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Interventions to support autonomy, competence, and relatedness needs in organizations: A systematic review with recommendations for research and practice
Journal of Occupational and Organizational Psychology ( IF 4.9 ) Pub Date : 2021-02-04 , DOI: 10.1111/joop.12338
Gavin R. Slemp 1 , Mark A. Lee 2 , Lara H. Mossman 1, 3
Affiliation  

Organizational research underpinned by self‐determination theory (SDT) has grown substantially over the past decade. However, the effectiveness of interventions designed to promote support for basic psychological needs in organizations remains ill documented. We thus report the results of a qualitative systematic review and synthesis of SDT‐informed studies of interventions to cultivate autonomy, competence, and relatedness needs, and in turn, autonomous motivation in organizational contexts. Studies were included in the review if they evaluated the effect of interventions to develop autonomy‐, competence‐, or relatedness‐supportive work climates or leader behaviours. A systematic search yielded ten eligible field studies for inclusion: three randomized‐controlled trials and seven non‐randomized intervention studies (combined N = 2,337). Seven studies yielded mostly favourable effects, two yielded mixed effects, and one study showed no evidence of change post‐intervention. Substantial heterogeneity in intervention format and delivery existed across studies. Studies pointed towards possible moderators of effectiveness. Interventions were more effective at spawning change at the proximal (leader) level than at the distal (subordinate) level, though few studies tracked employees over time to comprehensively evaluate long‐term transfer. Bias assessments showed that risk of bias was moderate or high across studies. We discuss overall implications of the review and suggest several recommendations for future intervention research and practice.

中文翻译:

支持组织中的自治,能力和相关性需求的干预措施:系统的审查以及针对研究和实践的建议

在过去的十年中,以自决理论(SDT)为基础的组织研究得到了极大的发展。但是,旨在促进对组织基本心理需求的支持的干预措施的有效性仍未得到充分证明。因此,我们报告了对SDT知情的干预措施研究进行定性系统审查和综合的结果,这些研究旨在培养自主性,能力和相关性需求,进而在组织环境中实现自主动机。如果研究评估了干预措施对发展具有自主,能力或亲和力的工作氛围或领导者行为的影响,则将这些研究包括在评价中。通过系统的搜索,我们获得了十项符合条件的现场研究纳入研究:三项随机对照试验和七项非随机干预研究(合并N  = 2,337)。七项研究产生了大多数有利的影响,两项产生了混合的影响,而一项研究表明干预后没有改变的证据。跨研究存在干预形式和交付方式的实质异质性。研究指出了可能的有效性调节者。干预对近端(领导)级别产卵变化的影响比对远端(下属)级别的产卵更有效,尽管很少有研究随着时间的推移对员工进行跟踪以全面评估长期转移。偏倚评估显示,在所有研究中偏倚风险为中度或高度。我们讨论了审查的总体含义,并为未来的干预研究和实践提出了一些建议。
更新日期:2021-02-04
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