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Employees often demonstrate various regulatory intentions toward multiple responsibilities they must fulfill on the job. Therefore, it is possible that employees' motivation changes during the workday because of the various situations they have experienced and that these motivational fluctuations affect their subjective well-being across different activities. Following the integrated frameworks of the self-determination theory (SDT) and the hierarchical model of motivation (H-SDT), the present research studied the variations of employees' daily motivation for work across different activities using the survey of day reconstruction method (DRM). Multi-level structural equation modeling (MSEM) was used to analyze the variations in the perceived three basic psychological (i.e., autonomy-, relatedness-, and competence-) needs-supportive features (NSFs), situational motivation, and variables capturing the employees' subjective well-being (including vitality and positive/negative affect) laid out according to a list of work episodes in DRM. Results of this study confirmed that employees' subjective well-being (mainly vitality and positive affect) were positively promoted by NSFs pertained to specific work activities via the indirect path of situational autonomous motivation at work. Furthermore, vitality and positive affect were also directly predicted by situational autonomous motivation. These empirical findings expanded the research evidence supporting employees' subjective well-being as a multi-level and multi-dimensional dynamic motivational consequence promoted by configurable specific NSFs at work. We also discussed the limitations and future directions for this line of research., Author(s): Zheni Wang [sup.1] , Alexandra Panaccio [sup.2] Author Affiliations: (1) grid.263848.3, 0000 0001 2111 4814, School of Business, Southern Connecticut State University, , New Haven, CT, USA (2) grid.410319.e, [...]

Drawing on self-determination theory (SDT; E.L. Deci & R.M. Ryan, 1985, 2000) and using corporate samples (N = 284; 63% Male; Mean Age = 34, SD = 6.09) from high-tech firms in China, this empirical study explored the path model from satisfaction of the basic psychological needs for autonomy, competence, and relatedness, through autonomous motivation to employees' innovative work behavior ("IWB"; J. De Jong & D. Den Hartog, 2010). It also simultaneously examined the interactions between autonomous work motivation and individual values (collectivism, H.C. Triandis (1995); uncertainty avoidance, R. J. House, P. J. Hanges, M. Javidan, P. W. Dorfman, & V. Gupta (2004); and power distance, J. Farh, R.D. Hackett, & J. Liang (2007)) in the conditioned path model. The regression results obtained from conditional PROCESS analysis (A.F. Hayes, 2013, 2018) suggest that basic psychological needs satisfaction is positively related to employees' IWB via autonomous motivation, but that these indirect effects were weaker when employees' power distance value orientation was high. Implications, limitations, and future research directions are discussed.

Self-determination theory proposes a multidimensional conceptualization of motivation comprising autonomous and controlled forms. Whereas autonomous motivation relates positively to individuals’ optimal functioning (e.g., well-being, performance), controlled motivation is less beneficial. To be able to use self-determination theory in the field of organizational behaviour, the Multidimensional Work Motivation Scale was developed and tested using data from 3435 workers in seven languages and nine countries. Factorial analyses indicated that the 19-item scale has the same factor structure across the seven languages. Convergent and discriminant validity tests across the countries also indicate that the psychological needs for autonomy, competence, and relatedness as well as the theoretically derived antecedents to work motivation (e.g., leadership and job design) are predictably related to the different forms of motivation, which in turn are predictably related to important work outcomes (e.g., well-being, commitment, performance, and turnover intentions). Implications for the development of organizational research based on self-determination theory are discussed. [ABSTRACT FROM AUTHOR]