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Self-regulation, also known as self-control, encompasses a range of cognitive and behavioral processes that allow individuals to adjust their internal states and outward actions to align with socially acceptable norms and long-term goals. It plays a fundamental role in adaptive functioning, from resisting impulsive behaviors to persisting through challenging tasks. While its benefits are widely recognized, self-regulation is not limitless. Muraven and Baumeister's theory posits that...
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Published on: December 18, 2020

Self-determination, control, and reactions to changes in workload: a work simulation.

Stacey L Parker1, Nerina L Jimmieson, Catherine E Amiot

  • 1School of Psychology, The University of Queensland, Brisbane, Australia. s.parker@psy.uq.edu.au

Journal of Occupational Health Psychology
|March 6, 2013
PubMed
Summary

Self-determined individuals adapt better to changing workloads with high work control, using it for effective coping. Non-self-determined individuals experience stress with high work control, while low control buffers them.

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Published on: December 18, 2020

Area of Science:

  • Psychology
  • Organizational Behavior
  • Workplace Dynamics

Background:

  • Changing work environments present challenges to employee adaptation and stress levels.
  • Understanding the interplay between work control and individual motivation is crucial for managing workplace transitions.
  • Previous research highlights the importance of motivational predispositions in employee responses to change.

Purpose of the Study:

  • To investigate the interaction between work control and motivational predispositions (self-determined vs. non-self-determined motivation) in predicting adaptation to workplace changes.
  • To examine how these interactions influence stress reactivity, coping mechanisms, and performance during workload fluctuations.
  • To identify the specific roles of high versus low work control under different motivational states.

Main Methods:

  • An experimental study involving participants undertaking an inbox activity over four trials.
  • Workload was manipulated (increased or decreased) at Trial 3 to simulate change.
  • Measurements included anxiety, coping strategies, motivation, and performance, analyzed for moderating effects of work control and motivation type.

Main Results:

  • For non-self-determined individuals, low work control buffered stress, while high work control exacerbated anxiety and decreased intrinsic motivation.
  • For self-determined individuals, high work control facilitated adaptive planning coping in response to workload changes.
  • Significant interactive effects were observed between global motivation and work control on anxiety, active coping, and task performance.

Conclusions:

  • Self-determined motivation enables individuals to leverage high work control for adaptive emotion regulation (planning coping) during situational demands.
  • High work control can be detrimental for non-self-determined individuals, leading to increased anxiety and reduced motivation.
  • The findings underscore the importance of considering individual motivational differences when designing work environments and managing organizational change.