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

    86558.pdf (1.476Mb)
    Access Status
    Open access
    Authors
    Van den Broeck, A.
    Howard, J.L.
    Van Vaerenbergh, Y.
    Leroy, H.
    Gagné, Marylène
    Date
    2021
    Type
    Journal Article
    
    Metadata
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    Citation
    Van den Broeck, A. and Howard, J.L. and Van Vaerenbergh, Y. and Leroy, H. and Gagné, M. 2021. Beyond intrinsic and extrinsic motivation: A meta-analysis on self-determination theory’s multidimensional conceptualization of work motivation. Organizational Psychology Review. 11 (3): pp. 240-273.
    Source Title
    Organizational Psychology Review
    DOI
    10.1177/20413866211006173
    ISSN
    2041-3866
    Remarks

    This is an accepted manuscript of an article published by Sage in Organizational Psychology Review on 7/4/2021 available online at https://doi.org/10.1177/20413866211006173.

    Van den Broeck A, Howard JL, Van Vaerenbergh Y, Leroy H, Gagné M. Beyond intrinsic and extrinsic motivation: A meta-analysis on self-determination theory’s multidimensional conceptualization of work motivation. Organizational Psychology Review. 2021;11(3):240-273. Copyright © 2021 The Authors. DOI: https://doi.org/10.1177/20413866211006173.

    URI
    http://hdl.handle.net/20.500.11937/86696
    Collection
    • Curtin Research Publications
    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.

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