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    On the temporal stability of self-determined work motivation profiles: a latent transition analysis

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    Fulltext not available
    Authors
    Fernet, C.
    Litalien, D.
    Morin, A.J.S.
    Austin, S.
    Gagné, Marylène
    Lavoie-Tremblay, M.
    Forest, J.
    Date
    2020
    Type
    Journal Article
    
    Metadata
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    Citation
    Fernet, C. and Litalien, D. and Morin, A.J.S. and Austin, S. and Gagné, M. and Lavoie-Tremblay, M. and Forest, J. 2020. On the temporal stability of self-determined work motivation profiles: a latent transition analysis. European Journal of Work and Organizational Psychology. 29 (1): pp. 49-63.
    Source Title
    European Journal of Work and Organizational Psychology
    DOI
    10.1080/1359432X.2019.1688301
    ISSN
    1359-432X
    URI
    http://hdl.handle.net/20.500.11937/82438
    Collection
    • Curtin Research Publications
    Abstract

    © 2019 Informa UK Limited, trading as Taylor & Francis. This study extends the research and theory on work motivation by examining temporal stability and change in employees’ self-determined work motivation profiles and their differential relations to various predictors and outcomes. We gathered data at two time points over a 24-month period from a sample of 438 newly registered public health care nurses. Results of latent profile and latent transition analyses revealed four distinct profiles (strongly, moderately, self-determined, and poorly motivated), estimated from the position of global and specific behavioural regulations on the motivation continuum proposed by self-determination theory. These profiles were entirely stable at the within-sample level, although within-person changes in profile membership occurred for 30–40% of employees. Of particular interest, perceptions of job resources were consistently associated with greater likelihood of membership in the strongly and moderately motivated profiles. These profiles were also consistently associated with lower emotional exhaustion and intentions to leave the occupation and the organization and with higher in-role performance compared to the self-determined and poorly motivated profiles.

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