Motivational Strategies Used by Exercise Professionals: A Latent Profile Analysis

2021 ◽  
pp. 1-9
Author(s):  
David Sánchez-Oliva ◽  
Antonio L. Palmeira ◽  
Eliana V. Carraça ◽  
Pedro J. Teixeira ◽  
David Markland ◽  
...  
Keyword(s):  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Self Determination Theory ◽  
Need Satisfaction ◽  
Self Determination ◽  
Motivational Strategies ◽  
Work Related ◽  
Need Frustration ◽  
Health And Fitness ◽  
Latent Profile

Background: Using self-determination theory as a framework, the aim of this study was 2-fold: (1) identify different profiles of motivational strategies used by exercise professionals and (2) examine associations of these motivational profiles with work-related variables: measures, perceived job pressures, need satisfaction/frustration, and perceived exercisers’ motivation. Methods: Participants were 366 exercise professionals (193 males; experience = 7.7 [5.8] y) currently working in health and fitness settings. Results: Latent profile analysis identified a 3-profile model: (1) most need-supportive and least controlling (NS+; n = 225), (2) less need-supportive and slightly controlling (NS−; n = 42), and (3) most controlling and slightly need-supportive (mixed; n = 99). Professionals working less than 20 hours per week, more experienced, and female were more likely to integrate NS+, which was also associated with higher levels of work-related need satisfaction and clients’ perceived self-determination, and lower levels of job pressures and need-frustration. Conversely, NS− displayed the most maladaptive pattern of associations. Conclusions: The present findings highlight the importance of analyzing the correlates of different professional profiles, namely to help health and fitness organizations to provide high-quality motivational practices within an appropriate environment both for professionals and clients.

On the motivational nature of authentic leadership practices: a latent profile analysis based on self-determination theory

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Julie Levesque-Côté ◽  
Claude Fernet ◽  
Alexandre J.S. Morin ◽  
Stéphanie Austin
Keyword(s):  
Leadership Practices ◽  
Authentic Leadership ◽  
Latent Profile Analysis ◽  
Work Motivation ◽  
Profile Analysis ◽  
Self Determination Theory ◽  
Self Determination ◽  
Content Type ◽  
Motivation Profiles ◽  
Latent Profile

PurposeAlthough one of the central premises of authentic leadership theory is that authentic leaders mobilize their followers, the underlying motivational mechanisms of this process remain poorly understood. Drawing on self-determination theory, this study aims to fill that gap by examining authentic leadership practices (ALP) as theoretical antecedents of employees' motivation profiles.Design/methodology/approachLatent profile analyses conducted on a sample of 501 employees revealed four profiles: self-determined, unmotivated, highly motivated and moderately motivated.FindingsALP were associated with a higher likelihood of membership into the most adaptive motivation profiles. Employees in these profiles displayed more optimal job functioning: higher organizational commitment and performance, and lower intentions to leave their organization.Originality/valueThese findings underscore the predictive power of autonomous motivation for employee functioning and provide new insights into how ALP can improve work motivation, and hence job functioning. Our results account not only for how ALP affects the complete range of behavioral regulations at work but also the different patterns in which these regulations combine within employees.

Entrepreneurial Motivation in University Business Students: A Latent Profile Analysis based on Self-determination Theory

2021 ◽  
Vol 0 (0) ◽  
Author(s):  
Irene R. R. Lu ◽  
Ernest Kwan ◽  
Louise A. Heslop ◽  
Francois Brouard ◽  
Diane A. Isabelle
Keyword(s):  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Business Students ◽  
Full Range ◽  
Self Determination Theory ◽  
Entrepreneurial Intention ◽  
Self Determination ◽  
Psychological Traits ◽  
Motivation Profiles ◽  
Latent Profile

Abstract The development of entrepreneurship education (EE) has become a top priority for many universities around the world. Accordingly, the objectives of this paper are to identify motivation profiles of university business students, to determine how profile membership predicts students’ entrepreneurial intention and interest to study entrepreneurship, and to identify predictors of membership in these motivation profiles. To achieve these objectives, our method entails the application of self-determination theory (SDT) in a person-centered analysis. Our study is, in fact, the first application of the full range of motivations from SDT to define students’ entrepreneurial motivations; furthermore, we use latent profile analysis to identify groups of students that can be distinguished according to these motivations. We discover four groups of students: 1) uniformly lowly motivated, 2) indifferent, 3) conflicted, and 4) uniformly highly and intrinsically motivated. We find that students in these groups differ with regard to their interest to study entrepreneurship and their intention to be entrepreneurs. We also identify psychological traits and background factors that could explain the group membership. We discuss the implications of these findings on the promotion and delivery of EE, and on how students may be motivated to become entrepreneurs.

What Determines Teachers’ Use of Motivational Strategies in the Classrooms? A Self-Determination Theory Perspective

2019 ◽  
Vol 200 (3) ◽  
pp. 185-195 ◽  
Author(s):  
W. C. Liu ◽  
C. K. John Wang ◽  
Johnmarshall Reeve ◽  
Ying Hwa Kee ◽  
Lit Khoon Chian
Keyword(s):  
Autonomous Motivation ◽  
Self Determination Theory ◽  
Need Satisfaction ◽  
Self Determination ◽  
Direct Impact ◽  
Motivational Strategies ◽  
Controlled Motivation ◽  
Positive Direct

This study examined the antecedents of teachers’ use of motivational strategies in the classroom using self-determination theory. It was found that teachers’ autonomous causality orientation, perceived job pressure, and perception of student self-determined motivation influenced their need satisfaction. In turn, their need satisfaction had a positive direct impact on autonomous motivation. In addition, teachers’ perception of their students’ self-determined motivation directly predicted teachers’ use of three motivational strategies in the classroom. Finally, their autonomous motivation positively predicted providing instrumental help and support and meaningful rationale, whereas controlled motivation negatively predicted providing instrumental help and support.

scholarly journals Generational differences in workplace motivation

2018 ◽  
Vol 16 ◽  
Author(s):  
Marita M. Heyns ◽  
Marilyn D. Kerr
Keyword(s):  
Generational Differences ◽  
Self Determination Theory ◽  
Psychological Needs ◽  
Need Satisfaction ◽  
Basic Psychological Needs ◽  
Self Determination ◽  
Generational Cohorts ◽  
Motivational Strategies ◽  
Cross Sectional Survey ◽  
Workplace Setting

Orientation: Despite increasing age diversity in the workforce, organisations still know relatively little about how potentially diverging motivational needs of the various generations might influence motivational strategies and organisational performance.Research purpose: To explore the relationship between multigenerational workforces and employee motivation within a South African workplace setting from a self-determination theory perspective.Motivation for the study: The pursuit of performance excellence requires an understanding of the enablers of optimal performance. In South Africa, the workplace landscape is changing fast as younger generations are joining the workforce in rapidly growing numbers. These younger employees are often believed to differ quite drastically from the older generations in terms of their values and priorities, which necessitates a deeper understanding of the motivational drivers of the different cohorts as these manifest within a workplace environment.Research approach/design and method: A cross-sectional survey approach and a quantitative research design were used (N = 164). Two questionnaires founded on self-determination theory were administered, namely the Work-Related Basic Need Satisfaction Scale and the Work Extrinsic and Intrinsic Motivation Scale.Main findings: Findings contradict the popular notion that generational cohorts differ significantly from each other in terms of diverging intrinsic and extrinsic motivational preferences that may influence their behaviour at work. With regard to the degrees of satisfaction of the basic psychological needs that drive autonomous, intrinsically motivated behaviour specifically, no practically significant differences were found either. There was, however, one notable difference, namely in the indicated degree of satisfaction of the psychological need for autonomy between Generation Y and Generation X cohorts.Practical/managerial implications: Management is advised to cultivate a motivational climate that promotes autonomously motivated behaviour in general and to focus on specific known individual motivational preferences that may exist within groups rather than approaching generational cohorts as homogenous groups.Contribution/value-add: This study contributes to the limited research regarding similarities and differences in the intrinsic versus extrinsic motivational stance of three different generations as these manifest within a workplace setting in an emerging economy country. Findings afford management insight into motivational processes that are most influential among generational cohorts and assist them in adapting suitable motivational strategies that can ultimately improve retention of valued employees.

scholarly journals Perfectionism Profiles and Motivation to Exercise Based on Self-Determination Theory

2020 ◽  
Vol 17 (9) ◽  
pp. 3206 ◽  
Author(s):  
María Vicent ◽  
Ricardo Sanmartín ◽  
Oswaldo Vásconez-Rubio ◽  
José Manuel García-Fernández
Keyword(s):  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Self Determination Theory ◽  
Self Determination ◽  
Sport Science ◽  
Science Degree ◽  
Integrated Regulation ◽  
Regulatory Styles ◽  
Person Centered Approach ◽  
The Relationship

This study complements extant variable-centered research that focus on the relationship between perfectionism and the autonomous and controlled motivation to exercise. A person-centered approach is used for identifying perfectionism profiles as well as analyzing inter-profile differences in terms of the six regulatory styles located on the autonomy-control continuum. A sample of 597 (Mage = 22.08, SD = 3.33) Ecuadorian undergraduates enrolled in a sport science degree program was employed. Latent Profile Analysis based on two higher-order perfectionism dimensions, Perfectionistic Strivings (PS) and Perfectionistic Concerns (PC), supported a four-class solution: Non-Perfectionists (low PS and PC), Adaptive Perfectionists (high PS and low PC), Maladaptive Perfectionists (high PS and PC), and Moderate Perfectionists (moderate PS and PC). Adaptive Perfectionists obtained the highest means on Intrinsic, Integrated, and Identified regulations. However, these differences where only significant when compared with Moderate Perfectionists, and only in the case of Integrated regulation, in comparison with Non-Perfectionists. In contrast, Maladaptive Perfectionists obtained significantly higher scores on Introjected and External regulations as well as on Amotivation than the other three classes. Results are discussed in light of Self-Determination Theory.

A Latent Profile Analysis of Living a Calling, Burnout, Exploitation, and Work–Life Imbalance

2021 ◽  
pp. 089484532199416
Author(s):  
Joo Yeon Shin ◽  
Eunseok Kim ◽  
Jina Ahn
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Latent Profile Analysis ◽  
Psychological Capital ◽  
Profile Analysis ◽  
Physical Symptoms ◽  
Work Life ◽  
Future Research ◽  
Work Related ◽  
Latent Profile

Research has predominantly focused on the positive aspects of living a calling (LC), hence more attention needs to be given to its potentially negative aspects. The current study examined profiles of 237 South Korean working adults, defined by individuals’ scores on LC, burnout, exploitation, and work–life imbalance from a person-centered perspective. Then, we examined the role of psychological capital, organizational support, and adequate compensation in predicting profile membership. Lastly, we examined mean differences across class membership in the levels of job satisfaction and work-related psychological and physical symptoms. Latent profile analysis identified three distinct profiles of individuals: the adaptive, average, and maladaptive. Psychological capital, organizational support, and adequate compensation predicted a higher likelihood of membership into the adaptive group, compared to the average group. The adaptive group showed the highest job satisfaction and the lowest work-related psychological symptoms. Implications for calling-related interventions and directions for future research are discussed.

scholarly journals Predicting employee telecommuting preferences and job outcomes amid COVID-19 pandemic: a latent profile analysis

2021 ◽  
Author(s):  
Cafer Bakaç ◽  
Jetmir Zyberaj ◽  
James C. Barela
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Self Regulation ◽  
Personality Characteristics ◽  
The Other ◽  
Job Outcomes ◽  
Work Related ◽  
Latent Profile

AbstractIn this two-study research using latent profile analysis (LPA), we investigated intra-individual combinations of conscientiousness, autonomy, self-regulation, and extraversion. Based on these combinations, we designed profiles and explored telecommuting preferences and job outcomes of employees during the COVID-19 pandemic. In Study 1, we recruited 199 participants (77 females, ages ranging from 18 to 65). Results of this study revealed three profiles. One profile scored high on all of the variables and displayed preferences for working on-site more than the other profiles. Additionally, this profile showed higher work engagement, job satisfaction, and perceived productivity than the other two profiles. To validate these findings, we conducted a second study with a sample of 492 participants (169 females; age ranged from 18 to 65). The results yielded five profiles, one scoring high on all of the variables. Similar to Study 1, this profile exhibited higher work engagement, job satisfaction, and perceived productivity than the other four profiles. Individuals in this profile preferred to work on-site compared to individuals in other profiles. Our findings add to the research demonstrating the importance of personality characteristics for telecommuting preferences and work-related outcomes.

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