Search results

Researchers have found that enhanced self-determination can contribute to integrated employment and social inclusion outcomes for adults with disabilities. This chapter will provide an overview of the Self-determined Career Design Model (SDCDM) and research on its implementation. The SDCDM is an evidence-based career design model implemented by a facilitator (e.g. school professional, community service provider, or any supporter) to enable young people with disabilities to design their career trajectory. The SDCDM has the three phases: (1) set a goal, (2) take action and (3) adjust goal or plan. The SDCDM promotes social inclusion by enabling young people with developmental disabilities to leverage their strengths, interests and resources available to reach self-selected career-related goals. The chapter will specifically consider factors (e.g. culture, family background) that influence the development and expression of self-determination and goal-directed behaviour across the lifespan. A case study of the implementation of the SDCDM with two young women with developmental disabilities who participated in a larger study examining the impact of the SDCDM on employment outcomes will be used to demonstrate the use and impact of the model.

The purpose of this chapter is to focus on increasing the participation of students with language-based learning disabilities (LLD) in postsecondary transition planning and how the interprofessional teams that include a speech-language pathologist may work together to integrate and apply language, literacy, and related self-determinism goals in the secondary school curriculum. As students with LLD enter secondary school, the provision of needed language-literacy intervention services drastically declines, although these students often require these services to facilitate their postsecondary success. Secondary students are expected to read, write, and think at more complex levels than ever before to meet postgraduation workforce demands. The inclusion of self-determination strategies is found to be related to positive post-school outcomes and can be readily integrated into transition planning. The integration of SLPs into the interprofessional team may ideally support secondary school student language-literacy needs in transition planning by using self-determination strategies to help access the curriculum and experience postsecondary success.

Following an incursion into the business world as an entrepreneur, many people go back to being salaried workers or unemployed. Using self-determination theory (SDT), this study aims to test the effects of self-determined motivation of Ivorian agricultural entrepreneurs on career retention, career satisfaction and subjective well-being.

The sample under study consisted of 171 agricultural entrepreneurs in the Ivory Coast who owned their businesses. Research hypotheses were tested using structural equation modelling.

The findings reveal that the degree of self-determination in the motivation of Ivorian agricultural entrepreneurs does not have a direct effect on their intention as to whether or not to remain an entrepreneur. The findings nevertheless show that the more the degree of motivation of Ivorian agricultural entrepreneurs is self-determined, the greater satisfaction they experience with their entrepreneurial career and the higher their subjective well-being. The findings also show that satisfaction with the entrepreneurial career is a predictor of career retention among Ivorian agricultural entrepreneurs. In addition, career retention and subjective well-being are reciprocally linked, as are subjective well-being and career satisfaction.

Career retention of agricultural entrepreneurs in the Ivory Coast can be achieved through career satisfaction and self-determined motivation.

Based on previous studies on SDT in an organizational context, this study is, to the best of the knowledge, the first to have tested a theoretical model that can explain career retention, career satisfaction and subjective well-being among entrepreneurs. This research brings to light these processes among agricultural entrepreneurs in Ivory Coast.

Promoting the self-determination of youth and young adults with disabilities has become best practice in the field of special education. Such efforts have been shown to positively impact student educational goal attainment, access to the general education curriculum, student involvement in educational and transition planning, and more positive postschool outcomes. This chapter discusses the self-determination construct, reviews the literature pertaining to what is known about promoting self-determination and goal attainment, and introduces assessments, evidence-based practices, and strategies for promoting student involvement.

This study aims to investigate the relationship between self-determined motivation and organizational commitment, with the mediating role of cross-cultural adjustment of low-skilled workers who come from an emerging economy working in a developed economy. This study also aims to determine the interaction effect between intrinsic and extrinsic motivation on organizational commitment.

This study collects a sample data of 236 Vietnamese laborers in Taiwan. Structural equation modeling is used to analyze data and test hypotheses.

Results show that intrinsic and extrinsic motivations are positively related to organizational commitment. Cross-cultural adjustment positively mediates the relationship between intrinsic motivation and organizational commitment and that between extrinsic motivation and organizational commitment. Furthermore, extrinsic motivation positively moderates the relationship between intrinsic motivation and organizational commitment.

This study helps to untangle the relationship between self-determined motivation and organizational commitment of low-skilled workers in an unfamiliar environment. Furthermore, this study also clarifies the mediating and moderating mechanisms of cross-cultural adjustment and extrinsic motivation in this relationship. The findings provide implications for researchers and managers to plan and implement policy and management systems that combine tangible and intangible incentives to motivate foreign workers and induce positive outcomes for companies in a new cultural context.

The primary purpose of this study is not only to examine the connections between self-determined motivation, attitudes toward change and participation in change, but also to explore the moderating impact of perceived organizational support on organizational change, and the mediating role of attitudes toward change in the link between perceived competence and participation in change.

The data were collected from one semiconductor manufacturing company (study 1) and one logistics service company (study 2). Employees who experienced organizational change before were invited to finish the survey. The partial least squares-structural equation modelling (PLS-SEM) technique and SPSS PROCESS (model 14) were utilized to analyze the data.

The study findings indicated that the perceived autonomy and relatedness were positively connected with perceived competence, which in turn would lead to better attitude toward change. Additionally, it was found that the perceived competence and attitude toward change would positively predict participation in change. More importantly, perceived organizational support would reinforce the positive relationship between attitude toward change and participation in change.

Although there are many organizational change reports, relatively little attention has been paid not only to the mediating role of attitudes toward change in the implication of organizational change but also to the moderating impact of perceived organizational support on the final success of organizational change.

: 本研究的主要目的, 除了探討自決動機和對變革的態度兩者與參與變革的關係;也探究組織支持感對組織變革所起的緩和作用, 以及對變革的態度在感知的才能和參與變革兩者的關聯上所起的調節作用。

: 有關的數據取自一間半導體製造商 (研究一) 和一間物流服務公司 (研究二) 。 曾體驗過組織變革的僱員被邀參與一項調查, 研究人員採用結構方程模式: 偏最小平方法 PLS-SEM、以及SPSS PROCESS (模型14), 來分析調查得來的數據。

: 研究結果顯示、感知的自主和關聯性兩者與感知的才能有正關聯的關係, 而這反過來則會引來對變革有較良好的態度。研究結果亦顯示、感知的才能和對變革的態度兩者均能積極預測變革的參與;更重要的是、組織支持感會強化對變革的態度與參與變革之間的正關聯。

: 雖然有關組織變革的研究報告唯數不少, 惟於組織變革上的啟示而言, 探討對變革的態度所起的調節作用的研究實唯數不多, 而且、探討組織支持感對組織變革能否最終成功所起的緩和作用的研究似頗稀少。

Empirical findings have repeatedly demonstrated that students’ motivation decreases over the course of secondary education. This decline in learning motivation is one of the top challenges nowadays and is relevant for policy, as well as research and practice. Taking this educational challenge into account, the chapter targets the following questions: (1) Is a multicomponent, two-year intervention (combined student/teacher versus student-only intervention group) effective regarding the self-determined motivation and academic self-concept in mathematics of at-risk students? (2) How effective is the intervention for students with and without a migration background? And more generally: (3) Does the motivation (including students’ academic self-concept as a motivational self-belief) differ between students with and without a migration background at three different time points (beginning of Grade 7, end of Grades 7 and 8)? The results indicate that the intrinsic motivation of the combined intervention group could be fostered in the first intervention year. No significant treatment effect could be detected for the student-only group. In line with prior research, students with a migration background demonstrated higher levels of autonomous and controlled forms of motivation. However, students with and without a migration background did not develop differently across the two years. Implications for intervention research addressing adolescents’ self-determined motivation are discussed.

The purpose of this paper is to explore the association of harmonious work passion with career satisfaction, while probing the mediating role of employees’ psychological career resources and career preoccupations as important psychosocial career mechanisms in this association.

This paper is a cross-sectional quantitative study comprising a sample of (n = 550) employees in various South African organisations.

The current study found that individuals’ career preferences, career drivers, career harmonisers and career adaptation preoccupations are dynamic mechanisms that regulate the link between harmonious passion and career satisfaction.

The study is located in South Africa and was cross-sectional in design. Generalisation to other occupational contexts and establishing cause-effect relations were not possible.

This paper demonstrates the usefulness of harmonious work passion as an additional positive psychological construct in understanding the psychosocial motivational career mechanisms that drive employees’ career satisfaction. The mediating role of certain psychological career resources (i.e. flexible career preferences, career drivers and career harmonisers) and career adaptation preoccupations in the link between employees’ harmonious passion and career satisfaction need to be considered in career management support practices.

This paper demonstrates the growing need to better understand the psychosocial mechanisms that influence employees’ career satisfaction.

The study contributed new insights that extend theory and research on the harmonious work passion phenomenon in relation to important career constructs in the work-career context by means of self-determination theory.

Promoting the self-determination of students, particularly adolescents, with disabilities has become best practice in special education and transition services. Research documents that students who leave school as more self-determined young people achieve more positive employment and independent living outcomes and experience a higher quality of life. Further, promoting self-determination can provide an entry point to the general education curriculum for students with disabilities, and instruction to promote self-determination can enable students to better engage with and learn in the general education curriculum. This chapter defines the self-determination construct as it applies to the education of students with disabilities, examines the importance of such instruction, and provides information with regard to prevailing practices in assessment and instruction to promote this outcome.