Abstract
Self-determination theory (SDT) posits the existence of distinct types of motivation (i.e., external, introjected, identified, integrated, and intrinsic). Research on these different types of motivation has typically adopted a variable-centered approach that seeks to understand how each motivation in isolation relates to employee outcomes. We extend this work by adopting cluster analysis in a person-centered approach to understanding how different combinations or patterns of motivations relate to organizational factors. Results revealed five distinct clusters of motivation (i.e., low introjection, moderately motivated, low autonomy, self-determined, and motivated) and that these clusters were differentially related to need satisfaction, job performance, and work environment perceptions. Specifically, the self-determined (i.e., high autonomous motivation, low external motivation) and motivated (i.e., high on all types of motivation) clusters had the most favorable levels of correlates; whereas the low autonomy (i.e., least self-determined) cluster had the least favorable levels of these variables.
Original language | English |
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Pages (from-to) | 354-363 |
Journal | Journal of Vocational Behavior |
Volume | 81 |
Issue number | 3 |
DOIs | |
Publication status | Published - 2012 |
Corresponding author email
cms116@zips.uakron.eduKeywords
- Cluster analysis
- Motivation
- Profile analysis
- Self-determination theory
Indexed by
- ABDC-A*
- Scopus
- SSCI
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Moran, C. M., Kim, T.-Y., Liu, Z.-Q., & Diefendorff, J. M. (2012). A profile approach to self-determination theory motivations at work. Journal of Vocational Behavior, 81(3), 354-363. https://doi.org/10.1016/j.jvb.2012.09.002