Why individuals want money is what matters: Using self-determination theory to explain the differential relationship between motives for making money and employee psychological health

Landry, Anaïs Thibault; Kindlein, Julian; Trépanier, Sarah‐Geneviève; Forest, Jacques; Zigarmi, Drea; Houson, Dobie; Brodbeck, Felix C.

doi:10.1007/s11031-015-9532-8

Cited by 40 publications

(37 citation statements)

References 71 publications

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“…Some studies showed that satisfaction and frustration are not diametrically opposed to one another when taking correlates into account (e.g., Bartholomew, Ntoumanis, Ryan, Bosch, et al, 2011;Chen et al, 2015;Costa, Ntoumanis, & Bartholomew, 2015;Krijgsman et al, 2017;Nishimura & Suzuki, 2016), which would support the hypothesis that these are distinct factors. Results of yet another group of studies provided support for the continuum hypothesis by demonstrating completely opposite patterns of associations between need satisfaction/frustration and different correlates (e.g., Brenning, Soenens, Mabbe, & Vansteenkiste, 2019;Campbell et al, 2019;Costa, Gugliandolo, Barberis, & Larcan, 2016;Landry et al, 2016;Schultz, Ryan, Niemiec, Legate, & Williams, 2015). It appears that the field is far from unified.…”

Section: On the Theory Of Basic Psychological Needsmentioning

confidence: 94%

Two sides of the same coin: The differentiating role of need satisfaction and frustration in passion for screen‐based activities

Tóth‐Király

Bőthe

Márki

et al. 2019

Euro J Social Psych

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Rooted in Self‐Determination Theory, the present research sought to investigate whether the “bright” and “dark” side of human functioning (need satisfaction and need frustration, respectively) would, as determinants, differentially predict harmonious passion (HP) and obsessive passion (OP) for screen‐based activities such as Facebook use, TV series watching, online gaming, and smartphone gaming. For this purpose, four cross‐sectional studies were carried out (Ntotal = 1,065). Results showed that, across all activities, need satisfaction was negatively related to OP, but not HP. A similar pattern emerged with need frustration: It was positively related to OP, but not HP. Moreover, even after controlling for the self‐reported amount of time spent on the activities, HP predicted adaptive, activity‐specific outcomes, whereas OP predicted maladaptive ones. These findings suggest that general need satisfaction may be a protective factor against the compensatory function of OP, but need frustration may be a potential risk factor of OP and both should be taken into account in the case of passion for screen‐based activities.

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Section: On the Theory Of Basic Psychological Needsmentioning

confidence: 94%

Two sides of the same coin: The differentiating role of need satisfaction and frustration in passion for screen‐based activities

Tóth‐Király

Bőthe

Márki

et al. 2019

Euro J Social Psych

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“…When the performance goals are aligned with personal values and psychological growth, as in the case of self-integrated monetary motives, they have the potential to increase the satisfaction of psychological needs [35,36]. According to the CET, when a particular event in the individual's professional life involving some kind of reward or feedback produces a sense of competence during the action, there is a greater likelihood of increasing intrinsic motivation, as it enables the satisfaction of the basic psychological needs: Autonomy, competence [4,14], and relatedness [37].…”

Section: Hypothesis 2 (H2) the Relationship Between Pay For Individumentioning

confidence: 99%

Pay for Individual Performance: Aiding or Harming Sustainable Intrinsic Motivation?

2020

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This study aims to understand the effect of pay for individual performance (PFIP) on employees’ intrinsic motivation. Although several studies have analyzed this relationship, until now, the role of satisfaction with variable rewards has not been considered. It was hypothesized that employees who are satisfied with variable rewards would find in PFIP a source of feedback that would contribute to the satisfaction of their basic psychological needs. An empirical study was conducted with 184 professionals working in human resource consulting firms. Data were collected using an online survey, and the PROCESS macro for SPSS was used to analyze the proposed hypotheses. The results indicate that, in this context, PFIP has a direct positive effect on intrinsic motivation. It also has an indirect positive effect, which is partially and sequentially mediated by satisfaction with variable rewards and satisfaction of basic psychological needs. Employers should emphasize the informational nature of rewards, and also seek alignment between the objectives of the compensation system and employee expectations and values. The present findings broaden our understanding of how a PFIP system influences a sustainable intrinsic motivation.

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“…To name a few, Carver and Baird (1998), Sheldon and Elliot (1999), and more recently, Thibault Landry et al (2016) found that autonomous motives allow greater well-being than controlled motives. To name a few, Carver and Baird (1998), Sheldon and Elliot (1999), and more recently, Thibault Landry et al (2016) found that autonomous motives allow greater well-being than controlled motives.…”

Section: Influence Of Career Aspirations On Subjective Well-being Andmentioning

confidence: 99%

A Career Path Leading to Well‐being and Success

Girouard

Forest

2018

Can J Adm Sci

Self Cite

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In line with self-determination theory (Deci & Ryan, 2000), this study aims to determine the influence of different contents and motives of career aspirations, together with objective career success, on subjective career success and well-being. Moreover, it aims to verify if psychological need, satisfaction, and frustration play a mediating role in these relationships. Results suggest that the pursuit of some aspirations and the underlying motives for their pursuit are more beneficial. Aspiration contents, and aspiration motives, together with objective career success, influence subjective well-being and subjective career success, in part because they satisfy or frustrate psychological needs. This study brings together two fields of research evolving in parallel -career and life aspirations-to shed new light on both of them. RésuméEn phase avec la théorie de l'autodétermination (Deci & Ryan, 2000), la présente étude a pour but de déterminer l'influence de différents contenus et motifs d'aspirations de carrière ainsi que du succès de carrière objectif, sur le succès de carrière subjectif et le bien-être au travail. De plus, elle vise à vérifier si la satisfaction et la frustration des besoins psychologiques jouent un rôle médiateur dans ces relations. Les résultats suggèrent que la poursuite de certaines aspirations et certains deses motifs sous-jacents à leur poursuite sont plus bénéfiques que d'autres. Les contenus des aspirations et leurs motifs de poursuite, conjointement au succès de carrière objectif, influencent le bien-être subjectif et le succès de carrière subjectif, en partie parce qu'ils satisfont ou frustrent les besoins psychologiques. Cette étude fait le pont entre deux champs de recherche qui auparavant évoluaient en parallèle, et ce, afin de leur apporter, tous deux, un éclairage nouveau.

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Why individuals want money is what matters: Using self-determination theory to explain the differential relationship between motives for making money and employee psychological health

Cited by 40 publications

References 71 publications

Two sides of the same coin: The differentiating role of need satisfaction and frustration in passion for screen‐based activities

Two sides of the same coin: The differentiating role of need satisfaction and frustration in passion for screen‐based activities

Pay for Individual Performance: Aiding or Harming Sustainable Intrinsic Motivation?

A Career Path Leading to Well‐being and Success

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