2004
Volume 35, Issue 2
  • ISSN: 0921-5077
  • E-ISSN: 1875-7235

Abstract

Samenvatting

Motivatie verklaart veel van menselijk gedrag. Het legt uit waarom we doen wat we doen. In dit artikel zoeken we een verklaring voor de invloed van leiderschap, bedrijfsdoelen en -waarden op de bevlogenheid van medewerkers door middel van motivatie. Bevlogen medewerkers halen energie uit hun werk, zijn toegewijd, vertonen een hoger psychologisch welzijn en presteren beter. We vermoedden dat motivatie zoals gedefinieerd in de zelfdeterminatietheorie een onderliggend mechanisme is dat de relatie tussen leiderschap en positieve resultaten zou kunnen verklaren. Daartoe zijn vijf empirische studies verricht waarin de vervulling van de psychologische basisbehoeften aan autonomie, competentie en verbondenheid een centrale rol speelde. We vonden dat bevlogen leiderschap een hogere ondernemingsdoelstelling en de intrinsieke waarden motivatie en bevlogenheid stimuleerde. Ook werd in de behoefte aan zelfbeschikking en betekenisgeving van medewerkers voorzien. Een zesde onderzoek testte leiderschap en motivatie in een interventiestudie. De interventie leidde tot een hogere motivatie onder de deelnemers, tot lager verzuim onder medewerkers en een betere business performance. Varen op werkmotivatie laat medewerkers floreren, ondersteunt hun groei en ontwikkeling en vergroot het gevoel van betekenisgeving.

Loading

Article metrics loading...

/content/journals/10.5117/GO2022.2.001.TUIN
2022-06-01
2022-05-21
Loading full text...

Full text loading...

References

  1. Alimo-Metcalfe, B. (2013). A critical review of leadership theory. In H. S.Leonard, R.Lewis, A. M.Freedman, & J.Passmore (Eds.), The Wiley-Blackwell handbook of the psychology of leadership, change, and organizational development (pp. 15-47). Wiley Blackwell. https://doi-org/10.1002/9781118326404.ch2
    [Google Scholar]
  2. Angyal, A. (1941). Foundations for a science of personality. Commonwealth Fund.
    [Google Scholar]
  3. Ardichvili, A., Natt och Dag, K., & Manderscheid, S. (2016). Leadership development. Advances in Developing Human Resources, 18(3), 275-285. http://doi.org/10.1177/1523422316645506
    [Google Scholar]
  4. Avolio, B. J., Reichard, R. J., Hannah, S. T., Walumbwa, F. O., & Chan, A. (2009). A meta-analytic review of leadership impact research: Experimental and quasi-experimental studies. The Leadership Quarterly, 20(5), 764-784. https://doi.org/10.1016/j.leaqua.2009.06.006
    [Google Scholar]
  5. Baard, P. P., Deci, E. L., & Ryan, R. M. (2004). Intrinsic need satisfaction: A motivational basis of performance and well-being in two work settings. Journal of Applied Social Psychology, 34(10), 2045-2068. https://doi.org/10.1111/j.1559-1816.2004.tb02690.x
    [Google Scholar]
  6. Bailey, C., Yeoman, R., Madden, A., Thompson, M., & Kerridge, G. (2016). A narrative evidence synthesis of meaningful work: Progress and research agenda. Academy of Management Proceedings (1), 10608. https://doi.org/10.5465/ambpp.2016.10608abstract
    [Google Scholar]
  7. Bajer, J. (2016). What’s the point? The search for purpose at work. Strategic HR Review, 15(1), 25-28. http://doi.org/10.1108/SHR-12-2015-0094
    [Google Scholar]
  8. Baumeister, R. F., & Leary, M. R. (1995). The need to belong: Desire for interpersonal attachments as a fundamental human motivation. Psychological Bulletin, 117(3), 497-529. http://doi.org/10.1037/0033-2909.117.3.497
    [Google Scholar]
  9. Beer, M., Boselie, P., & Brewster, C. (2015). Back to the future: Implications for the field of HRM of the multistakeholder perspective proposed 30 years ago. Human Resource Management, 54(3), 427-438. http://doi.org/10.1002/hrm.21726
    [Google Scholar]
  10. BRT, Business Roundtable. (2019, August19). Business Roundtable redefines the purpose of a corporation to promote “an economy that serves all Americans”. www.businessroundtable.org.
    [Google Scholar]
  11. Cerasoli, C. P., Nicklin, J. M., & Ford, M. T. (2014). Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis. Psychological Bulletin, 140(4), 980-1008. http://doi.org/10.1037/a0035661
    [Google Scholar]
  12. Chen, B., Vansteenkiste, M., Beyers, W., Boone, L., Deci, E. L., Van der Kaap-Deeder, J., Duriez, B., Lens, W., Matos, L., Mouratidis, A., Ryan, R. M., Sheldon, K. M., Soenens, B., Petegem, S. V., & Verstuyf, J. (2014). Basic psychological need satisfaction, need frustration, and need strength across four cultures. Motivation and Emotion, 39(2), 216-236. http://doi.org/10.1007/s11031-014-9450-1
    [Google Scholar]
  13. Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., & McKee, R. A. (2014). Advances in leader and leadership development: A review of 25 years of research and theory. The Leadership Quarterly, 25(1), 63-82. http://doi.org/10.1016/j.leaqua.2013.11.004
    [Google Scholar]
  14. De Charms, R. (1968). Personal causation. Academic Press.
    [Google Scholar]
  15. Deci, E. L., Connell, J. P., & Ryan, R. M. (1989). Self-determination in a work organization. Journal of Applied Psychology, 74(4), 580-590. https://doi.org/10.1037/0021-9010.74.4.580
    [Google Scholar]
  16. Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. Plenum Press.
    [Google Scholar]
  17. Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268. http://doi.org/10.1207/S15327965PLI1104_01
    [Google Scholar]
  18. Deci, E. L., & Ryan, R. M. (2008). Facilitating optimal motivation and psychological well-being across life’s domains. Canadian Psychology49 (1), 14-23. http://doi.org/10.1037/0708-5591.49.1.14
    [Google Scholar]
  19. Deci, E. L., Olafsen, A. H., & Ryan, R. M. (2017). Self-determination theory in work organizations: The state of a science. The Annual Review of Organizational Psychology and Organizational Behavior, 4, 19-43. http://doi.org/10.1146/annurev-orgpsych-032516-113108
    [Google Scholar]
  20. Delaney, M. L., & Royal, M. A. (2017). Breaking engagement apart: The role of intrinsic and extrinsic motivation in engagement strategies. Industrial and Organizational Psychology, 10(1), 127-140. http://doi.org/10.1017/iop.2017.2
    [Google Scholar]
  21. Donaldson, S. I., & Grant-Vallone, E. J. (2002). Understanding self-report bias in organizational behavior research. Journal of Business and Psychology,17 (2), 245-260. https://doi.org/10.1023/a:1019637632584
    [Google Scholar]
  22. Ebert, C., Hurth, V., & Prabhu, J. (2018). The what, why and the how of purpose: A guide for leaders. Chartered Management Institute. https://www.managers.org.uk/~/media/Files/Reports/Guide-for-Leaders-White-Paper.pdf
    [Google Scholar]
  23. Edmondson, A. C., & Lei, Z. (2014). Psychological safety: The history, renaissance, and future of an interpersonal construct. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 23-43. https://doi.org/10.1146/annurev-orgpsych-031413-091305
    [Google Scholar]
  24. Ellsworth, R. R. (2002). Leading with purpose: The new corporate realities. Stanford University Press.
    [Google Scholar]
  25. Eversole, B. A. W., Venneberg, D. L., & Crowder, C. L. (2012). Creating a flexible organizational culture to attract and retain talented workers across generations. Advances in Developing Human Resources, 14(4), 607-625. http://doi.org/10.1177/1523422312455612
    [Google Scholar]
  26. Fink, L. (2019, January). Larry Fink’s 2019Letter to CEOs: Purpose and Profit. https://www.blackrock.com/https://www.blackrock.com/corporate/investor-relations/larry-fink-ceo-letter
    [Google Scholar]
  27. Fitzgerald, G. A., & Desjardins, N. M. (2004). Organizational values and their relation to organizational performance outcomes. Atlantic Journal of Communication, 12(3), 121-145. http://doi.org/10.1207/s15456889ajc1203_1
    [Google Scholar]
  28. Fotaki, M., Lioukas, S., & Voudouris, I. (2020). Ethos is destiny: Organizational values and compliance in corporate governance. Journal of Business Ethics, 166, 19-37. http://doi.org/10.1007/s10551-019-04126-7
    [Google Scholar]
  29. Fowler, S. (2018). Toward a new curriculum of leadership competencies: Advances in motivation science call for rethinking leadership development. Advances in Developing Human Resources, 20(2), 182-196. https://doi.org/10.1177/1523422318756644
    [Google Scholar]
  30. Freeman, R. E. (1994). The politics of stakeholder theory: Some future directions. Business Ethics Quarterly, 4(4), 409-421. http://doi.org/10.2307/3857340
    [Google Scholar]
  31. Freeman, R. E., Wicks, A. C., & Parmar, B. (2004). Stakeholder theory and “the corporate objective revisited.”Organization Science, 15(3), 364-369. http://doi.org/10.1287/orsc.1040.0066
    [Google Scholar]
  32. Friedman, M. (1970, September13). The social responsibility of business is to increase its profits. https://www.nytimes.com/1970/09/13/archives/a-friedman-doctrine-the-social-responsibility-of-business-is-to.html
    [Google Scholar]
  33. Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362. http://doi.org/10.1002/job.322
    [Google Scholar]
  34. Gagné, M., Forest, J., Vansteenkiste, M., Crevier-Braud, L., Van den Broeck, A., Aspeli, A. K., Bellerose, J., Benabou, C., Chemolli, E., Güntert, S. T., Halvari, H., Indiyastuti, D. L., Johnson, P. A., Molstad, M. H., Naudin, M., Ndao, A., Olafsen, A. H., Roussel, P., Wang, Z., & Westbye, C. (2014). The Multidimensional Work Motivation Scale: Validation evidence in seven languages and nine countries. European Journal of Work and Organizational Psychology, 24(2), 178-196. http://doi.org/10.1080/1359432X.2013.877892
    [Google Scholar]
  35. Hamel, G., & Zanini, M. (2020). Humanocracy: Creating organizations as amazing as the people inside them. Harvard Business Review Press.
    [Google Scholar]
  36. Henderson, R. (2020). Reimagining capitalism: How business can save the world. Penguin Random House.
    [Google Scholar]
  37. Henderson, R., & Steen, E. V. D. (2015). Why do firms have “purpose”? The firm’s role as a carrier of identity and reputation. American Economic Review, 105(5), 326-330. http://doi.org/10.1257/aer.p20151072
    [Google Scholar]
  38. Hetland, J., Hetland, H., Bakker, A. B., Demerouti, E., Andreassen, C. S., & Pallesen, S. (2015). Psychological need fulfillment as a mediator of the relationship between transformational leadership and positive job attitudes. Career Development International, 20(5), 464-481. https://doi.org/10.1108/cdi-10-2014-0136
    [Google Scholar]
  39. Inceoglu, I., Thomas, G., Chu, C., Plans, D., & Gerbasi, A. (2018). Leadership behavior and employee well-being: An integrated review and a future research agenda. The Leadership Quarterly, 29(1), 179-202. http://doi.org/10.1016/j.leaqua.2017.12.006
    [Google Scholar]
  40. Kasser, T., & Ryan, R. M. (1993). A dark side of the American dream: Correlates of financial success as a central life aspiration. Journal of Personality and Social Psychology, 65(2), 410-422. http://doi.org/10.1037/0022-3514.65.2.410
    [Google Scholar]
  41. Kasser, T., & Ryan, R. M. (1996). Further examining the American dream: Differential correlates of intrinsic and extrinsic goals. Personality and Social Psychology Bulletin, 22(3), 280-287. http://doi.org/10.1177/0146167296223006
    [Google Scholar]
  42. Kempster, S., Jackson, B., & Conroy, M. (2011). Leadership as purpose: Exploring the role of purpose in leadership practice. Leadership, 7(3), 317-334. http://doi.org/10.1177/1742715011407384
    [Google Scholar]
  43. Kofman, F. (2006). Conscious business: How to build value through values. Sounds True.
    [Google Scholar]
  44. Kovjanic, S., Schuh, S. C., Jonas, K., Quaquebeke, N. V., & van Dick, R. (2012). How do transformational leaders foster positive employee outcomes? A self-determination-based analysis of employees’ needs as mediating links. Journal of Organizational Behavior, 33(8), 1031-1052. http://doi.org/10.1002/job.1771
    [Google Scholar]
  45. Malnight, T. W. (2019, August). Put purpose at the core of strategy. https://www-imd-org/research-knowledge/articles/Put-purpose-at-the-core-of-strategy/
    [Google Scholar]
  46. Mankoff, A. W. (1974). Values – not attitudes – are the real key to motivation. Management Review, 63(12), 23-29.
    [Google Scholar]
  47. May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11-37. http://doi.org/10.1348/096317904322915892
    [Google Scholar]
  48. Mäkikangas, A., Bakker, A. B., & Schaufeli, W. B. (2017). Antecedents of daily team job crafting. European Journal of Work and Organizational Psychology, 26(3), 421-433. http://doi.org/10.1080/1359432X.2017.1289920
    [Google Scholar]
  49. Metcalf, L., & Benn, S. (2012). The corporation is ailing social technology: Creating a “fit for purpose” design for sustainability. Journal of Business Ethics, 111(2), 195-210. http://doi.org/10.1007/s10551-012-1201-1
    [Google Scholar]
  50. Meyer, J. P., & Gagné, M. (2008). Employee engagement from a self-determination theory perspective. Industrial and Organizational Psychology, 1(1), 60-62. doi.org/10.1111/j.1754-9434.2007.00010.x
    [Google Scholar]
  51. Nikolova, I., Schaufeli, W., & Notelaers, G. (2019). Engaging leader – Engaged employees? A cross-lagged study on employee engagement. European Management Journal, 37(6), 772-783. http://doi.org/10.1016/j.emj.2019.02.004
    [Google Scholar]
  52. Parmar, B. L., Keevil, A., & Wicks, A. C. (2019). People and profits: The impact of corporate objectives on employees’ need satisfaction at work. Journal of Business Ethics, 154 (1), 13–33. https://doi.org/10.1007/s10551-017-3487-5
    [Google Scholar]
  53. Petri, N. (2014). Future trends in leadership development:White Paper. Center for Creative Leadership.
    [Google Scholar]
  54. Pink, D. H. (2009). Drive, the surprising truth about what motivates us. Riverhead Books.
    [Google Scholar]
  55. Podolny, J. M., Khurana, R., & Hill-Popper, M. (2004). Revisiting the meaning of leadership. Research in Organizational Behavior, 26, 1-36. http://doi.org/10.1016/S0191-3085(04)26001-4
    [Google Scholar]
  56. Polman, P. (2016). Re-establishing trust: Making business with purpose the purpose of business. In D.Barton, D.Hortváth, & M.Kipping (Eds.), Re-imagining Capitalism (pp. 17-31). Oxford University Press.
    [Google Scholar]
  57. Quinn, R. E., & Thakor, A. V. (2018). Creating a Purpose-Driven Organization. Harvard Business Review, July-August.
    [Google Scholar]
  58. Rahmadani, V. G., Schaufeli, W. B., Ivanova, T. Y., & Osin, E. N. (2019). Basic psychological need satisfaction mediates the relationship between engaging leadership and work engagement: A cross-national study. Human Resource Development Quarterly, 30(4), 453-471. http://doi.org/10.1002/hrdq.21366
    [Google Scholar]
  59. Rath, T., & Conchie, B. (2008). Strengths based leadership. Gallup.
    [Google Scholar]
  60. Rigby, C. S., & Ryan, R. M. (2018). Self-Determination Theory in human resource development: New directions and practical considerations. Advances in Developing Human Resources, 20(2), 133-147. https://doi.org/10.1177/1523422318756954
    [Google Scholar]
  61. Rodriguez, A., & Rodriguez, Y. (2015). Metaphors for today’s leadership: VUCA world, millennial and “Cloud Leaders”. Journal of Management Development, 34(7), 854-866. http://doi.org/10.1108/JMD-09-2013-0110
    [Google Scholar]
  62. Ryan, R. M. (1995). Psychological needs and the facilitation of integrative processes. Journal of Personality, 63(3), 397-427. http://doi.org/10.1111/j.1467-6494.1995.tb00501.x
    [Google Scholar]
  63. Ryan, R. M., & Deci, E. L. (2017). Self-Determination Theory. Guilford Publications.
    [Google Scholar]
  64. Salas-Vallina, A., Alegre, J., & López-Cabrales, Á. (2021). The challenge of increasing employees’ well-being and performance: How human resource management practices and engaging leadership work together toward reaching this goal. Human Resource Management, 60(3), 333-347. https://doi.org/10.1002/hrm.22021
    [Google Scholar]
  65. Schaufeli, W. B. (2015). Engaging leadership in the Job Demands-Resources Model. Career Development International, 20(5), 446-463. http://doi.org/10.1108/CDI-02-2015-0025
    [Google Scholar]
  66. Schaufeli, W.B. (2021). Engaging leadership: How to promote work engagement. Frontiers in Psychology, 12:754556. http://doi.org/10.3389/fpsyg.2021.754556
    [Google Scholar]
  67. Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701-716. http://doi.org/10.1177/0013164405282471
    [Google Scholar]
  68. Serrat, O. (2017). A primer on corporate values. In Knowledge solutions (pp. 701-709). Springer Singapore. http://doi.org/10.1007/978-981-10-0983-9_76
    [Google Scholar]
  69. Sheldon, K. M., & Hilpert, J. C. (2012). The Balanced Measure of Psychological Needs (BMPN) scale: An alternative domain general measure of need satisfaction. Motivation and Emotion, 36(4), 439-451. http://doi.org/10.1007/s11031-012-9279-4
    [Google Scholar]
  70. Sheldon, K. M., Arndt, J., & Houser-Marko, L. (2003). In search of the organismic valuing process: The human tendency to move towards beneficial goal choices. Journal of Personality, 71(5), 835-869.
    [Google Scholar]
  71. Shirmohammadi, M., Mehdiabadi, A. H., Beigi, M., & McLean, G. N. (2020). Mapping human resource development: Visualizing the past, bridging the gaps, and moving toward the future. Human Resource Development Quarterly, 32(2), 197-224. https://doi.org/10.1002/hrdq.21415
    [Google Scholar]
  72. Sisodia, R., & Gelb, M. J. (2019). The healing organization. Harper Collins.
    [Google Scholar]
  73. Slemp, G. R., Kern, M. L., Patrick, K. J., & Ryan, R. M. (2018). Leader autonomy support in the workplace: A meta-analytic review. Motivation and Emotion, 42(5), 706-724. http://doi.org/10.1007/s11031-018-9698-y
    [Google Scholar]
  74. Slemp, G. R., Lee, M. A., & Mossman, L. H. (2021). Interventions to support autonomy, competence, and relatedness needs in organizations: A systematic review with recommendations for research and practice. Journal of Occupational and Organizational Psychology, 1-31. http://doi.org/10.1111/joop.12338
    [Google Scholar]
  75. Solansky, S. T. (2014). Self-determination and leader development. Management Learning, 46(5), 618-635. https://doi.org/10.1177/1350507614549118
    [Google Scholar]
  76. Tafvelin, S., Von Thiele Schwarz, U., Nielsen, K., & Hasson, H. (2018). Employees and line managers active involvement in participatory organizational interventions: Examining direct, reversed, and reciprocal effects on well-being. Stress and Health, 36(8), 1-12. http://doi.org/10.1002/smi.2841
    [Google Scholar]
  77. Ting, S. (2006). Our view of coaching for leadership development. In S.Ting & P.Scisco (Eds.), The CCL handbook of coaching (pp. 15-33). Jossey-Bass.
    [Google Scholar]
  78. Urbany, J. E. (2005). Inspiration and cynicism in values statements. Journal of Business Ethics, 62(2), 169-182. http://doi.org/10.1007/s10551-005-0188-2
    [Google Scholar]
  79. Van den Broeck, A., Baillien, E., Vanbelle, E., De Cuyper, N., Vanhercke, D., & De Witte, H. (2014). Perception of organization’s value support and perceived employability: Insights from Self-Determination Theory. The International Journal of Human Resource Management, 25 (13), 1904-1918. http://doi.org/10.1080/09585192.2013.860385
    [Google Scholar]
  80. Van den Broeck, A., Ferris, D. L., Chang, C.-H., & Rosen, C. C. (2016). A review of Self-Determination Theory’s basic psychological needs at work. Journal of Management, 42(5), 1195-1229. http://doi.org/10.1177/0149206316632058
    [Google Scholar]
  81. Van den Broeck, A., Howard, J. L., Vaerenbergh, Y. V., Leroy, H., & Gagné, M. (2021). Beyond intrinsic and extrinsic motivation: A meta-analysis on Self-Determination Theory’s multidimensional conceptualization of work motivation. Organizational Psychology Review, 11(3), 240-273. https://doi.org/10.1177/20413866211006173
    [Google Scholar]
  82. Van den Broeck, A., Schreurs, B., Proost, K., Vanderstukken, A., & Vansteenkiste, M. (2019). I want to be a billionaire: how do extrinsic and intrinsic values influence youngsters’ well-being?The ANNALS of the American Academy of Political and Social Science, 682(1), 204-219. http://doi.org/10.1177/0002716219831658
    [Google Scholar]
  83. Van den Broeck, A., Van Ruysseveldt, J., Smulders, P., & De Witte, H. (2011). Does an intrinsic work value orientation strengthen the impact of job resources? A perspective from the Job Demands-Resources Model. European Journal of Work and Organizational Psychology, 20(5), 581-609. http://doi.org/10.1080/13594321003669053
    [Google Scholar]
  84. Van den Broeck, A., Vansteenkiste, M., Witte, H. D., & Lens, W. (2008). Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction. Work & Stress, 22(3), 277-294. https://doi.org/10.1080/02678370802393672
    [Google Scholar]
  85. Van den Broeck, A., Vansteenkiste, M., Witte, H. D., Lens, W., & Andriessen, M. (2009). De Zelf-Determinatie Theorie: kwalitatief goed motiveren op de werkvloer. Gedrag & Organisatie, 22(4), 316-335. https://doi.org/10.5117/2009.022.004.002
    [Google Scholar]
  86. Van Tuin, L. (2021). Navigating motivation at work: About leadership, purpose, values and basic psychological needs [Doctoral dissertation]. Utrecht University. http://doi.org/10.33540/270
    [Google Scholar]
  87. Van Tuin, L., Schaufeli, W. B., & Van den Broeck, A. (2021). Engaging leadership: Enhancing work engagement through intrinsic values and need satisfaction. Human Resource Development Quarterly, 1-23. http://doi.org/10.1002/hrdq.21430
    [Google Scholar]
  88. Van Tuin, L., Schaufeli, W. B., Van den Broeck, A., & Van Rhenen, W. (2020). A corporate purpose as an antecedent to employee motivation and work engagement. Frontiers in Psychology, 11.572343. http://doi.org/10.3389/fpsyg.2020.572343
    [Google Scholar]
  89. Van Tuin, L., Schaufeli, W. B., & Van Rhenen, W. (2020). The satisfaction and frustration of basic psychological needs in engaging leadership. Journal of Leadership Studies, 14(2), 6-23. http://doi.org/10.1002/jls.21695
    [Google Scholar]
  90. Van Tuin, L., Schaufeli, W. B., Van Rhenen, W., & Kuiper, R. M. (2020). Business results and well-being: An engaging leadership intervention study. International Journal of Environmental Research and Public Health, 17 (12), 4515. http://doi.org/10.3390/ijerph17124515
    [Google Scholar]
  91. Vansteenkiste, M., Niemiec, C. P., & Soenens, B. (2010). The development of the five mini-theories of self-determination theory: An historical overview, emerging trends, and future directions. In T. C.Urdan & S. A.Karabenic (Eds), The decade ahead theoretical perspectives on motivation and achievement. (Vol. 16A, pp. 105-165). Emerald Group. https://doi.org/10.1108/s0749-7423(2010)000016a007
    [Google Scholar]
  92. Vansteenkiste, M., Neyrinck, B., Niemiec, C. P., Soenens, B., Witte, H., & Van den Broeck, A. (2007). On the relations among work value orientations, psychological need satisfaction and job outcomes: A self-determination theory approach. Journal of Occupational and Organizational Psychology, 80(2), 251-277. http://doi.org/10.1348/096317906x111024
    [Google Scholar]
  93. Vansteenkiste, M., & Ryan, R. M. (2013). On psychological growth and vulnerability: Basic psychological need satisfaction and need frustration as a unifying principle. Journal of Psychotherapy Integration, 23(3), 263-280. https://doi.org/10.1037/a0032359
    [Google Scholar]
  94. Werner, J. M. (2014). Human resource development ≠ human resource management: So what is it?Human Resource Development Quarterly, 25(2), 127-139. http://doi.org/10.1002/hrdq.21188
    [Google Scholar]
  95. White, R. W. (1959). Motivation reconsidered: The concept of competence. Psychological Review, 66(5), 297-333. http://doi.org/10.1037/h0040934
    [Google Scholar]
  96. Yeoman, R., Bailey, C., Madden, A., & Thompson, M. (2019). The Oxford handbook of meaningful work. Oxford University Press.
    [Google Scholar]
  97. Yoo, S., Jang, S., Byun, S. W., & Park, S. (2018). Exploring human resource development research themes: A keyword network analysis. Human Resource Development Quarterly, 30(2), 155-174. http://doi.org/10.1002/hrdq.21336
    [Google Scholar]
  98. Yost, P. R., & Plunkett, M. M. (2010). Real-time leadership development. Wiley-Blackwell. http://doi.org/10.1002/9781444315981
    [Google Scholar]
http://instance.metastore.ingenta.com/content/journals/10.5117/GO2022.2.001.TUIN
Loading
/content/journals/10.5117/GO2022.2.001.TUIN
Loading

Data & Media loading...

This is a required field
Please enter a valid email address
Approval was a Success
Invalid data
An Error Occurred
Approval was partially successful, following selected items could not be processed due to error