What fuels the fire: Job- or task-specific motivation (or both)? On the hierarchical and multidimensional nature of teacher motivation in relation to job burnout

Fernet, Claude; Chanal, Julien; Guay, Frédéric

doi:10.1080/02678373.2017.1303758

Cited by 48 publications

(34 citation statements)

References 49 publications

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“…One reason that our findings may diverge from our predictions is that other factors in the model—particularly work–personal conflict—may have a much stronger impact on burnout and thus may overshadow the effects of autonomous motivation. This may explain why our findings diverge from some prior studies showing effects of motivation types on burnout (Fernet, ; Fernet et al, ), as these other studies did not include conflict‐related variables in their analyses. These findings highlight the importance of considering the effects of motivation types in the context of other important factors impacting well‐being.…”

Section: Discussioncontrasting

confidence: 99%

“…Because such introjected pressure is experienced as highly effortful, it should deplete employees' energetic resources and contribute to burnout (i.e., feelings of physical, emotional, and cognitive exhaustion; Shirom & Melamed, ). Prior research supports the link between introjected motivation and burnout (Fernet, ; Fernet, Chanal, & Guay, ). Further, apart from causing burnout, the depletion of energetic resources associated with introjected motivation should also cause people to experience anxiety, as anxiety is thought to be a stress reaction associated with felt depletion of resources (Hobfoll, ).…”

Section: Contingent Self‐esteem Motivation Types and Well‐beingmentioning

confidence: 83%

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Work‐contingent self‐esteem: A boon or bane for worker well‐being?

2019

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Summary Work‐contingent self‐esteem (WCSE; the degree to which workers' self‐esteem is based on workplace performance) has positive consequences for performance, yet less is known about its consequences for well‐being. In this paper, we contribute to the literature on WCSE by examining the mechanisms through which it impacts well‐being at work and outside of work. We challenge contingent self‐esteem (CSE) theory (Crocker & Park, 2004), which argues that CSE negatively impacts well‐being by fostering internally controlled (introjected) motivation and diminishing autonomous motivation, by suggesting that WCSE fosters autonomous and internally controlled motivation and thus has both beneficial and harmful effects on well‐being. We also expand CSE theory by suggesting that WCSE can negatively impact well‐being outcomes by causing work–nonwork conflict. Results from a time‐separated design in a sample of full‐time employees supported our arguments, revealing that WCSE impacted well‐being at work through both autonomous and internally controlled work motivations. WCSE also had negative effects on well‐being at and outside of work through work–nonwork conflict. The beneficial effects of WCSE outweighed its harmful effects on job satisfaction and neutralized its harmful effects for all other outcomes. We discuss theoretical implications for CSE theory, self‐determination theory, and work–nonwork issues and note important practical implications.

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Section: Discussioncontrasting

confidence: 99%

Section: Contingent Self‐esteem Motivation Types and Well‐beingmentioning

confidence: 83%

Work‐contingent self‐esteem: A boon or bane for worker well‐being?

2019

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“…Based on some previous studies, it can be expected that employees who differ in dark traits are guided by different motives at work (Jonason et al., 2014, 2015). Furthermore, a few recent studies have examined the relationship between motivational regulations at work and job burnout (Rawolle et al., 2016; Fernet et al., 2017). However, the obtained results are inconsistent.…”

Section: Issuementioning

confidence: 99%

The Relationship Between the Dark Triad Personality Traits, Motivation at Work, and Burnout Among HR Recruitment Workers

Prusik

Szulawski

2019

Front. Psychol.

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We focus on the Dark Triad personality traits (Machiavellianism, narcissism, and psychopathy) and their relationships to the mechanisms of motivation and level of burnout that people experience at work. From the motivational perspective, the needs associated with the Dark Triad traits might be satisfied in work environments by selecting different goals or motives. Moreover, the selection of different goals and motives may be related to the level of burnout syndrome that some people develop. We use the Short Dark Triad Personality Test, Barbuto’s Motivation Sources Inventory, and Oldenburg Burnout Inventory to measure triad traits, preferred work motives, and level of burnout, respectively. The results show that in general, some part of the relationship between the Dark Triad traits and burnout is mediated by the motivational sources. As expected, the Dark Triad traits are more closely related to external sources of motivation (especially instrumental motivation), which are in turn partly associated with higher levels of burnout. The results also suggest that the trajectory of the relationship between the Dark Triad traits and burnout via motivation sources is different from expected, presenting a background for discussion.

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“…It is noteworthy that the effects of autonomous and controlled motivations are not limited to the work setting (e.g., burnout, Fernet, Chanal, & Guay, ; and job satisfaction, Gillet, Gagné, et al, ). Indeed, work motivation may be linked to psychological and physical health in daily life (e.g., depression, Kotera, Green, & Van Gordon, ; and physical health, Gagné et al, ).…”

Section: Introductionmentioning

confidence: 99%

Effects of motivation and workload on firefighters' perceived health, stress, and performance

et al. 2019

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This study investigated the effects of autonomous and controlled motivations, and workload on perceived stress, health, and performance. Workload was also considered as a moderator of the effects of autonomous motivation on perceived health and performance and of controlled motivation on perceived stress. We conducted an empirical study using a sample of 654 firefighters. Consistent with our predictions, results showed positive effects of autonomous motivation and negative effects of workload and controlled motivation on perceived health and performance. They also revealed positive effects of controlled motivation and workload and negative effects of autonomous motivation on perceived stress. Moreover, workload moderated the relations between autonomous motivation and perceived health and performance, so that the positive relations between autonomous motivation and perceived health and performance were lower when workload was high. Finally, workload moderated the relation between controlled motivation and perceived stress so that the positive relation between controlled motivation and perceived stress was stronger when workload was high. Theoretical contributions and perspectives, as well as implications for practice, are discussed.

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What fuels the fire: Job- or task-specific motivation (or both)? On the hierarchical and multidimensional nature of teacher motivation in relation to job burnout

Cited by 48 publications

References 49 publications

Work‐contingent self‐esteem: A boon or bane for worker well‐being?

Work‐contingent self‐esteem: A boon or bane for worker well‐being?

The Relationship Between the Dark Triad Personality Traits, Motivation at Work, and Burnout Among HR Recruitment Workers

Effects of motivation and workload on firefighters' perceived health, stress, and performance

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