Work Climate Questionnaire

Baard, Paul P.; Deci, Edward L.; Ryan, Richard M.

doi:10.1037/t53935-000

Cited by 2 publications

(4 citation statements)

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“…70 Motivational dispositions are seen as a function of former individual experiences with a supportive or non-supportive context. 71 For example, long-term unemployed persons often score high in impersonal orientation, due to a history of rejections.…”

Section: Dispositions and Motivation: The Concept Of Causality Orientmentioning

confidence: 99%

“…Our measurement followed the basic need satisfaction scale. 102 Each variable of the organizational context, notably support for autonomy, competence, and relatedness, consisted of two possible parameters. The value "0" indicates that the organizational context does not support the need for autonomy, competence, or relatedness respectively, the value "1" indicates that the organizational context does support the need for autonomy, competence, or relatedness.…”

Section: Measurementmentioning

confidence: 99%

“…73 Employees with high autonomy orientation experience higher need satisfaction and, as a result, score better in performance evaluations. 74 Thus, there is some evidence that:…”

mentioning

confidence: 99%

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Good Organizational Design for Bad Motivational Dispositions?

2007

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The situationist approach suggests designing a good organizational context. The individual difference approach concentrates on the selection of employees with good motivational dispositions. We follow an interactionist approach which has been rarely applied in the field of helping and sharing behaviors. It combines organizational design with personnel selection. We draw on selfdetermination theory to specify the determinants of interaction between organizational design and motivational dispositions. Our propositions are tested with a vignette study. The results show that the organizational context is the strongest predictor of helping and sharing behaviors. Nevertheless, motivational dispositions play an important role by acting as perceptual filters. In a good organizational setting even individuals with a «bad motivational disposition» can be motivated to cooperate in a good-spirited way. Helping and sharing behaviors -the essence of team work and organizational success -are to a great part intrinsically motivated. How can organizations influence intrinsic motivation in a predictable way? Different research approaches give different answers: The situationist approach suggests designing a good organizational context. The individual difference approach concentrates on the selection of employees with good motivational dispositions. We follow an interactionist approach which has been rarely applied in the field of helping and sharing behaviors. It combines organizational design with personnel selection. We draw on selfdetermination theory to specify the determinants of interaction between organizational design and motivational dispositions. Our propositions are tested with a vignette study. The results show that the organizational context is the strongest predictor of helping and sharing behaviors. Nevertheless, motivational dispositions play an important role by acting as perceptual filters. In a good organizational setting even individuals with a «bad motivational disposition» can be motivated to cooperate in a good-spirited way.Electronic copy available at: http://ssrn.

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Section: Dispositions and Motivation: The Concept Of Causality Orientmentioning

confidence: 99%

Section: Measurementmentioning

confidence: 99%

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Good Organizational Design for Bad Motivational Dispositions?

2007

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“…During the qualitative pilot study, the Work Climate Questionnaire (Baard et al, 2004b) (see Appendix A) served as a guide for the two focus groups (current elementary general music educators and retired music educators) in this study. During the focus groups, it was determined through analysis of themes, interpretation, and linking, the Work Climate Questionnaire allowed music educators the opportunity to reflect on perceptions of autonomy-support from their principals.…”

Section: Categorymentioning

confidence: 99%

Perceptions of administrative autonomy-support and teacher autonomy-support in music education

Waardhuizen¹

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Work Climate Questionnaire

Cited by 2 publications

References 0 publications

Good Organizational Design for Bad Motivational Dispositions?

Good Organizational Design for Bad Motivational Dispositions?

Perceptions of administrative autonomy-support and teacher autonomy-support in music education

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