Self-determination theory (SDT)
= grand theory of human motivation and optimal functioning.
= assumption that humans are inherently active organisms.
= vision of general positive movement (focus on strength and development of individuals)
This article: the ‘why’ and ‘what’ of behavior and the concept of ‘basic psychological need satisfaction’
1.Meta – theoretical assumptions
SDT – starting point: organismic dialectic meta-theory (< basic psychological need satisfaction)
Bright Side
- individuals are growth-oriented organisms who actively interact with their environment
- individuals strive towards an authentic n of lf (lf – actualization)
- individuals strive towards an interconnection with other people
(integration in the larger social environment)
Dark Side
养殖业鸡Growth – oriented nature of individuals requires fundamental nutrients to overcome
passiveness and counter – productivity
>> provided or not provided by social context.
Practical implication
Individuals can best be motivated by supporting their developing potential
>> Optimal performance = when inherent tendency is cherished and encouraged) Comparison with McGregor (builds on Maslow’s lower needs)
Theory X: people are passive entities which need coercion and top – down control for optimal performance
Theory Y: under the right conditions (=provision of lf – direction), people want to develop their skill
s, ek responsibility and take initiative
2.The Why Of Behavior
农村养老保险= “Intrinsic motivation and the different types of extrinsic motivation all concern particular reasons for engaging in activities or behavioral regulations.”
= “reasons for acting”
The Interplay between intrinsic and extrinsic motivation
Intrinsic motivation: engagement in an activity for its own sake, that is, for the satisfaction and enjoyment ‘experienced during the cour of the activity itlf.
Extrinsic motivation: the engagement in an activity to obtain an outcome that is parable from the activity.
Additive view:
total motivation = intrinsic motivation + extrinsic motivation
< providing monetary rewards for doing an inherently interesting task would increa individuals’ total amount of motivation. If the reward would be removed, the person’s motivation is expected to decrea tot the pre – rewarded baline.
Deci (1971):
External contingencies such as monetary rewards, threats and deadlines undermine intrinsic motivation, whereas verbal rewards (i.e. positive feedback) enhanced one’s intrinsic motivation.
Moderators:
- interpersonal context: way of administering the external contingencies determines effect on motivation (i.e. was the feedback given in a supportive or controlling way)
- intrinsic motivation is only undermined if the tangible1 rewards are expected and made contingent upon task engagement, task completion or performance.
Moderator differences are explained by the meaning attributed to external contingencies
LABORATORY STUDIES
External contingencies:
- informational function >> enhances internal motivation
- Verbal Rewards
- Unexpected tangible rewards
- feedback
- controlling function >> enhances external motivation
- Expected tangible rewards
OCCUPATIONAL HEALTH CONTEXT
Negative effects of incentives on intrinsic motivation are shown to hold for qualitative, butnotfor quantitative aspects of performance andfor complex interesting tasks which involve intrinsic motivation butnot for simple, boring tasks which excite little inherent enjoyment.
1 Tastbaar
Qualitative different types of extrinsic motivation
Most motivational theories: quantitative point of view
(amount of motivation is a crucial predictor for optimal functioning)
Self – determination Theory: quantitative and qualitative point of view
(extrinsic motivation can also vary in the degree to which individuals have
internalized and integrated the reason for behavioral engagement)
4 types of extrinsic motivation (ranging from low to full personal endorment2)
-External Regulation (external perceived locus of causality >controlled): the reason for conducting behavior is situated external to the individual.Pressuring aspects are material (i.e.
bonus) as well as social (i.e. recognition supervisor).
-Introjection Regulation (external perceived locus of causality >controlled): behavior is guided by internally pressuring reasons.By internally administering rewards and punishments, individuals try to
attain pride and to avoid guilt or shame.
-Identified Regulation (internal perceived locus of causality>autonomous): individuals perceive behavior as their own becau they identify with the reason for the activity. The
goal of the behavior is personally endord and considered important.
-Integrated Regulation (internal perceived locus of causality>autonomous): completion of internalization. Individuals engage in an activity becau this activity fits one’s broader t of values and beliefs.
源源不断什么意思According to SDT, adopting an autonomous versus controlled regulation style yields positive effects
in terms of higher well-being and better performance. Autonomous versus controlled regulation might also be en as a personal resource that helps one to shape the environment.
The differentiation between the qualitative types of motivation is considered uful to understand why employees could be qualitatively motivated for both intrinsically and extrinsically motivation tasks.
怀柔区Practical implication: individuals can best be extrinsically motivated by stimulating their autonomous instead of their controlled motivation. This can be achieved through emphasizing the personal importance and significance of tasks, such that employees will begin to identify with the tasks and might integrate them
3.The What Of Behavior
= “the content of goal striving”
Goal Setting Theory: individuals will best be motivated if they pursue specific rather than general goals, goals of optimal difficulty, and lf-t rather than other – impod goals.
2 Bekrachtiging
SDT: individuals will best be motivated if they strive towards optimally challenging goals and when they are autonomously instead of controlled motivated to obtain a particular goal.
-Pursuit of Intrinsic Goals (inward orientation) such as contributing to the community, affiliation, and lf –development…
>> likely to yield3 more adaptive outcomes
>> long – lasting n of psychological well being
-Pursuit of Extrinsic Goals (outward orientation) such as accumulating wealth, acquiring fame and pursuing attractive physical looks
>> detract individuals from their inherent growth orientation
>> short – lived satisfaction, hedonic feelings of happiness and contentment quickly
disappear, such that again extrinsic goals need to be t
The pursuit of extrinsic goals at the expen of intrinsic goals is therefore hypothesized to be detrimental for employees’ well-being and performance.
Thus, goal content has implications for employees’ well-being and job experiences as well as for unemployed individuals.
MODERATORS
-Differences in attainability4 and attainment5 of types of goals
-
Person – environment fit: the degree to which one’s personal goals match with the values that are promoted in the context is also be assumed to moderate the impact of extrinsic
versus intrinsic goals pursuit.
In sum, from a SDT –perspective, the content of employees’ goals matters and the pursuit of intrinsic goals had been shown to be more strongly associated with optimal functioning than the pursuit of extrinsic goals
4.Basic Psychological Needs
Needs:
-Maslow (inborn needs for lf-actualization and social recognition)
-Murray (needs for achievement, power and affiliation)
冥衣-Cognitive psychology (internal mental process such as expectations, lf-efficacy or attributions rather than needs or desires as the key variables to understand individuals’
motivation)
-
3 Opbrengen, opleverenlng天然气
4 Bereikbaarheid微信名
元旦的诗句5 Het bereiken van
-SDT (both individual’s regulatory style and goal directed behavior cannot be understood completely without addressing the process that energizes and directs behavior // this
process = satisfaction of the basic psychological needs)
Basic Needs in SDT:
-‘Tho nutrients that must be procured by a living entity to maintain its growth, integrity and health’ // Crucial for one’s optimal functioning
-ABC – Needs
o Need for Autonomy: inherent desire to act witch a n of choice and volition6, that is, to be the a
uthor of one’s actions and to feel psychological free
o Need for Belongingness: inherent propensity to feel connected to others, that is, to be a member of a group, to love and care and be loved and cared for (i.e. social
support, relatedness, attachment theory)
o Need for Competence: desire to feel capable to master the environment and to bring about desired outcomes (i.e. lf – efficacy (Bandura)), that is, to explore and
actively ek out challenges in which one can extend one’s psychical and
psychological skills.
-Construct of needs:
o McClelland: focus on need strength
>>there are interpersonal differences in the value attached to different needs (this
due to personal socializing process during personal development)
o SDT: focus on need satisfaction
>> needs are postulated to be primary, innate propensities // not the degree to
which individuals express a particular need, but the degree to which one is able to
satisfy each of one’s basic psychological needs is considered important // In contrast
with Maslow, SDT does not assume any hierarchical relationship between the 3
compod basic needs.
-Positive versus negative conquences of the satisfaction versus frustration of the basic psychological needs.
o Within occupational health context: rearch results are in line with the claim that satisfaction of the needs yield universal positive associations
o Positive relationship between need satisfaction and employees’ optimal functioning
-Need for competence and need for autonomy as explanation for the differential effects of external c
ontingencies(such as monetary and verbal rewards)on intrinsic motivation o Informational function of rewards: relates to individuals’ competence
o Controlling function of rewards: relates to individuals’ need for autonomy
6 Wil
