A Motivational Model of Work Turnover

By S. Richer, Cealine Blanchard, Robert J. Vallerand. 2002

409 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/95943801d009b6a941b759355a371efbcf863613

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Students’ Needs, Teachers’ Support, and Motivation for Doing Homework: A Cross-Sectional Study (2009, background): “These theorists suggest that individual differences in level of needs may moderate the relation between perceived environmental support of the needs and people's motivation ( Richer, Blanchard, & Vallerand, 2002 ).”
Turnover Intention and Turnover Behavior (2012, background): “Richer, Blanchard, and Vallerand (2002) show that intrinsic motivation lowers turnover intention and turnover behavior by decreasing emotional exhaustion and increasing work satisfaction.”
Reward System Design and Group Creativity: An Experimental Investigation (2012, background): “…for an organization’s scarce resources, is competitive budgeting systems that fund and provide higher pay to the most creative project teams (e.g., see Simons 2000). as a member of the group and adopt group goals as personal goals (Deci et al. 1989; Richer et al. 2002; Tajfel and Turner 1986).”
Self-Determination Theory in Work Organizations: The State of a Science (2017, background): “…of the three basic psychological needs, typically used as a composite (Baard et al. 2004), but sometimes analyzed with each need separately (e.g., Richer et al. 2002), and second, autonomous and/or controlled motivation (e.g., Fernet et al. 2012a, Williams et al. 2014), sometimes supplemented by…”
Managerial support for basic psychological needs, somatic symptom burden and work-related correlates: A self-determination theory perspective (2014, background): “As well, autonomous self-regulation at work has been associated with higher levels of personal accomplishment and work satisfaction (Fernet, Guay, & Senécal, 2004; Richer, Blanchard, & Vallerand, 2002), and lower levels of depersonalization, daily hassles, emotional exhaustion and family alienation ”
The role of supervisor autonomy support, organizational support, and autonomous and controlled motivation in predicting employees' satisfaction and turnover intentions (2013, background): “As mentioned earlier, perceived organizational support was positively associated with autonomous motivation (Gagné et al., 2010) and autonomous motivation was significantly related to various work outcomes (e.g., Kuvaas & Dysvik, 2010; Richer et al., 2002).”
When does quality of relationships with coworkers predict burnout over time? The moderating role of work motivation (2010, background): “2004), and lower turnover intentions (Richer et al., 2002).”
On the psychological and motivational processes linking job characteristics to employee functioning: Insights from self-determination theory (2015, result): “Thus, future studies investigating work motivation would benefit from investigating such concept through its two distinct forms instead of using a relative index, as in previous studies (e.g. Milyavskaya & Koestner, 2011; Richer et al., 2002).”
Examining the Relationship between Work Life Conflict, Stress and Turnover Intentions among Marketing Executives in Pakistan (2009, background): “Morrell, Clarke & Wilkinson (2004) & Glass & Riley (1998) consider turnover an important issue for organizations and Yu (2008) favors friendly work life policies to reduce turnover, Valcour & Batt (2003) also supports friendly policies for reduced turnover while Riley (2006) did not find a significa”
Implicit need for achievement moderates the relationship between competence need satisfaction and subsequent motivation (2010, result): “This assumption was supported by a study by Richer, Blanchard, and Vallerand (2002) in the affiliation domain showing that the relationship between social factors and motivation was mediated by the perception of relatedness and that this mediational relationship was moderated by the strength of the…”
Exploring the relative and combined influence of mastery‐approach goals and work intrinsic motivation on employee turnover intention (2010, background): “…to experience the pleasure and satisfaction inherent in the activity (Deci et al., 1989), prior research has found a negative relationship between intrinsic motivation and turnover intention across different cultural settings (e.g. Kuvaas, 2006; Richer et al., 2002; Vansteenkiste et al., 2007).”
How job characteristics relate to need satisfaction and autonomous motivation: implications for work effort (2013, background): “Findings have indicated that autonomously motivated employees feel more committed to their organizations (Gagné & Deci, 2005), report fewer turnover intentions (Richer et al., 2002), and display greater levels of job satisfaction (Lam & Gurland, 2008).”