Self-Determination Theory and Workplace Outcomes: A Meta-Analysis.

Area of Science:

• Organizational Psychology
• Workplace Motivation
• Employee Well-being

Background:

• Self-determination theory (SDT) is valuable for understanding workplace motivation and outcomes like job satisfaction and engagement.
• Previous research shows consistent links between SDT constructs and workplace results, but with significant variability.
• A need for a synthesized model to explain these relationships, including mediating and moderating factors, is evident.

Purpose of the Study:

• To synthesize existing research on Self-determination theory (SDT) constructs and workplace outcomes.
• To test a novel model where perceived need support from leaders influences outcomes via need satisfaction and motivation.
• To examine potential moderators such as work type, employee type, and country characteristics.

Main Methods:

• Conducted a multilevel meta-analysis of 192 studies identified through a systematic database search.
• Employed meta-analytic structural equation modeling to test the proposed mediation model.
• Performed moderation analyses to investigate how effects vary across different contexts.

Main Results:

• Confirmed SDT-consistent correlations between theory constructs and workplace outcomes.
• The model showed positive direct effects of perceived need support on need satisfaction, autonomous motivation, and adaptive outcomes.
• Significant indirect effects of need support on adaptive (positive) and maladaptive (negative) outcomes were found, mediated by need satisfaction and autonomous motivation.

Conclusions:

• The findings provide robust support for the proposed SDT model in workplace contexts.
• Need satisfaction and autonomous motivation act as key mediators linking leader support to employee outcomes.
• Work type, employee type, and national culture/economy moderate the effectiveness of SDT principles.