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Unraveling the importance of the quantity and the quality of workers motivation for well–being: a person–centered perspective
(Elsevier, 2013)
The current study compares the quantitative and the qualitative viewpoints on work motivation by relying on Self-Determination Theory's differentiation between autonomous and controlled motivation. Specifically, we employed ...
How job characteristics relate to need satisfaction and autonomous motivation: implications for work effort
(Wiley, 2013)
To explore the motivational potential of job design, we linked job demands and job
resources, as defined in the job demands–resources model, to the motivational
process defined in self-determination theory. Specifically, ...
Perception of organization's value support and perceived employability: insights from self-determination theory
(Taylor & Francis/Routledge, 2014)
Perceived employability (PE; i.e. the worker's perception about available job opportunities) is portrayed as the upcoming resource for workers and organizations. However, organizations might particularly want to stimulate ...
The mediating role of frustration of psychological needs in the relationship between job insecurity and work related well–being
(Taylor & Francis, 2012)
This study aims to test a new process underlying the negative relationship between job insecurity and work-related well-being. Specifically, based on Self-Determination Theory, frustration of the psychological needs for ...
Do demands and resources affect target's and perpetrators' reports of workplace bullying? A two-wave cross-lagged study
(Taylor & Francis, 2011)
In this study the causal relationships between work characteristics, in terms of job demands and job resources, and both targets’ and perpetrators' reports of workplace bullying, are investigated. In line with the Job ...
How job characteristics relate to need satisfaction and autonomous motivation: implications for work effort
(Clute Institute [for academic research], 2013)
To explore the motivational potential of job design, we linked job demands and job resources, as defined in the job demands–resources model, to the motivational process defined in self-determination theory. Specifically, ...
Unraveling the importance of the quantity and the quality of workers motivation for well–being: a person–centered perspective
(Elsevier, 2013)
The current study compares the quantitative and the qualitative viewpoints on work motivation by relying on Self-Determination Theory's differentiation between autonomous and controlled motivation. Specifically, we employed ...
The mediating role of psychological needs in the relation between qualitative job insecurity and counterproductive work behavior
(Emerald Insights, 2014)
Purpose – The purpose of this paper is to add to the understanding of the qualitative job insecurity, i.e. the insecurity about the continuity of valued job aspects in future. Specifically, the paper examines whether ...
An Eye for an Eye will make the whole world blind: conflict escalation into workplace bullying and the role of distributive conflict behavior
(Springer, 2016)
The current study investigated how work-related disagreements—coined as conflicts—relate to workplace bullying, from the perspective of the target as well as the perpetrator. We hypothesized a positive indirect association ...
This is funny: on the beneficial role of self–enhancing and affiliative humour in job design
(Universidad de Oviedo (Spain), 2012)
Building on positive psychology, the present study aims to address the role of humour in the workplace, and particularly in job design, one of the crucial job aspects contributing to employee well-being. Specifically, we ...