To read this content please select one of the options below:

The different relations of extrinsic, introjected, identified regulation and intrinsic motivation on employees’ performance: Empirical studies following self-determination theory

Jian Zhang (Donlinks School of Economics and Management, University of Science and Technology Beijing, Beijing, China) (Laboratory of Talent Evaluation of Land and Resources, Beijing, China)
Ying Zhang (Donlinks School of Economics and Management, University of Science and Technology Beijing, Beijing, China) (Laboratory of Talent Evaluation of Land and Resources, Beijing, China)
Yahui Song (Donlinks School of Economics and Management, University of Science and Technology Beijing, Beijing, China) (Laboratory of Talent Evaluation of Land and Resources, Beijing, China)
Zhenxing Gong (Donlinks School of Economics and Management, University of Science and Technology Beijing, Beijing, China) (Laboratory of Talent Evaluation of Land and Resources, Beijing, China)

Management Decision

ISSN: 0025-1747

Article publication date: 21 November 2016

11019

Abstract

Purpose

Following self-determination theory, the purpose of this paper is to investigate the impact of four motivational profiles (external, introjected, identified regulation, and intrinsic motivation) on work performance (interpersonal, adaptive, task, and dedicative performance). The authors also examined the proposed relations with longitudinal data.

Design/methodology/approach

Participants in Studies 1 and 2 were from several companies in China. Employees completed the questionnaires to measure their work motivation, and managers completed the questionnaires to assess the subordinates’ work performance.

Findings

In Study 1, the authors found that identified regulation significantly predicted interpersonal performance and adaptive performance. External regulation, introjected regulation, and intrinsic motivation had no significant impacts on interpersonal, adaptive, task, or dedicative performance. In Study 2, the results revealed that identified regulation significantly predicted dedicative and interpersonal performance, but external regulation, introjected regulation, and intrinsic motivation had no significant impacts on the four types of performance. These two studies concluded that only identified regulation strongly predicts work performance.

Originality/value

The study has contributed to the body of knowledge by clarifying that identified regulation is an important type of motivation in the workplace. Managers might therefore focus on supporting employees for identifying with the organizational goals in order to promote better performance.

Keywords

Acknowledgements

The authors would like to thank Professor Edward L. Deci to improve and refine our thinking throughout the paper. This study was supported by the project (Grant No. 71071017) from National Natural Science Foundation of China (NSFC) and the Ministry of Education of Humanities and Social Science project (Grant No.15YJA630099) from the Ministry of Education (MOE) of China.

Citation

Zhang, J., Zhang, Y., Song, Y. and Gong, Z. (2016), "The different relations of extrinsic, introjected, identified regulation and intrinsic motivation on employees’ performance: Empirical studies following self-determination theory", Management Decision, Vol. 54 No. 10, pp. 2393-2412. https://doi.org/10.1108/MD-01-2016-0007

Publisher

:

Emerald Group Publishing Limited

Copyright © 2016, Emerald Group Publishing Limited

Related articles