A Review of Self-Determination Theory’s Basic Psychological Needs at Work
verifiedrich profile · Journal of Management · 2016
Van den Broeck, Anja; Ferris, D. Lance; Chang, Chu-Hsiang; Rosen, Christopher C.
How this was studied
A meta-analytic synthesis — it pools many primary studies rather than running a single design, so there is no single-study diagram.
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
competence → work engagement
autonomy → work engagement
competence → task performance
need satisfaction → job satisfaction
autonomy → intrinsic motivation
autonomy → organizational commitment
relatedness → task performance
autonomy → affective commitment
need satisfaction → job satisfaction
relatedness → job satisfaction
autonomy → burnout
competence → intrinsic motivation
autonomy → task performance
relatedness → work engagement
relatedness → affective commitment
need satisfaction → work engagement
autonomy → job satisfaction
competence → burnout
need satisfaction → work engagement
need satisfaction → burnout
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
autonomy correlates work engagement
autonomy predicts affective commitment
autonomy predicts burnout
autonomy predicts intrinsic motivation
autonomy predicts job satisfaction
autonomy predicts organizational commitment
autonomy predicts task performance
autonomy predicts work engagement
competence predicts burnout
competence predicts intrinsic motivation
competence predicts job satisfaction
competence predicts task performance
competence predicts work engagement
need satisfaction predicts burnout
need satisfaction predicts job satisfaction
need satisfaction predicts work engagement
relatedness predicts affective commitment
relatedness predicts job satisfaction
relatedness predicts task performance
relatedness predicts work engagement
In the authors’ words
The article’s own abstract.
Self-determination theory (SDT) conceptualizes basic psychological needs for autonomy, competence, and relatedness as innate and essential for ongoing psychological growth, internalization, and well-being. We broadly review the literature on basic psychological need satisfaction at work with three more specific aims: to test SDT’s requirement that each basic psychological need should uniquely predict psychological growth, internalization, and well-being; to test whether use of an overall need satisfaction measure is appropriate; and to test whether the scale used to assess basic psychological needs influenced our results. To this end, we conducted a meta-analytic review of 99 studies with 119 distinct samples examining the antecedents and consequences of basic need satisfaction. We conclude with recommendations for addressing issues arising from our review and also identify points for future research, including the study of need frustration and culture, integrating the basic needs with other motivation theories, and a caution regarding the measures and methods used.
What the literature says about it
Attributed, open-access quotes from other works that cite this article, plus the citation-graph verdict tally. Corroborations and disputes, in one place — the honest-broker view.
supports “…is problematic, as numerous studies have found that the perception of autonomy is an important predictor for mental and physical well-being (e.g., Van den Broeck et al. 2016; Wei et al. 2005) and perceived hindered autonomy in a choice can lead to diminished autonomous motivation (Pavey and…”
supports “…(SDT; e.g., Ryan & Deci, 2017), which suggests that motivational processes, including satisfying one’s psychological needs for autonomy, competence, and relatedness, fosters autonomous (self-determined) forms of motivation and, in turn, wellbeing (Deci et al., 2017; Van den Broeck et al., 2016).”
supports “Ambiguity negatively affects various job-related outcomes, including relatedness satisfaction (Van den Broeck et al., 2016).”
supports “Having supportive colleagues affects employees’ motivation and well-being in the workplace, as it contributes to the satisfaction of basic needs for autonomy, competence and relatedness (Van den Broeck et al., 2016), and to the prevention of burnout (Halbesleben, 2006; Mathieu et al., 2019).”
supports “Following SDT, the satisfaction of each psychological need should have unique effects on burnout (Van den Broeck et al., 2016).”
supports “In terms of its relationship with engagement, SDT has been extensively explored and scientifically validated in relation to psychological need and job satisfaction (Deci, Olafsen, & Ryan, 2017; Schreurs et al., 2014; Van den Broeck et al., 2016).”
supports “Ambiguity negatively affects various job-related outcomes, including relatedness satisfaction (Van den Broeck et al., 2016).”
supports “…the importance of competence for important work-related outcomes such as job satisfaction, less burnout, and task performance (reviewed in Van den Broeck et al., 2016), it has been proposed that competence could also be an important predictor of meaningfulness of life in general (Weinstein et J…”
supports “Job stressors, such as ambiguity at work, have been negatively associated with relatedness satisfaction (Fernet et al., 2013; Van den Broeck et al., 2016).”
supports “…have repeatedly shown that low levels of basic psychological need satisfaction (BPNS) are related to negative physical and psychological health outcomes, including burnout (e.g., Coxen et al., 2021; Nunes et al., 2023; Ryan et al., 2022; Slemp et al., 2018; Van den Broeck et al., 2016).”
supports “Such support also translates into higher relatedness and autonomy, which are associated with higher performance and motivation (van den Broeck et al., 2016).”
supports “Previous studies have linked autonomy to several beneficial organizational outcomes including work engagement, low levels of burnout, and self-rated performance (reviewed in Deci et al., 2017; Van den Broeck et al., 2016), with the present research demonstrating its importance for meaningful work as well.”
supports “…reasons [25]—and the satisfaction of basic psychological needs, particularly the need for autonomy, as key mechanisms that mediate the adoption of strategies and behaviors that lead to adaptive outcomes, like job engagement and satisfaction (e.g., task creativity or knowledge sharing) [26–29].”
supports “…innate psychological needs of SDT. Satisfaction of the need for autonomy may be particularly important in a work context, as it has been linked to higher job satisfaction, better work performance, greater organizational commitment, and lower turnover intention (Van Den Broeck et al., 2010, 2016).”
supports “…studies have linked autonomy to several beneficial organizational outcomes including work engagement, low levels of burnout, and self-rated performance (reviewed in Deci et al., 2017; Van den Broeck et al., 2016), with the present research demonstrating its importance for meaningful work as well.”
supports “…research outside the context of selection and assessment suggests that higher satisfaction of the needs for autonomy and competence relates to higher performance (Van den Broeck et al., 2016) and this suggests that need satisfaction may also be relevant to a perceived opportunity to perform.”
supports “Since LWAH work in familiar cultural and social environments, their sense of autonomy, competence, and relatedness is strengthened, and the fulfilment of basic psychological needs in the workplace is typically associated with higher job satisfaction [23, 24].”
supports “…the importance of competence for important work-related outcomes such as job satisfaction, less burnout, and task performance (reviewed in Van den Broeck et al., 2016), it has been proposed that competence could also be an important predictor of meaningfulness of life in general (Weinstein et J…”
supports “…theory (Ryan & Deci, 2000) indicates that ambiguity has detrimental effects on relatedness satisfaction, mainly because employees who lack task-specific information may feel excluded or isolated from their colleagues and supervisors (Fernet et al., 2013; Van den Broeck et al., 2016).”
supports “Empirical observations support self-determination theory’s proposition that satisfying the need for relatedness positively affects employees’ motivation, well-being, and performance (for a meta-analysis, see Cerasoli et al., 2016; for reviews, see Deci et al., 2017; Van den Broeck et al., 2016).”
supports “A study by Van den Broeck et al. further demonstrated that autonomy-supportive climates are positively related to the satisfaction of both competence and autonomy needs, which, in turn, lead to higher levels of intrinsic motivation and better work performance [55].”
supports “A study by Van den Broeck et al. further demonstrated that autonomy-supportive climates are positively related to the satisfaction of both competence and autonomy needs, which, in turn, lead to higher levels of intrinsic motivation and better work performance [55].”
supports “A study by Van den Broeck et al. further demonstrated that autonomy-supportive climates are positively related to the satisfaction of both competence and autonomy needs, which, in turn, lead to higher levels of intrinsic motivation and better work performance [55].”
supports “Such support also translates into higher relatedness and autonomy, which are associated with higher performance and motivation (van den Broeck et al., 2016).”
supports “Specifically, support from colleagues enhances feelings of autonomy, competence, and relatedness, which in turn contribute to improved well-being, motivation, and job satisfaction [41–43].”
supports “In addition to studies showing the importance of competence for important work-related outcomes such as job satisfaction, less burnout, and task performance (reviewed in Van den Broeck et al., 2016), it has been proposed that competence could also be an important predictor of meaningfulness of life in general (Weinstein et J ur na l P re -p ro of al., 2012), and meaningfulness of work in particular (Martela & Riekki, 2018).”
supports “Meta-analytic evidence (Van den Broeck, Ferris, Chang & Rosen, 2016) shows that with satisfaction of autonomy (i.e., feeling volition and choice in the things one undertakes), competence (i.e., feeling that you are capable and effective in the things that you undertake as well as having the…”
supports “In their meta-analysis, Van den Broeck et al. (2016) found stronger associations between autonomy need satisfaction and burnout than for competence and relatedness.”
supports “We focus on ambiguity, which has been negatively associated with relatedness satisfaction (Van den Broeck et al., 2016) but is a common element of contemporary office and remote work environments (Gittell, 2006)—particularly of those that are characterized by volatile and dynamic project tasks…”
supports “Job stressors, such as ambiguity at work, have been negatively associated with relatedness satisfaction (Fernet et al., 2013; Van den Broeck et al., 2016).”
supports “Specifically, support from colleagues enhances feelings of autonomy, competence, and relatedness, which in turn contribute to improved well-being, motivation, and job satisfaction [41–43].”
supports “Van den http://www.sajems.org Open Access Broeck et al. (2016) demonstrated the beneficial effects of experiencing autonomy, competence and relatedness on good quality motivation and performance.”
supports “In their meta-analysis, Van den Broeck et al. (2016) found stronger associations between autonomy need satisfaction and burnout than for competence and relatedness.”
supports “Since LWAH work in familiar cultural and social environments, their sense of autonomy, competence, and relatedness is strengthened, and the fulfilment of basic psychological needs in the workplace is typically associated with higher job satisfaction [23, 24].”
supports “…(Van den Broeck et al., 2016), enhances career engagement (Toyama et al., 2022), and career satisfaction (Busque-Carrier et al., 2022; Yang et al., 2022),while reducing career burnout (Van den Broeck et al., 2008), career pressure, work–family conflict, and turnover (Van den Broeck et al., 2016).”
supports “Research indicates that environments supporting autonomy enhance intrinsic motivation by allowing individuals to feel a sense of volition and personal endorsement of their activities (Ryan and Deci 2000; Van den Broeck et al. 2016).”
supports “For competence, empirical research has shown a positive association with work enjoyment (Andreassen et al., 2010) and intrinsic motivation (van den Broeck et al., 2016).”
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Assembled from Principia’s registry — bibliographic record, extracted effect sizes, the models they inform, and open-access citing literature.