Laurence Crevier-Braud

The Multidimensional Work Motivation Scale: Validation evidence in seven languages and nine countries

Self-determination theory proposes a multidimensional conceptualization of motivation comprising autonomous and controlled forms. Whereas autonomous motivation relates positively to individuals’ optimal functioning (e.g., well-being, performance), controlled motivation is less beneficial. To be able to use self-determination theory in the field of organizational behaviour, the Multidimensional Work Motivation Scale was developed and tested using data from 3435 workers in seven languages and nine countries. Factorial analyses indicated that the 19-item scale has the same factor structure across the seven languages. Convergent and discriminant validity tests across the countries also indicate that the psychological needs for autonomy, competence, and relatedness as well as the theoretically derived antecedents to work motivation (e.g., leadership and job design) are predictably related to the different forms of motivation, which in turn are predictably related to important work outcomes (e.g., well-being, commitment, performance, and turnover intentions). Implications for the development of organizational research based on self-determination theory are discussed.

Harmonious passion as an explanation of the relation between signature strengths’ use and well-being at work: Test of an intervention program

Using signature strengths at work has been shown to influence workers’ optimal functioning and well-being. However, little is known about the processes through which signature strengths lead to positive outcomes. The present research thus aimed at exploring the role of having a harmonious passion in the relation between using signature strengths and well-being. For this purpose, an intervention was developed where participants (n = 186) completed three activities aiming at developing their knowledge and use of their signature strengths at work. The results showed (1) that the intervention successfully increased participants’ use of their signature strengths, (2) that participants from the experimental group reported a higher use of their signature strengths at the end of the study than participants from the control group, and (3) that increases in the use of signature strengths reported by participants from the experimental group were related to increases in harmonious passion, which in turn led to higher levels of well-being.

Passion at work and burnout: A two-study test of the mediating role of flow experiences

Vallerand et al. (2003) developed a Dualistic Model of Passion where two types of passion are proposed: harmonious and obsessive passion. They generally predict adaptive and less adaptive outcomes, respectively. We hypothesized that the type of passion one holds towards his/her work should influence ones experience of burnout symptoms. We hypothesized that a harmonious passion for work would lead to low levels of burnout through its facilitation of frequent flow experiences, whereas an obsessive passion would directly lead to high levels of burnout. Two studies (one cross-sectional and one prospective) were conducted and results of structural equation modelling analyses supported the hypotheses.

The Fundamental Need to Belong: On the Distinction Between Growth and Deficit-Reduction Orientations

The need for belongingness (the universal need to form and maintain positive, stable interpersonal relationships) has led to much research over the past decade. Although such a need is universal, some qualitative differences exist in its orientation. Specifically, two belongingness need orientations are proposed: a growth orientation (a belongingness need directed toward interpersonal actualization) and a deficit-reduction orientation (a belongingness need directed toward interpersonal deficit reduction or repair). It is hypothesized that a deficit-reduction orientation to the need to belong is associated with lower levels of intrapersonal and interpersonal psychological functioning compared to a growth orientation. The results of a series of four studies supported the proposed hypotheses. Implications of the proposed model for future research on the need to belong are discussed.

The Importance of Need-Supportive Relationships for Motivation and Psychological Health at Work

Nurturing and fulfilling relationships in the workplace are a crucial ingredient for having a motivated and healthy workforce. Self-determination theory offers a relevant framework to understand the process leading to workers’ optimal functioning in organizational settings. Based on this theory applied in work settings, this chapter reviews evidence on how managers and other social actors in the workplace, as well as job design and HR practices, can contribute to satisfy or thwart employees’ basic psychological needs, which in return elicit various forms of motivation at work, and impact employees’ psychological health. This is further demonstrated through a study we conducted among healthcare workers. In order to balance studying the positive and the negative paths to optimal psychological health and functioning, recommendations for future research within this theoretical framework are offered.

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

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. 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. 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.