Self-Determination as a Moderator of Demands and Control: Implications for Employee Strain and Engagement.

By Stacey L. Parker, N. Jimmieson, Catherine E. Amiot. 2010

114 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/04de0721b1657fc87568242add07f96f52081849

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Understanding Workaholics' Motivations: A Self-Determination Perspective (2011, result): “In line with previous research (e.g. Vansteenkiste et al., 2004; Parker et al., 2010), controlled motivation included items such as “because others [partner, parents, friends, . . .] expect me to do so” and “because I have to be good in this job, otherwise I would feel disappointed in myself”.”
Perceived Organizational Support, Motivation, and Engagement Among Police Officers (2013, background): “Although researchers have started to devote empirical attention to the motivation-engagement relationship in the work context (e.g., Parker et al., 2010), few studies have included both determinants (e.g., organizational support, global motivation) and outcomes (e.g., engagement) of work motivation.”
Value congruence and teachers’ work engagement: The mediating role of autonomous and controlled motivation (2015, background): “Work engagement is directly influenced by value congruence, autonomous motivation and controlled motivation (Dylag et al., 2013; Meyer & Gagné, 2008; Parker et al., 2010; Sortheix et al., 2013).”
Examining the inverted U-shaped relationship between workload and innovative work behavior: The role of work engagement and mindfulness (2020, background): “As a result, individuals will likely use available opportunities to cope with an increased workload (Parker et al., 2010).”
Transformational leadership and optimal functioning at work: On the mediating role of employees' perceived job characteristics and motivation (2015, background): “For example, Parker, Jimmieson, and Amiot (2010) showed that work overload was positively related to controlled motivation, whereas job control was positively related to autonomous motivation.”
Does an intrinsic work value orientation strengthen the impact of job resources? A perspective from the Job Demands–Resources Model (2011, result): “The results also confirm previous research attesting to the importance of employees’ motivation for job resources to alter the impact of job demands (Fernet et al., 2004; Parker et al., 2010).”
Procedural Justice and Employee Engagement: Roles of Organizational Identification and Moral Identity Centrality (2013, background): “…of employee engagement for both employees and organizations (Christian et al. 2011; Harter et al. 2002; Rich et al. 2010), it is important to assess whether and how procedural justice motivates employee engagement which is also considered as requiring employee motivation (Parker et al. 2010).”