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An Empirical Investigation of the Employee Work Passion Appraisal Model Using Self-Determination Theory

机译：自我决定理论对员工工作热情评估模型的实证研究

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摘要

The Problem Employee work passion theory offers an appraisal-based approach that explains how work passion is formulated in individuals. Self-determination theory postulates that the satisfaction of three basic psychological human needs (competence, relatedness, and autonomy) is essential for individuals to flourish and thrive at work. The role of basic psychological need satisfaction in the employee work passion appraisal process is yet to be examined.n The Solution We investigated the relations between employees’ cognitive appraisals of their work environment characteristics (work cognitions), their basic psychological need satisfaction, and their work intentions. Our study provided empirical evidence showing that employees’ cognitive appraisals of work characteristics such as job autonomy, task variety, meaningful work, and performance expectations were positively related to basic psychological need satisfaction, which, in turn, positively impacted their work intentions, thus indicating the subjective experience of work passion.n The Stakeholders Results suggest that organizational leaders, supervisors, and human resource development (HRD) practitioners could develop interventions that promote specific workplace characteristics and are aimed at contributing to the fulfillment of employees’ basic psychological needs. In so doing, employees and stakeholders could benefit from the individual and organizational outcomes that flow from employees experiencing greater work passion.
机译：问题员工工作热情理论提供了一种基于评估的方法，该方法解释了个人如何形成工作热情。自我决定理论假设，满足个人的三个基本心理需求（能力，亲和力和自主权）对于个人在工作中的繁荣与发展至关重要。基本的心理需求满意度在员工工作热情评估过程中的作用尚待检验。n解决方案我们调查了员工对工作环境特征（工作认知）的认知评估，基本的心理需求满意度及其之间的关系。工作意图。我们的研究提供了经验证据，表明员工对工作特征（例如工作自主性，任务多样性，有意义的工作和绩效期望）的认知评估与基本的心理需求满意度呈正相关，进而对他们的工作意图产生了积极影响，从而表明利益相关者的结果表明，组织负责人，主管和人力资源开发（HRD）的从业人员可以制定干预措施，以促进特定工作场所的特征，并旨在满足员工的基本心理需求。这样，员工和利益相关者可以从员工的工作热情中受益于个人和组织的成果。

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