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Only 21% of employees consider themselves engaged at work. Moreover,disengagement has been shown to be even more problematic when work isrepetitive in nature. Lack of engagement has been linked to variety of negativeoutcomes for employees and companies (e.g., turnover, absenteeism, well-being,safety incidents, productivity). Gamification, i.e., integrating game elementsinto work systems, has been successfully used to increase engagement andmotivation, even when work tasks were mundane and repetitive. In the currentstudy, we focused on a commonly used game element, goal setting, through thelens of self-determination theory and goal-setting theory. We argue that goalsgiven by an external source (e.g., company, experimenter) produce extrinsicmotivation, which improves engagement and performance only in the short term.We posit that self-set goals lead to more autonomous motivation, and thereforelong-term engagement and performance. One hundred two participants completed arepetitive material-handling task in one of three conditions (assigned goal,self-set goal, no goal). Results showed that perceived autonomy (autonomousmotivation) and performance were best when goals were self-set. Engagement,however, was equal between self-set and assigned goals. The results indicatethat self-set goals have the greatest potential to generate long-term positiveoutcomes both for employees and companies.

L'origine de l'objectif est-elle importante? Effets motivationnels d'objectifs autod{\'e}finis en production