Self‐determination theory and work motivation

By Marylène Gagné, Edward L. Deci. 2005

7,740 citations recorded by the source corpus.

Subfields: Applied Psychology, Experimental and Cognitive Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/07de1207d8eaf56878371d53f8e57fc301434641

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In Applied Psychology

In Experimental and Cognitive Psychology

In Social Psychology

Citations in the corpus

Motivational mechanisms of employee creativity: A meta-analytic examination and theoretical extension of the creativity literature (2016, background): “c Tightness scores were coded from Gelfand et al. (2011). d Self = creativity was self-rated, Non-self = creativity was not self-rated.”
A test of hypotheses derived from self‐determination theory among public sector employees (2008, background): “Furthermore, the recent review of SDT and work motivation by Gagne and Deci (2005)”
Work autonomy, work pressure, and job satisfaction: An analysis of European Union countries (2014, background): “, 2011; Ryan and Deci, 2000) as well as on their performance and creativity (Gagné and Deci, 2005).”
An investigation of the unique, synergistic and balanced relationships between basic psychological needs and intrinsic motivation (2013, background): “With respect to work settings, a number of studies support the proposition that autonomy supportive (rather than controlling) work environments promote need satisfaction and intrinsic motivation (see Gagné & Deci, 2005 for a review).”
Work values and the transition to work life: A longitudinal study (2015, background): “Whenwork is done because of the its importance and the fact it is in accordance with one's values and skills, identified forms of motivation are shown (see also, Gagné et al., 2014; Gagné & Deci, 2005).”
Impact of experience on emotional well-being and loyalty (2018, background): “Amotivation connotes an absence of motivation or lack of intention to engage in a behavior or experience (Deci & Ryan, 2008; Gagne & Deci, 2005; Ryan & Deci, 2000).”
Relational Job Design and the Motivation to Make a Prosocial Difference (2007, background): “On the one hand, the two states may be complementary, given that competence, self-determination, and social worth are important enablers of intrinsic motivation (Amabile, 1993; Gagné & Deci, 2005; Ryan & Deci, 2000).”
The Meaning of Work for Post-retirement Employment Decisions (2015, background): “Because meaningful and satisfying tasks foster intrinsic motivation, people are highly motivated to engage in creative and productive behavior in their surroundings (Gagné & Deci, 2005; Mor-Barak, 1995).”
Empowering leadership: Construct clarification, conceptualization, and validation of a new scale (2014, methodology): “In accordance with SDT, encouraging self-initiation is an autonomy-supportive behavior through which managers can create autonomous motivation in their subordinates (Gagné & Deci, 2005).”