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description Publicationkeyboard_double_arrow_right Article 2016 Australia, CanadaWiley SSHRC, ARC | Linkage Projects - Grant ...SSHRC ,ARC| Linkage Projects - Grant ID: LP140100100Authors: Meyer, John P.; Morin, Alexandre J. S.;Meyer, John P.; Morin, Alexandre J. S.;doi: 10.1002/job.2085
SummaryThere has been a recent increase in the application of person‐centered research strategies in the investigation of workplace commitments. To date, research has focused primarily on the identification, within a population, of subgroups presenting different cross‐sectional or longitudinal configurations of commitment mindsets (affective, normative, and continuance) and/or targets (e.g., organization, occupation, and supervisor), but other applications are possible. In an effort to promote a substantive methodological synergy, we begin by explaining why some aspects of commitment theory are best tested using a person‐centered approach. We then summarize the results of existing research and suggest applications to other research questions. Next, we turn our attention to methodological issues, including strategies for identifying the best profile structure, testing for consistency across samples, time, culture, and so on, and incorporating other variables in the models to test theory regarding profile development, consequences, and change trajectories. We conclude with a discussion of the practical implications of taking a person‐centered approach to the study of commitment as a complement to the more traditional variable‐centered approach. Copyright © 2016 John Wiley & Sons, Ltd.
Journal of Organizat... arrow_drop_down Journal of Organizational BehaviorArticleLicense: publisher-specific, author manuscriptData sources: UnpayWallJournal of Organizational BehaviorArticle . 2016License: Wiley Online Library User AgreementData sources: Crossrefadd ClaimPlease grant OpenAIRE to access and update your ORCID works.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.All Research productsarrow_drop_down <script type="text/javascript"> <!-- document.write('<div id="oa_widget"></div>'); document.write('<script type="text/javascript" src="https://www.openaire.eu/index.php?option=com_openaire&view=widget&format=raw&projectId=10.1002/job.2085&type=result"></script>'); --> </script>
For further information contact us at helpdesk@openaire.eu242 citations 242 popularity Top 1% influence Top 10% impulse Top 1% Powered by BIP!more_vert Journal of Organizat... arrow_drop_down Journal of Organizational BehaviorArticleLicense: publisher-specific, author manuscriptData sources: UnpayWallJournal of Organizational BehaviorArticle . 2016License: Wiley Online Library User AgreementData sources: Crossrefadd ClaimPlease grant OpenAIRE to access and update your ORCID works.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.All Research productsarrow_drop_down <script type="text/javascript"> <!-- document.write('<div id="oa_widget"></div>'); document.write('<script type="text/javascript" src="https://www.openaire.eu/index.php?option=com_openaire&view=widget&format=raw&projectId=10.1002/job.2085&type=result"></script>'); --> </script>
For further information contact us at helpdesk@openaire.eudescription Publicationkeyboard_double_arrow_right Article 2019Springer Science and Business Media LLC SSHRC, ARC | Linkage Projects - Grant ...SSHRC ,ARC| Linkage Projects - Grant ID: LP140100100Marylène Gagné; Alexandre J. S. Morin; Kira Schabram; Zheni Wang; Emanuela Chemolli; Mélanie Briand;Surprisingly scant research has adequately examined directional influences between different perceptions of managerial leadership behaviors and different types of work motivation, and even fewer studies have examined contextual moderators of these influences. The present study investigated longitudinal and multilevel autoregressive cross-lagged relations between perceptions of transformational, transactional, and passive-avoidant leadership with autonomous motivation, controlled motivation, and amotivation. Multilevel longitudinal models were estimated on data from 788 employees, nested under 108 distinct supervisors, from six Canadian organizations. Results revealed that perceptions of leadership behaviors predicted changes in motivation mostly at the collective level and that some of these relations changed as a function of whether organizations had recently faced a crisis. Collective perceptions of transformational leadership were related to increased collective autonomous and controlled motivation, while individual controlled motivation was related to increased individual perceptions of transactional leadership. In organizations facing a crisis, individual perceptions of transactional leadership were related to decreased individual controlled motivation, while collective perceptions of transactional leadership were related to increased collective autonomous motivation and decreased collective amotivation. In organizations not facing a crisis, collective perceptions of transactional leadership were related to decreased collective autonomous motivation. Implications for theory and practice are discussed.
add ClaimPlease grant OpenAIRE to access and update your ORCID works.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.All Research productsarrow_drop_down <script type="text/javascript"> <!-- document.write('<div id="oa_widget"></div>'); document.write('<script type="text/javascript" src="https://www.openaire.eu/index.php?option=com_openaire&view=widget&format=raw&projectId=10.1007/s10869-019-09649-4&type=result"></script>'); --> </script>
For further information contact us at helpdesk@openaire.eu14 citations 14 popularity Top 10% influence Average impulse Top 10% Powered by BIP!more_vert add ClaimPlease grant OpenAIRE to access and update your ORCID works.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.All Research productsarrow_drop_down <script type="text/javascript"> <!-- document.write('<div id="oa_widget"></div>'); document.write('<script type="text/javascript" src="https://www.openaire.eu/index.php?option=com_openaire&view=widget&format=raw&projectId=10.1007/s10869-019-09649-4&type=result"></script>'); --> </script>
For further information contact us at helpdesk@openaire.eudescription Publicationkeyboard_double_arrow_right Article 2016 AustraliaElsevier BV ARC | Linkage Projects - Grant ..., SSHRCARC| Linkage Projects - Grant ID: LP140100100 ,SSHRCAuthors: Joshua L. Howard; Marylène Gagné; Alexandre J. S. Morin; Anja Van den Broeck;Joshua L. Howard; Marylène Gagné; Alexandre J. S. Morin; Anja Van den Broeck;Self-determination theory proposes that individuals experience distinct types of motivation to varying degrees. While it is well documented that these types of motivation differentially predict outcomes, very little attention has been paid to how they interact within individuals. The current study addresses the simultaneous occurrence of multiple motivation types within individual workers by adopting a person-centered approach on two samples of employees from different countries (n = 723 & 286). Four very similar motivation profiles were found across samples, representing balanced motivation, amotivated, autonomously regulated and highly motivated employees. In Sample 1, governmental employees presented a greater likelihood of membership in the least desirable amotivated profile. In Sample 2, autonomously and highly motivated profiles showed superior work performance and higher levels of wellbeing, while the amotivated profile fared the worst. The presence of external regulation in a profile appears unimportant when combined with autonomous forms of motivation, and detrimental to outcomes in the absence of autonomous forms of motivation. These results support the hypothesis that autonomous forms of motivation are far more important in promoting positive workplace outcomes than more controlling forms.
add ClaimPlease grant OpenAIRE to access and update your ORCID works.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.All Research productsarrow_drop_down <script type="text/javascript"> <!-- document.write('<div id="oa_widget"></div>'); document.write('<script type="text/javascript" src="https://www.openaire.eu/index.php?option=com_openaire&view=widget&format=raw&projectId=10.1016/j.jvb.2016.07.004&type=result"></script>'); --> </script>
For further information contact us at helpdesk@openaire.eu207 citations 207 popularity Top 1% influence Top 10% impulse Top 1% Powered by BIP!more_vert add ClaimPlease grant OpenAIRE to access and update your ORCID works.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.All Research productsarrow_drop_down <script type="text/javascript"> <!-- document.write('<div id="oa_widget"></div>'); document.write('<script type="text/javascript" src="https://www.openaire.eu/index.php?option=com_openaire&view=widget&format=raw&projectId=10.1016/j.jvb.2016.07.004&type=result"></script>'); --> </script>
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description Publicationkeyboard_double_arrow_right Article 2016 Australia, CanadaWiley SSHRC, ARC | Linkage Projects - Grant ...SSHRC ,ARC| Linkage Projects - Grant ID: LP140100100Authors: Meyer, John P.; Morin, Alexandre J. S.;Meyer, John P.; Morin, Alexandre J. S.;doi: 10.1002/job.2085
SummaryThere has been a recent increase in the application of person‐centered research strategies in the investigation of workplace commitments. To date, research has focused primarily on the identification, within a population, of subgroups presenting different cross‐sectional or longitudinal configurations of commitment mindsets (affective, normative, and continuance) and/or targets (e.g., organization, occupation, and supervisor), but other applications are possible. In an effort to promote a substantive methodological synergy, we begin by explaining why some aspects of commitment theory are best tested using a person‐centered approach. We then summarize the results of existing research and suggest applications to other research questions. Next, we turn our attention to methodological issues, including strategies for identifying the best profile structure, testing for consistency across samples, time, culture, and so on, and incorporating other variables in the models to test theory regarding profile development, consequences, and change trajectories. We conclude with a discussion of the practical implications of taking a person‐centered approach to the study of commitment as a complement to the more traditional variable‐centered approach. Copyright © 2016 John Wiley & Sons, Ltd.
Journal of Organizat... arrow_drop_down Journal of Organizational BehaviorArticleLicense: publisher-specific, author manuscriptData sources: UnpayWallJournal of Organizational BehaviorArticle . 2016License: Wiley Online Library User AgreementData sources: Crossrefadd ClaimPlease grant OpenAIRE to access and update your ORCID works.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.All Research productsarrow_drop_down <script type="text/javascript"> <!-- document.write('<div id="oa_widget"></div>'); document.write('<script type="text/javascript" src="https://www.openaire.eu/index.php?option=com_openaire&view=widget&format=raw&projectId=10.1002/job.2085&type=result"></script>'); --> </script>
For further information contact us at helpdesk@openaire.eu242 citations 242 popularity Top 1% influence Top 10% impulse Top 1% Powered by BIP!more_vert Journal of Organizat... arrow_drop_down Journal of Organizational BehaviorArticleLicense: publisher-specific, author manuscriptData sources: UnpayWallJournal of Organizational BehaviorArticle . 2016License: Wiley Online Library User AgreementData sources: Crossrefadd ClaimPlease grant OpenAIRE to access and update your ORCID works.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.All Research productsarrow_drop_down <script type="text/javascript"> <!-- document.write('<div id="oa_widget"></div>'); document.write('<script type="text/javascript" src="https://www.openaire.eu/index.php?option=com_openaire&view=widget&format=raw&projectId=10.1002/job.2085&type=result"></script>'); --> </script>
For further information contact us at helpdesk@openaire.eudescription Publicationkeyboard_double_arrow_right Article 2019Springer Science and Business Media LLC SSHRC, ARC | Linkage Projects - Grant ...SSHRC ,ARC| Linkage Projects - Grant ID: LP140100100Marylène Gagné; Alexandre J. S. Morin; Kira Schabram; Zheni Wang; Emanuela Chemolli; Mélanie Briand;Surprisingly scant research has adequately examined directional influences between different perceptions of managerial leadership behaviors and different types of work motivation, and even fewer studies have examined contextual moderators of these influences. The present study investigated longitudinal and multilevel autoregressive cross-lagged relations between perceptions of transformational, transactional, and passive-avoidant leadership with autonomous motivation, controlled motivation, and amotivation. Multilevel longitudinal models were estimated on data from 788 employees, nested under 108 distinct supervisors, from six Canadian organizations. Results revealed that perceptions of leadership behaviors predicted changes in motivation mostly at the collective level and that some of these relations changed as a function of whether organizations had recently faced a crisis. Collective perceptions of transformational leadership were related to increased collective autonomous and controlled motivation, while individual controlled motivation was related to increased individual perceptions of transactional leadership. In organizations facing a crisis, individual perceptions of transactional leadership were related to decreased individual controlled motivation, while collective perceptions of transactional leadership were related to increased collective autonomous motivation and decreased collective amotivation. In organizations not facing a crisis, collective perceptions of transactional leadership were related to decreased collective autonomous motivation. Implications for theory and practice are discussed.
add ClaimPlease grant OpenAIRE to access and update your ORCID works.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.All Research productsarrow_drop_down <script type="text/javascript"> <!-- document.write('<div id="oa_widget"></div>'); document.write('<script type="text/javascript" src="https://www.openaire.eu/index.php?option=com_openaire&view=widget&format=raw&projectId=10.1007/s10869-019-09649-4&type=result"></script>'); --> </script>
For further information contact us at helpdesk@openaire.eu14 citations 14 popularity Top 10% influence Average impulse Top 10% Powered by BIP!more_vert add ClaimPlease grant OpenAIRE to access and update your ORCID works.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.All Research productsarrow_drop_down <script type="text/javascript"> <!-- document.write('<div id="oa_widget"></div>'); document.write('<script type="text/javascript" src="https://www.openaire.eu/index.php?option=com_openaire&view=widget&format=raw&projectId=10.1007/s10869-019-09649-4&type=result"></script>'); --> </script>
For further information contact us at helpdesk@openaire.eudescription Publicationkeyboard_double_arrow_right Article 2016 AustraliaElsevier BV ARC | Linkage Projects - Grant ..., SSHRCARC| Linkage Projects - Grant ID: LP140100100 ,SSHRCAuthors: Joshua L. Howard; Marylène Gagné; Alexandre J. S. Morin; Anja Van den Broeck;Joshua L. Howard; Marylène Gagné; Alexandre J. S. Morin; Anja Van den Broeck;Self-determination theory proposes that individuals experience distinct types of motivation to varying degrees. While it is well documented that these types of motivation differentially predict outcomes, very little attention has been paid to how they interact within individuals. The current study addresses the simultaneous occurrence of multiple motivation types within individual workers by adopting a person-centered approach on two samples of employees from different countries (n = 723 & 286). Four very similar motivation profiles were found across samples, representing balanced motivation, amotivated, autonomously regulated and highly motivated employees. In Sample 1, governmental employees presented a greater likelihood of membership in the least desirable amotivated profile. In Sample 2, autonomously and highly motivated profiles showed superior work performance and higher levels of wellbeing, while the amotivated profile fared the worst. The presence of external regulation in a profile appears unimportant when combined with autonomous forms of motivation, and detrimental to outcomes in the absence of autonomous forms of motivation. These results support the hypothesis that autonomous forms of motivation are far more important in promoting positive workplace outcomes than more controlling forms.
add ClaimPlease grant OpenAIRE to access and update your ORCID works.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.All Research productsarrow_drop_down <script type="text/javascript"> <!-- document.write('<div id="oa_widget"></div>'); document.write('<script type="text/javascript" src="https://www.openaire.eu/index.php?option=com_openaire&view=widget&format=raw&projectId=10.1016/j.jvb.2016.07.004&type=result"></script>'); --> </script>
For further information contact us at helpdesk@openaire.eu207 citations 207 popularity Top 1% influence Top 10% impulse Top 1% Powered by BIP!more_vert add ClaimPlease grant OpenAIRE to access and update your ORCID works.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.This Research product is the result of merged Research products in OpenAIRE.
You have already added works in your ORCID record related to the merged Research product.All Research productsarrow_drop_down <script type="text/javascript"> <!-- document.write('<div id="oa_widget"></div>'); document.write('<script type="text/javascript" src="https://www.openaire.eu/index.php?option=com_openaire&view=widget&format=raw&projectId=10.1016/j.jvb.2016.07.004&type=result"></script>'); --> </script>
For further information contact us at helpdesk@openaire.eu