Browsing by Subject "autonomous motivation"
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(2020)Adolescents continue to be affected by behavior-related health risk factors such as low levels of physical activity. They can be motivated to be more physically active in various ways, but they can also take agency in their own behavior change and use different behavior change techniques to manage and maintain their behavior. According to self-determination theory, the quality of motivation is key in behavior change, as fostering autonomous motivation should lead to long-lasting wellbeing-enhancing changes, whereas controlled motivation might have adverse effects. There is some evidence of the positive effects of the use of individual behavior change techniques on physical activity, but the effects of their use on motivational constructs is less studied. The aim of this thesis is to map the effects of (1) the use of individual self-motivating behavior change techniques on changes in physical activity-related autonomous and controlled motivation, (2) the total use of self-motivating behavior change techniques on changes in physical activity-related autonomous and controlled motivation, and (3) the total use of self-motivational behavior change techniques, and controlled and autonomous motivation on changes in moderate-to-vigorous physical activity. This thesis utilizes data from Let’s Move It, a cluster-randomized controlled trial of a school-based physical activity intervention (baseline N=767, post-intervention N=687). At both time points, participants self-reported use of three self-motivational techniques (reflecting on identity congruence, life values congruence and thinking about personal motives) on a scale from 1 to 6, and their autonomous and controlled motivation on a scale from 1 to 5. Moderate-to-vigorous physical activity was assessed with 7-day accelerometry. Their associations are analyzed with multivariate regression models corrected for age, gender and baseline levels of motivation or physical activity. The findings show that reflecting on life identity congruence (autonomous motivation; AM β=0.202, p<.001; controlled motivation; CM β=0.132, p<.001), life values congruence (AM β=0.184, p<.001; CM β=0.112, p<.001), and thinking about personal motives (AM β=0.246, p<.001; CM β=0.175, p<.001), as well as their total use (AM β=0.260, p<.001; CM β=0.157, p<.001), were all associated with both autonomous and controlled motivation. Total self-motivational behavior change technique use (β= -0.026, p=.617) and controlled motivation (β= -0.037, p=.373) had no detectable effects on moderate-to-vigorous physical activity, but autonomous motivation (β=0.135, p<0.05) did. This thesis sheds light on the actions that individuals can take themselves to foster their motivation. Understanding how adolescents can self-motivate themselves can give insight into how to sustain a sense of autonomy while navigating through different life situations, and thus help to achieve long-lasting and wellbeing enhancing behaviors.
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(2017)Digitalisation, automation, and globalisation have caused significant changes in the nature of work during recent decades. During volatile times, the importance of motivated employees and the ability to produce new innovations is highlighted. The aim of this master’s thesis is to study the connection between quality of work motivation and innovative work behaviour, which consists of idea generation, promotion, and realisation. Self-determination theory’s (Deci & Ryan, 2000; 1985) conceptualisation on autonomous (intrinsic and identified) and controlled (introjected and external) motivational types and the three basic psychological needs (autonomy, competence, and relatedness) are used as the key theoretical standpoint. This quantitative research studies whether satisfaction of the three basic needs is positively connected to autonomous forms of motivation, whether autonomous forms of motivation are positively connected to innovative work behaviour, and whether the three basic needs are positively connected to innovative work behaviour. Furthermore, the mediating influence of autonomous motivation types in the relationships between the three basic needs and innovative work behaviour is also studied. A cross-sectional survey study was conducted to test the hypotheses. The data consist of responses of 92 knowledge workers (response rate 25.6%) from headquarters of a large Finnish organisation. The sample group is characterised by high educational level (81.6% of participants had lower- or higher-degree tertiary education from university or university of applied sciences) and quite even gender distribution (58.7% females and 40.2% males). In addition to background information, respondents answered to questions related to need satisfaction, motivational types, and innovative work behaviour. All the scales used in this research are developed specifically for work context and they have been validated in previous studies. The main statistical methods included linear regression analysis, Spearman correlation analysis, t-test, and one-way analysis of variance, and the factorial structures of scales were assessed with exploratory factor analysis. The mediation model was tested using the causal steps by Baron and Kenny (1986). The results show partial support for hypotheses. Autonomy and competence are positively connected to autonomous types of motivation, and all three basic needs are negatively connected to amotivation, i.e. lack of motivation. Only intrinsic motivation of the four motivational types explains positively and statistically significantly innovative work behaviour, and the coefficient of determination is notable (R2 adj. = .21) considering all the possible antecedents influencing innovativeness. Innovative work behaviour correlates positively with competence and autonomy, but only competence explains innovative work behaviour positively and statistically significantly in regression analysis. Intrinsic motivation mediates fully the connection between competence and innovative work behaviour, also when the effects of autonomy and relatedness are controlled. The influence of relatedness on autonomous types of motivation and innovative work motivation remains unclear. The results of this research indicate that innovative work behaviour might be endorsed among knowledge workers by supporting employees’ intrinsic motivation, which can be done by supporting their satisfaction of needs for autonomy and competence. According to previous research, autonomy can be supported by allowing influence on how, when, and what tasks are done, as well as including employees in goal setting and decision making, whereas competence can be supported by reducing unnecessary bureaucracy, allocating tasks so that they match employees’ skills, and providing training for employees.
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