Evidence of validity and reliability of the controlling motivational style questionnaire in the work context

According to the self-determination theory (SDT), leaders may adopt a controlling motivational controlling style (CMS) that forces employees to think, feel, or behave in a certain way to promote employee motivation. However, a scale has yet to be developed to measure CMS in the work environment. Usually, researchers use questionnaires adapted to different contexts or designed for another motivational style. However, whether these questionnaires capture the behaviors that represent CMS in the work context is little known. This research aimed to elaborate on and analyze the validity and reliability of the questionnaire on Controlling Motivational Style at Work (CMS-W). The study was based on a literature review of the types of controlling behaviors and a review of questionnaires used by SDT researchers who assessed the controlling motivational style in different contexts. A Peruvian sample of 1100 public sector employees participated. The results show that the short and encompassing CMS-W-11 has a one-dimensional structure with good fit indices: Robust RMSEA = 0.071 with 90 % CI from 0.064 to 0.078; Robust CFI = 0.975; Robust TLI = 0.969; SRMR = 0.025 and good reliability coefficients: Ω = 0.930 and AVE 0.630. Furthermore, it shows convergent validity with controlled motivation (r = 0.260, p < .001) and discriminant validity with autonomous motivation (r = -0.270, p < .001). Moreover, the invariance of the gender category was tested. The fit indices were adequate, and the comparative results between the models were also satisfactory. In addition, the behaviors of the CMS in a work context are conditional negative regard, judging and devaluing, control through objectives, intimidation, and intrusive authority. Therefore, labor organizations will have the CMS-W validated and tested in a work context to evaluate the CMS of leaders and study how it related to the motivation of human capital and organizational objectives.

Conceptualization social influence from the need to belong perspective on psychological needs' satisfaction to share knowledge

Purpose

Aiming to comprehend the function of social influence as an extrinsic motive influencing individuals' psychological needs satisfaction to share knowledge in higher educational institutions, the study will profile prior literature on how social influence affects knowledge sharing and conceptualize a suggested framework.

Design/methodology/approach

The research thoroughly examined the literature for the previous ten years using a comprehensive evaluation, mapping and analyzes research networks of the literature on relational social influence factors through bibliometric analysis. It offers a conceptual framework that explains extrinsic social factors and their effects on the psychological needs satisfaction to share knowledge among people from the viewpoint of a need to belong.

Findings

The study concluded a unique a conceptual framework that provides a solid understanding for the relational social influence phenomenon in the perspective of the need to belong, which satisfy the psychological needs to share knowledge. This will contribute to further investigations in the research area.

Research limitations

The study is a qualitative study and is limited in its generalizability as it needs further investigations to overcome the bias on the part of the researcher.

Practical implications

Adopting the proposed conceptual framework serves as a diagnostic tool for researchers to address the social influence that is likely to boost individuals' satisfaction to share knowledge.

Originality/value

This research presents a novel understanding of social influence as an extrinsic motivator arising from a sense of belonging that affects individuals' needs satisfaction to share knowledge.

Social implications

Increasing the awareness of how social influence is likely to motivate individuals to connect with one another, interact socially, and work together collaboratively to fulfil their satisfaction of psychological needs to share knowledge.

Will They Stay or Will They Go? Motivational Profiles, Retirement-Related Correlates, and Retirement Intentions Among 58–72-Year-Old Workers

Demographic changes indicate that the number of people aged 60 years and above will double in the next 30 years, and politicians around the world have an interest in delaying retirement in order to benefit national economies by lowering the burden on public pension systems. In this study, it is examined whether and how combinations of multiple types of work motivation based on self-determination theory (SDT) would be associated with retirement-related factors and retirement intentions. Using a person-centered approach to identify latent work motivation profiles among older workers, four profiles emerged: (1) the Low Motivation Profile with below-average levels on most motivational regulations, but in particular, lack identified work regulation; (2) the Autonomous Motivation Profile with higher levels of autonomous motivation and lower levels of controlled motivation and amotivation; (3) the High Motivation Profile with simultaneously high autonomous and controlled motivation; (4) the Amotivated Profile. Compared to the Low Motivation and Amotivated Profiles, the Autonomous and the High Motivation profiles show higher levels of vigor and lower levels of job stress, exhaustion and turnover-, and retirement intentions. However, the High Motivation Profile seems to pay a cost because they experience significantly more job stress than employees in the Autonomous profile. In addition, variable-based correlations showed higher levels of vigor and lower levels of job stress, exhaustion, and turnover intentions to be associated with lower levels of retirement intentions. The results are discussed in relation to managers and organizational endeavors to rebuild lost work identification and reduce extrinsic work motivation and amotivation in order to motivate older workers to stay longer at work.