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Employee and Supervisor Ratings of Motivation: Main Effects and Discrepancies Associated with Job Satisfaction and Adjustment in a Factory Setting 1
Author(s) -
Ilardi Barbara C.,
Leone Dean,
Kasser Tim,
Ryan Richard M.
Publication year - 1993
Publication title -
journal of applied social psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.822
H-Index - 111
eISSN - 1559-1816
pISSN - 0021-9029
DOI - 10.1111/j.1559-1816.1993.tb01066.x
Subject(s) - job satisfaction , psychology , supervisor , competence (human resources) , social psychology , autonomy , deci , perception , job performance , job attitude , applied psychology , management , neuroscience , political science , law , economics
Research and theory on employee job satisfaction and well‐being has increasingly concentrated on both intrinsic and extrinsic motivational factors. According to self‐determination theory (Deci & Ryan, 1985). autonomy, relatedness, and competence are three intrinsic psychological needs that, if fulfilled in the workplace, will lead to greater satisfaction, performance, and general well‐being. This study examines employee and supervisor perceptions of the employee's autonomy, competence, and relatedness in the workplace, as well as the degree and direction of discrepancies between employee and supervisor reports. Both employee and supervisor ratings of intrinsic motivational factors were significantly related to work satisfaction, psychological health, and self‐esteem, after controlling for the extrinsic factors of pay and job status. Results of discrepancy analyses were somewhat supportive of overrating being associated with greater well‐being and job satisfaction. Discussion of the results ties this study to relevant research from a self‐determination perspective and to the growing literature on discrepancies and self‐perception.