A test of hypotheses derived from self‐determination theory among public sector employees

By B. Kuvaas. 2008

148 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Public Administration, Social Psychology

View Paper: https://www.semanticscholar.org/paper/f661fff066f29129c72cf9d5b576aef378fa2a41

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In Organizational Behavior and Human Resource Management

In Public Administration

In Social Psychology

Citations in the corpus

The role of supervisor autonomy support, organizational support, and autonomous and controlled motivation in predicting employees' satisfaction and turnover intentions (2013, methodology): “The present results are in line with past research on the role of motivation in the prediction of satisfaction and dropout intentions in organizational settings (e.g., Bono & Judge, 2003; Dysvik & Kuvaas, 2008).”
Do you get what you pay for? Sales incentives and implications for motivation and changes in turnover intention and work effort (2016, background): “…and turnover intention are obviously important, autonomous motivation is a potent predictor of task performance (Cerasoli et al. 2014; Gagné and Deci 2005; Kuvaas 2006, 2009; Piccolo and Colquitt 2006), OCB (Chiu and Chen 2005; Piccolo and Colquitt 2006), and knowledge sharing (Foss et al. 2009).”
Self-Determination Theory in Work Organizations: The State of a Science (2017, background): “Some studies rather than assessing autonomous motivation have assessed only its intrinsic motivation component and examined its relation to other variables (e.g., Kuvaas 2009, Olafsen et al. 2015).”
Perceived job autonomy and turnover intention: The moderating role of perceived supervisor support (2013, methodology): “Perceived job autonomy was assessed by nine items developed by Morgeson and Humphrey ( 2006 ) and used in Norwegian settings by Kuvaas ( 2009 ).”
The health-performance framework of presenteeism: Towards understanding an adaptive behaviour (2020, background): “…associated with wellbeing (Gagné and Deci, 2005) and that work contexts that support autonomous motivation are positively associated with wellbeing (Fernet et al., 2004; Karanika-Murray and Michaelides, 2015; Karanika-Murray et al., 2017) and performance at work (Foss et al., 2009; Kuvaas, 2008).”
On the psychological and motivational processes linking job characteristics to employee functioning: Insights from self-determination theory (2015, background): “Indeed, autonomous motivation has been associated with several indicators of well-being, including employees’ occupational commitment (Fernet et al., 2012) and work performance (Kuvaas, 2009).”
An investigation of the unique, synergistic and balanced relationships between basic psychological needs and intrinsic motivation (2013, unknown): “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).”
Intrinsic motivation as a moderator on the relationship between perceived job autonomy and work performance (2011, unknown): “The items used are reported in Appendix A. Perceived job autonomy was assessed by nine items validated by Morgeson and Humphrey (2006) and used in Norwegian settings by Kuvaas (2009).”
Antecedents and Employee Outcomes of Line Managers' Perceptions of Enabling HR Practices (2014, background): “There is also empirical support for a positive relationship between supportive leadership and intrinsic motivation (Kuvaas, 2009).”