The Role of Workers' Motivational Profiles in Affective and Organizational Factors
The Role of Workers' Motivational Profiles in Affective and Organizational Factors
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DOI：
10.1007/s10902-017-9867-9
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发表时间：
2018-04-01
影响因子：
4.6
通讯作者：
Colombat, Philippe
中科院分区：
文献类型：
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作者：
Gillet, Nicolas;Fouquereau, Evelyne;Colombat, Philippe
我们使用潜在的个人资料分析来了解自我决定理论提出的不同形式的动机如何相互联合收割机，以及它们如何与一些组织因素（即，感知的组织支持和程序正义）和幸福和不幸福指标（即，工作投入、工作生活质量、工作满意度、工作焦虑和倦怠）。该研究利用定量数据收集的问卷调查，管理328名员工（研究1）和521名员工（研究2）从不同的法国公司。结果显示，与自主动机水平较低的员工相比，具有两种最自主动机特征的员工表现出更高的工作投入度、工作生活质量和工作满意度，以及更低的倦怠和工作焦虑水平。和外部监管（低Au/INR/EXR特征），以及具有中等水平的自主动机，中等至高水平的内射调节，和中等水平的外部调节（研究1中的Mod Au/INR/EXR曲线和研究2中的Mod AU-高INR-Mod EXR曲线）。值得注意的是，高AU-低INR/EXR和高Au/INR-低EXR曲线在健康和疾病方面没有差异。此外，感知到的组织支持和程序正义与属于高AU-低INR/EXR和高Au/INR-低EXR的概率更大相关，以低Au/INR/EXR作为参考。本研究有助于更好地了解员工的动机档案和情感和组织因素之间的联系。
We used latent profile analyses to understand how the different forms of motivation proposed by self-determination theory combine with each other and how they relate to some organizational factors (i.e., perceived organizational support and procedural justice) and well-and ill-being indicators (i.e., work engagement, quality of working life, work satisfaction, job anxiety, and burnout). The research draws upon quantitative data collected by means of a questionnaire that was administered to 328 employees (Study 1) and 521 employees (Study 2) from various French companies. Results revealed that workers characterized by the two most autonomous motivational profiles displayed higher levels of work engagement, quality of working life, and work satisfaction, and lower levels of burnout and job anxiety than those with low levels of autonomous motivation, and introjected and external regulations (Low AU/INR/EXR profile), and those with moderate levels of autonomous motivation, moderate to high levels of introjected regulation, and moderate levels of external regulation (Mod AU/INR/EXR profile in Study 1 and Mod AU-High INR-Mod EXR profile in Study 2). Of interest is that the High AU-Low INR/EXR and High AU/INR-Low EXR profiles did not differ on well- and ill-being. In addition, perceived organizational support and procedural justice were associated with a greater probability of belonging to the High AU-Low INR/EXR and High AU/INR-Low EXR profiles, taking the Low AU/INR/EXR profile as a referent. The present research contributes towards a better understanding of the links between workers' motivational profiles and affective and organizational factors.