The present study examines how the different forms of behavioural regulation proposed by self‐determination theory combine within different profiles of workers and the extent to which these configurations are replicated among four samples of workers from distinct occupational groups (managers, nurses, physiotherapists, and hospital employees). In addition, this research investigates the role of workload (as a job demand), as well as perceived organizational, supervisor, and colleagues support (as job resources) in the prediction of profile membership. Finally, this research also documents the relation between motivation profiles and a series of adaptive (work performance) and maladaptive (presenteeism, turnover intentions, and absenteeism) work outcomes. Latent profile analyses revealed six similar motivation profiles among the four samples (n = 291 managers, 249 hospital employees, 237 nurses, and 373 physiotherapists). The results also showed the highest levels of presenteeism and turnover intentions, and the lowest levels of work performance to be associated with the Externally Driven profile. Moreover, workload predicted a higher likelihood of membership into the Self‐Driven Introjected and Externally Driven profiles relative to the Moderately Intrinsically Motivated, Highly Intrinsically Motivated, and Self‐Driven Hedonist profiles. Finally, perceived colleagues support predicted a decreased likelihood of membership into the Externally Driven profile relative to the five other profiles, whereas higher levels of perceived organizational support predicted an increased likelihood of membership into the Self‐Driven Introjected, Highly Intrinsically Motivated, and Value‐Reward Self‐Driven profiles relative to the Externally Driven and Self‐Driven Hedonist ones.

中文翻译：

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在四个不同的员工样本中测试工作动机档案的相似性

本研究探讨了自决理论提出的不同形式的行为调节如何在不同的工人档案中组合以及这些配置在不同职业群体（经理，护士，物理治疗师和医院）的四个工人样本中复制的程度雇员）。此外，本研究调查了工作量（作为工作需求）的作用，以及感知的组织，主管和同事的支持（作为工作资源）在预测个人资料成员身份方面的作用。最后，这项研究还记录了动机特征与一系列适应性（工作绩效）和适应不良（代表人，离职意向和旷工）工作成果之间的关系。潜在特征分析显示四个样本中有六个相似的动机特征（n = 291位管理者，249位医院雇员，237位护士和373位理疗师）。结果还显示出最高的出勤率和离职意向，而最低的工作绩效与外部驱动的配置文件。此外，相对于中度内在动机，高度内在动机和自我驱动的享乐主义者配置文件，工作负载预测成员具有更多的可能性成为自驱动内插和外部驱动配置文件的成员。最后，感知同事支持预测降低会员的可能性到外部驱动到其他五个分布的分布是相对的，更高水平的知觉组织支持会员预测到的可能性增加自我驱动的内射，高内在动机，以及相对于外部驱动的和自我驱动的享乐主义者的价值奖励自我驱动的配置文件。