自决理论和工作场所的结果:一个元分析
Martin S Hagger1,2,3,4, Kaylyn McAnally Star1,5
1Department of Psychological Sciences, University of California, Merced, California, USA.
概括
在工作场所的自决理论 (SDT) 提高了员工的福利和生产力. 通过满足需求和自主激励,领导者对心理需求的支持对结果产生了积极的影响.
科学领域:
- 组织心理学 组织心理学
- 工作场所的动机 工作场所的动机
- 员工福利 员工福利
背景情况:
- 自决理论 (SDT) 对理解工作场所的动机和工作满意度和参与度等结果有价值.
- 之前的研究表明SDT构造和工作场所结果之间存在一致的联系,但具有显著的变化.
- 需要一个综合模型来解释这些关系,包括调解和调节因素是显而易见的.
研究的目的:
- 综合现有关于自决理论 (SDT) 构造和工作场所结果的研究.
- 测试一种新型模型,在这种模型中,感知到需要来自领导人的支持,通过需求满足和动机影响结果.
- 检查潜在的主持人,如工作类型,员工类型和国家特征.
主要方法:
- 通过系统的数据库搜索对192项通过系统的数据库搜索发现的研究进行了多层次的元分析.
- 使用元分析结构方程建模来测试拟议的调解模型.
- 进行了调节分析,以调查效应在不同环境中如何变化.
主要成果:
- 证实了理论构造和工作场所结果之间的SDT一致的相关性.
- 该模型显示,感知需求支持对需求满足,自主动机和适应性结果产生了积极的直接影响.
- 需要支持对适应性 (积极) 和不适应性 (消极) 结果的显著间接影响被发现,需要满足和自主动机的介导.
结论:
- 这些发现为在工作场所背景下提出的SDT模型提供了强有力的支持.
- 需求满足和自主动机作为关键调解者,将领导者支持与员工成果联系起来.
- 工作类型,员工类型和国家文化/经济都会影响SDT原则的有效性.
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