Publisher Description

Self-determination theory is a theory of human motivation that increasingly is being used by organizations to make strategic HR decisions and train managers. It argues for a focus on the quality of workers' motivation over quantity. Motivation that is based on meaning and interest is shown to be superior to motivation that is based on pressure and rewards. Work environments that make workers feel competent, autonomous, and related to others foster the right type ofmotivation, goals, and work values. The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory aims to give current and future organizational researchersideas for future research using self-determination theory as a framework, and to give practitioners ideas on how to adjust their programs and practices using self-determination theory principles. The book brings together self-determination theory experts and organizational psychology experts to talk about past and future applications of the theory to the field of organizational psychology. The book covers a wide range of topics, including how to bring about commitment, engagement, and passionin the workplace; how to manage stress, health, emotions, and violence at work; how to encourage safe and sustainable behavior in organizations; how factors like attachment styles, self-esteem,person-environment fit, job design, leadership, compensation, and training affect work motivation; and how work-related values and goals are forged by the work environment and affect work outcomes.

Author Biography

Marylène Gagné is professor of industrial and organizational psychology at the University of Western Australia and was previously the Royal Bank of Canada Distinguished Professor in Work Motivation at the John Molson School of Business, Concordia University. She researches organizational and personal factors that affect worker motivation, and how this motivation affects worker performance and well-being.

Table of Contents

1. The History of Self-Determination Theory in Psychology and ManagementMarylène Gagné and Edward L. DeciPart One: Conceptual Issues2. The Importance of Universal Psychological Needs for Understanding Motivation in the WorkplaceEdward L. Deci and Richard M. Ryan3. Employee Commitment, Motivation, and Engagement: Exploring the LinksJohn P. Meyer4. Effective and Sustained Proactivity in the Workplace: A Self-Determination Theory PerspectiveKaroline Strauss and Sharon K. Parker5. A Behavioral Economics Perspective on the Overjustification Effect: Crowding-In and Crowding-Out of Intrinsic MotivationAntoinette Weibel, Meike Wiemann, and Margit Osterloh6. Passion for Work: Determinants and OutcomesRobert J. Vallerand, Nathalie Houlfort, and Jacques ForestPart Two: Individual Considerations7. The Foundation of Autonomous Motivation in the Workplace: An Attachment PerspectiveSigalit Ronen and Mario Mikulincer8. Contingent Self-Esteem: A Review and Applications to Organizational ResearchD. Lance Ferris9. Person-Environment Fit and Self-Determination TheoryGary J. Greguras, James M. Diefendorff, Jacqueline Carpenter, and Christian TrösterPart Three: Organizational and Contextual Considerations10. The Motivational Power of Job DesignMarylène Gagné and Alexandra Panaccio11. LeadershipStephanie L. Gilbert and E. Kevin Kelloway12. Compensation and Work Motivation: Self-determination Theory and the Paradigm of Motivation through IncentivesAmar Fall and Patrice Roussel13. Self-Determination Theory and Workplace Training and DevelopmentAnders Dysvik and Bård KuvaasPart Four: Outcomes of Work Motivation14. Self-Determination and Job StressClaude Fernet and Stéphanie Austin15. Self-Determination as a Nutriment for Thriving: Building an Integrative Model of Human Growth at WorkGretchen M. Spreitzer and Christine Porath16. Emotional Labor through the Lens of Self-Determination TheoryMichel Cossette17. Understanding Why Employees Behave Safely from a Self-Determination Theory PerspectiveNatasha Scott, Mark Fleming, and E. Kevin Kelloway18. Understanding Workplace Violence: The Contribution of Self-Determination TheoryVéronique Dagenais-Desmarais and François Courcy19. Encouraging Environmental Actions in Employees and in the Working Environment: A Self-Determination Theory PerspectiveLuc G. Pelletier and Nicole M. Aitken20. Translating Research Results in Economic Terms: An Application of Economic Utility Analysis Using SDT-Based InterventionsJacques Forest, Marie-Hélène Gilbert, Geneviève Beaulieu, Philippe LeBrock, and Marylène GagnéPart Five: Domains of Application21. Teacher MotivationJohnmarshall Reeve and Yu-Lan Su22. At the Interface of Work and Health: A Consideration of the Health Gradient Using Self-Determination TheoryMaynor G. González, Christopher P. Niemiec, and Geoffrey C. Williams23. What Is a Functional Relationship to Money and Possessions?Dan Stone24. Development, Changes, and Consolidation of Values and Goals in Business and Law Schools: The Dual-Valuing Process ModelFrederick M. E. Grouzet25. A Self-Determination Theory Approach to GoalsRichard Koestner and Nora Hope26. Self-Determination Theory in the Work Domain: This Is Just the BeginningMarylène Gagné

Promotional

Brings together self-determination theory and organizational psychology experts to talk about past and future applications of the theory to the field of organizational psychology.

Long Description

Self-determination theory is a theory of human motivation that increasingly is being used by organizations to make strategic HR decisions and train managers. It argues for a focus on the quality of workers' motivation over quantity. Motivation that is based on meaning and interest is shown to be superior to motivation that is based on pressure and rewards. Work environments that make workers feel competent, autonomous, and related to others foster the right type ofmotivation, goals, and work values. The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory aims to give current and future organizational researchers ideas for future research using self-determination theory as a framework, and to give practitioners ideas on how to adjust their programs and practices using self-determination theory principles. The book brings together self-determination theory experts and organizational psychology experts to talk about past and future applications of the theoryto the field of organizational psychology. The book covers a wide range of topics, including how to bring about commitment, engagement, and passion in the workplace; how to manage stress, health, emotions, and violence at work; how to encourage safe and sustainable behavior in organizations; how factors likeattachment styles, self-esteem, person-environment fit, job design, leadership, compensation, and training affect work motivation; and how work-related values and goals are forged by the work environment and affect work outcomes.

Feature

Selling point: Encourages research and practice that is based on self-determination theorySelling point: Applies self-determination theory to the field of organizational psychologySelling point: Suggests avenues for further research in organizational psychology, using self-determination theory as a frameworkSelling point: Covers a wide range of topics related to workplace motivation

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