2024年4月7日发(作者：bt磁力torrentkitty)

Van den Broeck, A., Vansteenkiste,M., & De Witte, H. (2008). Self – Determination Theory: A

Theoretical and Empirical overview in Occupational Health Psychology. In J. Houdmont and S. Leka

(Eds) Occupational Health Psychology: European Perspectives on Research, Education &Practive Vol. 3.

(pp. 63 – 88). Nothingham: Nothingham University Press.

Self-determination theory (SDT)

= grand theory of human motivation and optimal functioning.

= assumption that humans are inherently active organisms.

= vision of general positive movement (focus on strength and development of individuals)

This article: the ‘why’ and ‘what’ of behavior and the concept of ‘basic psychological need

satisfaction’

1. Meta – theoretical assumptions

SDT – starting point: organismic dialectic meta-theory (< basic psychological need satisfaction)

Bright Side

- individuals are growth-oriented organisms who actively interact with their environment

- individuals strive towards an authentic sense of self (self – actualization)

- individuals strive towards an interconnection with other people

(integration in the larger social environment)

Dark Side

Growth – oriented nature of individuals requires fundamental nutrients to overcome

passiveness and counter – productivity

>> provided or not provided by social context.

Practical implication

Individuals can best be motivated by supporting their developing potential

>> Optimal performance = when inherent tendency is cherished and encouraged)

Comparison with McGregor (builds on Maslow’s lower needs)

Theory X: people are passive entities which need coercion and top – down control for optimal

performance

Theory Y: under the right conditions (=provision of self – direction), people want to develop their

skills, seek responsibility and take initiative

2. The Why Of Behavior

= “Intrinsic motivation and the different types of extrinsic motivation all concern particular reasons

for engaging in activities or behavioral regulations.”

= “reasons for acting”

Van den Broeck, A., Vansteenkiste,M., & De Witte, H. (2008). Self – Determination Theory: A

Theoretical and Empirical overview in Occupational Health Psychology. In J. Houdmont and S. Leka

(Eds) Occupational Health Psychology: European Perspectives on Research, Education &Practive Vol. 3.

(pp. 63 – 88). Nothingham: Nothingham University Press.

The Interplay between intrinsic and extrinsic motivation

Intrinsic motivation: engagement in an activity for its own sake, that is, for the satisfaction and

enjoyment ‘experienced during the course of the activity itself.

Extrinsic motivation: the engagement in an activity to obtain an outcome that is separable from the

activity.

Additive view:

total motivation = intrinsic motivation + extrinsic motivation

i.e. providing monetary rewards for doing an inherently interesting task would increase

individuals’ total amount of motivation. If the reward would be removed, the person’s motivation is

expected to decrease tot the pre – rewarded baseline.

Deci (1971):

External contingencies such as monetary rewards, threats and deadlines undermine intrinsic

motivation, whereas verbal rewards (i.e. positive feedback) enhanced one’s intrinsic motivation.

Moderators:

- interpersonal context: way of administering these external contingencies determines effect

on motivation (i.e. was the feedback given in a supportive or controlling way)

- intrinsic motivation is only undermined if the tangible

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rewards are expected and made

contingent upon task engagement, task completion or performance.

Moderator differences are explained by the meaning attributed to external contingencies

LABORATORY STUDIES

External contingencies:

- informational function >> enhances internal motivation

- Verbal Rewards

- Unexpected tangible rewards

- feedback

- controlling function >> enhances external motivation

- Expected tangible rewards

OCCUPATIONAL HEALTH CONTEXT

Negative effects of incentives on intrinsic motivation are shown to hold for qualitative, butnotfor

quantitative aspects of performance andfor complex interesting tasks which involve intrinsic

motivation butnot for simple, boring tasks which excite little inherent enjoyment.

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