Self-Determination Theory in Work Organizations: The State of a Science

By Edward L. Deci, Anja H. Olafsen, Richard M. Ryan. 2017

2,654 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/c1ee794111e99de40f7143b4270a198278a8525d

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

1. Richard M. Ryan
2. Maarten Vansteenkiste
3. J. Reeve
4. Nikos Ntoumanis
5. Edward L. Deci
6. Marylène Gagné
7. A. van den Broeck
8. Bart Soenens

In Organizational Behavior and Human Resource Management

1. Richard M. Ryan
2. Marylène Gagné
3. Edward L. Deci
4. Maarten Vansteenkiste
5. A. van den Broeck
6. Nikos Ntoumanis
7. Anja H. Olafsen
8. J. Reeve

In Social Psychology

1. Richard M. Ryan
2. Maarten Vansteenkiste
3. J. Reeve
4. Edward L. Deci
5. Nikos Ntoumanis
6. Bart Soenens
7. Marylène Gagné
8. A. van den Broeck

Citations in the corpus

• Conceptualizing and testing a new tripartite measure of coach interpersonal behaviors (2019, methodology): “With respect to psychological needs, Self-determination Theory (SDT; Deci & Ryan, 1985; Ryan & Deci, 2017) based researchers have, to date, examined behaviors of individuals in key positions (e.g., coaches) that are supportive or thwarting of others’ (e.g., athletes’)…”
• Protean Careers at Work: Self-Direction and Values Orientation in Psychological Success (2018, background): “Not only have self-direction and intrinsic values been continued foci in research on protean careers, they have also been examined in psychological research on motivation, more specifically in self-determination theory (SDT; Deci et al. 2017).”
• Interventions to support autonomy, competence, and relatedness needs in organizations: A systematic review with recommendations for research and practice (2021, background): “In contrast, controlled motivation involves behaviours performed due to a perceived pressure to do so (Deci et al., 2017).”
• On the dark side of work: a longitudinal analysis using self-determination theory (2017, background): “According to SDT, need satisfaction is theorized to promote psychological growth and healthy functioning whereas need frustration is theorized to contribute to energy depletion, dysfunction, and illness.”
• A Meta-Analysis of Transactional Leadership and Follower Performance: Double-Edged Effects of LMX and Empowerment (2021, background): “…identifies with the task’s value, also known as intrinsic motivation; Gagné & Deci, 2005) or controlled (i.e., externally directed or regulated, outside of one’s control, in which the follower feels a sense of pressure or obligation to engage in the task; Deci et al., 2017; Gagné & Deci, 2005).”
• What Do We Want From Explainable Artificial Intelligence (XAI)? - A Stakeholder Perspective on XAI and a Conceptual Model Guiding Interdisciplinary XAI Research (2021, neutral): “, for competence, relatedness, or autonomy; [136]).”
• A meta-analysis on promotion- and prevention-focused job crafting (2018, background): “(Deci et al., 2017), which reduces engagement and increases burnout (Feldt et al.”
• Fostering task and adaptive performance through employee well-being: The role of servant leadership (2020, background): “As postulated in the self-determination theory, the satisfaction of these basic needs is the psychological energetic resource for individuals to experience optimal well-being and flourishing (Deci et al., 2017), whereas frustration of these needs depletes energies (Deci & Ryan, 2000).”
• The relative importance of various job resources for work engagement: A concurrent and follow-up dominance analysis (2021, neutral): “Therefore, job autonomy may not fulfill the basic need of autonomy, doing things out of volition (Deci et al., 2017).”
• Basic psychological needs and work motivation: A longitudinal test of directionality (2018, background): “This is important as autonomous motivation in past research have been linked both to optimal performance and well-being among employees (Deci et al. 2017).”
• Basic Psychological Need Satisfaction, Autonomous Motivation, and Meaningful Work: A Self-Determination Theory Perspective (2021, methodology): “Findings from Cognitive Evaluation Theory (CET), a sub-theory within SDT, demonstrate that reward contingencies can negatively affect perceived competence and autonomous forms of motivation (Deci et al., 2017; González et al., 2016).”