Download or read book Using Self Determination Theory to Predict Employee Job Satisfaction in a State Psychiatric Hospital written by Paul Anthony Callens and published by . This book was released on 2008 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: The role of motivation and its relationship with desired outcomes has been studied in a variety of contexts as evidenced in the literature. Motivation, its origin, type, and its effect, has been theorized to range from non-existent to the main driving force behind all behavior. Self-determination theory, a more recent motivational theory, posits that motivation is a driving force of behavior; however, the amount of control one has to perform freely a given task determines whether this motivation is internally (autonomously) generated or externally (controlled) generated. The idea of motivation affecting outcomes is clearly evidenced in research geared toward finding the role of motivation on satisfaction of a given job, task, or assignment. This research reviewed studies that focused on motivation and its role in job satisfaction. A theoretical thread was postulated that intrinsic motivation is as good as, if not better in most instances, than extrinsic motivation in determining job satisfaction. Also, job satisfaction leads to greater lengths of tenure in a given job. Both of these statements were affirmed from a review of the literature. However, one question remains: what type of intrinsic motivation factors best correlate to job satisfaction (and its potential effect of improving tenure)? Therefore, the overall objective of this study was to determine whether various forms of intrinsic motivation correlate with an employee's satisfaction with his or her job or career. The study was conducted using a survey method that incorporated the participation of 172 participants from two very similar psychiatric hospitals in the southeastern United States. Multiple linear regression was used to determine if any relationship existed between three intrinsic motivation factors (autonomy, competence, and relatedness) and job satisfaction. The results of this study suggest that positive relationships do exist between that of autonomy and relatedness intrinsic motivation factors and job satisfaction scores. The combined predictor factors (autonomy, competence, and relatedness) yielded an R2 = .145, indicating that almost 15% of the total job satisfaction scores can be explained by these three variables. Additional, exploratory regression analyses were conducted using experimental statements and selected demographic information. Conclusions and recommendations for future research are also given.

Download or read book Using Self Determination Theory to Predict Employee Job Satisfaction in a State Psychiatric Hospital written by and published by . This book was released on 2002 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: The role of motivation and its relationship with desired outcomes has been studied in a variety of contexts as evidenced in the literature. Motivation, its origin, type, and its effect, has been theorized to range from non-existent to the main driving force behind all behavior. Self-determination theory, a more recent motivational theory, posits that motivation is a driving force of behavior; however, the amount of control one has to perform freely a given task determines whether this motivation is internally (autonomously) generated or externally (controlled) generated. The idea of motivation affecting outcomes is clearly evidenced in research geared toward finding the role of motivation on satisfaction of a given job, task, or assignment. This research reviewed studies that focused on motivation and its role on job satisfaction. A theoretical thread was postulated that intrinsic motivation is as good as, if not better in most instances, than extrinsic motivation in determining job satisfaction. Also, job satisfaction leads to greater lengths of tenure in a given job. Both of these statements were affirmed from a review of the literature. However, one question remains: what type of intrinsic motivation factors best correlate to job satisfaction (and its potential effect of improving tenure)? Therefore, the overall objective of this study is to determine whether various forms of intrinsic motivation correlate with an employees satisfaction with their job or career. The study was conducted using a survey method that incorporated the participation of 172 participants from two very similar psychiatric hospitals in the southeastern United States. Multiple linear regression was used to determine if any relationship existed between three intrinsic motivation factors (autonomy, competence, and relatedness) and job satisfaction. The results of this study suggest that positive relationships do exist between that of autonomy and relatedness intrinsic motivation factors and jo.

Download or read book Self Determination Theory written by Richard Ryan and published by Guilford Publications. This book was released on 2018-11-06 with total page 770 pages. Available in PDF, EPUB and Kindle. Book excerpt: "Among the most influential models in contemporary behavioral science, self-determination theory (SDT) offers a broad framework for understanding the factors that promote human motivation and psychological flourishing. In this authoritative work, SDT cofounders Richard M. Ryan and Edward L. Deci systematically review the theory's conceptual underpinnings, empirical evidence base, and practical applications across the lifespan. Ryan and Deci demonstrate that supporting people's basic needs for competence, relatedness, and autonomy is critically important for virtually all aspects of individual and societal functioning."--Jacket.

Download or read book Examining Employee Needs at Work and Home written by and published by . This book was released on 2020 with total page 171 pages. Available in PDF, EPUB and Kindle. Book excerpt: This research study utilizes self-determination theory (SDT) to examine employees' daily need satisfaction for autonomy, competence, and relatedness in work and nonwork domains and their association with work outcomes. Specifically, daily work-related need satisfaction and need frustration are theorized to represent resource-rich and resource-depleted states within employees that are associated with cognitive engagement or disengagement with work during nonwork time (i.e., psychological detachment, positive work reflection, negative work reflection), and subsequent next day work engagement and exhaustion. Furthermore, previous research indicates that need satisfaction and frustration exist in multiple life domains. Daily experiences of need satisfaction and frustration are therefore examined in both work and nonwork domains. Participants recruited from a technology company located in the Pacific Northwest took part in a 2-week daily diary design consisting of 7 study days. Multilevel correlation analyses from a sample of forty individuals (Nobs = 225) demonstrated that only some unique components of need satisfaction and frustration at work were significantly related to positive and negative work reflection at the within-person level, providing only minimal support for the hypothesized relations. Specifically, work-related need satisfaction, and particularly work-related need satisfaction of competence, were positively related to positive work reflection. Work-related need frustration of competence and relatedness were positively linked to negative work reflection in the evening. Daily need satisfaction and frustration, as well as cognitive engagement and disengagement with work during nonwork time, were both unrelated to next day work engagement and exhaustion. Low response rates and insufficient statistical power prevented analysis of more complex structural models. Given the methodological and statistical limitations of this research, a set of future research propositions are described. Additional results, as well as practical and theoretical implications, limitations, and future directions are discussed. This research contributes to a growing area of organizational research rooted in SDT, specifically by considering needs across life domains, providing initial findings, and proposing alternative models to explain interactions of needs across life domains.

Download or read book Job Retention Model for Adult Workers with Mental Challenges written by Sandra Fornes and published by Lulu.com. This book was released on 2017-01-13 with total page 156 pages. Available in PDF, EPUB and Kindle. Book excerpt: The findings of this study highlight the importance of self-determination skills in predicting job retention, satisfaction, and job performance for employees with MR. The study concluded that workers with MR who had more self-determination skills were employed longer, more job satisfaction, and better performers on the job. Also, individuals whose jobs were matched to their interests and abilities (person-job congruency) were better at self-determination skills.

Download or read book Assessing the Relationships Between the Intrinsic Factors of Self Determination Theory for Motivation and Job Satisfaction Factors written by Robert M. Hernick and published by . This book was released on 2017 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Self determination Theory and the Health Gradient in the Workplace written by Maynor G. Gonzalez and published by . This book was released on 2012 with total page 67 pages. Available in PDF, EPUB and Kindle. Book excerpt: "Health outcomes are associated with occupational status; the higher the occupational status the better the health, while the lower the occupational status the poorer the health. Persistent health differences across the occupational hierarchy are referred to as the health gradient. The health gradient can be attributed to differences in occupational wages, work risk, and lifestyle behaviors. However, the psychological mechanisms underlying these factors are not well understood. Little is known about the psychological pathways linking occupational stressors with health (Maier, Waldstein, & Synowski, 2003; Marmot & Wilkinson, 2006). Utilizing self-determination theory and employing a structural equation modeling approach, this study found that satisfaction of basic psychological needs (institutional and personal autonomy, competence, and relatedness) partially mediated the association between occupational status and general health: employees in higher status occupations experienced higher support for their basic psychological needs and reported more positive health outcomes, while employees in lower status occupations were less likely to have their basic psychological needs supported and reported ill-health. These findings came from a serious of self-reported measures of 471 employees at one of the largest corporate institutions in New York State. Employees represent different occupational groups, including administrators, managers, supervisors, secretaries, mechanics, and grounds keepers. The findings from this study demonstrate that the basic psychological needs of autonomy, competence, and relatedness are important psychological pathways associated with occupational status and general health"--Page vi.

Download or read book Job Satisfaction Differences Among Mental Health Workers Using Holland s Theory of Person environment Congruence written by John W. Martin and published by . This book was released on 1980 with total page 242 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Applying Self Determination Theory to Examine the Role of Core Self Evaluations on the Relationship between Job Satisfaction and Job Performance written by Kanisha Renee Parrish and published by . This book was released on 2016 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Psychosocial Job Dimensions and Distress Well Being Issues and Challenges in Occupational Health Psychology written by Renato Pisanti and published by Frontiers Media SA. This book was released on 2018-02-01 with total page 261 pages. Available in PDF, EPUB and Kindle. Book excerpt: Over the last three decades a large body of research has showed that psychosocial job dimensions such as time pressure, decision authority and social support, could have significant implications for psychological distress and well-being. Theoretical models, such as the job demand-control-social support model (JDCS model), the effort-reward imbalance model (ERI model), the job demands-resources model (JDR model) and the vitamin model suggest that distress and positive dimensions at work (well being and motivation) can be considered as two sides of the same coin. If the job is designed to provide the right mix of psychosocial job dimensions (e.g., optimal time pressure, decision authority and social support), work can boost job engagement and well-being as well as productive behaviors at work. When the job is not designed in an optimal way (e.g., too much time pressure and too little decision authority) work can trigger stress reactions and burnout. Although some insight has been gained on how job dimensions could predict distress and well-being, and also into the dimensions that might moderate and mediate these associations; research still faces several challenges. Firstly, most of this research has been cross-sectional in nature, thus making it difficult to conclude on the long-term effects of psychosocial job dimensions. Another challenge concerns how the contextual dimensions can be incorporated into micro-levels models on employee stress and well-being. Nowadays, work is carried out in the context of a wider environment that includes organizational variables. So far the role of the organizational variables in the theoretical frameworks for explaining the relationships between psychosocial job dimensions, employee distress and well-being, has often been underplayed. The main aim of this research topic is to bring together international research from different theoretical and methodological perspectives in order to advance knowledge and practice in the field of work stress.

Download or read book Validating the Self determination Theory as a Work Motivation Model for Clubhouse Members with Severe and Persistent Mental Illness written by and published by . This book was released on 2013 with total page 318 pages. Available in PDF, EPUB and Kindle. Book excerpt: Many vocational service providers perceive persons with severe and persistent mental illness (SPMI) to be low on work motivation, yet motivation has been considered to be the most important factor that contribute to a successful employment outcome. Moreover, there is a general lack of understanding in the field of psychiatric vocational rehabilitation about the social and psychological processes that interact to drive volitional behavior. Self-determination theory (SDT) is a useful framework from which to discern the host of social factors and the subsequent cognitive processes that influence motivation and is the central motivational framework utilized in this study from which an expanded work motivation model was developed which includes: (1) demographic covariates and disabilities related factors (e.g., age, gender, ethnicity, educational attainment, functional disability, secondary health conditions); (2) contextual factors (e.g., cultural orientation, perceived workplace stigma), and (3) the central SDT constructs (e.g., autonomy support, relatedness, vocational self efficacy, autonomous motivation). The contributions of each of the personal, contextual, and SDT factors on the outcome variables (e.g., perceived benefits of vocational program, vocational engagement, stages of change in employment readiness), were examined through a hierarchical regression analysis. The study found that overall, the expanded work motivation model based on SDT accounted for over 51% of the variance in perceived benefits of vocational program, 57% of the variance in vocational engagement, and 43% of the variance in stages of change related to employment readiness for persons with SPMI who are participating in the Clubhouse psychosocial rehabilitation program. This study contributes new knowledge about the utility of SDT to examine work motivation factors for persons with SPMI who are traditionally considered "amotivated" to work. Implications for vocational rehabilitation counseling practice to consider autonomy supportive choices for vocational engagement, enhancing relatedness and vocational self-efficacy among the Clubhouse members participating in vocational rehabilitation and the important consideration to cultural orientation (e.g., interdependent self-construal, independent self-construal) for ethnically diverse Clubhouse populations, are indicated. However the lack of members actually working for pay and the high number of members receiving both cash and non-cash public support benefits (e.g., SSI, SSDI), are inherent limitations of this study and should be considered for future research

Download or read book The Oxford Handbook of Work Engagement Motivation and Self Determination Theory written by Marylene Gagne PhD and published by Oxford University Press. This book was released on 2014-06-09 with total page 465 pages. Available in PDF, EPUB and Kindle. Book excerpt: Self-determination theory is a theory of human motivation that is being increasingly used by organizations to make strategic HR decisions and train managers. It argues for a focus on the quality of workers' motivation over quantity. Motivation that is based on meaning and interest is showed to be superior to motivation that is based on pressure and rewards. Work environments that make workers feel competent, autonomous, and related to others foster the right type of motivation, goals, and work values. The Oxford Handbook of Work Motivation, Engagement, and Self-Determination Theory aims to give current and future organizational researchers ideas for future research using self-determination theory as a framework, and to give practitioners ideas on how to adjust their programs and practices using self-determination theory principles. The book brings together self-determination theory experts and organizational psychology experts to talk about past and future applications of the theory to the field of organizational psychology. The book covers a wide range of topics, including: how to bring about commitment, engagement, and passion in the workplace; how to manage stress, health, emotions and violence at work; how to encourage safe and sustainable behavior in organizations; how factors like attachment styles, self-esteem, person-environment fit, job design, leadership, compensation, and training affect work motivation; and how work-related values and goals are forged by the work environment and affect work outcomes.

Download or read book Self Determination Theory in Practice written by Independently Published and published by . This book was released on 2017-02-26 with total page 283 pages. Available in PDF, EPUB and Kindle. Book excerpt: What gets you started making a health behavior change? And what keeps you going with those changes over the long haul? Many books and tutorials offer solutions to these questions, but these solutions often don't work or don't last long. This book is the most comprehensive manual to date detailing how to cultivate high-quality and lasting motivation for healthy living using the tools and strategies from Self-Determination Theory - one of the world's most acclaimed and groundbreaking theories of motivation. Fortune 500 companies and best-selling books such as "How Google Works" and "Drive" have adopted Self-Determination Theory as a blueprint for developing the climates that support deeper and more effective motivation and satisfaction. If you're a healthcare practitioner, researcher, leader in your organization, public health advocate, or just an individual who wants to be able to easily understand and digest four decades of scientific research on human motivation, this book provides you the fundamentals for creating programs that support long-lasting health behavior change.

Download or read book Intrinsic Motivation written by Edward L. Deci and published by Springer Science & Business Media. This book was released on 2012-12-06 with total page 325 pages. Available in PDF, EPUB and Kindle. Book excerpt: As I begin to write this Preface, I feel a rush of excitement. I have now finished the book; my gestalt is coming into completion. Throughout the months that I have been writing this, I have, indeed, been intrinsically motivated. Now that it is finished I feel quite competent and self-determining (see Chapter 2). Whether or not those who read the book will perceive me that way is also a concern of mine (an extrinsic one), but it is a wholly separate issue from the intrinsic rewards I have been experiencing. This book presents a theoretical perspective. It reviews an enormous amount of research which establishes unequivocally that intrinsic motivation exists. Also considered herein are various approaches to the conceptualizing of intrinsic motivation. The book concentrates on the approach which has developed out of the work of Robert White (1959), namely, that intrinsically motivated behaviors are ones which a person engages in so that he may feel competent and self-determining in relation to his environment. The book then considers the development of intrinsic motiva tion, how behaviors are motivated intrinsically, how they relate to and how intrinsic motivation is extrinsically motivated behaviors, affected by extrinsic rewards and controls. It also considers how changes in intrinsic motivation relate to changes in attitudes, how people attribute motivation to each other, how the attribution process is motivated, and how the process of perceiving motivation (and other internal states) in oneself relates to perceiving them in others.

Download or read book Self Determination Theory written by Richard Ryan and published by Guilford Publications. This book was released on 2017-01-20 with total page 770 pages. Available in PDF, EPUB and Kindle. Book excerpt: Self-determination theory (SDT) provides a framework for understanding the factors that promote motivation and healthy psychological and behavioral functioning. In this authoritative work, the codevelopers of the theory comprehensively examine SDT's conceptual underpinnings (including its six mini-theories), empirical evidence base, and practical applications across the lifespan. The volume synthesizes a vast body of research on how supporting--or thwarting--people's basic needs for competence, relatedness, and autonomy affects their development and well-being. Chapters cover implications for practice and policy in education, health care, psychotherapy, sport, and the workplace.

Download or read book Flow at Work written by Clive Fullagar and published by Taylor & Francis. This book was released on 2017-03-16 with total page 206 pages. Available in PDF, EPUB and Kindle. Book excerpt: Flow can be defined as the experience of being fully engaged with the task at hand, unburdened by outside concerns or worries. Flow is an enjoyable state of effortless attention, complete absorption, and focussed energy. The pivotal role of flow in fostering good performance and high productivity led psychologists to study the features and outcomes of this experience in the workplace, in order to ascertain the impact of flow on individual and organizational well-being, and to identify strategies to increase the workers’ opportunities for flow in job tasks. This ground-breaking new collection is the first book to provide a comprehensive understanding of flow in the workplace that includes a contribution from the founding father of flow research, Mihaly Csikszentmihalyi. On a conceptual level, this book clarifies the features and structure of flow experience; and provides research-based evidence of how flow can be measured in the workplace on an empirical level, as well as exploring how it impacts on motivation, productivity, and well-being. By virtue of its rigorous but also practical approach, the book represents a useful tool for both scientists and practitioners. The collection addresses a number of key issues, including: Core components of how the idea of flow differs from experience in the work context Organizational and task-related conditions fostering flow at work How flow can be measured in the workplace The organizational and personal implications of flow The relationship between task features and flow opportunities at work Featuring contributions from some of the most active researchers in the field, Flow at Work: Measurement and Implications is an important book in an emerging field of study. The concept of flow has enormous implications for organizations as well as the individual, and this volume will be of interest to all students and researchers in organizational/occupational psychology and positive psychology, as well as practitioners and consultants with an interest in employee motivation and well-being.

Download or read book Human Motivation and Interpersonal Relationships written by Netta Weinstein and published by Springer Science & Business Media. This book was released on 2014-07-08 with total page 355 pages. Available in PDF, EPUB and Kindle. Book excerpt: This volume summarizes and organizes a growing body of research supporting the role of motivation in adaptive and rewarding interpersonal interactions with others. The field of human motivation is rapidly growing but most studies have focused on the effects of motivation on individuals' personal happiness and task engagement. Only recently have theorists and empiricists begun to recognize that dispositional and state motivations impact the ways individuals approach interpersonal interactions. In addition, researchers are now recognizing that the quality of interpersonal interactions influences consequent happiness and task engagement, thus helping to explain previous findings to this end. Similarly social psychology and relationships researchers have focused on the impact of cognitions, emotions, and behaviors on people's relationships. In their work, relationships researchers demonstrate that both contextual characteristics and individual differences influence the quality of interactions. Many of these studies seek to understand which characteristics strengthen the bonds between people, encourage empathy and trust and create a sense of well-being after a close interaction. This work seeks to integrate the field of human motivation and interpersonal relationships. Both fields have seen extensive growth in the past decade and each can contribute to the other. However, no single compiled work is available that targets both fields. This is the case, in part because only now is there enough work to make a strong and compelling case for their integration. In the previous years, research has been conducted to show that motivation is relevant and important for interactions among strangers and in close relationships. In addition developmental mechanisms for these relations are identified and mechanisms by which motivation strengthens people's relationships. Finally recent work has demonstrated the many implications for interpersonal relationships, showing that motivation impacts a range of interpersonal processes from prejudice regulation and objectification of others to empathy and care. This book seeks to summarize and organize all these findings and present them in a way that is relevant to both motivation researchers and social and relationship researchers.