Marylène Gagné
Biographic Data
| ID | 3594778 |
|---|---|
| NAME | Marylène Gagné |
| GIVEN NAMES | Marylène |
| FAMILY NAME | Gagné |
| SIGNATURE | GAGNÉ M |
| AFFILIATIONS | Concordia University |
| ORCID | 0000-0003-3248-8947 |
| VERIFIED | Yes |
| TOTAL WORKS | 29 |
| TOTAL CITATIONS | 490 |
| AUTHOR COUNT | 28 |
| EDITOR COUNT | 1 |
| FIRST PUBLICATION YEAR | 1999 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 7 |
Self‐determination theory and its implications for team motivation
Despite decades of research on teams, there are still gaps in our understanding of motivational dynamics within teams and the emergence of team‐level motivation. We advance a new team motivation model that invokes self‐determination theory (SDT), multilevel theory, emergence processes, and identity construction. Using the conceptualization of motivation offered by SDT, we define team motivation as a collective source of energy driving the directi…
Understanding and shaping the future of work with self-determination theory
Beyond intrinsic and extrinsic motivation
This meta-analysis aims to shed light on the added value of the complex multidimensional view on motivation of Self-determination theory (SDT). We assess the unique and incremental validity of each of SDT’s types of motivation in predicting organizational behavior, and examine SDT’s core proposition that increasing self-determined types of motivation should have increasingly positive outcomes. Meta-analytic findings (124 samples) support SDT, but…
Self-determination trajectories at work
Different motivations for knowledge sharing and hiding
Little research to date has focused on understanding employee motivation to share and hide knowledge. Using self‐determination theory, we tested the premise that knowledge sharing and hiding might be differentially motivated and that work design characteristics might influence the motivation to share knowledge with colleagues. In a panel survey of Australian knowledge workers and in a Chinese knowledge‐intensive organization, we asked knowledge w…
Expert teacher perceptions of two-way feedback interaction
Person-Centered Methodologies in the Organizational Sciences
The 2011 Organizational Research Methods Feature Topic on latent class procedures has helped to establish person-centered analyses as a method of choice in the organizational sciences. This establishment has contributed to the generation of substantive-methodological synergies leading to a better understanding of a variety of organizational phenomena and to an improvement in research methodologies. The present Feature Topic aims to provide a user…
Students’ perception of teachers’ two-way feedback interactions that impact learning
Testing a continuum structure of self-determined motivation
Self-determination theory proposes a multidimensional representation of motivation comprised of several factors said to fall along a continuum of relative autonomy. The current meta-analysis examined the relationships between these motivation factors in order to demonstrate how reliably they conformed to a predictable continuum-like pattern. Based on data from 486 samples representing over 205,000 participants who completed 1 of 13 validated moti…
Motivation profiles at work
Longitudinal associations between employees’ beliefs about the quality of the change management process, affective commitment to change and psychological empowerment
Organizational changes are costly ventures that too often fail to deliver the expected outcomes. Psychological empowerment and affective commitment to change are proposed as especially important in turbulent contexts characterized by multiple and ongoing changes requiring employees’ continuing contributions. In such a context, employees’ beliefs that the changes are necessary, legitimate and will be supported, are presumed to increase psychologic…
The Multidimensional Work Motivation Scale
Self-determination theory proposes a multidimensional conceptualization of motivation comprising autonomous and controlled forms. Whereas autonomous motivation relates positively to individuals’ optimal functioning (e.g., well-being, performance), controlled motivation is less beneficial. To be able to use self-determination theory in the field of organizational behaviour, the Multidimensional Work Motivation Scale was developed and tested using …
The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory
A Self-Determination Theory Approach to Goals
Person-Environment Fit and Self-Determination Theory
A Chinese–Canadian Cross-Cultural Investigation of Transformational Leadership, Autonomous Motivation, and Collectivistic Value
Synthesizing theories of transformational leadership and self-determination, this research investigated whether transformational leaders (a) promote the autonomous motivation of their subordinates and whether (b) it results in higher autonomous motivation when subordinates hold high collectivistic values. Multilevel data were obtained from work samples in China and Canada. The results showed a positive relation between managers’ transformational …
Vitalizing effects of being outdoors and in nature
The Motivation at Work Scale
The Motivation at Work Scale (MAWS) was developed in accordance with the multidimensional conceptualization of motivation postulated in self-determination theory. The authors examined the structure of the MAWS in a group of 1,644 workers in two different languages, English and French. Results obtained from these samples suggested that the structure of motivation at work across languages is consistently organized into four different types: intrins…
When does quality of relationships with coworkers predict burnout over time? The moderating role of work motivation
The present prospective study examines the interplay between the quality of relationships with coworkers and work motivation in predicting burnout. Considering self‐determined motivation at work as a potential moderator, we investigated whether relationships with coworkers are equally important to all employees in preventing burnout. A total of 533 college employees participated in this study. Data were collected at two time points, two years apa…
Understanding e-learning continuance intention in the workplace
Designing volunteers’ tasks to maximize motivation, satisfaction and performance
Helpful self-control
Self‐determination theory and work motivation
Cognitive evaluation theory, which explains the effects of extrinsic motivators on intrinsic motivation, received some initial attention in the organizational literature. However, the simple dichotomy between intrinsic and extrinsic motivation made the theory difficult to apply to work settings. Differentiating extrinsic motivation into types that differ in their degree of autonomy led to self‐determination theory, which has received widespread a…
Autonomy Support and Need Satisfaction in the Motivation and Well-Being of Gymnasts
This study examined the effects of young athletes' perceptions of support from coaches and parents on their need satisfaction, motivation, and well-being. Using the framework of self-determination theory (Ryan &Deci, 2000b), a 4-week diary study of 33 female gymnasts from the northeastern U.S. was conducted that examined (a) the relations of perceived parent and coach supports to the athlete's enduring and daily motivation and need satisfaction a…
The Role of Autonomy Support and Autonomy Orientation in Prosocial Behavior Engagement
Self‐determination theory and work motivation
Cognitive evaluation theory, which explains the effects of extrinsic motivators on intrinsic motivation, received some initial attention in the organizational literature. However, the simple dichotomy between intrinsic and extrinsic motivation made the theory difficult to apply to work settings. Differentiating extrinsic motivation into types that differ in their degree of autonomy led to self‐determination theory, which has received widespread a…
Les passions de l'âme
Passion is defined as a strong inclination toward an activity that people like, that they find important, and in which they invest time and energy. Two types of passion are proposed: obsessive and harmonious. Obsessive passion (OP) refers to a controlled internalization of an activity in one's identity that creates an internal pressure to engage in the activity that the person likes. Harmonious passion (HP) refers to an autonomous internalization…
Helpful self-control
Testing a continuum structure of self-determined motivation
Self-determination theory proposes a multidimensional representation of motivation comprised of several factors said to fall along a continuum of relative autonomy. The current meta-analysis examined the relationships between these motivation factors in order to demonstrate how reliably they conformed to a predictable continuum-like pattern. Based on data from 486 samples representing over 205,000 participants who completed 1 of 13 validated moti…
Different motivations for knowledge sharing and hiding
Little research to date has focused on understanding employee motivation to share and hide knowledge. Using self‐determination theory, we tested the premise that knowledge sharing and hiding might be differentially motivated and that work design characteristics might influence the motivation to share knowledge with colleagues. In a panel survey of Australian knowledge workers and in a Chinese knowledge‐intensive organization, we asked knowledge w…
When does quality of relationships with coworkers predict burnout over time? The moderating role of work motivation
The present prospective study examines the interplay between the quality of relationships with coworkers and work motivation in predicting burnout. Considering self‐determined motivation at work as a potential moderator, we investigated whether relationships with coworkers are equally important to all employees in preventing burnout. A total of 533 college employees participated in this study. Data were collected at two time points, two years apa…
Longitudinal associations between employees’ beliefs about the quality of the change management process, affective commitment to change and psychological empowerment
Organizational changes are costly ventures that too often fail to deliver the expected outcomes. Psychological empowerment and affective commitment to change are proposed as especially important in turbulent contexts characterized by multiple and ongoing changes requiring employees’ continuing contributions. In such a context, employees’ beliefs that the changes are necessary, legitimate and will be supported, are presumed to increase psychologic…
The Cope revised
A Chinese–Canadian Cross-Cultural Investigation of Transformational Leadership, Autonomous Motivation, and Collectivistic Value
Synthesizing theories of transformational leadership and self-determination, this research investigated whether transformational leaders (a) promote the autonomous motivation of their subordinates and whether (b) it results in higher autonomous motivation when subordinates hold high collectivistic values. Multilevel data were obtained from work samples in China and Canada. The results showed a positive relation between managers’ transformational …
To Follow Expert Advice When Making a Decision
The present study examined whether reactive and reflective autonomy moderated individuals’ responses to expert influence. Participants were given the opportunity to win money at a racetrack betting task for which they were provided with objective information about horses’ previous performances along with specific expert recommendations. The experts were made to look either credible or noncredible by manipulating information on the success rate of…
Need Satisfaction, Motivation, and Well-Being in the Work Organizations of a Former Eastern Bloc Country
Past studies in U.S. work organizations have supported a model derived from self-determination theory in which autonomy-supportive work climates predict satisfaction of the intrinsic needs for competence, autonomy, and relatedness, which in turn predict task motivation and psychological adjustment on the job. To test this model cross-culturally, the authors studied employees of state-owned companies in Bulgaria, a country that has traditionally h…
Autonomy Support and Need Satisfaction in the Motivation and Well-Being of Gymnasts
This study examined the effects of young athletes' perceptions of support from coaches and parents on their need satisfaction, motivation, and well-being. Using the framework of self-determination theory (Ryan &Deci, 2000b), a 4-week diary study of 33 female gymnasts from the northeastern U.S. was conducted that examined (a) the relations of perceived parent and coach supports to the athlete's enduring and daily motivation and need satisfaction a…
The Role of Autonomy Support and Autonomy Orientation in Prosocial Behavior Engagement
The Cope revised
Les passions de l'âme
Passion is defined as a strong inclination toward an activity that people like, that they find important, and in which they invest time and energy. Two types of passion are proposed: obsessive and harmonious. Obsessive passion (OP) refers to a controlled internalization of an activity in one's identity that creates an internal pressure to engage in the activity that the person likes. Harmonious passion (HP) refers to an autonomous internalization…
Self‐determination theory and work motivation
Cognitive evaluation theory, which explains the effects of extrinsic motivators on intrinsic motivation, received some initial attention in the organizational literature. However, the simple dichotomy between intrinsic and extrinsic motivation made the theory difficult to apply to work settings. Differentiating extrinsic motivation into types that differ in their degree of autonomy led to self‐determination theory, which has received widespread a…
Helpful self-control
Understanding e-learning continuance intention in the workplace
Designing volunteers’ tasks to maximize motivation, satisfaction and performance
When does quality of relationships with coworkers predict burnout over time? The moderating role of work motivation
The present prospective study examines the interplay between the quality of relationships with coworkers and work motivation in predicting burnout. Considering self‐determined motivation at work as a potential moderator, we investigated whether relationships with coworkers are equally important to all employees in preventing burnout. A total of 533 college employees participated in this study. Data were collected at two time points, two years apa…
Vitalizing effects of being outdoors and in nature
The Motivation at Work Scale
The Motivation at Work Scale (MAWS) was developed in accordance with the multidimensional conceptualization of motivation postulated in self-determination theory. The authors examined the structure of the MAWS in a group of 1,644 workers in two different languages, English and French. Results obtained from these samples suggested that the structure of motivation at work across languages is consistently organized into four different types: intrins…
A Chinese–Canadian Cross-Cultural Investigation of Transformational Leadership, Autonomous Motivation, and Collectivistic Value
Synthesizing theories of transformational leadership and self-determination, this research investigated whether transformational leaders (a) promote the autonomous motivation of their subordinates and whether (b) it results in higher autonomous motivation when subordinates hold high collectivistic values. Multilevel data were obtained from work samples in China and Canada. The results showed a positive relation between managers’ transformational …
Person-Environment Fit and Self-Determination Theory
The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory
A Self-Determination Theory Approach to Goals
The Multidimensional Work Motivation Scale
Self-determination theory proposes a multidimensional conceptualization of motivation comprising autonomous and controlled forms. Whereas autonomous motivation relates positively to individuals’ optimal functioning (e.g., well-being, performance), controlled motivation is less beneficial. To be able to use self-determination theory in the field of organizational behaviour, the Multidimensional Work Motivation Scale was developed and tested using …
Motivation profiles at work
Longitudinal associations between employees’ beliefs about the quality of the change management process, affective commitment to change and psychological empowerment
Organizational changes are costly ventures that too often fail to deliver the expected outcomes. Psychological empowerment and affective commitment to change are proposed as especially important in turbulent contexts characterized by multiple and ongoing changes requiring employees’ continuing contributions. In such a context, employees’ beliefs that the changes are necessary, legitimate and will be supported, are presumed to increase psychologic…
Testing a continuum structure of self-determined motivation
Self-determination theory proposes a multidimensional representation of motivation comprised of several factors said to fall along a continuum of relative autonomy. The current meta-analysis examined the relationships between these motivation factors in order to demonstrate how reliably they conformed to a predictable continuum-like pattern. Based on data from 486 samples representing over 205,000 participants who completed 1 of 13 validated moti…
Person-Centered Methodologies in the Organizational Sciences
The 2011 Organizational Research Methods Feature Topic on latent class procedures has helped to establish person-centered analyses as a method of choice in the organizational sciences. This establishment has contributed to the generation of substantive-methodological synergies leading to a better understanding of a variety of organizational phenomena and to an improvement in research methodologies. The present Feature Topic aims to provide a user…
Students’ perception of teachers’ two-way feedback interactions that impact learning
Different motivations for knowledge sharing and hiding
Little research to date has focused on understanding employee motivation to share and hide knowledge. Using self‐determination theory, we tested the premise that knowledge sharing and hiding might be differentially motivated and that work design characteristics might influence the motivation to share knowledge with colleagues. In a panel survey of Australian knowledge workers and in a Chinese knowledge‐intensive organization, we asked knowledge w…
Expert teacher perceptions of two-way feedback interaction
Psychology (27 works) · Social Psychology (23 works) · Motivation and Self-Concept in Sports (15 works) · Autonomy (14 works) · Job Satisfaction and Organizational Behavior (12 works) · Behavioral Health and Interventions (10 works) · Computer Science (10 works) · Self-determination theory (9 works) · Social Psychology (8 works) · Work motivation (7 works)