On the relations among work value orientations, psychological need satisfaction and job outcomes: A self-determination theory approach.

By Maarten Vansteenkiste, Bart Neyrinck, Christopher P. Niemiec, Bart Soenens, Hans De Witte, A. van den Broeck. 2007

703 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/ee7f22e913dbef8904f146c261f04a051c80ffdf

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Self-Determination Theory in Work Organizations: The State of a Science (2017, background): “In two studies with many hundreds of employee participants, Vansteenkiste et al. (2007) found that the participants who held stronger extrinsic goals relative to intrinsic goals were less satisfied with their jobs and their lives.”
An investigation of the unique, synergistic and balanced relationships between basic psychological needs and intrinsic motivation (2013, positive): “To remedy this shortcoming we decided to adopt another measure of autonomy, and used eight items from the previously validated Work Design Questionnaire (Morgeson & Humphrey, 2006).”
Will materialism lead to happiness? A longitudinal analysis of the mediating role of psychological needs satisfaction (2017, background): “When people place priority on financial success, popularity, appearance, and other extrinsicmotivations, they are likely to ignore the inherent satisfaction of basic psychological needs, leading to a decrease in well-being and an increase in psychological problems (Vansteenkiste et al., 2007).”
High-performance work system and intention to leave: a mediation model (2014, background): “Several studies have reported a negative relationship between intrinsic motivation and turnover intention across different cultural settings (e.g. Dysvik and Kuvaas 2010; Richer, Blanchard and Vallerand 2002; Vansteenkiste et al. 2007).”
The Relationship between Perceived Training Opportunities, Work Motivation and Employee Outcomes (2008, positive): “As far as the relationship between intrinsic motivation and work outcomes is concerned, intrinsic motivation seems to be a potent predictor of work performance (Gagné & Deci, 2005; Kuvaas, 2006a,b, 2007) and turnover intention (Kuvaas, 2006a; Vansteenkiste et al., 2007).”
A bifactor exploratory structural equation modeling representation of the structure of the basic psychological needs at work scale (2017, background): “Importantly, research has shown that employees' need satisfaction tends to be positively associated with wellbeing outcomes, such as optimism, vigor, self-esteem, positive affect, or life satisfaction, and negatively associated with psychological distress outcomes, such as emotional exhaustion, dist”
Perceived Organizational Support, Motivation, and Engagement Among Police Officers (2013, background): “However, only a few studies in the work domain have been conducted within the self-determination framework (e.g., Vansteenkiste et al., 2007).”
The Multidimensional Work Motivation Scale: Validation evidence in seven languages and nine countries (2015, background): “Third, we made sure that no items tapped into other related constructs, such as the satisfaction of the needs for autonomy, competence, and relatedness, intrinsic and extrinsic values, and harmonious and obsessive passion (Grouzet et al., 2005; Vallerand et al., 2003; Van den Broeck, Vansteenkiste, ”
Work motivation and public service motivation: disentangling varieties of motivation and job satisfaction (2018, background): “Moreover, job satisfaction has often been studied as a correlate of both PSM and SDT, with robust, positive results making it a valid and reliable outcome variable to test the two theories (Cantarelli, Belardinelli, and Belle 2015; Vansteenkiste et al. 2007; Gagné et al. 2010).”
Why a Central Network Position Isn't Enough: The Role of Motivation and Ability for Knowledge Sharing in Employee Networks (2011, background): “Second, many studies in a variety of areas have indicated that autonomous motivation is likely to promote the sharing of high-quality knowledge (Baard, Deci, & Ryan, 2004; Gagné & Deci, 2005; Grolnick & Ryan, 1987; McGraw, 1978; Vansteenkiste et al., 2007).”
Examining links from civic engagement to daily well-being from a self-determination theory perspective (2019, background): “…& Deci, 2017) and multiple empirical studies (e.g., Jiang et al., 2016; LaGuardia et al., 2000; Martela & Ryan, 2015; Van den Broeck et al., 2008; Vansteenkiste et al., 2007; Weinstein & Ryan, 2010) demonstrating that personally satisfying experiences benefit well-being through satisfying…”
Teacher Wellbeing: The Importance of Teacher–Student Relationships (2011, positive): “Similarly, for employees, basic needs fulfillment was positively related to wellbeing, job satisfaction, and work motivation (Van den Broeck et al. 2008; Vansteenkiste et al. 2007).”
Engagement, boredom, and burnout among students : Basic need satisfaction matters more than personality traits (2015, background): “When students experience low levels of choice and psychological freedom, do not feel competent, and do not feel connected with others, they are likely to experience dissatisfaction, low energy, and feelings of exhaustion, and they tend to show callous attitudes towards others (Lens & Vansteenkiste, ”
Effects of materialism on work-related personal well-being (2010, background): “Recent research (Vansteenkiste et al., 2007) found evidence that these needs mediate the relationship between work orientation (extrinsic vs. intrinsic) and indicators of PWB at work.”