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The Role of Workers’ Motivational Profiles in Affective and Organizational Factors

Author

Listed:
  • Nicolas Gillet

    (Université François-Rabelais de Tours)

  • Evelyne Fouquereau

    (Université François-Rabelais de Tours)

  • Robert J. Vallerand

    (Université du Québec à Montréal)

  • Jocelyne Abraham

    (Université François-Rabelais de Tours)

  • Philippe Colombat

    (Université François-Rabelais de Tours)

Abstract

We used latent profile analyses to understand how the different forms of motivation proposed by self-determination theory combine with each other and how they relate to some organizational factors (i.e., perceived organizational support and procedural justice) and well-and ill-being indicators (i.e., work engagement, quality of working life, work satisfaction, job anxiety, and burnout). The research draws upon quantitative data collected by means of a questionnaire that was administered to 328 employees (Study 1) and 521 employees (Study 2) from various French companies. Results revealed that workers characterized by the two most autonomous motivational profiles displayed higher levels of work engagement, quality of working life, and work satisfaction, and lower levels of burnout and job anxiety than those with low levels of autonomous motivation, and introjected and external regulations (Low AU/INR/EXR profile), and those with moderate levels of autonomous motivation, moderate to high levels of introjected regulation, and moderate levels of external regulation (Mod AU/INR/EXR profile in Study 1 and Mod AU–High INR–Mod EXR profile in Study 2). Of interest is that the High AU–Low INR/EXR and High AU/INR–Low EXR profiles did not differ on well- and ill-being. In addition, perceived organizational support and procedural justice were associated with a greater probability of belonging to the High AU–Low INR/EXR and High AU/INR–Low EXR profiles, taking the Low AU/INR/EXR profile as a referent. The present research contributes towards a better understanding of the links between workers’ motivational profiles and affective and organizational factors.

Suggested Citation

  • Nicolas Gillet & Evelyne Fouquereau & Robert J. Vallerand & Jocelyne Abraham & Philippe Colombat, 2018. "The Role of Workers’ Motivational Profiles in Affective and Organizational Factors," Journal of Happiness Studies, Springer, vol. 19(4), pages 1151-1174, April.
    • Handle: RePEc:spr:jhappi:v:19:y:2018:i:4:d:10.1007_s10902-017-9867-9
    DOI: 10.1007/s10902-017-9867-9
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    References listed on IDEAS

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    1. Vermunt, Jeroen K., 2010. "Latent Class Modeling with Covariates: Two Improved Three-Step Approaches," Political Analysis, Cambridge University Press, vol. 18(4), pages 450-469.
    2. Kim, Ahraemi & Mor Barak, Michàlle E., 2015. "The mediating roles of leader–member exchange and perceived organizational support in the role stress–turnover intention relationship among child welfare workers: A longitudinal analysis," Children and Youth Services Review, Elsevier, vol. 52(C), pages 135-143.
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    4. Hongwei He & Weichun Zhu & Xiaoming Zheng, 2014. "Procedural Justice and Employee Engagement: Roles of Organizational Identification and Moral Identity Centrality," Journal of Business Ethics, Springer, vol. 122(4), pages 681-695, July.
    5. Zapata-Phelan, Cindy P. & Colquitt, Jason A. & Scott, Brent A. & Livingston, Beth, 2009. "Procedural justice, interactional justice, and task performance: The mediating role of intrinsic motivation," Organizational Behavior and Human Decision Processes, Elsevier, vol. 108(1), pages 93-105, January.
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