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Given the complexity of societal, technological, and economic challenges encountered by schools and teachers, one may wonder whether and how teachers can still optimally motivate their students. To adopt a motivating role in today’s ever-changing, even stormy, educational landscape, teachers need more than a checklist of motivating practices. They also need a fundamental theoretical perspective that can serve as a general source of inspiration for their everyday classroom practices across various situations and in interaction with different students. Herein, we argue that self-determination theory represents such a valuable perspective. In Part I, we discuss the satisfaction of learners’ psychological needs for autonomy, competence, and relatedness as a source of student motivation, engagement, and resilience. We also present a recently developed circular model involving a broad variety of motivating (i.e., need-supportive) and demotivating (i.e., need-thwarting) teaching practices appealing to these three needs. In Part II, we discuss several implications of this circular model, thereby discussing the diverse pathways that lead to student need satisfaction, motivation, and engagement as well as highlighting teachers’ capacity for calibration to deal with uncertainty and change. We conclude that school principals and teachers do well to invest in both students’ and teachers’ psychological need experiences, such that they become skilled in flexibly adjusting themselves to diversity, uncertainty, and change.

The purpose of this paper is to address the question of what motivates leaders to engage in effective leadership behaviours by integrating transformational leadership theory and self-determination theory. The authors propose that the type of enacted leadership behaviour is related to level of self-determined motivation.

This study presents validity evidence for an 18-item scale of motivation for transformational leadership based on Gagné and Deci’s (2005) six levels of internalization. A total of 310 employees (mean age=39, 64.5 per cent female, 46 per cent formal leaders) completed the scale, other measures of leadership, and job satisfaction.

Results supported the theorized six-factor structure of the scale and provided evidence for incremental validity in the prediction of job satisfaction and transformational leadership above and beyond another measure of motivation to lead.

The lack of amotivation and the presence of autonomously controlled extrinsic motivation are predictive of effective leadership behaviour, a key finding with implications for leadership selection. The study was limited by the use of self-report data. Future studies should examine additional predictors and outcomes of the construct (e.g. subordinate attitudes or performance and leader personality), and whether it is stable over time.

Leaders’ motivation for role effectiveness is an unexplored area of research. This study suggests that type of motivation can be important for effective leadership and provides a validated scale for use in future leadership research and selection.

The purpose of this study was to test the relationship between intrinsic motivation and work performance among individuals from a broad cross‐section of job types among public employees with the objectives of contributing to self‐determination theory and assisting public management practice and research.

Respondents were drawn from three municipalities located in Norway. A questionnaire was distributed to 2,015 employees through a web‐based tool (Questback), which resulted in complete data from 779 workers, representing a response rate of approximately 39 per cent.

The findings suggest that the relationships between job autonomy and work performance and task interdependence and work performance are partly mediated by intrinsic motivation, while the relationship between supervisor support for autonomy, competence, and development and work performance is fully mediated by intrinsic motivation.

The two most important limitations, which are discussed in more detail at the end of the paper, are the cross‐sectional nature of the study and the reliance on self‐reported questionnaire data.

The results support self‐determination theory and suggest that public and private sector managers should pay more attention to autonomy‐supportive work environments.

First, a recent review of self‐determination theory casts doubt on the performance implications of intrinsic motivation for less complex or interesting tasks. Thus, in order to increase our knowledge of the quality of self‐determination theory as a work motivation theory, empirical research that spans a broad cross‐section of jobs and functions in organisations is needed. Second, and despite the importance of motivation among public employees in an era of transformation to a more business‐oriented approach, there is little empirical research on public sector employee motivation.

This study aims to investigate the effect of supervisor bottom-line mentality (SBLM) on subordinate work well-being using self-determination theory. Furthermore, it examines the mediating role of subordinate harmonious work passion (HWP) and obsessive work passion (OWP), as well as the moderating role of subordinate family motivation on the indirect effect of SBLM on subordinate work well-being.

The authors conducted two studies, an experiment and a field study, to test the hypotheses. In Study 1, the authors conducted an experimental study using a sample of 127 undergraduate students to examine how family motivation moderates the relationship between SBLM and subordinate work passion. Concurrently, in Study 2, the authors conducted a time-lagged field study involving 261 corporate employees in China to validate the findings derived from Study 1, as well as test the entire conceptual model.

The authors find in Study 1 that family motivation moderates the effects of SBLM on subordinate HWP and OWP. Nevertheless, Study 2 uncovers a negative association between SBLM and subordinate work well-being, with HWP and OWP mediating this relationship. Besides, family motivation moderates the mediating effect of HWP on the relationship between SBLM and subordinate work well-being.

The main contribution of this study is that the negative effect of SBLM impacts subordinate work well-being, thereby building an accurate and fine-grained knowledge base of the detrimental effects of bottom-line mentality (BLM). Additionally, this study expands the frontiers of knowledge in this area by investigating the mediating mechanisms and boundary conditions of SBLM on subordinate work well-being, effectively addressing a theoretical gap in BLM research.

Our ongoing program of research works with teachers to help them become more autonomy supportive during instruction and hence more able to promote students’ classroom motivation and engagement.

We have published five experimentally based, longitudinally designed, teacher-focused intervention studies that have tested the effectiveness and educational benefits of an autonomy-supportive intervention program (ASIP).

Findings show that (1) teachers can learn how to become more autonomy supportive and less controlling toward students, (2) students of the teachers who participate in ASIP report greater psychological need satisfaction and lesser need frustration, (3) these same students report and behaviorally display a wide range of important educational benefits, such as greater classroom engagement, (4) teachers benefit as much from giving autonomy support as their students do from receiving it as teachers show large postintervention gains in outcomes such as teaching efficacy and job satisfaction, and (5) these ASIP-induced benefits are long lasting as teachers use the ASIP experience as a professional developmental opportunity to upgrade the quality of their motivating style.

Our ASIP helps teachers learn how to better support their students’ autonomy during instruction. The value of this teaching skill can be seen in teachers’ and students’ enhanced classroom experience and functioning.

Internet banking services are proven to be much advantageous and convenient during COVID-19 pandemic. However, vibrant networking designs and dynamic changes in software development have made these services bit complex. Thus, the current study seeks to investigate Internet banking user continuance intention with factors underpinning self-determination theory (SDT) and expectation confirmation model (ECM) theory. The moderating role of image is studied between user intention to continue use of Internet banking and intention to recommend Internet banking service in social networks during COVID-19 pandemic.

The quantitative research approach is applied and data collected through a research survey. For inferential analysis, 360 responses were collected from active Internet banking users. The integrated information system model was empirically tested using structural equation modeling (SEM) approach.

Findings indicate that integrated IS research model has substantial explanatory power, i.e. 57.8% to predict continuance intention of Internet banking users. Within integrated research model, intrinsic regulation was found the most influential factor in order to determine Internet banking user continuance intention. Beside two theories integration, this study confirmed that the relationship between user continuance intention and intention to recommend Internet banking is moderated by image.

The fundamental contribution of this study is the integration of technological and motivational factors in Internet banking user continuance intention context. Theoretically, integration of both theories ECM and SDT in technology continuance intention context will enrich the emerging e-commerce literature. Concerning with managerial implications, intrinsic regulation was identified as an important factor among other factors. Therefore, managers and software developers need to understand user’s intrinsic motivational factors in order to boost continuance intention of Internet banking users. It is also suggested that managers and marketing personnel should pay special attention to create a positive image of Internet banking services among Internet banking users.

Within information system literature the concept of user continuance intention has yet to be examined especially in Internet banking context. Thus, current research fills research gap and proposes an integrated technology motivational framework that combines motivational factors and technology factors altogether to investigate Internet banking user continuance behavior.

The purpose of this paper is to test the relative contribution of work environment factors as well as individual difference variables on the degree of work interfering with family (WIF) and other mental health outcomes, namely, emotional exhaustion, life satisfaction, and family interfering with work (FIW).

Self‐report measures of the constructs of interest will be completed by a random sample of 539 health care professionals (Study 1: n=314; Study 2: n=128). In Study 1, it is hypothesized that work environment factors namely, work stressors and a supportive work environment characterized by perceived support from the supervisor, the organization, and co‐workers' supportive behaviors will be positively and negatively associated with WIF, respectively.

Findings document positive links between task‐related stressors and WIF and negative links between perceived support from the organization and WIF. In addition, both task‐related stressors and WIF are positive predictors of emotional exhaustion. In Study 2, the relative impact of two individual difference variables (i.e. time management and global self‐determination) on WIF and other mental health outcomes are examined, above and beyond the impact of the work environment factors. Task‐related stressors remainean important predictor of WIF and global self‐determination accounts for additional variance in this outcome variable.

Theoretical and practical implications that may guide future theory and research in this domain are discussed.

Findings from both studies provide insight as to potential sources, namely work environment factors and individual difference variables, which may accentuate or mitigate the degree of WIF.

The purpose of this research is to develop a Social Information System research model that uses the core constructs intrinsic motivation, extrinsic motivation, and amotivation to explain social networking adoption among tweens, teens and young adults.

In developing the research model, we triangulated theories to examine the different orientations of motivation. The data collection process included a stratified sample size of 270 respondents. Following data collection we analyzed the results using structural equation modeling in the Partial Least Square software package.

The constructs amotivation, intrinsic and extrinsic motivations were all statistically significant in explaining continuance intention to use social networking services (SNS).

Researchers and practitioners have intimated that although there has been a rise in the number of persons accessing and becoming members of SNS, several subscribers who join subsequently leave after a minimal period. The practical implication of this study lies in providing a preliminary understanding of what determines or inhibits continuance intention of SNS membership.

Despite efforts, research in IS and technology acceptance literature regarding SNS diffusion is limited in scope. The theoretical implication of this study lies in the model that has been developed and validated to provide a more effective tool for the scholarly evaluation of SNS adoption. Existing adoption models are insufficient to explain voluntary technology usage of this nature.

The purpose of this paper is to elaborate the picture of the motivators for information seeking by comparing two cognitive psychological approaches to motivation: self-determination theory (SDT) and expectancy-value theories (EVTs).

The study draws on the conceptual analysis of 31 key investigations characterizing the nature of the above theories. Their potential is examined in light of an illustrative example of seeking information about job opportunities.

SDT approaches motivation by examining the degree to which one can make volitional choices while meeting the needs of autonomy and competence. Information-seeking behaviour is most volitional when it is driven by intrinsic motivation, while such behaviours driven by extrinsic motivation and amotivation are less volitional. Modern EVTs approach the motivators for information seeking by examining the individual’s beliefs related to intrinsic enjoyment, attainment value, utility value and relative cost of information seeking. Both theories provide useful alternatives to traditional concepts such as information need in the study of the motivators for information seeking.

As the study focusses on two cognitive psychological theories, the findings cannot be generalised to all represent all categories relevant to the characterisation of triggers and drivers of information seeking.

Drawing on the comparison of two cognitive psychological theories, the study goes beyond the traditional research approaches of information behaviour research confined to the analysis of information needs.

Based on soft HRM and self‐determination theory, the aim of this paper is to test whether basic need satisfaction mediates the relationship between five HR practices and HRM outcomes. An important distinction (in line with soft HRM and self‐determination theory) is made between the presence of, and the quality of, a practice's implementation (in terms of the degree to which employees' talents, interests and expectations are taken into account).

A theoretically grounded model is developed and tested using survey data from 5,748 Belgian employees.

The results indicate that autonomy and relatedness satisfaction partially mediate the relationship between HR practices and HRM outcomes. Taking into account talents, interests and expectations within HR practices is associated with higher basic need satisfaction and subsequently HRM outcomes in addition to the presence of practices.

Future research could focus on HR practices and job design as both might affect basic need satisfaction and subsequently HRM outcomes. Additionally, behavior of the supervisor when administering HR practices can be further explored as a catalyst of basic need satisfaction.

HR actors should be aware that merely implementing soft HR practices may not suffice. They should also devote attention towards sufficiently taking into account individual talents, interests and expectations of employees when implementing them.

This paper contributes to the HRM literature by integrating soft HRM and self‐determination theory into one model. In doing so, it sheds light on the possible pathways through and conditions under which HR practices lead to favorable outcomes.