Self-determination theory (SDT) maintains that an understanding of human motivation requires a consideration of innate psychological needs for competence, autonomy, and relatedness. We discuss the SDT concept of needs as it relates to previous need theories, emphasizing that needs specify the necessary conditions for psychological growth, integrity, and well-being. This concept of needs leads to the hypotheses that different regulatory processes underlying goal pursuits are differentially associated with effective functioning and well-being and also that different goal contents have different relations to the quality of behavior and mental health, specifically because different regulatory processes and different goal contents are associated with differing degrees of need satisfaction. Social contexts and individual differences that support satisfaction of the basic needs facilitate natural growth processes including intrinsically motivated behavior and integration of extrinsic motivations, whereas those that forestall autonomy, competence, or relatedness are associated with poorer motivation, performance, and well-being. We also discuss the relation of the psychological needs to cultural values, evolutionary processes, and other contemporary motivation theories.

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The "What" and "Why" of Goal Pursuits: Human Needs and the Self-Determination of Behavior

▪ Abstract Well-being is a complex construct that concerns optimal experience and functioning. Current research on well-being has been derived from two general perspectives: the hedonic approach, which focuses on happiness and defines well-being in terms of pleasure attainment and pain avoidance; and the eudaimonic approach, which focuses on meaning and self-realization and defines well-being in terms of the degree to which a person is fully functioning. These two views have given rise to different research foci and a body of knowledge that is in some areas divergent and in others complementary. New methodological developments concerning multilevel modeling and construct comparisons are also allowing researchers to formulate new questions for the field. This review considers research from both perspectives concerning the nature of well-being, its antecedents, and its stability across time and culture.

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On Happiness and Human Potentials: A Review of Research on Hedonic and Eudaimonic Well-Being

Cognitive evaluation theory, which explains the effects of extrinsic motivators on intrinsic motivation, received some initial attention in the organizational literature. However, the simple dichotomy between intrinsic and extrinsic motivation made the theory difficult to apply to work settings. Differentiating extrinsic motivation into types that differ in their degree of autonomy led to self-determination theory, which has received widespread attention in the education, health care, and sport domains. This article describes self-determination theory as a theory of work motivation and shows its relevance to theories of organizational behavior. Copyright © 2005 John Wiley & Sons, Ltd.

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Self‐determination theory and work motivation

Building Leadership Effectiveness This program encourages leaders to develop practices that transform values into action, vision into realities, obstacles into innovations, and risks into rewards. Participants will be introduced to the five practices of exemplary leadership: modeling the way, inspiring a shared vision, challenging the process, enabling others to act, and encouraging the heart Coaching & Communicating for Performance Coaching & Communicating for Performance is a highly interactive program that will give supervisors and managers the opportunity to build skills that will enable them to share expectations and set objectives for employees, provide constructive feedback, more effectively engage in learning conversations, and coaching opportunities. Skillful Conflict Management for Leaders As a leader, it is important to understand conflict and be effective at conflict management because the way conflict is resolved becomes an integral component of our university’s culture. This series of conflict management sessions help leaders learn and put into practice effective strategies for managing conflict.

기독교 사역과 Leadership

The importance of intellectual talent to achievement in all professional domains is well established, but less is known about other individual differences that predict success. The authors tested the importance of 1 noncognitive trait: grit. Defined as perseverance and passion for long-term goals, grit accounted for an average of 4% of the variance in success outcomes, including educational attainment among 2 samples of adults (N=1,545 and N=690), grade point average among Ivy League undergraduates (N=138), retention in 2 classes of United States Military Academy, West Point, cadets (N=1,218 and N=1,308), and ranking in the National Spelling Bee (N=175). Grit did not relate positively to IQ but was highly correlated with Big Five Conscientiousness. Grit nonetheless demonstrated incremental predictive validity of success measures over and beyond IQ and conscientiousness. Collectively, these findings suggest that the achievement of difficult goals entails not only talent but also the sustained and focused application of talent over time.

https://psycnet.apa.org/journals/psp/92/6/1087.pdf

Grit: Perseverance and Passion for Long-Term Goals

Passion is defined as a strong inclination toward an activity that people like, that they find important, and in which they invest time and energy Two types of passion are proposed: obsessive and harmonious Obsessive passion (OP) refers to a controlled internalization of an activity in one's identity that creates an internal pressure to engage in the activity that the person likes Harmonious passion (HP) refers to an autonomous internalization that leads individuals to choose to engage in the activity that they like HP promotes healthy adaptation whereas OP thwarts it by causing negative affect and rigid persistence Results from four studies involving more than 900 participants from different populations supported the proposed conceptualization

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Les passions de l'ame: on obsessive and harmonious passion.

Past studies in U.S. work organizations have supported a model derived from self-determination theory in which autonomy-supportive work climates predict satisfaction of the intrinsic needs for competence, autonomy, and relatedness, which in turn predict task motivation and psychological adjustment on the job. To test this model cross-culturally, the authors studied employees of state-owned companies in Bulgaria, a country that has traditionally had a central-planning economy, a totalitarian political system, and collectivist values. A sample from a privately owned American corporation was used for comparison purposes. Results using structural equation modeling suggested that the model fit the data from each country, that the constructs were equivalent across countries, and that some paths of the structural model fit equivalently for the two countries but that county moderated the other paths.

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Need Satisfaction, Motivation, and Well-Being in the Work Organizations of a Former Eastern Bloc Country: A Cross-Cultural Study of Self-Determination

Two studies examined individual and environmental forces that affect engagement in prosocial behavior. Self-determination theory was used to derive a model in which autonomy orientation and autonomy support predicted satisfaction of three core psychological needs, which in turn led to engagement in prosocial activities. In Study 1, college students reported their engagement in various prosocial activities, and completed measures of autonomy orientation, parental autonomy support, and general need satisfaction. In Study 2, volunteer workers completed measures of autonomy orientation, work autonomy support and need satisfaction at work. The number of volunteered hours indicated the amount of prosocial engagement. Results across the studies showed that autonomy orientation was strongly related to engagement in prosocial behavior, while autonomy support was modestly related. Need satisfaction partially mediated the effect of autonomy orientation, and fully mediated the effect of autonomy support. Interestingly, autonomy support predicted lower volunteer turnover. Implications for how prosocial behavior can be motivated are discussed.

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The Role of Autonomy Support and Autonomy Orientation in Prosocial Behavior Engagement

This study examined the effects of young athletes’ perceptions of support from coaches and parents on their need satisfaction, motivation, and well-being. Using the framework of selfdetermination theory (Ryan & Deci, 2000b), a 4-week diary study of 33 female gymnasts from the northeastern U.S. was conducted that examined (a) the relations of perceived parent and coach supports to the athlete’s enduring and daily motivation and need satisfaction and (b) how daily motivation and psychological need satisfaction during practice affects athletes’ well-being. Results obtained using hierarchical linear modeling (HLM) revealed that, as predicted, daily motivation predicted pre-practice well-being, and that changes in well-being from pre- to post-practice varied systematically with the need satisfaction experienced during practice. Discussion highlights the importance of adult supports for adolescent sport participants to ensure need satisfaction, and the advantages of diary methodologies in sport research.

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Marylène Gagné

Papers

Self‐determination theory and work motivation

Les passions de l'ame: on obsessive and harmonious passion.

Need Satisfaction, Motivation, and Well-Being in the Work Organizations of a Former Eastern Bloc Country: A Cross-Cultural Study of Self-Determination

The Role of Autonomy Support and Autonomy Orientation in Prosocial Behavior Engagement

Autonomy support and need satisfaction in the motivation and well-being of gymnasts.