Intrinsic motivation at work : building energy & commitment

By K. Thomas. 2002

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Organizational career growth, affective occupational commitment and turnover intentions (2012, methodology): “Rather than considering career growth in terms of the general utility of one's present job for future career outcomes (Bedeian, Kemery, & Pizzolatto, 1991), we use Weng's (2010) multidimensional conceptualization of career growth. His model suggests that career growth consists of four factors: meeti”
The Significance of Workplace Learning for Individuals, Groups and Organisations (2007, background): “However, Thomas’ (2000) framework provides a useful basis for exploring intrinsic motivation, which is less well understood.”
Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation (2006, background): “…positively to performance feedback that is interpreted as autonomy supporting and competence enhancing (e.g. Deci and Ryan, 1985), but intrinsically motivated employees are more self-driven and more autonomy oriented than those less intrinsically motivated (e.g. Ryan and Deci, 2000; Thomas, 2002).”