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Differentiating source of support in relation to workers’ intrinsic motivation and achievement
Linköping University, Department of Behavioural Sciences and Learning, Psychology. Linköping University, Faculty of Arts and Sciences.
McGill University, dep. of Psychology.
Université de Québec à Montréal, dep. of Psychology.
2012 (English)Conference paper, Oral presentation only (Other academic)
Abstract [en]

Workers typically function as part of a team, which is a central feature of organizations since teamwork is related to important organizational outcomes such as increase in organizational innovation, reduction of turnover, job satisfaction, motivation and psychological health (e.g. Xyrichis & Ream, 2008; Rafferty, Ball, & Aiken, 2001). Hence, one effect of such a collaborative work structure is that it highlights the importance of co-workers in reaching personal and organizational goals. The present investigation considers whether co-workers may exert a motivational influence on one another that is as strong as the influence exerted by managers. Specifically, from a self-determination theory framework, we examined whether support for autonomy and competence from co-workers and patients’ families would be associated with important work outcomes, such as intrinsic work motivation, to a degree comparable with association of support from managers.

Place, publisher, year, edition, pages
2012.
National Category
Psychology
Identifiers
URN: urn:nbn:se:liu:diva-80808OAI: oai:DiVA.org:liu-80808DiVA: diva2:548333
Conference
the Academy of Management Meeting, Boston, Massachusetts, August 3-7, 2012
Available from: 2012-08-30 Created: 2012-08-30 Last updated: 2012-09-07

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Jungert, Tomas

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CiteExportLink to record
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Citation style
  • apa
  • harvard1
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • oxford
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf