Employee Engagement From a Self-Determination Theory Perspective

By John P. Meyer, Marylène Gagné. Industrial and Organizational Psychology, 2008

336 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/484036c238df3645c038546df722d80a0fd4f642

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Citations in the corpus

Autonomy in the Workplace: An Essential Ingredient to Employee Engagement and Well-Being in Every Culture (2011, background): “It has also been equated with autonomous motivation (Meyer & Gagné, 2008).”
Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test. (2010, result): “This is also consistent with reasoning and findings from self-determination theory that show that threats to the satisfaction of needs for competence, relatedness, and autonomy serve to weaken internal motivation (Deci et al., 2001; Meyer & Gagné, 2008).”
The Jingle Jangle of Employee Engagement (2013, background): “The following sections present a review of literature that conceptually examines the question posed by Newman et al. (2011): Is employee engagement different from an overall job attitude? Our attempt is to identify and bring forth literature that has the potential to inform and guide.”
Effectiveness of Performance Management System for Employee Performance Through Engagement (2020, background): “Although SDT is mainly linked with motivation, as indicated by some researchers (Macey & Schneider, 2008b; Meyer and Gagne, 2008), it has the potential to amicably explain work engagement, as well as the psychological state and behavioral reactions that can result in absence of engagement.”
Teachers’ Engagement at Work: An International Validation Study (2012, background): “Teachers who possess low levels of engagement while teaching are more likely to feel externally regulated, and are motivated by a desire to gain rewards and avoid punishment (Meyer & Gagné, 2008).”
Value congruence and teachers’ work engagement: The mediating role of autonomous and controlled motivation (2015, background): “SDT has deepened our understanding of the process through which environmental factors are internalized into intrinsic motivation and also has improved the predictive power of individual behaviors in the work domain (Deci & Ryan, 2004; Meyer & Gagné, 2008).”
The Multidimensional Work Motivation Scale: Validation evidence in seven languages and nine countries (2015, background): “Self-determination theory offers a framework that is cross-culturally valid, and which shows that employees who feel autonomous, competent, and related to others are more likely to be truly engaged no matter what their background is (Meyer & Gagné, 2008).”
Development and application of a new measure of employee engagement: the ISA Engagement Scale (2012, background): “Meyer and Gagné (2008) proposed that a unifying theory of engagement should be founded in motivation theory and, more specifically, self-determination theory (SDT) (Deci & Ryan, 1985).”
Work engagement as a mediator between employee attitudes and outcomes (2013, background): “Email: b.rayton@bath.ac.uk Vol. 24, No. 14, 2799–2823, http://dx.doi.org/10.1080/09585192.2013.763844 Saks 2006; Bakker and Schaufeli 2008; Macey and Schneider 2008; Meyer and Gagné 2008; Kühnel, Sonnentag and Westman 2009).”
Do you get what you pay for? Sales incentives and implications for motivation and changes in turnover intention and work effort (2016, background): “organizational goals and how their role helps fulfill these objectives, and by creating a sense of belonging (e.g., Baard et al. 2004; Meyer and Gagné 2008).”
Beyond Engagement:Toward a Framework and Operational Definition for Employee Work Passion (2009, background): “Providing commentaries to Macy and Schneider’s (2008) work, respondents (Dalal et al., 2008; Meyer & gagne, 2008; Newman & Harrison, 2008; Pugh & Dietz, 2008; Saks, 2008) focused their conclusions on the behavioral aspects of engagement and conceptualized state engagement as an antecedent to…”
Longitudinal associations between employees’ beliefs about the quality of the change management process, affective commitment to change and psychological empowerment (2016, background): “Our reason for focusing on SDT is that it has previously been linked to both commitment (Gagné et al., 2008; Meyer, 2014; Meyer and Gagné, 2008; Meyer et al., 2004) and PE (Gagné et al., 1997; Spreitzer, 2008), and shown to be relevant to many work contexts (Gagné and Deci, 2005), including…”