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Labor productivity is an important aspect of the construction industry, and motivation is believed to be an influential factor that affects it. While previous studies have emphasized the role of controlled motivation (i.e., external factors), the role of autonomous motivation (i.e., internal factors) has been ignored. This knowledge gap hampers further efforts to explore new determinants that increase construction labor productivity (CLP). Accordingly, self-determination theory (SDT) is promising in terms of its ability to bridge this gap and explain how autonomous motivation can be generated by integrating reasonable leadership styles and psychological satisfaction. Therefore, this study develops a novel model for assessing the effects of engaging leadership, three basic psychological satisfaction factors (i.e., autonomy, competence, and relatedness), and work motivation on CLP. Based on the data collection in Vietnam, we found that both autonomous motivation and controlled motivation positively and significantly contributed to CLP. In terms of promoting autonomous motivation and improving CLP, competence and relatedness satisfaction played a key role. Ultimately, these results highlighted two crucial features related to CLP improvement in addition to the conventional view: “negative legacy” and “new light of hope”. This study expands and reinforces SDT knowledge by comprehensively illuminating leadership and psychological and motivational indicators in the construction context. It provides substantial practical recommendations for CLP improvement, such as enhancing autonomous motivation, promoting satisfaction with competence and relatedness, and reducing selfish work, which is a novel factor that negatively contributes to CLP. This factor is the first discovered in the construction domain.

The trans-contextual model outlines the processes by which autonomous motivation toward activities in a physical education context predicts autonomous motivation toward physical activity outside of school, and beliefs about, intentions toward, and actual engagement in, out-of-school physical activity. In the present article, we clarify the fundamental propositions of the model and resolve some outstanding conceptual issues, including its generalizability across multiple educational domains, criteria for its rejection or failed replication, the role of belief-based antecedents of intentions, and the causal ordering of its constructs. We also evaluate the consistency of model relationships in previous tests of the model using path-analytic meta-analysis. The analysis supported model hypotheses but identified substantial heterogeneity in the hypothesized relationships across studies unattributed to sampling and measurement error. Based on our meta-analysis, future research needs to provide further replications of the model in diverse educational settings beyond physical education and test model hypotheses using experimental methods.

Behind the frequent occurrence of business scandals, it is often the silence and connivance of organizational immorality. Moral voice, a kind of employee active moral behavior, inhibits and prevents the organizational unethical phenomenon. Some researchers have sought to explore how to arouse employee moral voice. However, the limited studies mainly investigated the antecedents of leadership styles, ignoring the impact of the organizational factor on moral voice. Based on the self-determination theory, the current study constructs a theoretical model about how socially responsible human resource management (SRHRM) affects employee moral voice via autonomous motivation and controlled motivation and further considering the moderating role of person–organization value fit. From a two-stage research method and the analysis of 260 valid data, we found that SRHRM promoted employee moral voice and this positive linkage was mediated by autonomous motivation but not by controlled motivation. Besides, the findings also revealed that person–organization fit moderated the indirect influences of SRHRM on moral voice via autonomous motivation, such that the indirect influence was stronger for a high level of person–organization value fit than the low level of person–organization value fit. Some theoretical and practical implications also be discussed.

Employee green behavior is an environmentally friendly behavior in the workplace and is an important basis for transforming an organization’s macrolevel sustainable development strategy into concrete practice. How does employees’ pro-environmental attitude affect the implementation of their behaviors? To answer this question, we examined the relationship between pro-environmental attitude and employee green behavior and the roles of motivational states and green work climate perceptions in this process. The results showed that pro-environmental attitude positively predicted required employee green behavior and voluntary employee green behavior and that these relationships were mediated by controlled and autonomous motivations. In addition, this study showed that the positive role of pro-environmental attitude in controlled motivation and autonomous motivation was moderated by green work climate perceptions. Finally, we discuss the theoretical and practical implications.

PurposeThe purpose of this research is to examine the relationship between spiritual leadership and employee innovative behavior by testing the mediating role of autonomous motivation and the moderating role of employee power distance orientation.Design/methodology/approachThe author predicted an indirect relationship between spiritual leadership and employee innovative behavior via autonomous motivation. Also, the author predicted the positive effect of spiritual leadership on employee innovative behavior will be stronger when employee power distance orientation is high. Hypotheses are tested with data gathered from 174 participants.FindingsResults showed that spiritual leadership was positively related to employee innovative behavior via autonomous motivation. And, the positive relationship between spiritual leadership and autonomous motivation was stronger when employee power distance orientation was high. Furthermore, the indirect effect of autonomous motivation was stronger when employee power distance orientation was high.Research limitations/implicationsThis study provides a new theoretical perspective – self-determination theory – to test how and when spiritual leadership enhances employee innovative behavior by suggesting autonomous motivation as a mediator and employee power distance orientation as a boundary condition.Practical implicationsThe results of this research provide suggestions for leaders to adopt spiritual leadership as well as enhance interactions between them and employees to increase employee innovative behavior.Originality/valueThis study highlights the moderating role of employee power distance orientation and uses self-determination theory to examine how and when spiritual leadership plays a positive role.

Higher penetration of smartphones and 3G and 4G mobile networks have led to the higher usage of smartphones for mobile banking activities. This paper identifies key antecedents influencing the mobile banking acceptance. The research extends the original Technology Acceptance Model, by incorporating two cognitive antecedents, namely, autonomous motivation and controlled motivation, in addition to trust components for understanding adoption. Data were collected from 225 mobile banking users and analyzed using an innovative two-stage research methodology. In the first stage, structural equation modeling was employed to test the research hypotheses and identify significant antecedents influencing mobile banking acceptance. In the second stage, the significant antecedents obtained from the first stage were input to a neural network model for ranking. The results showed that trust and autonomous motivation are the two main predictors influencing mobile banking acceptance. Theoretical and practical implications of findings are discussed.

Alarming 94.6% of Ethiopian students failed their essential secondary school examination, highlighting a crisis in the education system that requires an examination of students’ autonomous motivation. Numerous studies have focused on predicting levels of engagement through motivation, which has been overlooked. However, research on the impact of academic engagement on autonomous motivation is lacking. This study investigated the correlation between academic engagement and autonomous motivation among secondary school students in the south region state, Ethiopia. The researchers administered self-report surveys to 383 students who participated through random selection. Descriptive statistics and multiple regression models were used to analyze the relationships. Most of the students showed controlled motivational patterns. However, academic engagement was related to both forms of motivation. Female students showed higher levels of controlled and autonomous motivation than male students. These findings indicate that disregarding students’ interests and perspectives diminishes autonomous motivation. Curriculum design should encourage students to be self-motivated using assessment systems and feedback loops, ensuring that indicators of student development and motivation are aligned, and using teaching methods that have different learning styles for males and females.

In this meta-analysis, we examined the average correlations (weighted for sample size and corrected for measurement error) between the varied types of motivation specified within self-determination theory (SDT) and second language (L2) achievement. We also conducted moderator analyses to explore whether these relationships are influenced by age, educational level, proficiency level, aptitude, the language being learned, or participants’ first language. The findings revealed a positive correlation between intrinsic regulation (r = .26, p  < .001) and identified regulation (r = .16, p  < .001) and L2 achievement. These two types constitute the global factor of autonomous motivation, which was also positively associated with achievement (r = .23, p  < .001). In contrast, neither introjected regulation (r = –.06, p  = .06) nor external regulation (r = –.01, p  = .70) were related to L2 achievement, and their global factor—controlled motivation—was likewise unrelated (r = –.03, p  = .24). However, specific scales used to measure controlled motivation showed some variability in their associations with outcomes. Parallel analyses of motivation and language anxiety showed that intrinsic (r = –.25, p  < .001) and identified regulation (r = –.18, p  < .001) were negatively associated with anxiety, while introjected (r = .23, p  < .001) and external regulation (r = .12, p  = .016) were positively related. At the global level, autonomous motivation was negatively associated with anxiety (r = –.23, p  < .001), and controlled motivation was positively associated (r = .16, p  = .001). Overall, more autonomous forms of motivation were linked to both higher achievement and lower anxiety, supporting a key proposition of SDT in L2 learning. These associations were further moderated by learners’ first language, educational level, and learning context. Together, the findings put emphasis on the pivotal role of autonomous motivation in fostering better language learning outcomes.

The present study aimed to test the goal contents theory (Ryan and Deci, Self-determination theory: Basic psychological needs in motivation, development, and wellness, Guildford, New York, 2017a) proposal that prioritizing intrinsic aspirations over extrinsic aspirations leads to enhanced well-being through greater satisfaction of basic psychological needs and more autonomous self-regulation. By pooling four prospective studies with an identical five-wave design, we evaluated the impact of aspirations on changes in need satisfaction, goal motivation, and well-being over a school year in a sample of over 1400 university students. Cross-lagged, structural equation modelling (SEM) analyses revealed that relative intrinsic aspirations at baseline predicted experiencing greater need satisfaction, increased autonomous goal motivation, and improved well-being over time. The discussion highlights the value of exploring dynamic relations among the central constructs in self-determination theory.

By collecting and analyzing sample from 384 employees in China, this study explored relationship between responsible leadership and organization citizenship behavior for the environment (OCBE) with structural equation model (SEM). The results are as follows: (1) responsible leadership is positively related to organization citizenship behavior for the environment. (2) responsible leadership has positive effects on both autonomous and external environmental motivation. (3) autonomous and external environmental motivation have a multiple-mediate role in the relationship between responsible leadership and organization citizenship behavior for the environment. Finally, this paper discusses the management implications of the research results and the future research direction.