Beyond intrinsic and extrinsic motivation: A meta-analysis on self-determination theory’s multidimensional conceptualization of work motivation

Abstract

This meta-analysis aims to shed light on the added value of the complex multidimensional view on motivation of Self-determination theory (SDT). We assess the unique and incremental validity of each of SDT’s types of motivation in predicting organizational behavior, and examine SDT’s core proposition that increasing self-determined types of motivation should have increasingly positive outcomes. Meta-analytic findings (124 samples) support SDT, but also adds precision to its predictions: Intrinsic motivation is the most important type of motivation for employee well-being, attitudes and behavior, yet identified regulation is more powerful in predicting performance and organizational citizenship behavior. Furthermore, introjection has both positive and negative consequences, while external regulation has limited associations with employee behavior and has well-being costs. Amotivation only has negative consequences. We address conceptual and methodological implications arising from this research and exemplify how these results may inform and clarify lingering issues in the literature on employee motivation.

Unpacking the effect of autonomous motivation on workplace performance: Engagement and distributive justice matter!

“…In connection with this theoretical representation (Van den Broeck et al, 2021) and expert theory practices (e. g. Fall & Roussel, 2016; Kuvaas et al, 2016; Roussillon Soyer et al, 2018; Thibault Landry et al, 2018) we combined these subdimensions to form the aggregate autonomous motivation scale (α = 0.94).…”

“Here’s Some Money, Your Work’s So Worthy?” A Brief Report on the Validation of the Functional Meaning of Cash Rewards Scale

“…Nevertheless, even though research on SDT should continue to investigate the contextual nature of rewards, the research did not find yet adequate validated tools to do so ( Forest et al, 2022 ). In the same vein, our current study contributes in the discussion of how different kind of rewards’ provision is linked both with different kinds beyond extrinsic and intrinsic) of motivation ( Van den Broeck et al, 2021 ) as well as different motivational profiles in the work place ( Howard et al, 2021 ).…”

How algorithmic management influences worker motivation: A self-determination theory perspective.

“…Therefore, workplaces have much to gain from ensuring these needs are satisfied in their employees. So far, we know that work design and good leadership do positively influence need satisfaction and autonomous motivation in work settings (Van den Broeck et al, 2016, 2021); however, we have limited insight into how the introduction of AM might change work design and leadership (De Cremer, 2020; Parent-Rocheleau & Parker, in press; Schafheitle et al, 2020). We consider these issues to propose how AM is likely to influence work motivation.…”

“…An analysis of the motivational consequences of using AM has not yet been conducted and is important to understand the outcomes of implementing AM in an organization. It can also help inform how to design and implement algorithms to optimize work motivation, which has implications for individual performance and well-being (Van den Broeck et al, 2021). In particular, self-determination theory (SDT; Deci & Ryan, 2000) has been used in limited ways to examine the motivation for gig work, which is typically mediated by AM (Jabagi et al, 2019; Rockmann & Ballinger, 2017), yet AM is increasingly used in many other work contexts.…”