I övergripande kollektivavtal på svensk arbetsmarknad framgår en strävan efter ett positivt samband mellan lön, motivation och resultat som en följd av individuell lönesättning. Denna studie undersöker individuell lönesättnings eventuella påverkan på arbetsmotivation hos lärare, kort efter att en statligt finansierad lönesatsning hade höjt lönerna för många av dessa. Studien har i huvudsak kvalitativ ansats och har genomförts med hjälp av ett teoretiskt ramverk bestående av self determination theory, teorier om avund och rättviseteori. För att undersöka om individuell lönesättning påverkar grundskollärares arbetsmotivation genomfördes intervjuer med 8 respondenter på två skolor i en svensk kommun, som även fick besvara en enkät om arbetsmotivation. Studiens resultat tyder på att individuell lönesättning förvisso kan föranleda positiva arbetsmotivationseffekter hos personer som premieras med högre lön, men att de som missgynnas i den individuella lönesättningen riskerar att få mindre självdeterminerad arbetsmotivation och/eller minska sin arbetsinsats för att utjämna upplevd orättvisa. Utöver detta riskerar individuell lönesättning att försämra relationer mellan kollegor, vilket kan innebära att arbetsmotivation blir mindre självdeterminerad, både hos den som främjas av individuell lönesättning och den som missgynnas.

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De nombreuses études ont montré la pertinence de soutenir les besoins psychologiques d’autonomie, de compétence et d’affiliation des employés au travail, tel que postulé par la théorie de l’autodétermination. Or, une incertitude subsiste quant aux comportements qu’un gestionnaire devrait adopter pour offrir l’opportunité à ses employés de satisfaire leurs besoins psychologiques au travail. D’ailleurs, les recherches s’en tiennent aux connaissances issues de milieux autres que celui du travail. En conséquence, l’opérationnalisation et l’instrumentation du soutien aux besoins psychologiques des employés s’appuient principalement sur des modèles validés auprès d’autres populations, notamment les athlètes et entraîneurs, les élèves et enseignants ainsi que les enfants et parents. Cette thèse vise à mieux comprendre comment un gestionnaire peut concrètement, de par ses comportements, favoriser la satisfaction des besoins psychologiques fondamentaux d’autonomie, de compétence et d’affiliation de ses employés au travail. De plus, elle a pour objectif de développer un instrument psychométrique du soutien aux besoins psychologiques des employés, qui est valide pour le contexte organisationnel. Le premier article de la thèse décrit une étude à devis qualitatif. Celle-ci vise à identifier des comportements réellement émis par des gestionnaires en milieu de travail qui favorisent la satisfaction des trois besoins psychologiques des employés. Afin de répondre à cet objectif, trois groupes focus ont été conduits auprès d’employés et de gestionnaires. Une analyse de contenu qualitative a permis d’identifier 141 comportements regroupés en 12 pratiques de gestion. En plus d’apporter une compréhension plus approfondie de la façon dont s’expriment les pratiques de gestion préalablement proposées par la théorie de l’autodétermination, cette étude met en lumière de nouveaux comportements que peuvent adopter des gestionnaires pour favoriser la satisfaction des besoins d’autonomie, de compétence et d’affiliation des employés. Le deuxième article de la thèse décrit le développement et la validation d’un outil de mesure du soutien aux besoins psychologiques des employés, qui fut réalisé par l’entremise de deux études quantitatives. L’étude 1 (N = 312 travailleurs francophones canadiens) a permis d’établir, en adoptant une approche exploratoire, la structure factorielle de l’instrument. Elle a également permis d’étayer la validité critériée et la validité divergente de l’instrument, en investiguant ses relations avec trois concepts issus de la théorie de l’autodétermination, soit la satisfaction des besoins psychologiques, la motivation au travail ainsi que la perception de contrôle psychologique de la part du gestionnaire. L’étude 2, conduite auprès d’un second échantillon (N = 334 travailleurs francophones canadiens), a permis de vérifier la structure de l’instrument à l’aide d’une approche confirmatoire. De plus, elle a permis de soutenir la validité convergente de l’outil de mesure en vérifiant ses liens avec le leadership transformationnel et le leadership habilitant. Elle a également vérifié la validité critériée de l’instrument en investiguant ses liens avec trois indicateurs du fonctionnement de l’employé, soit l’engagement, la santé psychologique et la performance au travail. Les résultats suggèrent que le soutien aux besoins psychologiques des employés s’opérationnalise par cinq pratiques de gestion, soit de 1) reconnaître les forces et la contribution des employés, 2) laisser de la latitude aux employés quant à la façon et le moment de compléter son travail, 3) démontrer un souci envers les intérêts et le bien-être des employés, 4) guider les employés afin qu’ils réalisent efficacement leur travail, et 5) développer les compétences des employés par le biais de discussions et d’opportunités d’apprentissage. Cette thèse contribue à l’avancement des connaissances en fournissant des bases qui permettront d’unifier la recherche sur le soutien aux besoins psychologiques des employés. / Many studies conducted within the framework of self-determination theory have shown the relevance of supporting the psychological needs of autonomy, competence and affiliation of employees at work. Because research is limited to knowledge from non-work environments, there remains uncertainty regarding the behaviours a manager should adopt to provide employees with the opportunity to meet their psychological needs at work. As a result, the operationalization and instrumentation of managerial need support rely primarily on those of need support validated with populations other than employees and managers, such as athletes and coaches, students and teachers, as well as children and parents. This dissertation aims to better understand how managers can concretely, through their behaviours, promote the satisfaction of employees’ psychological needs of autonomy, competence and affiliation at work. In addition, it aims to develop a psychometric instrument aligned with this operationalization of managerial need support that is ecologically valid for the organizational context. The first article of the thesis describes a qualitative study. This study aims to identify behaviours actually emitted by managers in the workplace that promote the satisfaction of the three psychological needs of employees. To meet this objective, three focus groups were conducted with employees and managers. A qualitative content analysis identified 141 management behaviours grouped into 12 management practices. In addition to providing a deeper understanding of management practices previously articulated by self-determination theory expressed in the workplace, this study highlights previously ignored practices and behaviours that can be adopted by managers to foster employees’ needs of autonomy, competence and affiliation at work. The second article of the thesis describes the development and validation of a measure of managerial need support through a series of two quantitative studies. Study 1 (N = 312 French-Canadian workers) establishes, by taking an exploratory approach, the structure of the instrument. Then, it verifies the criterion validity and the divergent validity of the instrument by investigating its relationship with three concepts rooted in self-determination theory: the satisfaction of employees’ psychological needs, employees’ work motivation as well as their perception of psychological control from their manager. Study 2, conducted with a second sample (N = 334 French-Canadian workers), takes a confirmatory approach in validating the structure of the instrument. In addition, it establishes the convergent validity of the measurement tool by verifying its links with transformational leadership and empowering leadership. It also verifies the criterion validity of the instrument by investigating its links with three indicators of employees’ functioning at work: engagement, psychological health and work performance. The results suggest that managerial need support is operationalized through five management practices, that is, 1) recognizing the strengths and contributions of employees, 2) offering flexibility to employees about how and when to complete one’s work, 3) demonstrating a concern for the interests and well-being of employees, 4) guiding employees to effectively perform their work, and 5) developing employees’ skills through discussions and concrete learning opportunities. This thesis contributes to the advancement of knowledge by providing a common base that will unify research conducted on managerial need support.

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Forskningsfråga: Vilka inre motivationsfaktorer kan positivt påverka arbetsprestationen vid digitalt arbete, utifrån medarbetarens perspektiv? Syfte: Syftet med studien är att redogöra för vilka motivationsfaktorer som, utifrån medarbetarens perspektiv, påverkar arbetsmotivationen och arbetsprestation vid den allt vanligare digitala arbetsmiljön. Metod: Studien utgick från en kvalitativ metod med abduktiv ansats där sju semistrukturerade intervjuer genomfördes. För att analysera den empiriska data användes en tematisk analys. Slutsats: Det kan konstateras att den digitala arbetsmiljön inte påverkat arbetsmotivationen och arbetsprestationen avsevärt då stora delar av resultatet går i linje med tidigare studier om motivationsforskning. Studien visade att de motivationsfaktorer som enligt medarbetare positivt påverkar arbetsprestationen vid digitalt arbete är erkännande och personlig utveckling. / Research questions: What internal motivational factors can positively affect work performance in digital work, from the employee's perspective? Purpose: The purpose of the study is to account for the motivational factors that, from the employee's perspective, affect work motivation and work performance in the increasingly common digital work environment. Method: The study was based on a qualitative method with an abductive approach where seven semi-structured interviews were conducted. To analyze the empirical data, a thematic analysis was used. Conclusion: It can be stated that the digital work environment has not affected work motivation and work performance significantly as large parts of the results are in line with previous studies on motivation research. The study showed that the motivating factors that, according to employees, positively effect work performance in digital work are recognition and personal development.

A qualitative research project was conducted to explore experiences of co-worker trust, relatedness and vitality through a short-term Music Therapy intervention designed to promote well-being. Thirteen adults who work at a branch of a South African bank in the Cape Winelands in the Western Cape Province of South Africa participated in the study. Six Music Therapy sessions were conducted in work time. Focus groups were conducted before and after the intervention. Data were generated by means of transcription of the focus groups, and thick description of selected Music Therapy session video clips. Data were analysed by means of content analysis through data-driven, open coding, followed by two levels of categorisation and theme extraction (Ansdell & Pavlicevic, 2001; Gibbs, 2007; Graneham & Lundman, 2004; Hsieh & Shannon, 2005; Punch, 1998). Findings suggest that participants experienced meaningful shifts in experience on all three of the identified focus construct dimensions, as well as on the dimensions of individual competence and autonomy. Further emerging questions were explored regarding the transferability of gains made in the Music Therapy space to the work context. It was proposed that increased experiences of autonomy, competence, and vitality in the therapy space supported the development of trust and enriched relatedness across both work and therapy contexts. Trust and relatedness gains were proposed to be longer-lasting. A progression of relatedness development phases was proposed, through which participants may have been able to achieve notable outcomes pertaining to improved communication, decreased conflict, increased cooperation and interpersonal support. / Dissertation (MMus)--University of Pretoria, 2013. / gm2014 / Music / unrestricted

Det här är en litteraturöversikt med syfte att utifrån Självbestämmandeteorin analysera forskning kring digital coaching ämnad för fysisk aktivitet på distans. Litteraturöversikten är baserad på 15 artiklar och använder Självbestämmandeteorin (SDT) som ett analytiskt ramverk för motivationsfaktorer då det är en teori om mänsklig motivation, utveckling och välbefinnande. Teorin har visat positiv effekt på hälsosamma livsstilsvanor eftersom den inre motivationen visat sig vara viktig för hållbara resultat.  Fysisk aktivitet bidrar till många positiva fördelar för hälsan och det finns forskning som visar på en positiv korrelation mellan digitala hälsointerventioner och engagemang för fysisk aktivitet. Att träna med en digital coach är flexibelt men vi behöver veta mer för att veta hur digitala coacher kan motivera sina klienter på distans. Designen för denna studie är en systematisk litteraturöversikt med syfte att besvara studiens forskningsfrågor genom att analysera och sammanställa tidigare forskning vilket skapar en översikt av forskningsläget.  Resultat visar att ju mer stöd klienten får från en digital coach desto fler positiva effekter på den fysiska aktiviteten. De olika coachingplattformarna som studerats är appar, web-baserade plattformar, telefon/sms samt videocoaching och oavsett plattform så framkommer positiva resultat. Det är viktigt att coachen stärker klientens autonomi, kompetens och tillhörighet genom ett samarbete där klienten är delaktig i sin målsättning och plan för att känna att aktiviteten och målet är självvalt, inom klientens kompetensområde samt känner social tillhörighet. / This is a literature review with aim of analyzing research on digital coaching based on Self-Determination theory. The literature review is based on 15 articles and uses the Self-determination theory (SDT) as an analytical framework for motivational factors as it’s a theory about human motivation, development and well-being. The theory has shown a positive effect on healthy lifestyle habits because the inner motivation has proven to be important for sustainable results. Physical activity contributes to many positive benefits for health and research shows a positive correlation between digital health interventions and commitment to physical activity. Training with a digital coach is flexible but we need to know more to know how digital coaches can motivate their clients at a distance. The design for this study is a systematic literature review with the aim of answering the study's research questions by analyzing and compiling previous research, which creates an overview of the research situation. Results shows that the more support the client receives from a digital coach, the more positive effects on physical activity. The various coaching platforms that have been studied are apps, web-based platform, telephone/SMS and video coaching and regardless of the platform, a positive result emerges. It’s important that the coach strengthens the client's autonomy, competence and relatedness through a collaboration where the client is involved in their goals and plans to feel that the activity and goal is self-chosen, within the client's area of competence and feels social belonging.

Grounded in self-determination theory and achievement goal theory, the purpose of this mixed-methods study was to examine the underlying motivational processes from social environments created by coaches, peers, and parents to motivational outcomes in high school athletes, with an emphasis on the relative influence of social agents in basic psychological needs (i.e., autonomy, competence, and relatedness). The quantitative part of this study tested a hierarchical model of high school sport motivation in a final sample of 311 student athletes (204 boys, 107 girls) using structural equation modeling: social factors (coach-, peer-, and parent-created motivational climates) -> psychological mediators (need satisfaction and frustration) -> types of motivation (autonomous motivation, controlled motivation, and amotivation) -> consequences (subjective vitality, athlete burnout, and intention to drop out). Invariance across gender and across team type (varsity vs. non-varsity) was also tested. Adequate model fits were achieved in separate "brighter side" and "darker side" models across the overall sample, gender, and team type. The follow-up qualitative part of this study explored "how" beyond "what" coaches, peers, and parents contribute to the social environments, need frustration, and negative motivational outcomes in sport in a subsample of 37 student athletes (24 boys, 13 girls) who reported high amotivation/burnout and higher than average dropout intentions in the quantitative survey. Content analysis and observation were conducted to interpret the focus group interview data among athletes across gender and team type. The results of both quantitative and qualitative parts were integrated and compared to summarize the roles of coaches, peers, and parents in the "brighter and darker sides" of athletic experience in high school athletes.

Previous research has shown gender differences in the motivations to be physically active, in mobile phone gratifications, and social media usage, but so far these areas have not been studied together. Based on the uses and gratification approach and self-determination theory, we aimed to identify gender-specific gratifications and determinants of fitness app usage in combination with fitness-related Facebook groups. Results of an online survey (N = 171) and of a mobile experience sampling method (N = 31) revealed that the app Runtastic was primarily used for achieving goals and to improve enjoyment for physical activity, with men and older participants sharing results with others in Facebook groups more often than women and younger participants. Conclusions regarding genderspecific targeting strategies and user-centered design and content of mHealth features are presented.