Access the full text.
Sign up today, get DeepDyve free for 14 days.
Loading next page...
/lp/annual-reviews/self-determination-theory-in-work-organizations-the-state-of-a-science-Z4FwEJGsmn
- Publisher
- Annual Reviews
- Copyright
- Copyright © 2017 by Annual Reviews. All rights reserved
- ISSN
- 2327-0608
- eISSN
- 2327-0608
- DOI
- 10.1146/annurev-orgpsych-032516-113108
- Publisher site
- See Article on Publisher Site
Abstract
Self-determination theory (SDT) is a macro theory of human motivation that evolved from research on intrinsic and extrinsic motivations and expanded to include research on work organizations and other domains of life. We discuss SDT research relevant to the workplace, focusing on ( a ) the distinction between autonomous motivation (i.e., intrinsic motivation and fully internalized extrinsic motivation) and controlled motivation (i.e., externally and internally controlled extrinsic motivation), as well as ( b ) the postulate that all employees have three basic psychological needs—for competence, autonomy, and relatedness—the satisfaction of which promotes autonomous motivation, high-quality performance, and wellness. Research in work organizations has tended to take the perspectives of either the employees (i.e., their well-being) or the owners (i.e., their profits). SDT provides the concepts that guide the creation of policies, practices, and environments that promote both wellness and high-quality performance. We examine the relations of SDT to transformational leadership, job characteristics, justice, and compensation approaches.
Journal
Annual Review of Organizational Psychology and Organizational Behavior – Annual Reviews
Published: Mar 21, 2017