Drawing on self‐determination theory (SDT; E.L. Deci & R.M. Ryan, 1985, 2000) and using corporate samples (N = 284; 63% Male; Mean Age = 34, SD = 6.09) from high‐tech firms in China, this empirical study explored the path model from satisfaction of the basic psychological needs for autonomy, competence, and relatedness, through autonomous motivation to employees' innovative work behavior (“IWB”; J. De Jong & D. Den Hartog, 2010). It also simultaneously examined the interactions between autonomous work motivation and individual values (collectivism, H.C. Triandis (1995); uncertainty avoidance, R. J. House, P. J. Hanges, M. Javidan, P. W. Dorfman, & V. Gupta (2004); and power distance, J. Farh, R.D. Hackett, & J. Liang (2007)) in the conditioned path model. The regression results obtained from conditional PROCESS analysis (A.F. Hayes, 2013, 2018) suggest that basic psychological needs satisfaction is positively related to employees' IWB via autonomous motivation, but that these indirect effects were weaker when employees' power distance value orientation was high. Implications, limitations, and future research directions are discussed.

中文翻译：

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一种自我决定方法，将个人价值观理解为高科技行业员工创新工作行为的互动条件

运用自决理论（SDT; EL Deci＆RM Ryan，1985，2000）并使用公司样本（N  = 284; 63％男性;平均年龄= 34，SD = 6.09），该实证研究探索了从满足对自主性，能力和相关性的基本心理需求，通过自主激励员工创新工作行为的路径模型（“ IWB”； J。De Jong＆D.Den Hartog，2010年）。它还同时检查了自主工作动机和个人价值观之间的相互作用（集体主义，HC Triandis（1995）；避免不确定性，RJ House，PJ Hanges，M。Javidan，PW Dorfman和V. Gupta（2004）；以及权力距离， J. Farh，RD Hackett和J. Liang（2007））。从条件过程分析（AF Hayes，2013，2018）获得的回归结果表明，基本的心理需求满意度通过自主动机与员工的IWB呈正相关，但是当员工的权力距离价值取向较高时，这些间接影响会减弱。涵义，局限性和未来的研究方向进行了讨论。