Perceived investment in employee development, intrinsic motivation and work performance

By B. Kuvaas, Anders Dysvik. 2009

355 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/b0f42998cd754f87ca23fa6d8fb026f54c362735

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In Demography

In Organizational Behavior and Human Resource Management

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Citations in the corpus

Antecedents and Employee Outcomes of Line Managers' Perceptions of Enabling HR Practices (2014, methodology): “Finally, we assessed intrinsic motivation with the six-item intrinsic work motivation scale from Kuvaas and Dysvik (2009).”
Empowering leadership, employee goal orientations and work performance (2014, methodology): “Organizational citizenship behavior was measured by the seven-item discretionary behavior scale validated by Van Dyne and LePine (1998), previously used in a Norwegian setting (Kuvaas and Dysvik, 2009) and has shown high consistency among the items (e.”
An investigation of the unique, synergistic and balanced relationships between basic psychological needs and intrinsic motivation (2013, methodology): “This scale was originally created in Norwegian and has demonstrated sound psychometric properties (Dysvik & Kuvaas, 2010; Kuvaas, 2006a, 2006b, 2007, 2009; Kuvaas & Dysvik, 2009, 2010).”
Employee development and turnover intention: theory validation (2013, background): “And that investing in development of employees can create a mindset in employees that is positive toward the organization (Benson et al., 2004; Kuvaas and Dysvik, 2009; Lee and Bruvold, 2003; Maurer and Lippstreu, 2008).”
Exploring the relative and combined influence of mastery‐approach goals and work intrinsic motivation on employee turnover intention (2010, methodology): “Intrinsic motivation was measured by six items, based on previous work carried out in a Norwegian setting (Kuvaas and Dysvik, 2009).”
Perceived Organizational Support, Motivation, and Engagement Among Police Officers (2013, background): “Indeed, self-determined work motivation has consistently been associated with positive outcomes such as performance (e.g., Gillet, Berjot, & Paty, 2010), organizational citizenship behavior (e.g., Kuvaas & Dysvik, 2009), and satisfaction (e.g., Gagné et al., 2010; Lam & Gurland, 2008).”
Developmental HRM, employee well-being and performance: the moderating role of developing leadership (2019, background): “A final implication of our findings is related to the developmental HR literature which has mainly focused on establishing an independent relationship between (perceived) developmental practices and happiness wellbeing or performance (Kuvaas, 2008; Kuvaas and Dysvik, 2009).”
Intrinsic motivation as a moderator on the relationship between perceived job autonomy and work performance (2011, positive): “This scale has previously been validated by Kuvaas and Dysvik (2009).”
The relationship between employee engagement and organizational citizenship behaviour in Thailand (2012, background): “Recent studies have confirmed that employee assessments of their organization's long-term and continuous commitment to helping them learn to identify new skills and competencies are related to work place attitudes and different facets of work performance (Kuvaas and Dysvik 2009 , 2010 ).”