)       背景资料
文章导读  
摘要 

对2018年5月为止基于自我决定理论的工作动机研究英文文献的系统检索得到了97篇实证研究样本。基于自我决定理论的核心假设, 运用“环境-基本心理需要-工作动机-结果”的理论模型对工作动机前因和结果的研究脉络进行了仔细地分析和归纳, 结果表明员工基本心理需要满足和自主性工作动机作为中介变量可解释自主性支持的工作环境和员工个体特征对工作行为、态度和心理健康的积极影响。将来的主要研究议题:一是对控制性工作环境具体因素对员工基本心理需要阻滞、控制性动机和去动机以及员工工作行为、态度和心理健康影响的研究; 二是不同动机类型对员工业绩、行为和态度影响的过程以及情境因素的研究; 三是外部奖励(包括薪酬、基于业绩的奖励等)对员工工作动机、基本心理需要、工作业绩和心理健康的影响及边界条件的深入研究。

服务
把本文推荐给朋友
加入引用管理器
E-mail Alert
RSS
作者相关文章
张春虎
关键词 自我决定理论基本心理需要满足(阻滞)工作动机研究脉络    
Abstract

The study reported here is based on our thorough review on 97 articles published in English before May, 2018 as a result of our extensive literature searches. Based on the core hypotheses of the self-determination theory and applying the theoretical framework of “environment - basic psychological needs - work motivation - outcome”, we systematically analyzed and summarized the current streams and future directions of research on the causes and outcomes of work motivation. Our research reveals that employees’ basic psychological need satisfaction and autonomous motivation as intermediary variables can explain the positive impact of autonomy-supportive working environment, and employees’ individual characteristics on their work behavior, attitude, and mental health. Future research focuses that we are proposing include: (1) specific factors of controlled working environment and their impact on employees’ basic psychological need satisfaction and thwarting, controlled motivation, amotivation, work behavior, attitude, and mental health, (2) mediators and moderators of different motivation types and their effect on employee performance, behavior and attitude, and (3) impacts of external rewards, including pay and performance-based bonuses, on employees’ work motivation, basic psychological need satisfaction, performance, and mental health as well as the boundary conditions of these effects.

Key wordsself-determination theory    basic psychological need satisfaction and thwarting    work motivation    research streams
收稿日期: 2018-09-06      出版日期: 2019-06-25
ZTFLH:  B849:C93  
  F272.92  
基金资助:* 国家自然科学基金项目(71872053)
通讯作者: 张春虎     E-mail: zch@gdut.edu.cn
引用本文:   
张春虎. (2019). 基于自我决定理论的工作动机研究脉络及未来走向. 心理科学进展, 27(8), 1489-1506.
ZHANG Chunhu. (2019). Streams and future directions of research on work motivation based on the self-determination theory. Advances in Psychological Science, 27(8), 1489-1506.
链接本文:  
http://journal.psych.ac.cn/xlkxjz/CN/10.3724/SP.J.1042.2019.01489      或      http://journal.psych.ac.cn/xlkxjz/CN/Y2019/V27/I8/1489
  基于自我决定理论的工作动机研究模型
[1] 刘靖东, 钟伯光, 姒刚彦 . (2013). 自我决定理论在中国人人群的应用. 心理科学进展, 21( 10), 1803-1813.
[2] 张剑, 张建兵, 李跃, Deci E.L. (2010). 促进工作动机的有效路径:自我决定理论的观点. 心理科学进展, 18( 5), 752-759.
[3] *Albrecht S. . (2015). Challenge demands, hindrance demands, and psychological need satisfaction: Their influence on employee engagement and emotional exhaustion. Journal of Personnel Psychology,14(2), 70-79.
[4] *Arshadi N. (2010). Basic need satisfaction, work motivation, and job performance in an industrial company in Iran. Procedia-Social and Behavioral Sciences, 5, 1267-1272.
[5] *Baard P. P., Deci E. L., & Ryan R. M . (2004). Intrinsic need satisfaction: A motivational basis of performance and well-being in two work settings. Journal of Applied Social Psychology,34(10), 2045-2068.
[6] *Bartholomew K. J., Ntoumanis N., Ryan R. M., Bosch J. A., & Th?gersen-Ntoumani C . (2011). Self-determination theory and diminished functioning: The role of interpersonal control and psychological need thwarting. Personality & Social Psychology Bulletin,37(11), 1459-1473.
[7] *Battistelli A., Galletta M., Portoghese I., & Vandenberghe C . (2013). Mindsets of commitment and motivation: Interrelationships and contribution to work outcomes. Journal of Psychology,147(1), 17-48.
[8] *Bidee J., Vantilborgh T., Pepermans R., Huybrechts G., Willems J., Jegers M., & Hofmans J . (2013). Autonomous motivation stimulates volunteers’ work effort: A self-determination theory approach to volunteerism. VOLUNTAS: International Journal of Voluntary & Nonprofit Organizations,24(1), 32-47.
[9] Blais M. R., Brière N. M., Lachance L., Riddle A. S., & Vallerand R. J . (1993). L'inventaire des motivations au travail de Blais [The Blais Inventory of Work Motivation]. Revue Québécoise de Psychologie,14 (3), 185-215
[10] *Bono J.., &Judge T.A . (2003). Self-concordance at work: Toward understanding the motivational effects of transformational leaders. Academy of Management Journal,46 (5), 554-571
[11] *Boudrias J. S., Desrumaux P., Gaudreau P., Nelson K., Brunet L., & Savoie A . (2011). Modeling the experience of psychological health at work: The role of personal resources, social-organizational resources, and job demands. International Journal of Stress Management,18(4), 372-395.
[12] Burton K. D., Lydon J. E., D’Alessandro D. U., & Koestner R . (2006). The differential effects of intrinsic and identified motivation on well-being and performance: Prospective, experimental, and implicit approaches to self-determination theory. Journal of Personality & Social Psychology,91 (4), 750-762
[13] Cerasoli C.., &Ford M.T . (2014). Intrinsic motivation, performance, and the mediating role of mastery goal orientation: A test of self-determination theory. Journal of Psychology,148(3), 267-286.
[14] Cerasoli C. P., Nicklin J. M., & Ford M. T . (2014). Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis. Psychological Bulletin,140(4), 980-1008.
[15] *Chambel M. J., Castanheira F., Oliveira-Cruz F., & Lopes S . (2015). Work context support and Portuguese soldiers’ well-being: The mediating role of autonomous motivation. Military Psychology,27 (5), 297-310
[16] *Chen Chin-Yi., Vivian Chen Chun-Hsi., & Li Chun-I . (2013). The influence of leader’s spiritual values of servant leadership on employee motivational autonomy and eudaemonic well-being. Journal of Religion & Health,52(2), 418-438.
[17] *Chiniara M. &Bentein K., (2016). Linking servant leadership to individual performance: Differentiating the mediating role of autonomy, competence and relatedness need satisfaction. Leadership Quarterly,27(1), 124-141.
[18] *Cho Hsiu-Tsu. &Yang Jen-Shou., (2018). How perceptions of organizational politics influence self-determined motivation: The mediating role of work mood. Asia Pacific Management Review,23(1), 60-69.
[19] *Conchie S. . (2013). Transformational leadership, intrinsic motivation, and trust: A moderated-mediated model of workplace safety. Journal of Occupational Health Psychology,18(2), 198-210.
[20] *De Cooman R., Stynen D., Van den Broeck A., Sels L., & De Witte H . (2013). How job characteristics relate to need satisfaction and autonomous motivation: Implications for work effort. Journal of Applied Social Psychology,43(6), 1342-1352.
[21] Deci E. L., Connell J. P., & Ryan R. M . (1989). Self-determination in a work organization. Journal of Applied Psychology, 74( 4), 580-590.
[22] Deci E. L., Koestner R., & Ryan R. M . (1999). A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation. Psychological Bulletin,125(6), 692-700.
[23] Deci E. L., Olafsen A. H., & Ryan R. M . (2017). Self-determination theory in work organizations: The state of a science. The Annual Review of Organizational Psychology and Organizational Behavior, 4( 1), 19-43.
[24] Deci E.., &Ryan R.M . (1985a). Intrinsic motivation and self-determination in human behavior.New York:Plenum.
[25] Deci E.., &Ryan R.M . (1985b). The general causality orientations scale: Self-determination in personality. Journal of Research in Personality,19(2), 109-134.
[26] Deci E.., &Ryan R.M . (1987). The support of autonomy and the control of behavior. Journal of Personality and Social Psychology,53(6), 1024-1037.
[27] *Deci E. L., Ryan R. M., Gagné M., Leone D. R., Usunov J., & Kornazheva B. P . (2001). Need satisfaction, motivation, and well-being in the work organizations of a former eastern bloc country: A cross-cultural study of self-determination. Personality & Social Psychology Bulletin, 27( 8), 930-942.
[28] Demerouti E., Nachreiner F., Bakker A. B., & Schaufeli W. B . (2001). The job demands-resources model of burnout. Journal of Applied Psychology,86 (3), 499-512
[29] *Dysvik A., Kuvaas B., & Gagné M . (2013). An investigation of the unique, synergistic and balanced relationships between basic psychological needs and intrinsic motivation. Journal of Applied Social Psychology,43 (5), 1050-1064
[30] Eisenberger R. &Cameron J., (1996). Detrimental effects of reward: Reality or myth? American Psychologist, 51( 11), 1153-1166.
[31] Eisenberger R. &Stinglhamber F., (2011). Perceived organizational support: Fostering enthusiastic and productive employees. Washington, DC: American Psychological Association Books.
[32] *Eyal O. &Roth G., (2011). Principals’ leadership and teachers’ motivation: Self-determination theory analysis. Journal of Educational Administration,49(3), 256-275.
[33] *Fernet C., Austin S., & Vallerand R. J . (2012). The effects of work motivation on employee exhaustion and commitment: An extension of the JD-R model. Work & Stress,26(3), 213-229.
[34] *Fernet C., Guay F., Senécal C., & Austin S . (2012). Predicting intraindividual changes in teacher burnout: The role of perceived school environment and motivational factors. Teaching & Teacher Education: An International Journal of Research & Studies,28(4), 514-525.
[35] *Fernet C., Trépanier Sarah-Geneviève., Austin S., Gagné M., & Forest J . (2015). Transformational leadership and optimal functioning at work: On the mediating role of employees’ perceived job characteristics and motivation. Work & Stress,29(1), 11-31.
[36] *Gagné M. (2003). The role of autonomy support and autonomy orientation in prosocial behavior engagement. Motivation & Emotion, 27( 3), 199-223.
[37] *Gagné M., Chemolli E., Forest J., & Koestner R . (2008). A temporal analysis of the relation between organisational commitment and work motivation. Psychologica Belgica,48(2-3), 219-241.
[38] Gagné M. &Deci E.L . (2005). Self-determination theory and work motivation. Journal of Organizational Behavior,26(4), 331-362.
[39] *Gagné M., Forest J., Gilbert Marie-Hélène., Aubé C., Morin E., & Malorni A . (2010). The motivation at work scale: Validation evidence in two languages. Educational and Psychological Measurement,70(4), 628-646.
[40] *Gagné M., Forest J., Vansteenkiste M., Crevier-Braud L., Van den Broeck A., Aspeli A. K., … Westbye C . (2015). The multidimensional work motivation scale: Validation evidence in seven languages and nine countries. European Journal of Work & Organizational Psychology,24(2), 178-196.
[41] *Galletta M., Portoghese I., & Battistelli A. (2011. Intrinsic motivation, job autonomy and turnover intention in the Italian healthcare: The mediating role of affective commitment. Journal of Management Research, 3(2), E3.Retrieved April 3, 2019, from
[42] *Gillet N., Becker C., Lafrenière Marc-André K., Huart I., & Fouquereau E . (2017). Organizational support, job resources, soldiers’ motivational profiles, work engagement, and affect. Military Psychology,29(5), 418-433.
[43] *Gillet N., Colombat P., Michinov E., Pronost Anne-Marie., & Fouquereau E . (2013). Procedural justice, supervisor autonomy support, work satisfaction, organizational identification and job performance: The mediating role of need satisfaction and perceived organizational support. Journal of Advanced Nursing, 69( 11), 2560-2571.
[44] *Gillet N., Forest J., Brunault P., & Colombat P . (2012). The impact of organizational factors on psychological needs and their relations with well-being. Journal of Business & Psychology,27(4), 437-450.
[45] *Gillet N., Fouquereau E., Lafrenière Marc-André K., & Huyghebaert T . (2016). Examining the roles of work autonomous and controlled motivations on satisfaction and anxiety as a function of role ambiguity. Journal of Psychology,150(5), 644-665.
[46] *Gillet N., Gagné M., Sauvagère S., & Fouquereau E . (2013). The role of supervisor autonomy support, organizational support, and autonomous and controlled motivation in predicting employees’ satisfaction and turnover intentions. European Journal of Work & Organizational Psychology,22(4), 450-460.
[47] *Gillet N., Huart I., Colombat P., & Fouquereau E . (2013). Perceived organizational support, motivation, and engagement among police officers. Professional Psychology Research & Practice,44(1), 46-55.
[48] Gillet N., Vallerand R. J., Lafrenière Marc-André K., & Bureau J. S . (2013). The mediating role of positive and negative affect in the situational motivation-performance relationship. Motivation & Emotion,37(3), 465-479.
[49] Gilbert S. L., &Kelloway E. K. ,(2014) . Leadership. In M. Gagné (Eds.), The Oxford handbook of work engagement, motivation, and self-determination theory (pp.181-198). New York, the United States of America:Oxford University Press.
[50] *Graves L. M., Cullen K. L., Lester H. F., Ruderman M. N., & Gentry W. A . (2015). Managerial motivational profiles: Composition, antecedents, and consequences. Journal of Vocational Behavior,87 32-42.
[51] *Graves L.., &Luciano M.M . (2013). Self-determination at work: Understanding the role of leader-member exchange. Motivation & Emotion,37(3), 518-536.
[52] Grolnick W.., &Ryan R.M . (1987). Autonomy in children’s learning: An experimental and individual difference investigation. Journal of Personality and Social Psychology,52(5), 890-898.
[53] Gubler T., Larkin I., & Pierce L . (2016). Motivational spillovers from awards: Crowding out in a multitasking environment. Organization Science,27(2), 233-504.
[54] *Güntert S. . (2015). The impact of work design, autonomy support, and strategy on employee outcomes: A differentiated perspective on self-determination at work. Motivation & Emotion,39(1), 74-87.
[55] Hackman R.., &Oldham G.R . (1980). Work redesign. San Francisco, CA: Addison Wesley.
[56] *Haivas S., Hofmans J., & Pepermans R . (2013). Volunteer engagement and intention to quit from a self-determination theory perspective. Journal of Applied Social Psychology,43(9), 1869-1880.
[57] *Hardré P.., &Reeve J., (2010). Training corporate managers to adopt a more autonomy-supportive motivating style toward employees: An intervention study. International Journal of Training & Development,13(3), 165-184.
[58] *Hon A. H. . (2012). Shaping environments conductive to creativity: The role of intrinsic motivation. Cornell Hospitality Quarterly,53(1), 53-64.
[59] *Howard J., Gagné M., Morin A. J. S ., &Van den Broeck A.. (2016). Motivation profiles at work: A self-determination theory approach. Journal of Vocational Behavior,95-96 74-89.
[60] *Ilardi B. C., Leone D., Kasser T., & Ryan R. M . (1993). Employee and supervisor ratings of motivation: Main effects and discrepancies associated with job satisfaction and adjustment in a factory setting. Journal of Applied Social Psychology,23(21), 1789-1905.
[61] Imran R., Allil K., & Mahmoud A. B . (2017). Teacher’s turnover intentions: Examining the impact of motivation and organizational commitment. International Journal of Educational Management,31(6), 828-842.
[62] *Jiang L. &Tetrick L.E . (2016). Mapping the nomological network of employee self-determined safety motivation: A preliminary measure in China. Accident Analysis & Prevention,94 1-7.
[63] *Joo Baek-Kyoo., Jeung Chang-Wook., & Yoon H. J . (2010). Investigating the influences of core self-evaluations, job autonomy, and intrinsic motivation on in-role job performance. Human Resource Development Quarterly,21(4), 353-371.
[64] *Jungert T., Van den Broeck A., Schreurs B., & Osterman U . (2018). How colleagues can support each other’s needs and motivation: An intervention on employee work motivation. Applied Psychology: An International Review,67(1), 3-29.
[65] *Jungert T., Koestner R. F., Houlfort N., & Schattke K . (2013). Distinguishing source of autonomy support in relation to workers’ motivation and self-efficacy. Journal of Social Psychology,153(6), 651-666.
[66] *Kasser T. &Ryan R.M . (1996). Further examining the American dream: Differential correlates of intrinsic and extrinsic goals. Personality & Social Psychology Bulletin,22(3), 280-287.
[67] Koestner R., &Losier G. , (2002). Distinguishing three ways of being highly motivated: A closer look at introjection, identification, and intrinsic motivation. In E. Deci & R. Ryan (Eds.), Handbook of self-determination research (pp. 101-121).Rochester, NY:University of Rochester Press.
[68] *Kovjanic S., Schuh S. C., & Jonas K . (2013). Transformational leadership and performance: An experimental investigation of the mediating effects of basic needs satisfaction and work engagement. Journal of Occupational & Organizational Psychology,86(4), 543-555.
[69] *Kovjanic S., Schuh S. C., Jonas K., Van Quaquebeke N., & Van Dick R . (2012). How do transformational leaders foster positive employee outcomes? A self-determination-based analysis of employees’ needs as mediating links. Journal of Organizational Behavior,33(8), 1031-1052.
[70] *Kuvaas B. (2008). A test of hypotheses derived from self-determination theory among public sector employees. Employee Relations,31(1), 39-56.
[71] Kuvaas B., Buch R., Gagné M., Dysvik A., & Forest J . (2016). Do you get what you pay for? Sales incentives and implications for motivation and changes in turnover intention and work effort. Motivation & Emotion,40(5), 667-680.
[72] *Lam C.., &Gurland S.T . (2008). Self-determined work motivation predicts job outcomes, but what predicts self-determined work motivation? Journal of Research in Personality,42(4), 1109-1115.
[73] *Leroy H., Anseel F., Gardner W. L., & Sels L . (2015). Authentic leadership, authentic followership, basic need satisfaction, and work role performance: A cross-level study. Journal of Management,41(6), 1677-1697.
[74] *Lian H., Ferris D. L., & Brown D. J . (2012). Does taking the good with the bad make things worse? How abusive supervision and leader-member exchange interact to impact need satisfaction and organizational deviance. Organizational Behavior & Human Decision Processes,117(1), 41-52.
[75] *Li C., Wu Y., & Kee Y. H . (2016). Validation of the volunteer motivation scale and its relations with work climate and intention among Chinese volunteers. Asian Journal of Social Psychology,19(2), 124-133.
[76] *Liu D., Zhang S., Wang L., & Lee T. W . (2011). The effects of autonomy and empowerment on employee turnover: Test of a multilevel model in teams. Journal of Applied Psychology,96(6), 1305-1316.
[77] *Lopes S. &Chambel M.J . (2017). Temporary agency workers’ motivations and well-being at work: A two-wave study. International Journal of Stress Management,24(4), 321-346.
[78] *Longo Y., Gunz A., Curtis G. J., & Farsides T . (2016). Measuring need satisfaction and frustration in educational and work contexts: The need satisfaction and frustration scale (NSFS). Journal of Happiness Studies, 17( 1), 295-317.
[79] *Lynch M. F., Plant R. W., & Ryan R. M . (2005). Psychological needs and threat to safety: Implications for staff and patients in a psychiatric hospital for youth. Professional Psychology Research & Practice,36(4), 415-425.
[80] *Martinent G., Guillet-Descas E., & Moiret S . (2015). Reliability and validity evidence for the French psychological need thwarting scale (PNTS) scores: Significance of a distinction between thwarting and satisfaction of basic psychological needs. Psychology of Sport & Exercise, 20, 29-39.
[81] *Mayer D. M., Bardes M., & Piccolo R. F . (2008). Do servant-leaders help satisfy follower needs? An organizational justice perspective. European Journal of Work & Organizational Psychology,17(2), 180-197.
[82] *Millette V. &Gagné M., (2008). Designing volunteers’ tasks to maximize motivation, satisfaction and performance: The impact of job characteristics on volunteer engagement. Motivation & Emotion,32(1), 11-22.
[83] *Milyavskaya M. &Koestner R., (2011). Psychological needs, motivation, and well-being: A test of self-determination theory across multiple domains. Personality & Individual Differences,50(3), 387-391.
[84] *Moran C. M., Diefendorff J. M., Kim Tae-Yeol., & Liu Zhi-Qiang . (2012). A profile approach to self-determination theory motivations at work. Journal of Vocational Behavior,81(3), 354-363.
[85] Moreau E. & Geneviève A. Mageau . (2012). The importance of perceived autonomy support for the psychological health and work satisfaction of health professionals: not only supervisors count, colleagues too! Motivation & Emotion,36(3), 268-286.
[86] *Nencini A., Romaioli D., & Meneghini A. M . (2016). Volunteer motivation and organizational climate: Factors that promote satisfaction and sustained volunteerism in NPOS. VOLUNTAS: International Journal of Voluntary & Nonprofit Organizations, 27( 2), 618-639.
[87] *Nie Y., Chua B. L., Yeung A. S., Ryan R. M., & Chan W. Y . (2015). The importance of autonomy support and the mediating role of work motivation for well-being: Testing self-determination theory in a Chinese work organization. International Journal of Psychology,50(4), 245-255.
[88] *Olafsen A. H., Deci E. L., & Halvari H . (2018). Basic psychological needs and work motivation: A longitudinal test of directionality. Motivation & Emotion, 42( 2), 178-189.
[89] Olafsen A. H., Halvari H., Forest J., & Deci E. L . (2015). Show them the money? The role of pay, managerial need support, and justice in a self-determination theory model of intrinsic work motivation. Scandinavian Journal of Psychology,56(4), 447-457.
[90] *Oostlander J., Güntert S. T., & Wehner T . (2014). Linking autonomy-supportive leadership to volunteer satisfaction: A self-determination theory perspective. VOLUNTAS: International Journal of Voluntary & Nonprofit Organizations,25(6), 1368-1387.
[91] *Otis N. &Pelletier L.G . (2005). A motivational model of daily hassles, physical symptoms, and future work intentions among police officers. Journal of Applied Social Psychology,35(10), 2193-2214.
[92] *Pauli J., Chambel M. J., Capellari M. R., & Rissi V . (2017). Motivation, organisational support and satisfaction with life for private sector teachers in Brazilian higher education. Higher Education Quarterly, 72( 2), 107-120.
[93] *Pelletier L. G., Fortier M. S., Vallerand R. J., & Brière N. M . (2001). Associations among perceived autonomy support, forms of self-regulation, and persistence: A prospective study. Motivation & Emotion,25(4), 279-306.
[94] *Pelletier L. G., Séguin-lévesque C., & Legault L . (2002). Pressure from above and pressure from below as determinants of teachers’ motivation and teaching behaviors. Journal of Educational Psychology,94(1), 186-196.
[95] *Piccolo R.., &Colquitt J.A . (2006). Transformational leadership and job behaviors: The mediating role of core job characteristics. Academy of Management Journal,49(2), 327-340.
[96] Pinder C. C. (2008). Work motivation in organizational behavior (2nd ed.). New York: Psychology Press.
[97] *Rasskazova E., Ivanova T., & Sheldon K . (2016). Comparing the effects of low-level and high-level worker need-satisfaction: A synthesis of the self-determination and Maslow need theories. Motivation & Emotion,40(4), 541-555.
[98] *Richer S. F., Blanchard C., & Vallerand R. J . (2002). A motivational model of work turnover. Journal of Applied Social Psychology,32(10), 2089-2113.
[99] *Roche M. &Haar J.M . (2013). A metamodel approach towards self-determination theory: A study of New Zealand managers’ organisational citizenship behaviors. International Journal of Human Resource Management,24(18), 3397-3417.
[100] *Rosen C. C., Ferris D. L., Brown D. J., Chen Y., & Yan M . (2014). Perceptions of organizational politics: A Need satisfaction paradigm. Organization Science,25(4), 1026-1055.
[101] Ryan R.., &Deci E.L . (2000a). Intrinsic and extrinsic motivations: Classic definitions and new directions. Contemporary Educational Psychology,25(1), 54-67.
[102] Ryan R.., &Deci E.L . (2000b). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-Being. American Psychologist,55(1), 68-78.
[103] Ryan R. M. ,&Deci E. L. (2017). Self-determination theory: Basic psychological needs in motivation, development and wellness. New York: Guilford Press.
[104] *Schreurs B., Van Emmerik I. H., Van den Broeck A., & Guenter H . (2014). Work values and work engagement within teams: The mediating role of need satisfaction. Group Dynamics: Theory Research & Practice,18(4), 267-281.
[105] *Silva M. N., Sánchez-Oliva D., Brunet J., Williams G. C., Teixeira P. J., & Palmeira A. L . (2017). “What goes around comes around”: Antecedents, mediators, and consequences of controlling vs. need-supportive motivational strategies used by exercise professionals. Annals of Behavioral Medicine, 51( 5), 707-717.
[106] *Tremblay M. A., Blanchard C. M., Taylor S., Pelletier L. G., & Villeneuve M . (2009). Work extrinsic and intrinsic motivation scale: Its value for organizational psychology research. Canadian Journal of Behavioral Science,41(4), 213-226.
[107] *Trépanier Sarah-Geneviève., Fernet C., & Austin S . (2012). Workplace psychological harassment in Canadian nurses: A descriptive study. Journal of Health Psychology,18(3), 383-396.
[108] *Trépanier Sarah-Geneviève., Fernet C., & Austin S . (2013). Workplace bullying and psychological health at work: The mediating role of satisfaction of needs for autonomy, competence and relatedness. Work & Stress,27(2), 123-140.
[109] *Trépanier Sarah-Geneviève., Forest J., Fernet C., & Austin S . (2015). On the psychological and motivational processes linking job characteristics to employee functioning: Insights from self-determination theory. Work & Stress,29(3), 286-305.
[110] *Trépanier Sarah-Geneviève., Fernet C., & Austin S . (2016). Longitudinal relationships between workplace bullying, basic psychological needs, and employee functioning: A simultaneous investigation of psychological need satisfaction and frustration. European Journal of Work & Organizational Psychology,25(5), 690-706.
[111] *Tu Y. &Lu X., (2013). How ethical leadership influence employees’ innovative work behavior: A perspective of intrinsic motivation. Journal of Business Ethics,116(2), 441-455.
[112] *Van Beek I., Hu Q., Schaufeli W. B., Taris T. W., &Schreurs B. H. J.,. (2012). For fun, love, or money: What drives workaholic, engaged, and burnout employees at work? Applied Psychology,61(1), 30-55.
[113] *Van Beek I., Taris T. W., & Schaufeli W. B . (2011). Workaholic and work engaged employees: Dead ringers or worlds apart? Journal of Occupational Health Psychology,16(4), 468-482.
[114] *Van den Broeck A., Ferris D. L., Chang Chu-Hsiang., & Rosen C. C . (2016). A review of self-determination theory’s basic psychological needs at work. Journal of Management,42 (5), 1195-1229
[115] *Van den Broeck A., Lens W., De Witte H., & Van Coillie H . (2013). Unraveling the importance of the quantity and the quality of workers’ motivation for well-being: A person-centered perspective. Journal of Vocational Behavior,82 (1), 69-78
[116] *Van den Broeck A., Schreurs B., De Witte H., Vansteenkiste M., Germeys F., & Schaufeli W . (2011). Understanding workaholics’ motivations: A self-determination perspective. Applied Psychology,60 (4), 600-621
[117] *Van den Broeck A., Vansteenkiste M., De Witte H., & Lens W . (2008). Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction. Work & Stress,22(3), 277-294.
[118] *Van den Broeck A., Vansteenkiste M., De Witte H., Soenens B., & Lens W . (2010). Capturing autonomy, competence, and relatedness at work: Construction and initial validation of the work-related basic need satisfaction scale. Journal of Occupational & Organizational Psychology,83 (4), 981-1002.
[119] *Van Schie S., Güntert S. T., Oostlander J., & Wehner T . (2015). How the organizational context impacts volunteers: A differentiated perspective on self-determined motivation. V0LUNTAS: International Journal of Voluntary & Nonprofit Organizations,26(4), 1570-1590.
[120] *Vandercammen L., Hofmans J., & Theuns P . (2014). The mediating role of affect in the relationship between need satisfaction and autonomous motivation. Journal of Occupational & Organizational Psychology,87(1), 62-79.
[121] *Vansteenkiste M., Neyrinck B., Niemiec C. P., Soenens B., De Witte H ., &Van den Broeck A.. (2007). On the relations among work value orientations, psychological need satisfaction and job outcomes: A self-determination theory approach. Journal of Occupational & Organizational Psychology,80(2), 251-277.
[122] *Wang Z. &Gagné M., (2013). A Chinese-Canadian cross-cultural investigation of transformational leadership, autonomous motivation, and collectivistic value. Journal of Leadership & Organizational Studies,20(1), 134-142.
[123] *Williams G. C., Halvari H., Niemiec C. P., Olafsen A. H., & Westbye C . (2014). Managerial support for basic psychological needs, somatic symptom burden and work-related correlates: A self-determination theory perspective. Work & Stress,28(4), 404-419.
[124] *Zhang Y. &Chen C.C . (2013). Developmental leadership and organizational citizenship behavior: Mediating effects of self-determination, supervisor identification, and organizational identification. Leadership Quarterly, 24( 4), 534-543.
[125] *Zhang J., Zhang Y., Song Y., & Gong Z . (2016). The different relations of extrinsic, introjected, identified regulation and intrinsic motivation on employees’ performance: Empirical studies following self-determination theory. Management Decision,54(10), 2393-2412.
[1] 柴唤友, 牛更枫, 褚晓伟, 魏 祺, 宋玉红, 孙晓军.  错失恐惧:我又错过了什么?[J]. 心理科学进展, 2018, 26(3): 527-537.
[2] 刘陈陵;王芸. 来访者动机:心理咨询与治疗理论与实践的整合[J]. 心理科学进展, 2016, 24(2): 261-269.
[3] 姚唐;郑秋莹;李惠璠;邱琪;曹花蕊;吴瑞林. Web 2.0环境中顾客参与的实现型快乐感形成机制[J]. 心理科学进展, 2013, 21(8): 1347-1356.
[4] 柴晓运;龚少英';段婷;钟柳;焦永清. 师生之间的动机感染:基于社会认知的视角[J]. 心理科学进展, 2011, 19(8): 1166-1173.
[5] 赖丹凤;伍新春. 基于自我决定理论的教师激励风格研究述评[J]. 心理科学进展, 2011, 19(4): 580-588.
[6] 张剑; 张建兵; 李跃; Edward L. Deci. 促进工作动机的有效路径: 自我决定理论的观点[J]. 心理科学进展, 2010, 18(05): 752-759.
[7] 钟建安,段锦云. “大五”人格模型及其在工业与组织心理学中的应用[J]. 心理科学进展, 2004, 12(04): 578-583.
Viewed
Full text


Abstract

Cited

  Shared   
  Discussed   
版权所有 © 《心理科学进展》编辑部
本系统由北京玛格泰克科技发展有限公司设计开发  技术支持:support@magtech.com.cn