基于自我决定理论的工作动机研究脉络及未来走向

对2018年5月为止基于自我决定理论的工作动机研究英文文献的系统检索得到了97篇实证研究样本。基于自我决定理论的核心假设, 运用“环境-基本心理需要-工作动机-结果”的理论模型对工作动机前因和结果的研究脉络进行了仔细地分析和归纳, 结果表明员工基本心理需要满足和自主性工作动机作为中介变量可解释自主性支持的工作环境和员工个体特征对工作行为、态度和心理健康的积极影响。将来的主要研究议题：一是对控制性工作环境具体因素对员工基本心理需要阻滞、控制性动机和去动机以及员工工作行为、态度和心理健康影响的研究; 二是不同动机类型对员工业绩、行为和态度影响的过程以及情境因素的研究; 三是外部奖励(包括薪酬、基于业绩的奖励等)对员工工作动机、基本心理需要、工作业绩和心理健康的影响及边界条件的深入研究。     

学业情绪及其影响因素

学业情绪是指在教学或学习过程中,与学生学业相关的各种情绪体验。个体的自我认知、成就目标、认知能力等个体因素以及班级、家庭、课堂等环境因素都会影响学业情绪,且自我认知是环境因素影响其学业情绪的一个重要中介变量。另外,学业情绪具有领域特异性。未来研究的方向主要在于学业情绪的界定和具体结构的深入探讨、学业情绪的发展特点、对特殊群体学生学业情绪的关注以及积极探索有效的干预措施等方面     

心理学视角下社交网络用户个体行为分析

以社交网络的典型代表Facebook为例, 以社交网络用户个体行为为着眼点, 从个体使用社交网络的动机、社交网络用户个体行为的主要表现及其影响因素和结果变量四个方面, 梳理国外心理学领域有关社交网络的最新研究成果。今后研究可以在社交网络用户个体行为的测量、样本代表性、线上和线下社交网络的交互作用、具体人格特质变量的预测作用以及对社交网络功能的动态考察等方面推进已有研究。     

中学生家庭作业努力及其影响因素

家庭作业努力是评估学生家庭作业行为的重要指标之一,包括家庭作业完成的主动性、投入性、注意力专注性和试图完成家庭作业的比例或任务数量4个维度。个体的性别、责任心、家庭作业动机、家庭作业情绪等个体因素以及教师的反馈和支持、家庭作业质量、家庭因素等环境因素都会影响家庭作业努力。未来的研究方向主要在于影响因素间的相互作用机制和影响效果的干预、对特殊群体学生家庭作业努力的关注以及基于计算机的家庭作业条件下,影响家庭作业努力的因素等方面。     

创业动机研究：概念结构、影响因素和理论模型

创业动机是驱动个体创业的心理倾向或动力, 它是个体创业行为发生的有效预测变量。在介绍完创业动机的概念、结构和测量工具的基础上, 文章综述了影响创业动机的因素, 包括大五人格特质、自我效能感、目标和环境因素等。接着着重阐述了经典创业动机理论, 包括拉动和推动理论、简单和复杂理论, 以及新近提出的解放理论。最后对未来研究进行了评价和展望。     

组织情境中的影响策略研究述评

影响策略是指个体采取的旨在使他人态度和行为产生预期改变的行为方式。组织情境下的影响策略受动机、场控制和自我监控等因素的影响,对工作绩效、薪酬、晋升和一些积极组织行为有显著的预测作用。本文侧重介绍了影响策略的结构、测量、前因后果变量以及跨文化研究等方面内容,总结了已有研究为管理实践提供的有价值参考,并指出研究方法的有效互补、对基层职员影响策略的关注和基于中国人行为观念的本土化研究是今后探讨的主要方向。     

具身认知视角的饮食消费行为——基于心理模拟“具身”方式

随着具身认知理论的发展,基于心理模拟"具身"方式的饮食消费行为研究得到了一些新颖、有趣的研究结果,为过食与肥胖、食品营销等问题的解决提供了新视角。心理模拟既能促进进食也能抑制进食;心理模拟容易性因素与动机性因素是影响心理模拟程度的两大类主要前因变量;未来需要进一步探索心理模拟的容易性因素与动机性因素、心理模拟提高消费欲望与产生腻厌反应的边界条件,以及利用心理模拟探讨肥胖高危人群——高奖赏敏感性个体过食的深层次内在机制等。     

野心家取向:概念、测量、成因与影响

野心家取向指员工以非绩效取向的方式追求职业生涯发展的倾向。具有野心家取向的个体其生涯目标与组织目标不一致,坚信仅仅依靠绩效很难得到提升,需要运用组织政治行为、印象管理以及欺骗操纵策略获得晋升与高的绩效评定等级。对雇主的信任、感知到的组织公正、对生涯发展机会的感知、个体的交换意识、大五人格特质、马基雅维利主义以及原发性的精神病态等均会影响员工采取野心家取向的生涯发展态度。该取向雇员的工作满意度、生活满意度、内在工作动机、工作卷入度及组织承诺都比较低,而离职意向却很高,这会给组织带来消极后果。未来需从野心家取向的研究方法、变量与生态效度等方面进行深入探讨。     

工作投入研究的现状

工作投入指的是一种与工作相关的积极、完满的情绪与认知状态,具有持久性和弥散性的特点。工作投入对个体的工作绩效和某些工作态度及行为变量,以及顾客满意度、生产力、利润率和单位总体绩效等组织结果变量均具有一定的影响。工作投入的影响因素包括个体特征因素、与工作相关的因素以及与家庭相关的因素等3个方面。文章在对工作投入的相关研究进行全面述评的基础上,指出未来的研究有必要进一步加强对工作投入的干预机制等五方面问题的探讨     

具身认知视角的饮食消费行为——基于心理模拟“具身”方式

随着具身认知理论的发展, 基于心理模拟“具身”方式的饮食消费行为研究得到了一些新颖、有趣的研究结果, 为过食与肥胖、食品营销等问题的解决提供了新视角。心理模拟既能促进进食也能抑制进食; 心理模拟容易性因素与动机性因素是影响心理模拟程度的两大类主要前因变量; 未来需要进一步探索心理模拟的容易性因素与动机性因素、心理模拟提高消费欲望与产生腻厌反应的边界条件, 以及利用心理模拟探讨肥胖高危人群——高奖赏敏感性个体过食的深层次内在机制等。     

Managerial motivational profiles: Composition,antecedents, and consequences

Using a person-centered approach, we identified managers' (N = 321) motivational profiles and tested a model of the antecedents and consequences of these profiles. The profiles were based on four motivational types delineated by self-determination theory (i.e., external, introjected, identified, intrinsic). Latent profile analysis revealed six distinct motivational profiles. One of these was a self-determined profile (high identified and intrinsic motivation, moderately low introjected motivation, and low external motivation). Four other profiles combined average levels of external motivation with either very low, low, moderately low, or high internal (i.e., introjected, identified, and intrinsic) motivation. The final profile involved moderately high levels of all four motives. The antecedents of profile membership examined were perceived supervisor support and perceived organizational politics. The career-related outcomes of profile membership were work attitudes and promotability. The self-determined and high internal motivation profiles were associated with the most favorable work attitudes, followed by the moderately high motivation profile. The low internal motivation profiles were associated with the least favorable attitudes. Promotability did not differ across the profiles. With respect to the antecedents, low levels of supervisor support and high levels of politics increased the odds that a manager would exhibit profiles that were less desirable than the self-determined profile. Our findings provide initial information about managers' motivational profiles, as well as the antecedents and consequences of these profiles. Further, these results demonstrate the promise of a person-centered approach for advancing motivation research and management development.     

Challenging the status quo: What motivates proactive behaviour?

To replicate and extend previous research regarding antecedents of proactive behaviour at work, we examined four forms of work motivation (job self‐efficacy, role breadth self‐efficacy, intrinsic work motivation and role orientation) in a sample of 98 employees in software development using co‐worker rated proactive behaviour as an outcome. Correlations indicate that whereas intrinsic motivation and job self‐efficacy were not related to co‐worker rated proactive behaviour, role orientation and role breadth self‐efficacy showed significant relationships. This study stresses the importance of role breadth self‐efficacy in enhancing proactive behaviour at work.     

An investigation of the unique,synergistic and balanced relationships between basic psychological needs and intrinsic motivation

The purpose of this study was to empirically investigate the relationship between psychological need satisfaction and intrinsic motivation as proposed by self‐determination theory. Three competing hypotheses regarding the relations between need satisfaction and intrinsic motivation were tested: additive, synergistic, and balance. Two cross‐sectional studies involving 1,254 employees from a broad range of Norwegian service organizations partly supported the first two hypotheses. Although the relationship between satisfaction of the needs for autonomy and relatedness with intrinsic motivation were significant, the one with satisfaction of the need for competence was not. Instead, competence was only related to intrinsic motivation when autonomy was high. Implications for practice and future research are discussed.     

Boredom at work: towards a dynamic spillover model of need satisfaction,work motivation,and work-related boredom

Boredom occurs regularly at work and can have negative consequences. This study aimed to increase insight in the antecedents and processes underlying the development of work-related boredom by (a) examining whether work-related need satisfaction and the quality-of-work motivation mediate the associations between the work characteristics defined in the Job Characteristics Model and work-related boredom, (b) investigating if this motivational process operates both on an “enduring,” between-person level and a daily within-person level, and (c) examining if and how daily experiences of work-related boredom spill over to the next day. Data among employees were collected in a cross-sectional study (N = 115) and a 5-day daily diary study (N = 90). Study 1 results showed that need satisfaction and quality-of-work motivation mediated the association between work characteristics and work-related boredom. This motivational process was also found on a day-to-day basis in Study 2. This study further revealed that work-related boredom spills over to the next day through its associations with increased negative work attitudes and decreased intrinsic motivation. These findings provide insight in the process by which momentary experiences of boredom at work may develop into a more enduring experience of work-related boredom.     

国外社会惰性的理论与相关研究概述

社会惰性是团队成员在从事趋向共同目标活动中出现的努力程度和平均贡献随着群体成员增加而减少的现象。该研究从社会惰性的概念、起源和发展、理论解释,影响因素及形成过程等几个方面对国外社会惰性的研究状况进行了述评,并指出存在的问题及今后研究的方向     

Show them the money? The role of pay,managerial need support,and justice in a self‐determination theory model of intrinsic work motivation

The link between money and motivation has been a debated topic for decades, especially in work organizations. However, field studies investigating the amount of pay in relation to employee motivation is lacking and there have been calls for empirical studies addressing compensation systems and motivation in the work domain. The purpose of this study was to examine outcomes associated with the amount of pay, and perceived distributive and procedural justice regarding pay in relation to those for perceived managerial need support. Participants were 166 bank employees who also reported on their basic psychological need satisfaction and intrinsic work motivation. SEM‐analyses tested a self‐determination theory (SDT) model, with satisfaction of the competence and autonomy needs as an intervening variable. The primary findings were that amount of pay and employees' perceived distributive justice regarding their pay were unrelated to employees' need satisfaction and intrinsic work motivation, but procedural justice regarding pay did affect these variables. However, managerial need support was the most important factor for promoting need satisfaction and intrinsic work motivation both directly, indirectly, and as a moderator in the model. Hence, the results of the present organizational field study support earlier laboratory experiments within the SDT framework showing that monetary rewards did not enhance intrinsic motivation. This seems to have profound implications for organizations concerned about motivating their employees.     

What motivates deviant behavior in the workplace? An examination of the mechanisms by which procedural injustice affects deviance

This research examines the motivational and social-cognitive processes underlying the procedural injustice and deviance relationship. Based on psychological need and self-determination theories, it was hypothesized that intrinsic motivation would mediate the relationship between procedural injustice and deviance. Based on the general aggression model and social-cognitive theory, it was hypothesized that this positive indirect effect would be moderated by dispositional aggression. Two studies were conducted, including multi-wave and multi-source data, to test these relationships through mediation and moderated mediation procedures. Results supported both hypotheses: intrinsic motivation mediated the procedural injustice and deviance relationship; and this positive indirect effect was moderated by dispositional aggression, such that higher levels of aggression increased the magnitude of the indirect effect. Results were consistent across multiple measures of intrinsic motivation, aggression, and deviance (self- and other-report). Theoretical and practical contributions include support for a process-based theory of deviant behavior in the workplace and organizational interventions aimed at enriching one’s job to develop greater feelings of intrinsic motivation.     

A model of involvement in work-related learning and development activity: the effects of individual,situational, motivational,and age variables

Eight hundred employees from across the U.S. work force participated in a detailed 13-month longitudinal study of involvement in learning and development activities. A new model was posited and tested in which the hypothesized sequence was as follows: worker age --> individual and situational antecedents --> perceived benefits of participation and self-efficacy for development --> attitudes toward development --> intentions to participate --> participation. The results depict a person who is oriented toward employee development as having participated in development activities before, perceiving themselves as possessing qualities needed for learning, having social support for development at work and outside of work, being job involved, having insight into his or her career, and believing in the need for development, in his or her ability to develop skills and to receive intrinsic benefits from participating. Given the aging work force, a detailed treatment of age differences in development is presented. Implications for new ideas in practice and future research are discussed.