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A Systematic Review of Self-Determination Theory’s Application in Military and Police Organizations
Abstract
Self-determination theory (SDT) represents one of the most comprehensive theories of human motivation and psychological growth. SDT theorizes how social contexts may sustain or inhibit human functioning, depending on their ability to fulfill individuals’ basic psychological needs (autonomy, competence, and relatedness). Although there are some reviews and meta-analyses that address the application of the SDT in organizational environments, no systematic review has previously been dedicated to broadly investigating this framework in military and police organizations and training institutes. This work aims to apply this theory in hierarchical settings and provide an overview of the outcomes associated with the principles of SDT. For this purpose, after a full-text analysis of 2147 studies, we selected 29 articles that aligned with our objective. Our analysis focused on outcomes related to well-being, engagement, various types of motivation, positive affect, prosocial behavior, and other constructs. The purpose of the current systematic review is to understand the dynamic interplay between motivation and positive outcomes in military and police contexts through SDT framework.
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Purpose
This study aimed to examine the applicability of Bandura’s social cognitive theory in predicting organizational performance in dynamic and ambiguous hybrid warfare contexts. Specifically, the study investigated the influence of dyad composition, past performance in peacetime, collective self-efficacy, and persistence on wartime performance among high-ranking police and military commanders.
Study design/methodology/approach
One hundred and thirty-eight participants, consisting of police and military commanders, took part in a simulation exercise that escalated from peace to war. The participants were assigned to three types of dyads (N = 69); all-police (n = 20), all-military (n = 27), and mixed police-military (n = 22). The study utilized path analysis to examine the direct and indirect effects of the variables on wartime performance.
Results
The model developed in this study accounted for 54% of the variance in wartime performance (R² = 0.54). Path analysis showed direct effects of persistence (β = −0.33) and peacetime performance (β = 0.45) on actual performance in wartime. Direct effects also showed how persistence was predicted by dyad composition (β = −0.24) and peacetime performance (β = −0.50). Indirect effects indicated how persistence mediated the effects of peacetime performance (β = 0.17) and dyad composition (β = 0.08) on actual performance in wartime.
Originality/value
This study contributes to the understanding of how social cognitive factors, as described by Bandura’s theory, can predict decision outcomes in collaborative crisis response settings involving police and military commanders. The findings have implications for policy-making and provide recommendations for further research in this area.
This study focuses on the evaluation of the moderating role of psychological resilience in intrinsic motivation. These causal relationships were evaluated in terms of self-efficacy and perceived military competence, taking into account the effects of intrinsic motivation and psychological resilience. Five hypotheses were developed on the effects of the theoretically supported variable relations. The study data set was collected from the Active Lithuanian Army Reserve. In this study, 354 soldiers were investigated using the Brief Resilience Scale (BRE), the Self-Efficacy Scale (EFF), the Intrinsic Motivation Scale (INM) and the Perceived Military Competence Scale (PMC). The results of the analysis conducted showed that between self-efficacy and the growth of perceived military competence is a positive relationship both for soldiers with high and low points of intrinsic motivation. In addition, it can be concluded that reservists with higher internal motivation have more confidence in their abilities to act and achieve the set goals, which can have a significant impact on reservists' readiness to improve their military competence. Similarly, self-efficacy appears to be vital in improving military competences among soldiers with less intrinsic motivation. Moreover, soldiers with higher intrinsic motivation and higher psychological resilience probably increase their military competence due to the pleasure they derive from participating in military exercises.
The number of fighter pilots in Sweden retiring from service, many prematurely, currently exceeds the number of those being trained to replace them. This article examines the factors and circumstances related to the work motivation of pilots and what the Swedish Armed Forces (SAF) can do to retain them. It examines the perspectives of fighter pilots serving today and those who have chosen to leave the SAF since 2013, providing descriptions of different ideal professional types and what might provoke them to leave the profession, or motivate them to stay longer. Four ideal types of pilots are identified. These ideal types are (a) the 'extrinsically motivated'; (b) the 'high-performing'; (c) the 'family-oriented'; and (d) the 'specialist'. This article supports the idea that there is no single inducement for fighter pilots to leave the SAF. Our recommendations for retaining pilots differ depending on type and experience level. While increased salaries and better retirement agreements are essential, local career opportunities, less time away from family, more administrative support to squadrons, long-term career planning, rewarding challenges, and opportunities to study are also important. Some uniquely positive aspects, such as serving a higher purpose, flying experiences, and squadron community, motivate fighter pilots to remain.
The high priority of military training programs in the army is to improve the resilience of its professional and reserve soldiers. In addition, resilience helps to maintain the optimal cognitive and physical performances necessary for mission success; it also has other positive effects that have not yet been studied. Therefore, the purpose of the current study is to understand the effect of psychological resilience (PRE) on the intention of reservists to remain in the active reserve (FMT) after the completion of combat training. In addition, we focus on the motivation (prosocial motivation (PRM) and intrinsic motivation (IMT)) and psychological capital (passion in the pursuit of long-term goals (LTGs), proactivity (PRO), and capability to harness the circumstances (SEF)), and achieved a level of competence after the completion of training (ACH). Building on the perspective of training sustainable reserve soldiers’ capabilities and the theory of psychological resilience, we hypothesize and assess the effect of psychological resilience on the intention of reservists to remain in the active reserve for future military training, as well as the mediating role of psychological capital, motivation, and the obtained training ratings. The study hypotheses are tested on a sample of 345 Lithuanian reserve soldiers. The mediating effects are tested by employing the PROCESS v3.5 macro program developed by Hayes, and bootstrap 10,000. The main findings propose that the total impact of psychological resilience is highly positive (β = 0.659, t = 7.670, p < 0.001) and influences the decision of the reservists to extend their capabilities in future military training. Furthermore, intrinsic motivation (β = 0.691, p < 0.001, and 58.6% of the total effect) and the achieved rating of completed training (β = 0.136, p < 0.01, and 21.2% of the total effect) positively mediate the relationship between psychological resilience and the intention to remain in the active reserve. Selected bootstrap confidence interval and Sobel test statistics with two-tailed probability values evidence the robustness of the mediating results. The significance of the theoretical and practical implications is discussed.
Internationally, there is a substantial amount of research on motivations to enter the police profession; however, scant research attention has been paid to the motivations of individuals in Small Island Developing States (SIDS) such as Trinidad and Tobago who choose policing as a career path. As a result, this research was designed to analyze motivations for entering the police profession by gathering data from recruits who had recently entered police academy training in Trinidad and Tobago. The research utilized a quantitative approach with self-administered questionnaires as the data-gathering instrument. Using data collected from 160 police recruits at the Trinidad and Tobago Police Service (TTPS) police academy who were two months into their induction training, this study attempts to answer four questions related to their motivations for entering policing. Statistical analyses of the data included comparisons between groups in the sample (males/females) to determine the existence of competing motivations. The results indicate that job security was the main motivation for entry into the TTPS and that the motivations of male recruits were more altruistic when compared with those of female recruits, which were generally self-serving. Other results and implications for policy are discussed.
This study examined the effectiveness of a two-session preventive parenting intervention, the Parent Check-In. The intervention, grounded in Self-Determination Theory (SDT), is designed to facilitate adaptive parenting, specifically autonomy support, structure and involvement, and parenting efficacy, and to increase autonomous self-regulation and decrease behavior problems in children. Fifty-seven parents of 8–12-year-olds (M = 9.88, SD = 1.32) were randomly assigned to an intervention (N = 31) or waitlist (N = 26) group. The intervention included psychoeducation about SDT, parenting strategies, and practice applying these strategies to families’ situations. Parents and children completed questionnaires regarding parenting behaviors, children’s self-regulation, and child symptomatology. Relative to the waitlist participants, intervention participants showed positive changes on some parenting indices, though the effects sizes were modest. In particular, intervention participants increased in parental efficacy, decreased in parent and child reports of controlling parenting strategies, and increased in child reports of parent autonomy support. Children of parents in the intervention group reported decreased externalizing symptomatology. There was some evidence that the intervention was more effective for parents with lower levels of education and parents with children higher in internalizing symptomatology at pre-test. Although some effects were not significant, the results show the promise of the Parent Check-In as a brief, preventive intervention. Ways in which the intervention could be strengthened are discussed.
The aim of this study is to investigate the relationship between psychological hardiness, basic psychological need (BPN) satisfaction (Self-Determination theory, Deci & Ryan, 2000), soldiers’ engagement, and general self-reported health. We hypothesized that the effect of psychological hardiness on soldiers’ engagement and general health is mediated by the satisfaction of basic psychological needs (autonomy, competence, and relatedness). Data from a questionnaire survey was collected among soldiers of the Lithuanian Armed forces (N = 506) using The Hardiness – Resilience Gauge (HRG), Basic Need Satisfaction at Work Scale, Utrecht Work Engagement Scale (UWES – 9) and General Health Questionnaire (GHQ – 12). Structural equation modelling was used to evaluate the hypothesis of a mediating role of BPN satisfaction within the relationship between hardiness and soldier’s engagement and general health. The results showed mediating effects of satisfaction of BPN on psychological hardiness and health, and engagement relationship, thus providing support for our hypothesis. Implications of the results are discussed.
Police employees in the U.K. face increased work demands, against a backdrop of increasing crime rates and continued underfunding, due to the ongoing impact of austerity. Stress and mental illness in policing populations is a major concern for the police themselves, and for the communities they serve. The use of cognitive-behavioural one-to-one coaching (CBC) in critical performance contexts has received scant research attention. But CBC could be particularly useful as a stress management intervention in highly demanding occupational contexts such as policing. The current study applies a pre-post experimental field design to examine the effect of one-to-one CBC with a sample of 50 senior police personnel in the United Kingdom. Participants received eight bespoke one- to -one CBC sessions each, and data were collected at pre-intervention, post-intervention, and follow-up phases. Data showed that CBC decreased maladaptive cognitions (irrational beliefs), and increased self-determined motivation, and the satisfaction of basic psychological needs (wellbeing) in senior police personnel. Hair cortisol levels were used to determine changes in stress, but data did not suggest that CBC had a meaningful effect on pre-post cortisol levels. Social validation data indicated that CBC facilitated stress coping, and corroborated statistical analyses. The applied issues surrounding the use of CBC in critical performance contexts are discussed, along with guidance for the future use of CBC in applied psychology research.
The purpose of the present paper is to introduce the Military Academic Motivation Scale (MAMS), a short and reliable instrument for assessing the different types of motivation among military cadets. Three representative samples of military cadets completed the MAMS. In Study 1 (N = 452), the hypothesized five-factor structure of the MAMS was empirically tested and supported. In Study 2 (N = 1,372), the factorial invariance across both gender and cohorts of the MAMS was explored and confirmed. Study 3 (N = 520) provided evidence of the external validity of the five MAMS factors with respect to important organizational outcomes (work engagement, organizational commitment, job performance, extra-role behaviors, burnout, and intention to quit). The potential applications of the MAMS were extensively discussed, and recommendations for use in the military academy setting were given.
According to the self‐determination theory (SDT), individuals flourish when they satisfy their psychological needs. We expand this proposition by testing whether employees satisfy their own needs and improve their own work engagement by providing support to their co‐workers. Moreover, we argue that it matters when and to whom the support is provided. We contend that the indirect effect of autonomously motivated support provision on the provider’s work engagement through the provider’s need satisfaction is stronger (1) during episodes that the receiver’s emotional demands are high (vs. low), (2) when the receiver’s learning goal orientation is high (vs. low), or (3) when the receiver’s prove performance goal orientation is low (vs. high). We collected data among 97 dyads of police officers (N = 194 participants) during two time blocks on one working day (N = 227–491 episodes). Multi‐level analyses confirmed that support provision related positively to the provider’s episodic work engagement through episodic need satisfaction. As hypothesized, this indirect relationship was stronger during emotionally demanding episodes, or when the receiver was characterized by a low prove performance goal orientation. Learning goal orientation did not moderate the support provision–work engagement relationship. These findings expand SDT by indicating that individuals satisfy their own daily needs by providing support, and by showing that it matters when and to whom support is provided.
Practitioner points
• Providing help benefits both the beneficiary and the helper
• Managers should encourage the daily exchange of social resources between employees
• The exchange of social support between co‐workers is crucial when employees face demanding clients
This article reports on a piece of survey research completed by 809 police officers of a Federated Rank in England and Wales. The survey examined the attitudes of the officers with regards to the provision of ongoing training within the police service and their motivation to undertake it, with a particular emphasis on training delivered by e-learning on the National Centre for Applied Learning Technologies platform. The results are discussed through the theoretical framework of andragogy (adult education theory) and self-determination theory with recommendations for improvement made based on these results.
Antagonism towards diversity, an attitude reflecting low egalitarian ethical values, has been a topic within policing that has received increasing attention in the last decade. Using two-wave data and applying self-determination theory, we investigated how autonomy support versus autonomy frustration, ways of being motivated either through encouraging one’s sense of volition, or otherwise, coercing and imposing pressures, can improve diversity attitudes through its relation with ethical values. Study 1 (n= 398 police officers and staff) found that autonomy-supportive communications fostered ethical values, and hence was negatively related to diversity antagonism. Study 2 (n= 859 police officers and staff) indicated that motivation to overcome prejudice mediates the relationship between ethical values and diversity antagonism. Perceptions of workplace culture as lacking in autonomy support acted as a boundary condition for the ethical values and diversity antagonism relationship; no relationship was present when autonomy support was low.
Past research among U.S. correctional staff has found that work–family conflict has negative outcomes such as decreasing job satisfaction, decreasing organizational commitment, and increasing job stress. Little empirical research has addressed the association of the specific types of work–family conflict with job involvement. The present study contributes to the literature by separately analyzing the relationship of the four specific major types of work–family conflict (time-based conflict, strain-based conflict, behavior-based conflict, and family-on-work conflict) with job involvement among surveyed staff at two Chinese prisons. Job involvement varied by the type of work–family conflict. Specifically, time-based conflict and strain-based conflict had nonsignificant association with job involvement, but behavior-based and family-based conflicts had significant negative associations.
Identifying the factors associated with prosocial and antisocial behaviors in youth sport may provide evidence to inform interventions aimed at promoting prosocial behaviors and minimizing rule transgressions in young athletes. We investigated relations among social‐contextual factors (e.g., social support), personal motivational factors (e.g., psychological need satisfaction and motivation), young athletes' attitudes toward prosocial (e.g., keeping winning in proportion) and antisocial (e.g., acceptance of cheating and gamesmanship) behaviors, and their actual rule violations during matches in two samples of athletes. Participants in Sample 1 were young team sport athletes (N = 355) and participants in Sample 2 were young male futsal players (N = 296). Athletes in Sample 1 completed validated self‐report measures of perceived autonomy support, basic need satisfaction, and autonomous and controlled motivation from self‐determination theory, moral attitudes, and past cheating behaviors. Athletes in Sample 2 completed identical measures and two additional behavioral measures: athletes' self‐reported number of yellow cards received during competition in the last 6 months and the number of yellow cards athletes received from referees in the subsequent 2 months from competition records. We found significant relations between psychological need satisfaction and self‐determined motivation, and athletes' moral attitudes in both samples. These effects held when statistically controlling for past behavior. Importantly, our prospective analysis of Sample 2 indicated that attitudes toward antisocial behaviors predicted athletes' rule violations during subsequent tournament matches. Findings indicate that promoting autonomous motivation and need satisfaction through autonomy support may foster attitudes toward prosocial behaviors, and minimize rule transgressions, in young athletes.
This study explores the dimensionality of organizational justice and provides evidence of construct validityfor a new justice measure. Items for this measure were generated by strictly following the seminal works in the justice literature. The measure was then validated in 2 separate studies. Study 1 occurred in a university setting, and Study 2 occurred in a field setting using employees in an automobile parts manufacturing company. Confirmatory factor analyses supported a 4-factor structure to the measure, with distributive, procedural, interpersonal, and informational justice as distinct dimensions. This solution fit the data significantly better than a 2- or 3-factor solution using larger interactional or procedural dimensions. Structural equation modeling also demonstrated predictive validity for the justice dimensions on important outcomes, including leader evaluation, rule compliance, commitment, and helping behavior.
Leader autonomy support (LAS) refers to a cluster of supervisory behaviors that are theorized to facilitate self-determined motivation in employees, potentially enabling well-being and performance. We report the results of a meta-analysis of perceived LAS in work settings, drawing from a database of 754 correlations across 72 studies (83 unique samples, N = 32,870). Results showed LAS correlated strongly and positively with autonomous work motivation, and was unrelated to controlled work motivation. Correlations became increasingly positive with the more internalized forms of work motivation described by self-determination theory. LAS was positively associated with basic needs, well-being, and positive work behaviors, and was negatively associated with distress. Correlations were not moderated by the source of LAS, country of the sample, publication status, or the operationalization of autonomy support. In addition, a meta-analytic path analysis supported motivational processes that underlie LAS and its consequences in workplaces. Overall, our findings lend support for autonomy support as a leadership approach that is consistent with self-determination and optimal functioning in work settings.
Electronic supplementary material
The online version of this article (10.1007/s11031-018-9698-y) contains supplementary material, which is available to authorized users.
This article contributes to research on transactive memory systems (TMSs) by analyzing the relationship between trust, collective mind (CM), and network ties (NT) as antecedents of performance in innovative university research (IUR), and the mediating role of the TMS in these relationships. The conceptual model grounded in seven hypotheses is tested through structural equations modeling. The data analyzed are drawn from 257 directors Spanish university research groups. The results show that TRUST, CM, and NT are positively related to the TMS and that the TMS is positively related to IUR. The most striking result is that the TMS mediates the relationships of TRUST, CM, and NT to IUR, becoming a necessary condition for TRUST, CM, and NT to improve IUR. These results support the conclusion that managers of university research groups should promote the development of TMSs to stimulate IUR in order to make these groups more competitive.
What determines military effectiveness? Though political scientists have studied the sources of military effectiveness, they have generally ignored the role of military leadership, a factor that historians have emphasized as crucial for effectiveness. This article presents the first rigorous examination of the proposition that militaries improve effectiveness by replacing low-performing leaders. The article tests three theories describing how militaries promote and demote leaders: (1) military leaders are promoted and demoted on the basis of combat performance; (2) political leaders fearful of coups do not demote low-performing military leaders, as a coup-proofing tactic; and (3) military leaders that belong to powerful interpersonal networks are less likely to be demoted and more likely to be promoted. Hypotheses are tested using new data on all American and German generals holding combat commands in the North African, Italian, and West European theaters in World War II and new data on the monthly combat performance of American and German divisions in these theaters. Analysis reveals that both armies replaced low-performing generals (coup-proofing motives did not prevent Hitler from demoting low performers) and that interpersonal networks in the US army did not block demotion of low performers. Also, the replacement of low-performing generals improved combat effectiveness in both armies.
Background
Guidelines for assessing methodological and reporting quality of systematic reviews (SRs) were developed to contribute to implementing evidence-based health care and the reduction of research waste. As SRs assessing a cohort of SRs is becoming more prevalent in the literature and with the increased uptake of SR evidence for decision-making, methodological quality and standard of reporting of SRs is of interest. The objective of this study is to evaluate SR adherence to the Quality of Reporting of Meta-analyses (QUOROM) and PRISMA reporting guidelines and the A Measurement Tool to Assess Systematic Reviews (AMSTAR) and Overview Quality Assessment Questionnaire (OQAQ) quality assessment tools as evaluated in methodological overviews.
Methods
The Cochrane Library, MEDLINE®, and EMBASE® databases were searched from January 1990 to October 2014. Title and abstract screening and full-text screening were conducted independently by two reviewers. Reports assessing the quality or reporting of a cohort of SRs of interventions using PRISMA, QUOROM, OQAQ, or AMSTAR were included. All results are reported as frequencies and percentages of reports and SRs respectively.
Results
Of the 20,765 independent records retrieved from electronic searching, 1189 reports were reviewed for eligibility at full text, of which 56 reports (5371 SRs in total) evaluating the PRISMA, QUOROM, AMSTAR, and/or OQAQ tools were included. Notable items include the following: of the SRs using PRISMA, over 85% (1532/1741) provided a rationale for the review and less than 6% (102/1741) provided protocol information. For reports using QUOROM, only 9% (40/449) of SRs provided a trial flow diagram. However, 90% (402/449) described the explicit clinical problem and review rationale in the introduction section. Of reports using AMSTAR, 30% (534/1794) used duplicate study selection and data extraction. Conversely, 80% (1439/1794) of SRs provided study characteristics of included studies. In terms of OQAQ, 37% (499/1367) of the SRs assessed risk of bias (validity) in the included studies, while 80% (1112/1387) reported the criteria for study selection.
Conclusions
Although reporting guidelines and quality assessment tools exist, reporting and methodological quality of SRs are inconsistent. Mechanisms to improve adherence to established reporting guidelines and methodological assessment tools are needed to improve the quality of SRs.
Electronic supplementary material
The online version of this article (doi:10.1186/s13643-017-0527-2) contains supplementary material, which is available to authorized users.
Law enforcement demands self-management, intrinsic motivation, high energy levels, and tolerance to stress. The concept of self-management might involve both autonomy and responsibility. Autonomy and responsibility, however, are often considered and measured as the same construct even thought at a conceptual level they can be seen as a separate dual construct. Our aims were (1) to investigate the duality of the concept autonomy and responsibility and (2) to investigate this hypothesized dual construct’s association to stress and energy and motivation dimensions among Swedish police personnel. Employees (N = 617; males = 318, females = 292) from five Swedish police departments participated in the study. Autonomy and responsibility were assessed using one of the scales in the Learning Climate Questionnaire, motivation using a modified version of the Situational Motivation Scale, and stress and energy using the Stress/Energy Questionnaire. We conducted a confirmatory factor analysis and two structural equation models. The confirmatory factor analysis discerned two separate subscales that we defined as autonomy (e.g., “I feel free to organize my work the way I want to”) and responsibility (e.g., “We are not encouraged to take responsibility for our own learning”). Autonomy predicted both stress and energy, but only one dimension of motivation, that is, amotivation. Responsibility predicted energy and three of four motivations dimensions: intrinsic motivation, external regulation, and amotivation. Hence, we suggest that the notion of autonomy and responsibility as a dual independent construct seems to be meaningful in the investigation of police personnel’s motivation, stress, and energy.
Anthony King’s article “The Word of Command: Communication and Cohesion in the Military” formed part of an ongoing debate in this journal on military group cohesion. For him, the main vector for cohesion is collective military practice in training and operations, which he sees as a precursor to social relationships. In commenting on that article Guy Siebold drew attention to Social Psychology’s approach through the “standard model”. In this article I suggest that all approaches to military group cohesion would be enriched by an understanding of the organizational culture in which the soldiers are embedded, and I provide an outline of a model of British Army culture at unit level. This model’s potential to add value to military cohesion analysis is demonstrated by applying it to one of King’s ethnographic examples, and by briefly showing how it would provide a richer context for the use of Social Psychology’s standard model.
Self-determination theory (SDT) is a macro theory of human motivation that evolved from research on intrinsic and extrinsic motivations and expanded to include research on work organizations and other domains of life. We discuss SDT research relevant to the workplace, focusing on (a) the distinction between autonomous motivation (i.e., intrinsic motivation and fully internalized extrinsic motivation) and controlled motivation (i.e., externally and internally controlled extrinsic motivation), as well as (b) the postulate that all employees have three basic psychological needs—for competence, autonomy, and relatedness—the satisfaction of which promotes autonomous motivation, high-quality performance, and wellness. Research in work organizations has tended to take the perspectives of either the employees (i.e., their well-being) or the owners (i.e., their profits). SDT provides the concepts that guide the creation of policies, practices, and environments that promote both wellness and high-quality performance. We examine the relations of SDT to transformational leadership, job characteristics, justice, and compensation approaches. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior Volume 4 is March 21, 2017. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
Purpose
The purpose of this paper is to deepen our understanding on patient participatory behaviours in co-creation of value drawing from the perspective of self-determination theory (SDT) focusing on motivation in particular.
Design/methodology/approach
A model is proposed to suggest the influence of the various motivation types on a patient's participatory behaviours drawing from SDT. Following survey design approach, data collected from 345 outpatients from a quasi-government health facility in Accra, Ghana are examined through structural equation modelling using SmartPLS (v. 3.2.3).
Findings
The findings reveal that patient participatory behaviours are influenced by both controlled and autonomous regulations leading to value attainment. External regulation (a more controlled form of extrinsic motivation) and patient participation in clinical encounters have no significant relationship with a patient’s commitment to compliance with medical instructions. The results reveal patient compliance is largely driven by autonomous regulation as proposed by SDT. However, active patient participation in clinical encounters and commitment to compliance with medical instructions positively and significantly influences perceived value outcomes.
Research limitations/implications
This research provides empirical evidence in support of understanding patient participatory behaviours in healthcare service delivery by testing theoretically grounded hypotheses developed from the self-determination theory (SDT) perspective. The study focused on outpatients from one quasi-government health facility, which could limit the generalisation of the findings reported.
Practical implications
This study illustrates the need for service providers to understand participant’s needs and motivation during the service encounter. This is essential as the various types of motivation influence the nature of the participation throughout the process, which could help improve on the value outcomes from the service.
Originality/value
This study makes a significant contribution to service literature through the application of SDT to explain patient participatory behaviours in healthcare service delivery, production and value outcomes. From a theoretical perspective, the developed model integrates multiple research disciplines (e.g., self-determination theory, participatory behaviours, value co-creation) and extends research on patient integration, participation, and compliance.
Background
Synthesis of multiple randomized controlled trials (RCTs) in a systematic review can summarize the effects of individual outcomes and provide numerical answers about the effectiveness of interventions. Filtering of searches is time consuming, and no single method fulfills the principal requirements of speed with accuracy. Automation of systematic reviews is driven by a necessity to expedite the availability of current best evidence for policy and clinical decision-making.
We developed Rayyan (http://rayyan.qcri.org), a free web and mobile app, that helps expedite the initial screening of abstracts and titles using a process of semi-automation while incorporating a high level of usability. For the beta testing phase, we used two published Cochrane reviews in which included studies had been selected manually. Their searches, with 1030 records and 273 records, were uploaded to Rayyan. Different features of Rayyan were tested using these two reviews. We also conducted a survey of Rayyan’s users and collected feedback through a built-in feature.
Results
Pilot testing of Rayyan focused on usability, accuracy against manual methods, and the added value of the prediction feature. The “taster” review (273 records) allowed a quick overview of Rayyan for early comments on usability. The second review (1030 records) required several iterations to identify the previously identified 11 trials. The “suggestions” and “hints,” based on the “prediction model,” appeared as testing progressed beyond five included studies. Post rollout user experiences and a reflexive response by the developers enabled real-time modifications and improvements. The survey respondents reported 40% average time savings when using Rayyan compared to others tools, with 34% of the respondents reporting more than 50% time savings. In addition, around 75% of the respondents mentioned that screening and labeling studies as well as collaborating on reviews to be the two most important features of Rayyan.
As of November 2016, Rayyan users exceed 2000 from over 60 countries conducting hundreds of reviews totaling more than 1.6M citations. Feedback from users, obtained mostly through the app web site and a recent survey, has highlighted the ease in exploration of searches, the time saved, and simplicity in sharing and comparing include-exclude decisions. The strongest features of the app, identified and reported in user feedback, were its ability to help in screening and collaboration as well as the time savings it affords to users.
Conclusions
Rayyan is responsive and intuitive in use with significant potential to lighten the load of reviewers.
The job demands−resources (JD-R) model was introduced in the international literature 15 years ago (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). The model has been applied in thousands of organizations and has inspired hundreds of empirical articles, including 1 of the most downloaded articles of the Journal of Occupational Health Psychology (Bakker, Demerouti, & Euwema, 2005). This article provides evidence for the buffering role of various job resources on the impact of various job demands on burnout. In the present article, we look back on the first 10 years of the JD-R model (2001–2010), and discuss how the model matured into JD-R theory (2011–2016). Moreover, we look at the future of the theory and outline which new issues in JD-R theory are worthwhile of investigation. We also discuss practical applications. It is our hope that JD-R theory will continue to inspire researchers and practitioners who want to promote employee well-being and effective organizational functioning.
Self-determination theory (SDT) conceptualizes basic psychological needs for autonomy, competence, and relatedness as innate and essential for ongoing psychological growth, internalization, and well-being. We broadly review the literature on basic psychological need satisfaction at work with three more specific aims: to test SDT’s requirement that each basic psychological need should uniquely predict psychological growth, internalization, and well-being; to test whether use of an overall need satisfaction measure is appropriate; and to test whether the scale used to assess basic psychological needs influenced our results. To this end, we conducted a meta-analytic review of 99 studies with 119 distinct samples examining the antecedents and consequences of basic need satisfaction. We conclude with recommendations for addressing issues arising from our review and also identify points for future research, including the study of need frustration and culture, integrating the basic needs with other motivation theories, and a caution regarding the measures and methods used.
Research testing self-determination theory was discussed in terms of recent work on intrinsic motivation, participative management, and leadership. On three occasions, managers’ interpersonal orientations—toward supporting subordinates’ self-determination versus controlling their behavior—were related to perceptions, affects, and satisfactions of the subordinates. Data from 23 managers and their subordinates in a major corporation showed that managers’ orientations did correlate with the subordinate variables, although the magnitude of the relation varied, seemingly as a function of factors in the corporate climate. An organizational development intervention, focused on the concept of supporting subordinates’ self-determination, was provided for the managers. Evaluation of the program showed a clearly positive impact on managers’ orientations, though a less conclusive radiation to subordinates.
While scholars pay increasingly attention to the usage of performance information and its antecedents, its consequences have been hardly studied. This paper examines how the way in which leaders use performance information affects the job satisfaction of followers. We derive our hypotheses from goal-setting theory and self-determination theory and test them by means of a large-scale survey (1,165 respondents) in the police force of a German state (“Landespolizei”). The findings suggest that differences in the type of usage (i.e., controlling and supportive) have opposite effects and affect the job satisfaction of followers more than differences in the extent of usage. This study elucidates the crucial role of leadership in performance management and sheds light on leaders as brokers of performance information.
The full article is available at: https://www.sciencedirect.com/science/article/pii/S0361476X23000310
Motivational development in low-income adolescents has been insufficiently studied, due to the difficulties involved in accessing the target population. Nevertheless, previous research suggests that some specific devel- opmental patterns might be particular to this group. On the basis of Self-Determination Theory (SDT) and using latent growth modeling (LGM), we investigated the trajectories of intrinsic and extrinsic motivations in low- income students during adolescence, and we identified the role of parents, teachers, and classmates in deter- mining these trajectories. The participants were 228 adolescents (Mage = 12.8; SDage = 1.74; 43.4% girls; 17.1% immigrants) officially certified by the Italian government as being below the poverty threshold. Data was collected by means of a four-wave research design over a period of two years.
Our findings revealed a significant drop in levels of identified regulation over time, while all other forms of motivation, including intrinsic motivation, remained stable during the period considered. Low-income students therefore appear to experience a specific form of motivational decline during adolescence, so that they perceive studying as being less and less meaningful in relation to their goals, values and identities. This decline is even more pronounced for second-generation and male low-income adolescents.
However, parents and teachers were significant predictors of identified regulation at each point in time, suggesting that their support for autonomy fosters identified regulation throughout adolescence. As regards the role of classmates, peer acceptance appears to support identified regulation, while having many friendships seems to have a negative impact on this kind of motivation.
Anti‐bias training has been viewed as the solution to prejudice in organizations, yet the evidence is mixed in real‐world settings. Some point to the broader organizational climate that training takes place in as critical, and herein we investigate one aspect: communicating about bias in autonomy‐supportive (i.e., non‐shaming) ways. Using the 2019 National Well‐Being and Inclusion Survey of United Kingdom police officers and staff (n = 34,529 in 43 forces), we tested links of participating in anti‐bias training, perceived autonomy‐supportive communication, and their interaction on prejudiced attitudes. Results revealed a negligible effect (R2 = 0.001) of participating in anti‐bias training but a moderate effect (R2 = 0.05) of perceiving autonomy‐supportive communication predicting lower prejudice. Their interaction was significant but negligible (R2 = 0.001): participating in anti‐bias training predicted lower prejudice when perceiving autonomy‐supportive communication; there was no link between training and attitudes without autonomy‐supportive communication. Implications for improving the effectiveness of anti‐bias training in applied settings and research are discussed.
Workplace prejudice‐reduction efforts tend to be short lived at best, and can even arouse defiance, or a desire to oppose requests or rules, in employees. The motivational approach of self‐determination theory (SDT) describes how communicating about prejudice‐reduction can be scaffolded in ways that inspire genuine motivation and avoid eliciting defensive responses. From an SDT perspective, such autonomy‐supportive communications take the perspective of the employee, provide choice about how to best approach attitude change, provide a rationale or compelling reason for the importance of change, offer structure through explaining the consequences of bias, and avoid the use of shame to compel change. In two multi‐wave studies with British police officers and staff, we hypothesized that employees would report lower prejudice (operationalized as having less antagonistic attitudes toward police forces investing in diversity) when they perceived forces to communicate about prejudice in autonomy‐supportive ways (Studies 1 and 2). We also tested whether this association would be explained by lower defiance when perceiving autonomy‐supportive communications (Study 2). Results supported the main effect of perceived autonomy support in communication, relating to lower prejudice in multi‐wave (Study 1, n=1226) and longitudinal data (Study 2, n=232). We consider implications for communicating about prejudice‐reduction efforts in the workplace. This article is protected by copyright. All rights reserved.
Military academies request initiatives for better pedagogy to keep their cadets motivated and successful. Following the self-determination theory, one could promote autonomous motivation by fulfilling the three basic psychological needs of students: the need for autonomy, relatedness and competence. In this qualitative research, we investigated which motivational critical events go together with a perception of high or low autonomy, relatedness and competence. To this end, we organized four focus groups with participants from the two faculties of the Royal Military Academy of Belgium (RMA): Social and Military Sciences (SMS) and Engineering (ENG). Using the critical incident method, we searched for the facilitating and inhibiting events with regard to motivation within the learning environment. Thereafter, we used the constant comparison method as an analysis technique to link the critical events to one of the three basic needs. We found that a perception of high relatedness was the most effective in motivating SMS cadets, while the perception of high competence was the most effective in motivating ENG cadets. For both the SMS and ENG cadets, a lack of autonomy was demotivating. This study provides a model that suggests in which way context characteristics within a (military) learning environment meets students’ basic psychological needs and how it is facilitating or inhibiting motivation in turn.
Purpose
The relationship between motivation at work and internal knowledge transfers (IKTs) is an important topic in the knowledge management literature, but evidence on the topic is contradictory. This study aims to analyze the mediating role of transactive memory systems (TMSs) in this relationship.
Design/methodology/approach
Data were obtained from 208 military knowledge workers (analysts) from a large European army.
Findings
The results indicate that intrinsic and identified motivation positively affect IKTs, although fully mediated by the TMS. Introjected motivation, in contrast, has only a slightly significant direct influence and external motivation has no significant effect. As individual motivation is insufficient to speed up knowledge transfer, this paper proposes the solution of implementing a TMS, which generates trust and improves coordination among group members.
Originality/value
This study’s originality stems from both its context and the problem tackled. The context analyzed is the military, a group that has received very little attention in the field of management and business. Individual motivation in job performance has also received little study in a military context and even less research has related individual motivation to IKTs. To supplement the scarcity of existing studies and resolve the possible difficulties identified concerning IKT in the military, this study proposes to analyze the mediating effect of a TMS on the relationship between individual motivation to perform one’s job and IKTs.
Drawing upon the job demands-resources model (JD-R) and self-determination theory, this study investigates whether a set of fringe benefit initiatives taken by the police organization was able to relieve perceived work–family conflict and further reduce policemen’s intention to leave the job. A survey of 421 respondents from Beijing City Police Bureau revealed a positive relationship between work pressure, work–family conflict (WFC), and turnover intention (TI), showing that the satisfaction of fringe benefits (SFB) can moderate the linkage between WFC and TI. However, the moderating role of SFB would be crowded out when the participants possess higher level of public service motivation (PSM). This suggests that organizational support via fringe-benefit policy helps to decrease turnover intention only among employees who possess lower PSM. These findings demonstrate a special interaction of external benefits and PSM in the context of retaining police forces.
This meta-analysis aims to shed light on the added value of the complex multidimensional view on motivation of Self-determination theory (SDT). We assess the unique and incremental validity of each of SDT’s types of motivation in predicting organizational behavior, and examine SDT’s core proposition that increasing self-determined types of motivation should have increasingly positive outcomes. Meta-analytic findings (124 samples) support SDT, but also adds precision to its predictions: Intrinsic motivation is the most important type of motivation for employee well-being, attitudes and behavior, yet identified regulation is more powerful in predicting performance and organizational citizenship behavior. Furthermore, introjection has both positive and negative consequences, while external regulation has limited associations with employee behavior and has well-being costs. Amotivation only has negative consequences. We address conceptual and methodological implications arising from this research and exemplify how these results may inform and clarify lingering issues in the literature on employee motivation.
Since its inception in 1916 the Reserve Officers’ Training Corps (ROTC) has trained and commissioned more than half a million individuals and, therefore, produced more officers for the United States (US) Army than any other commissioning source (US Army, 2020a US Army . (2020a). Army ROTC. Retrieved from https://www.goarmy.com/rotc/legacy-and-value.html [Google Scholar]). However, there have been high attrition rates among cadets. While the reasons for people’s engagement in the military are complex and include a multitude of tangible and intangible factors, motivation has been found to be a vital contributor to individuals’ ongoing service in the armed forces. Accordingly, utilizing the framework of self-determination theory, the current research was designed to: (a) examine the validity and reliability of existing instruments in measuring cadets’ perceived cadre behavior, basic psychological need satisfaction, and motivation, (b) assess cadets’ perceived cadre behavior, basic psychological need satisfaction, and motivation, and (c) explore potential differences in cadets’ perceived cadre behavior, basic psychological need satisfaction, and motivation based on their class in the program, age, gender, and race. A total of 728 US Army ROTC cadets participated in this survey-based study. Overall, individuals reported relatively high levels of involvement from their cadre, need fulfillment, and self-determined motivation. In contrast, they perceived limited autonomy support from their cadre. In sum, further research appears warranted to gain an in-depth understanding of cadets’ motivation.
Self-determination theory (SDT) is one of the most extensively applied frameworks to understand relations involving autonomous and controlled motivations in educational settings. However, a cumulative assessment of SDT's predictive validity for important teacher outcomes has never been conducted. Our study presents an analysis of the antecedents and consequences of autonomous and controlled teacher motivation by drawing on an overall database of 1117 correlation coefficients across 102 independent samples. Regarding antecedents, psychometric meta-analysis results indicate that workplace context and individual difference variables were generally positively and negatively associated with autonomous and controlled teacher motivation, respectively. Similar results were observed for relations involving basic need satisfaction and both forms of teacher motivation. Regarding outcomes, results indicate that autonomous teacher motivation is positively associated with teacher well-being, job satisfaction, and autonomy-supportive in-role functioning and negatively associated with teacher distress and burnout. In contrast, results for controlled teacher motivation were generally in the opposite direction. Exploratory moderator analyses showed that results were generally not moderated by educational setting or the type of teaching occupation, but some associations were moderated by teacher age and career tenure. Meta-analytic path analyses further showed that teachers' psychological need satisfaction was associated with teacher well-being, distress, and autonomy-supportive teaching indirectly through autonomous motivation. Substantially attenuated indirect effects were observed when controlled teacher motivation was the intervening variable. Overall, our results add credence to the claim that SDT may offer a fruitful perspective for predicting teacher- and student-related outcomes. Limitations, implications, and recommendations for future research are discussed.
This study examines the evolution of police officers’ global self-determination trajectories over the course of a vocational training program. We also examine the effects of mental load, work load, emotional load, and peer support on these trajectories. Moreover, this study documents the implications of these trajectories for a variety of outcomes (positive and negative affect, and performance). A sample of 1676 police officers completed all measures four times over the course of a vocational training. Longitudinal growth mixture analyses (GMA) revealed three distinct trajectories of self-determined motivation for the training (High, Moderate, and Low). Results showed that mental load increased the likelihood of membership into the High profile relative to the Moderate and Low profiles. Similarly, peer support increased the likelihood of membership into the High profile relative to the Moderate profile. In contrast, emotional load increased the likelihood of membership into the Moderate and High profiles relative to the Low profile. Finally, the High profile was associated with the highest levels of positive affect and performance, and the lowest levels of negative affect.
The officer corps has always been a vital component of armed forces: it is their leadership, it possesses and imparts professional expertise, it determines the military mind set, and it upholds and revises the military ethic. Its importance is witnessed by the host of studies that have examined it from a sociological standpoint 1 as well as those of other disciplines. Sociology undertakes the study of officership according to the same schemes applied to any group or social aggregate: it studies the process of newcomer socialization and its internal dynamics, the individual’s relations with the group, and the relations of the officer corps with other social groups and with society as a whole. In this chapter we look at the socialization process of those who enter the corps, by which term we mean the process by which an individual learns and absorbs the complex of rules, values, behaviors, and cultural models that a given social group has laid down for its members. The very concept of profession sanctions the status of an activity by establishing the main characteristics of the activity: (a) existence of sound theoretical knowledge (the “doctrine”); (b) existence of an ethic (values and norms) regulating individual behaviour to role expectations; (c) existence of a sense of belonging, an “esprit de corps”, peculiar to professional group members who recognise one another as bearers of competences and attitudes typical of that peer group. The basic education provided by officer training institutes today (2015) is going through a moment of difficulty in tackling the problems created by new, highly variable and volatile operational contexts. Officers’ basic preparation, which is now five years almost everywhere, does not currently appear to be sufficient, on its own, to give them the ability to operate effectively in such contexts. All the authors (see Moskos in Peace soldiers: The sociology of a United Nations military force. Chicago University Press, Chicago, 1976; Blomgren in The heritage and the present: from invasion defence to mission oriented organisation. Swedish National Defence College, Karlstad, pp. 233–242, 2008; Gentile in World Aff 171:57–64, 2008; Nagl in Let’s win the wars we’re. Center for a New American Security, Washington, DC, 2009) agree in believing that the traditional military preparation for conventional conflicts constitutes the indispensable base also for operations of asymmetric warfare. This preparation is no longer sufficient, however, and other skills appear necessary for the military professional faced with a new scenario.
The Problem
There has been a “Copernican turn” in approaches to motivation and management: The focus in human resource development (HRD) and management circles today is no longer on how companies can motivate or incentivize employees from the outside, but instead on how they can effectively foster and support the high-quality motivation that comes from within employees. Developing affective commitment and intrinsic motivation is highlighted as a key to organizational success and employee satisfaction.
The Solution
In this article, we review our applications of self-determination theory (SDT; Ryan & Deci, 2017) concerning how organizations can both assess and build a culture of high-quality motivation. We review a continuum of types of motivation in the workplace that range from passive or controlled compliance to personal valuing of and intrinsic interest in one’s work. We then discuss how support for employees’ basic psychological needs for autonomy, competence, and relatedness leads to these higher quality types of motivation. Evidence shows that enhanced need satisfaction can come from managerial climate, job design, and well-crafted compensation strategies, as well as being influenced by the perceived mission of the company. A focus on basic needs provides a practical basis for leveraging positive change and achieving goals from talent retention to workplace wellness.
The Stakeholders
This article was written to help both researchers and practitioners in HRD (i.e., organizational leaders, human resource professionals, managers) learn the basic principles and applications of SDT as a means of unlocking a more practical and actionable model for engagement and motivation. This review not only translates SDT into practice, opening opportunity for collaboration between researchers and practitioners, but also provides meaningful insight into sustained employee motivation and engagement, job satisfaction, and productivity.
The present study addresses proposals that Rational Emotive Behaviour Therapy (REBT) can influence self-determined motivation. Triathletes received REBT education, followed by either Rational Emotive Personal-Disclosure Mutual-Sharing (REPDMS), or PDMS. Measurements of irrational beliefs and self-determined motivation were collected prior to REBT (baseline), during the REBT education period, and after the REPDMS session (post-intervention). An ABC single-case design was adopted, allowing for statistical and visual analysis of data over time and between groups. Findings indicate that REBT led to decreased irrational beliefs and increased self-determined motivation. REPDMS appeared to have no influence on irrational beliefs over and above REBT education.
The goal of this study was to evaluate the relationship between basic psychological needs satisfaction and working alliance in psychotherapy and to determine whether client ratings of basic needs and working alliance during psychotherapy were associated with early termination of therapy. Former psychotherapy clients (n = 87) completed a semi-structured interview regarding basic needs satisfaction in therapy, working alliance and dropout status. Participant ratings on the Basic Needs Satisfaction in Psychotherapy scale (BNSP) and the Retrospective Working Alliance Inventory – Short (RWAI-S) were significantly correlated (r = .77) in our sample. A comparison of intercorrelations between working alliance subscales and basic needs subscales indicated higher factorial distinctiveness within the basic needs measure. T-tests comparing those who terminated psychotherapy early with those who had planned endings on scores on the BNSP and RWAI-S were significant (Cohen’s d = .65 and 1.82, respectively). Results suggest that the basic needs measure might tap into a wider breadth of the therapist and client interaction than the RWAI-S.
The authors examined the relationships between soldiers’ motivational profiles and work correlates. Results showed that the profiles differentially related to perceived organizational support and work engagement in both samples, as well as to communication, supervisor support, and positive and negative affect in Sample 2. Specifically, soldiers with the highest autonomous motivation scores displayed the highest levels of perceived organizational support and work engagement. Moreover, the highest levels of autonomous motivation were associated with the highest levels of communication, supervisor support, and positive affect. Finally, soldiers with low to moderate levels of autonomous motivation reported higher levels of negative affect than those characterized by high autonomous motivation scores. Theoretical and practical implications of the findings are discussed.
As the nature of work has changed in recent decades, employees are increasingly exposed to psychological
demands in the workplace, which have associated consequences for employees, organizations, and society.
Using self-determination theory, this study examined the dark side of work, in which frustration of basic
psychological needs is associated with higher levels of work-related stress. In this model, work-related stress
is associated with higher levels of somatic symptomburden, which in turn is associated with higher levels of
emotional exhaustion, turnover intention, and absenteeism. Results of a longitudinal analysis using data
from four time points over 15 months supported these predictions. Taken together, this study advances the
literature towards an understanding of the (potential) detrimental impact that need-thwarting work
contexts can have on employee wellness and work-related outcomes.
Applying new conceptual and methodological approaches, this study advances to the next level research on Vroom's expectancy theory, Locke and Latham's goal-setting theory of motivation, Hackman and Oldham's job characteristics model, McClelland's achievement motivation theory, and Herzberg's duality theory of motivators and hygiene factors.
Women have historically been prevented from living autonomously by systematic injustice, subordination, and oppression. The lingering effects of these practices have prompted many feminists to view autonomy with suspicion. This book defends the ideal of feminist autonomy. The book proposes that behavior is autonomous if it accords with the wants, cares, values, or commitments that the actor has reaffirmed and is able to sustain in the face of opposition. By this account, autonomy is socially grounded yet also individualizing and sometimes socially disruptive, qualities that can be ultimately advantageous for women. The book applies the concept of autonomy to domains of special interest to women. It defends the importance of autonomy in romantic love, considers how social institutions should respond to women who choose to remain in abusive relationships, and argues that liberal societies should tolerate minority cultural practices that violate women's rights so long as the women in question have chosen autonomously to live according to those practices.