Annual Review of Organizational Psychology and Organizational Behavior ( IF 13.7 ) Pub Date : 2017-03-21 00:00:00 , DOI: 10.1146/annurev-orgpsych-032516-113108 Edward L. Deci 1, 2, 3 , Anja H. Olafsen 2 , Richard M. Ryan 1, 3
Self-determination theory (SDT) is a macro theory of human motivation that evolved from research on intrinsic and extrinsic motivations and expanded to include research on work organizations and other domains of life. We discuss SDT research relevant to the workplace, focusing on (a) the distinction between autonomous motivation (i.e., intrinsic motivation and fully internalized extrinsic motivation) and controlled motivation (i.e., externally and internally controlled extrinsic motivation), as well as (b) the postulate that all employees have three basic psychological needs—for competence, autonomy, and relatedness—the satisfaction of which promotes autonomous motivation, high-quality performance, and wellness. Research in work organizations has tended to take the perspectives of either the employees (i.e., their well-being) or the owners (i.e., their profits). SDT provides the concepts that guide the creation of policies, practices, and environments that promote both wellness and high-quality performance. We examine the relations of SDT to transformational leadership, job characteristics, justice, and compensation approaches.
中文翻译:
工作组织中的自我决定理论:科学的状态
自决理论(SDT)是人类动机的宏观理论,它从对内在动机和外在动机的研究发展而来,并扩展到包括对工作组织和其他生活领域的研究。我们讨论与工作场所相关的SDT研究,重点是(a)自主动机(即内在动机和完全内在的外部动机)与受控动机(即外部和内部受控的外部动机)之间的区别,以及(b)假设所有员工都具有三个基本的心理需求-能力,自主权和亲和力-满足他们的需求可以促进自主动力,高质量绩效和健康。对工作组织的研究倾向于采用雇员(即他们的福祉)或所有者(即他们的利润)的观点。SDT提供了指导创建可促进健康和高质量绩效的策略,实践和环境的概念。我们研究了SDT与变革型领导,工作特征,正义和薪酬方法之间的关系。