scholarly journals Investigating students’ experiences of Students as Partners (SaP) for basic need fulfilment: A self-determination theory perspective

2020 ◽  
Vol 17 (1) ◽  
pp. 108-121
Author(s):  
Amrita Kaur ◽  
◽  
Mohammad Noman ◽  
Keyword(s):  
Learning Outcomes ◽  
Student Motivation ◽  
Underlying Mechanism ◽  
Self Determination Theory ◽  
Need Satisfaction ◽  
Self Determination ◽  
Sufficient Evidence ◽  
Quality Outcomes ◽  
Psychological Need ◽  
The Social

There is sufficient evidence that suggests Student as Partners’ (SaP) practices promote student motivation, engagement, and learning outcomes. This study attempts to understand the underlying mechanism of SaP and its potential to provide the motivational foundation for the students who engage in it and produce quality outcomes. We employ the self-determination theory’s (SDT) framework to explain how the processes of partnership lead to students’ psychological need satisfaction (autonomy, competence, and relatedness) in order to develop and maintain motivation. The data for this proposition was utilised from the two case studies (Author et al 2018; Author et al., 2017) that were conducted in partnership with students. The three constructs, autonomy, competence, and relatedness served as the framework that guided the data analysis. The findings establish that the social contextual factors posited by SDT for students’ need satisfaction fittingly resonate with the principles and practices of SaP. Implications for SaP practitioners are discussed on how SaP can motivate students and sustain engagement

Challenge Demands, Hindrance Demands, and Psychological Need Satisfaction

2015 ◽  
Vol 14 (2) ◽  
pp. 70-79 ◽  
Author(s):  
Simon L. Albrecht
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Self Determination Theory ◽  
Structural Equations ◽  
Need Satisfaction ◽  
Self Determination ◽  
Job Resources ◽  
Mediating Effects ◽  
Psychological Need ◽  
Practical Implications

The job demands-resources (JD-R) model provides a well-validated account of how job resources and job demands influence work engagement, burnout, and their constituent dimensions. The present study aimed to extend previous research by including challenge demands not widely examined in the context of the JD-R. Furthermore, and extending self-determination theory, the research also aimed to investigate the potential mediating effects that employees’ need satisfaction as regards their need for autonomy, need for belongingness, need for competence, and need for achievement, as components of a higher order needs construct, may have on the relationships between job demands and engagement. Structural equations modeling across two independent samples generally supported the proposed relationships. Further research opportunities, practical implications, and study limitations are discussed.

What Motivates Nurses to Exercise? Determinants of Physical Activity Among Canadian Nurses Using Self-Determination Theory

2019 ◽  
Vol 54 (6) ◽  
pp. 381-390 ◽  
Author(s):  
Karen M Zhang ◽  
Heather E Tulloch ◽  
Jennifer Brunet ◽  
Andrew L Pipe ◽  
Robert D Reid ◽  
...  
Keyword(s):  
Physical Activity ◽  
Self Determination Theory ◽  
Cardiac Risk ◽  
Perceived Competence ◽  
Need Satisfaction ◽  
Mood Disturbance ◽  
Self Determination ◽  
Psychological Need ◽  
Fit Index ◽  
Exercise Determinants

Abstract Background Nurses’ suboptimal physical activity (PA) levels place them at high risk for cardiovascular diseases. Little is known about the motivational factors that influence their PA behavior. Purpose This study drew on the Self-Determination Theory (SDT) to investigate whether associations between nurses’ levels of mood disturbance, psychological need satisfaction (competence, autonomy, and relatedness), and self-determined motivation predict levels of objectively assessed PA. Methods A total of 363 nurses recruited from 14 hospitals in the Champlain region of Ontario, Canada, wore ActiGraph GT3X accelerometers and completed standardized questionnaires assessing sociodemographic and work characteristics, mood disturbance, and SDT variables. Levels of moderate-to-vigorous intensity PA (MVPA) were measured in minutes/week in bouts ≥10 min. Data were analyzed using path analysis and multiple mediational model. Results The model predicting MVPA showed good fit to the data, χ 2 (4, n = 363) = 7.82, p = .10; comparative fit index = .991; Tucker–Lewis Index = .967; root mean square error of approximation = .051. Higher mood disturbance was associated with lower perceived competence (β = −.29, p = .002), autonomy (β = −.29, p = .002), and relatedness (β = −.19, p = .002). Lower perceived competence (β = .46, p = .003) and autonomy (β = .14, p = .011), as well as higher mood disturbance (β = −.16, p = .016), were associated with less self-determined motivation for PA. Lower self-determined motivation was associated with lower levels of MVPA among nurses. Conclusions Interventions targeting low mood, as well as perceived competence and autonomy in exercise, may promote MVPA among nurses and reduce cardiac risk.

Examining the role of psychological need satisfaction in sleep: A Self-Determination Theory perspective

2015 ◽  
Vol 77 ◽  
pp. 199-204 ◽  
Author(s):  
Rachel Campbell ◽  
Maarten Vansteenkiste ◽  
Liesbeth M. Delesie ◽  
An N. Mariman ◽  
Bart Soenens ◽  
...  
Keyword(s):  
Self Determination Theory ◽  
Need Satisfaction ◽  
Self Determination ◽  
Psychological Need ◽  
Psychological Need Satisfaction

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

2018 ◽  
Vol 20 (2) ◽  
pp. 148-168 ◽  
Author(s):  
Anaïs Thibault-Landry ◽  
Richard Egan ◽  
Laurence Crevier-Braud ◽  
Lara Manganelli ◽  
Jacques Forest
Keyword(s):  
Human Resource Development ◽  
Cognitive Appraisals ◽  
Self Determination Theory ◽  
Psychological Needs ◽  
Need Satisfaction ◽  
Self Determination ◽  
Psychological Need ◽  
Basic Psychological Need Satisfaction ◽  
Work Passion ◽  
Psychological Need Satisfaction

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.

Basic Psychological Need Satisfaction, Autonomous Motivation, and Meaningful Work: A Self-Determination Theory Perspective

2021 ◽  
pp. 106907272110186
Author(s):  
Kelsey L. Autin ◽  
Megan E. Herdt ◽  
Roberto G. Garcia ◽  
Gabriel N. Ezema
Keyword(s):  
Meaningful Work ◽  
Autonomous Motivation ◽  
Self Determination Theory ◽  
Need Satisfaction ◽  
Self Determination ◽  
Equation Modeling ◽  
Psychological Need ◽  
Work Meaning ◽  
Basic Psychological Need Satisfaction ◽  
Psychological Need Satisfaction

The present study investigated relations between basic psychological need satisfaction (autonomy, relatedness, and competence), autonomous motivation, and work meaning. With a sample of 462 working adults, we used structural equation modeling to test the incremental validity of including autonomous motivation in a model predicting meaningful work from basic psychological need satisfaction. The satisfaction of autonomy and relatedness needs directly predicted autonomous motivation, while competence need satisfaction directly predicted meaningful work. Mediation analyses supported the incremental contribution of autonomous motivation in the links from autonomy and relatedness to work meaning, but not from competence to work meaning. Our findings provide novel connections between the bodies of literature on Self-Determination Theory and meaningful work. We discuss practical implications for career counselors, organizational leaders, and policymakers, as well as future research directions.

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