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Drawing upon the cross-cultural adjustment (CCA) model and self-determination theory, this study investigated the influence of CCA (work, interactional, and general adjustment) and motivation (autonomous and controlled) on the innovative work behavior of self-initiated expatriates (SIEs).

Multi-source data were collected from 213 SIEs and their supervisors working in the United Arab Emirates to provide an understanding of the role of SIEs' CCA and motivation and their innovative work behavior.

Findings indicated that work, interactional, and general adjustment are positively related to innovative work behavior. Autonomous motivation positively predicts innovative work behavior, while controlled motivation does not. Additionally, autonomous motivation moderated the effects of work adjustment and interactional adjustment on SIEs' innovative work behavior, whereas controlled motivation moderates the effect of general adjustment on SIEs' innovative work behavior.

SIEs are regarded as talents that have the skills and valuable knowledge gained from their international experience and can be utilized in organizations to perform innovative work behaviors. However, SIEs face adjustment challenges that may hinder their ability to be innovative. Despite their potential as innovation drivers in organizations, there are few studies on the factors that affect SIEs' innovative behavior. This study contributes to the literature by examining the effects of adjustment and motivation on SIEs' innovative work behavior.

The present research examines the effect of incentivizing both outcome and driver measures of SPMS on middle managers' proactivity in influencing the strategy formulation process. A case-based experiment was conducted among 74 full-time employees. The results suggest that when incentives are linked to both outcome and driver measures of SPMS, compared with when they are outcome-based and not linked to the SPMS, managers are more proactive in communicating strategy-related issues to top management. In addition, this effect of SPMS-based incentives on middle managers' proactivity is mediated by their autonomous extrinsic motivation to achieve strategic goals. The results are in general consistent with postulates of the self-determination theory of motivation. This chapter also has practical implication. Specifically, recent evidence suggests that most SPMS adopters fail to validate causal business models underlying their formulated strategies (Ittner, 2008; Ittner & Larcker, 2003, 2005). Middle managers' proactive strategic behavior may be one means to prompt top management to inspect formulated strategies and their underlying business models.

Cognitive evaluation theory (CET; Deci, 1975), SDT's first mini-theory, was built from research on the dynamic interplay between external events (e.g., rewards, choice) and people's task interest or enjoyment – that is, intrinsic motivation (IM). At the time, this research was quite controversial, as operant theory (Skinner, 1971) had dominated the psychological landscape. The central assumption of operant theory was that reinforcement contingencies in the environment control behavior, which precluded the existence of inherently satisfying activities performed for non-separable outcomes. During this time, Deci proposed that people – by nature – possess intrinsic motivation (IM), which can manifest as engagement in curiosity-based behaviors, discovery of new perspectives, and seeking out optimal challenges (see also Harlow, 1953; White, 1959). IM thus represents a manifestation of the organismic growth tendency and is readily observed in infants' and toddlers' exploratory behavior and play. Operationally, an intrinsically motivated activity is performed for its own sake – that is, the behavior is experienced as inherently satisfying. From an attributional perspective (deCharms, 1968), such behaviors have an internal perceived locus of causality, as people perceive their behavior as emanating from their sense of self, rather than from experiences of control or coercion.

To sufficiently fulfill the travel potential of people with mobility impairments (PwMIs), this study aims to propose a valuable supplement to facility/service accommodation by hospitality/tourism businesses by identifying and purposefully cultivating the superior motivation types for empowering PwMI’s travel pursuits despite challenges. To this end, the study proposes a self-determined versus controlled motivation subdivision to the predominant travel motivation typologies, with its practical value, theoretical value and application feasibility verified.

To ensure the verification reliability across challenge travels, the study adopts an extreme groups design for data collection. Qualtrics surveys situated in two resort-package scenarios contrast in facility/service accommodation levels are paired with two US PwMI groups contrast in travel capabilities. An unconventional mix of analytical information and seemingly unrelated regressions are adopted for data analyses.

Self-determined motivations are found as the superior facilitators of PwMI’s challenging resort-travel pursuits, confirming the practical value of the proposed motivation subdivision. The theoretical value is verified given the subdivision’s significant explanatory power for resort-travel attitude and behavioral intentions, after controlling for travel purpose fulfillment. It is also feasible to achieve the targeted cultivation of self-determined motivations by supporting the basic physiological needs of autonomy, competence and relatedness.

The study’s context-based findings on the effective motivational mechanisms for PwMI can guide hospitality/tourism businesses to improve PwMI-targeted marketing effectiveness and efficiency.

Key theoretical contributions include expanding the explanatory power of travel motivation typologies, enhanced integration of self-determination theory into travel motivation conceptualization and more accurate reflection of the widespread presence of social factors in travel motivations.

This research focused on agency work. Previous studies highlighted the importance of motivations to understand workers’ attitudes, behaviors and well-being. Thus, the purpose of this paper is to analyze the contribution of perceptions of support from organizations to autonomous motivation for temporary agency employment, the relationship of motivations with workers’ well-being and the mediating role of motivations between perceptions of organizational support (POS) and workers’ well-being.

The hypotheses were tested with a sample of 3,983 temporary agency workers and using structural equation modeling.

The authors verified that POS from the agency contributed to both autonomous motivation and controlled motivation for temporary agency employment, whereas POS from the client company only contributed to autonomous motivation for temporary agency employment. Moreover, autonomous motivation for temporary agency employment was positively associated with workers’ well-being. Contrary to expectations, controlled motivation for temporary agency employment was not significantly associated with workers’ well-being. As predicted, autonomous motivation for temporary agency employment was a mediator in the relationship between POS and workers’ well-being.

The study relies on self-reported data, and it does not have a longitudinal design.

An important implication of this research study is that organizations, through the support provided to the workers, may contribute positively to increase workers’ autonomous motivation for temporary agency employment, and, in turn, more autonomous motivation for temporary agency employment relates to higher levels of workers’ well-being.

The study innovates by including in the same model variables that may contribute to workers’ motivation for temporary agency employment as well as the outcomes that may arise from workers’ motivation for temporary agency employment.

The purpose of the article is to analyze the influence of output control, autonomous motivation and controlled motivation on task performance of public servants at home office owing to the COVID-19 pandemic.

A survey was conducted based on the perception of 236 public servants, and structural equation modeling (SEM) technique was used for data analysis.

Both autonomous motivation and output control are positively and significantly related to task performance.

The present study expands the literature with information about individual performance and management control, which can be related to the control, motivation and task performance of public servants at home office in a pandemic context.

The results could offer a basis for understanding how managers can deal with the challenges while at home office. They can also provide managers with information that they can use to build management strategies to foster the performance of public servants at home office.

Home office can decrease commuting to a central workplace, alleviate traffic problems and reduce car pollution. It also allows for business continuity in the face of storms and pandemics.

Most studies about home office, COVID-19 and task performance have addressed personal, professional and organizational characteristics. However, little is known about the analysis of combinations of the following constructs: output control, autonomous and controlled motivations, and how both affect task performance of public servants.

Numerous studies have focused on the effect of motivation on performance in the workplace. The purpose of this paper is to evaluate the somewhat overlooked role of positive and negative emotions as potential mediators of this critical association.

The longitudinal study employed multilevel modeling for assessing the effects of motivation, emotions and work satisfaction on job performance. In total, 116 respondents provided 1,044 responses at nine consecutive measurement points.

Findings indicated that positive emotions and job satisfaction mediate the positive association between autonomous motivation and performance. Concurrently, negative emotions and decreased job satisfaction mediated the negative associations between controlled motivation and job performance.

The results address only the within-subject and between-subject analysis of temporal variations in emotions and behavior. Future studies can include higher levels of analysis, such as group, team and organizational contexts.

This research contributes to self-determination theory by highlighting the role of emotions in understanding how motivation shapes workplace performance.

Firms increasingly rely on content marketing to trigger user engagement in social media brand communities. The purpose of this paper is to examine how three generic types of marketer-generated content (affiliative, injunctive and utilitarian content) drive user engagement by considering distinct motivational paths and the role of users’ preference for intimate (vs broad) social networks.

The authors conduct a field survey and a scenario experiment among social media users across different brands from three different product categories. They examine the impact of marketer-generated content on user engagement while considering the moderating role of network intimacy (i.e. the mutual confiding within a user’s social network in terms of small social circles) and the mediating role of user motivations (i.e. autonomous vs controlled motivation for community membership).

The findings show that affiliative content (i.e. content that highlights shared values) drives user engagement through autonomous motivation, and utilitarian content (i.e. content that highlights tangible benefits) drives user engagement through controlled motivation. Notably, injunctive content (i.e. content that demands specific user behavior) is not a promising instrument to increase user engagement in social media brand communities when not targeted correctly.

The authors link three generic content types derived from literature on communal systems to user engagement, demonstrate the motivational underpinnings of their translation into engagement behavior and show that network intimacy can explain why the same content type can impact user engagement through two motivational paths.

The authors present three types of content that marketers can craft to trigger users to engage with a brand’s social media community and show when this content is most effective and why. By examining the moderating role of network intimacy, this research aims at providing targeting implications to social media marketers.

This research provides new insights on the effectiveness of marketer-generated content. The authors reveal two motivational paths that compete in explaining the overall effectiveness of different types of marketer-generated content to fuel user engagement. The authors further demonstrate that these relationships depend on the intimacy of a user’s circle of online friends.

Existing literature has elicited the external behaviors of cross-device search but not much is known about users' cognition of cross-device search. The study aims to explore how users perceive the cross-device search by combining with the mental models and how motivations affect the users' understanding of cross-device search.

The research questions are addressed through semi-structured face-to-face interviews with 59 users. Prior to the interview, the user is asked to complete a cross-device search task designed with the simulation of controlled and autonomous motivations to gain a real experience. The concepts of mental models are coded according to the constructivist grounded theory method.

The study finds the users' mental models of cross-device search consist of four dimensions: Element, Quality, Function and Issue. The effect of motivation on the mental models is tested as significant in terms of the Quality and Function aspects. The controlled motivation affects the user's perception of how the device switch influence the search and the autonomous motivation influences the user's opinion of search system functions.

The contribution of this study is found to extend the existing knowledge of cross-device search and update the mental models of information search in the current multi-device environment. The findings inform the future study of cross-device search and practices of search system design.

This study aims to extend the understanding of the role of authentic leadership in encouraging subordinates to become internal whistleblowers. The current study aims to seek whether authentic leadership can encourage internal whistleblowing (IW) through employee controlled motivation for IW and moral courage.

The samples of this study were 221 employees working at 26 government organizations in one of the provinces located on Sumatera Island, Indonesia. Based on the cross-sectional survey method, this study used partial least square-structural equation modeling analysis with SmartPLS 3 software to test the hypotheses.

The result revealed that employee controlled motivation for whistleblowing and moral courage significantly mediates the effect of authentic leadership toward IW. This result also indicates that the two mediating variables in this study fully mediate the effect of authentic leadership toward IW.

This study highlights the critical role played by leaders in encouraging subordinates to IW in the workplace. The role of an authentic leader will have positively affected enhancing IW by employees, which has significant implications for the organization that particularly in manage organization wrongdoing in terms of eliminating or preventing unethical practice.

Theoretically, the current study extends the understanding of the mechanism underlying the relationship between authentic leadership and IW. This study proposes employee controlled motivation for IW and moral courage as the new mediator variables to explain how and why authentic leadership may encourage IW. Empirically, the current study chooses the Indonesian Government as a context that rarely conducts in the prior study.