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Self-determination theory of motivat...

Guo, Lan.

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Self-determination theory of motivation and performance management systems.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	Self-determination theory of motivation and performance management systems./
作者:	Guo, Lan.
面頁冊數:	228 p.
附註:	Adviser: Bernard Wong-On-Wing.
Contained By:	Dissertation Abstracts International69-02A.
標題:	Business Administration, Accounting. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3301979
ISBN:	9780549473831

Self-determination theory of motivation and performance management systems.
Guo, Lan.

Self-determination theory of motivation and performance management systems. - 228 p.

Adviser: Bernard Wong-On-Wing.

Thesis (Ph.D.)--Washington State University, 2007.

According to self-determination theory (SDT, Ryan and Deci 2000) of motivation, in order to create and maintain an innovative, proactive and happy workforce, businesses ought to adopt organizational designs that cultivate employees' autonomous (vs. controlled) work motivation. This is because numerous SDT-based studies have found that autonomous (controlled) motivation is associated with higher (lower) levels of creativity, cognitive flexibility, persistence and psychological well-being.

ISBN: 9780549473831Subjects--Topical Terms:

1020666
Business Administration, Accounting.

Self-determination theory of motivation and performance management systems.
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502 $a Thesis (Ph.D.)--Washington State University, 2007.
520 $a According to self-determination theory (SDT, Ryan and Deci 2000) of motivation, in order to create and maintain an innovative, proactive and happy workforce, businesses ought to adopt organizational designs that cultivate employees' autonomous (vs. controlled) work motivation. This is because numerous SDT-based studies have found that autonomous (controlled) motivation is associated with higher (lower) levels of creativity, cognitive flexibility, persistence and psychological well-being.
520 $a The current research applies SDT to management control systems. Specifically, it proposes and partially tests a motivational model where one aspect of organizational design (i.e., performance management systems, PMS) is hypothesized to influence autonomous and controlled work motivation, and in turn influences their job related cognition, behaviors and affective experience. In particular, this model predicts that characteristics of PMS (e.g., whether reward systems are aligned with performance measurement systems, and the degree to which employees participate in the process of target setting and performance appraisal) will impact employees' autonomous and controlled work motivation. It further predicts that autonomous and controlled work motivation will affect various outcome variables such as employees' willingness to acquire new knowledge and skills, their attributional tendency for their performance, and their proactivity at work.
520 $a The hypotheses derived from the proposed motivational model were tested using two studies. Study 1 consists of structural equation modeling (SEM) analyses of survey data available from a separate research project. The survey data were obtained from 135 lower-level managers and non-management employees in different organizations. Study 2 was a case-based experiment, where 74 experiment participants assumed the role of a lower-level manager. The results from the two studies in general support the above-mentioned hypotheses. Implications for both PMS and SDT literatures are discussed.
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