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Differential roles of self-determined motivations in describing job crafting behavior and organizational change commitment

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Abstract

Given the significance of motivating employees to engage in change-oriented behavior and attitude, we seek to examine self-determined motivations relating to job crafting behavior and organizational change commitment. More specifically, we expect these two constructs to be determined negatively by controlled extrinsic motivation but positively by autonomous extrinsic motivation and intrinsic motivation. Further, while intrinsic motivation is more likely to be related to job crafting behavior, autonomous extrinsic motivation is more likely to be associated with organizational change commitment. We collected data from 165 employees working for two manufacturing organizations in South Korea so as to test the hypotheses. The results of this study were largely consistent with our expectations. These findings contribute to the literature by extending the scope of self-determination theory and identifying the differential roles of self-determined motivations in describing job crafting behavior and organizational change commitment. Limitations of this research and directions of future research are discussed.

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Funding

Author Inyong Shin has received research fund by the Pukyong National University Research Fund in 2016(C-D-2016-1159).

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Authors and Affiliations

  1. College of Business Administration, Pukyong National University, 45 Yongso-ro, Nam-gu, Busan, 48513, South Korea

    Inyong Shin

  2. Korea Labor Institute, 370 Sicheong-daero, Sejong-si, 30147, South Korea

    Heungjun Jung

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  1. Inyong Shin
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Correspondence to Heungjun Jung.

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Shin, I., Jung, H. Differential roles of self-determined motivations in describing job crafting behavior and organizational change commitment. Curr Psychol 40, 3376–3385 (2021). https://doi.org/10.1007/s12144-019-00265-2

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