Providing a practitioner perspective on SDT application to management, this paper bridges the gap from science to practise and from practise to science. Buengeler, C., Leroy, H. and De Stobbeleir, K. (2018). She has a PhD in Chemistry and has extensive experience in natural products, organic and protein chemistry. Hughes, D.J., Lee, A., Tian, A.W., Newman, A. and Legood, A. Research should continue to leverage practitioner perspectives due to their wide impact and insights they provide into the application and validity of academic constructs in highly complex and ever-changing organizations that we have today. Providing full freedom for workers to pursue their own ideas and interests is not always realistic or desirable in the workplace. Weller, S.C. and Romney, A.K. It posits that there are two main types of motivationintrinsic and extrinsicand that both are powerful forces in shaping who we are and how we behave (Deci & Ryan, 2008). Self-determination theory and work motivation. Researchers examining the interplay between leadership and team diversity stress the critical importance of matching leadership behaviours to the specific needs arising from diversity-related team processes and have proposed specific competencies, such as social perceptiveness, that allow leaders to shape the influence of diversity within the team (Homan et al., 2020). and Deci, E.L. (2017). Self-determination theory (SDT), offers a theoretical framework for enhancing employee motivation and stimulating positive outcomes such as commitment, well-being and engagement, in organizations. Kolb, D.A. Three cases, composed by leader participants, describe how they applied SDT in their organizational context and implemented actions to support the basic psychological needs of their followers. Responding to calls (Bansal et al., 2012; Gregory and Anderson, 2006; Van de Ven, 2007) for research studies to shift from a logic of building practice from theory to one of building theory from practice (Schultz and Hatch, 2005, p. 337), this study taps into the valuable knowledge and experiences of practitioners to extend and develop SDT to have enhanced validity and relevance in an applied setting. Personal causation: the internal affective determinants of behaviour, New York, NY: Academic Press. Practice-based learning and multiple delivery methods have been found to be critical for effective leadership learning (Lacerenza et al., 2017). A study of job motivation, satisfaction, and performance among bank employees. Self-determination in a work organization. Canadian Psychology/Psychologie Canadienne, 49(3), pp. We propose that building knowledge and conceptual clarification about SDT application by leaders is a desirable outcome for both academics and practitioners and, therefore, much can be gained by coupling both parties in a task of mutual knowledge building. In contrast, when a persons basic psychological needs are not met their motivation deteriorates and becomes controlled. and Yao, X. Leaders who enable satisfaction of these three needs promote high quality motivation where workers personally endorse and willingly participate in their work activities. She provides information on the context and desired outcome and seeks suggestions for suitable milestones from the volunteer. From the perspective of self-determination theory (SDT; Deci & Ryan, 2000), although productivity is a critical dependent variable for such analyses, we maintain that the psychological health and well-being of employees is also extremely important as a workplace outcome not only from an ethical perspective but also as a central indicator of longer-term organizational health. A recent meta-analysis of 99 studies reported that each of the three needs predicted lower turnover intention and were associated with higher job satisfaction, engagement and affective commitment (Van den Broeck et al., 2016). Relatedness: Relatedness refers to an individual or employee's need to experience personal relationships and a sense of belonging to social groups or work groups. For example, social activities, such as team lunches or events, provide opportunities for new team members to interact in a relaxed and informal environment. On the relations among work value orientations, psychological need satisfaction and job outcomes: A self-determination theory approach. SDT considers autonomy, competence and relatedness to be essential ingredients for sustained motivation and nutrients for individual growth, well-being and thriving (Ryan and Deci, 2002). 468-480, doi: 10.1016/j.emj.2019.01.006. Intrinsic motivation and self-determination in human behavior, New York, NY: Plenum. (2004). 134-160, doi: 10.1016/j.jecp.2018.01.008. SDT provides a valuable theoretic model for understanding the social-psychological impact of management in an organization. (Eds), Handbook of Self-Determination research, Rochester: University of Rochester Press. Rather than the leader prescribing social activities and dates, he involves the members in the process, seeking their input and supporting them to participate in the process. 450-461, doi: 10.1037/0022-3514.43.3.450. 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(2011). Effects of LMX on employee attitudes: the role of need satisfaction and autonomous motivation, Paper presented at the Academy of Management 2010 Annual Meeting Dare to Care: Passion and Compassion in Management Practice and Research, AOM. Ryan, R.M. Intrinsic need satisfaction: a motivational basis of performance and well-being in two work settings. For example, employee equity ownership, just on the type of performance-pay incentive program, is estimated to be worth around $1,061bn in the USA alone (Day and Fitton, 2008). Prior to contributing to this study, the leaders spent nine weeks learning about and personally applying SDT in their organization. Rather than being free to do as they wish, organizational members must operate within existing structures/processes and their tasks and responsibilities are set for them by the organization. and Rynes, S.L. Greater worker participation in decision-making has been linked to beneficial outcomes such as job satisfaction and improved performance in the workplace (Grissom, 2012; Scott-Ladd et al., 2006). Gerstner, C.R. 240-268, doi: 10.1123/jsep.30.2.240. The examples are discussed in relation to SDT, the literature and practice. Scott-Ladd, B., Travaglione, A. and Marshall, V. (2006). Academy of Management Review, 31(4), pp. The satisfaction of basic psychological needs has been associated with lower turnover, improved well-being, higher job satisfaction and positive job attitudes (Gillet et al., 2012; Vansteenkiste et al., 2007). Organizational leaders establish an optimally motivating workplace climate through satisfying their workers basic psychological needs for autonomy, competence and relatedness (Slemp et al., 2018). Journal of Management, 30(5), pp. . Overview of self-determination theory. SELF-DETERMINATION THEORY SDT is a macro theory of human motivation that has been successfully applied across domains includingparenting,education,healthcare,sportsandphysicalactivity,psychotherapy,andvirtual worlds, as well as the elds of work motivation and management (Deci & Ryan 1985a, Ryan & Deci 2017). Mentoring at work: Developmental relationships in organizational life, Lanham: University Press of America. 549-569, doi: 10.1016/j.leaqua.2018.03.001. framework of Self-Determination Theory (Deci & Ryan, 1985; Ryan & Deci, 2000) as proposed by Meyer and Gagne (2008) to determine if satisfying the needs of competence, autonomy, and relatedness through the work environment is associated with increased levels of employee engagement and well-being. 263-283, doi: 10.1111/ijsa.12113. (2014). Newbury Park, CA: SAGE Publications. For the purpose of SDT and work motivation, motivation is considered the core of biological, cognitive, and social regulation. Journal of Experimental Psychology, 40(5), p. 643. doi: 10.1037/h0059019. SDT delineates the social-contextual factors, including leaders' interpersonal style, that predict high quality motivation in the workplace ( Deci et al., 2017 ). 373-400. doi: 10.1177/1534484305281769. (Department of Arts, Social Sciences and Humanities. Self-Determination Theory in the Workplace Existing theory and research on employee motivation identify needs as innate aspects of individuals that drive behavior in the workplace. Motivation often decreases when core psychological needs have not been met.