A test of work motivation profile similarity across four distinct samples of employees

May combine two claims.

Multiple approaches have been utilized to test the continuum hypothesis, including one-dimensional and multidimensional approaches, but both are incomplete: multidimensional approaches cannot achieve an explicit direct representation of the continuum, while one-dimensional approaches cannot simultaneously account for the unique nature of each regulation.

“Multiple approaches have been previously utilized to test this continuum hypothesis, including some attempts to test a one-dimensional structure of motivation expected to reflect the hypothesized continuum, as well as multiple multidimensional approaches seeking to attain a more precise picture of associations between each type of regulation (Chemolli & Gagné, 2014;Guay, Morin, Litalien, Valois, &”

• cites Chemolli & Gagné, 2014 sourceNot checked — no full text of the source
• cites Guay, Morin, Litalien, Valois, & Vallerand, 2015Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Howard, Gagné, & Bureau, 2017 sourcePartly supported

  Split into 2 atoms — 1 confirmed, 1 partially supported, 0 disputed, 0 misattributed, 0 unverifiable. Expand the claim to see per-atom verdicts.

  Experimental — accuracy not yet measured

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

Nursing is characterized by unpredictability, increasing nurses-to-patient ratio, and continuous confrontation with a broad range of diseases, injuries, and traumatic events.

“Similarly, nursing is characterized by unpredictability, increasing nurses-to-patient ratio, and continuous confrontation with a broad range of diseases, injuries, and traumatic events (e.g., McVicar, 2016).”

• cites McVicar, 2016 sourcePartly supported

  The Job demands section identifies workload, time pressure, staffing, and dealing with death and dying as nursing job demands. It does not establish an increasing nurses-to-patient ratio or characterize nursing as unpredictable and continuously involving a broad range of diseases, injuries, and traumatic events. (LLM, conf=0.85)

  Experimental — accuracy not yet measured

Classified as probably not a substantial claim. May combine two claims.

Autonomous motivation is positively related to work performance, whereas controlled motivation is not.

“numerous variablecentered studies showed that, contrary to controlled motivation, autonomous motivation was positively related to work performance (Thibault Landry et al., 2017).”

• cites Thibault Landry et al., 2017 sourceSupported

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

Social support perceptions are an important predictor of performance, psychological health, and intentions to stay in the organization.

“Numerous studies have also shown that social support perceptions were an important predictor of performance, psychological health, and intentions to stay in the organization (e.g., Kurtessis et al., 2017).”

• cites Kurtessis et al., 2017 sourceSupported

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

Fernet et al. (2016) found a significant relation between work overload and controlled motivation, and a positive association between recognition and control, and autonomous motivation.

“Similarly, Fernet et al. (2016) found a significant relation between work overload and controlled motivation, and a positive association between recognition and control, and autonomous motivation.”

• cites Fernet et al., 2016 sourceSupported

Probably not a substantial claim: may not pass S3 (load-bearing).

Prior research suggests that amotivation tends to be more frequent among nurses due to their constant exposition to a range of administrative duties.

“prior research suggesting that amotivation tends to be more frequent among nurses due to their constant exposition to a range of administrative duties (Sullivan, Norris, Brown, & Scott, 2017).”

• cites Sullivan, Norris, Brown, & Scott, 2017 sourcePartly supported

  Section 4.2.2 identifies required paperwork as one factor that demotivated nursing staff from participating in unit-level shared governance. It does not establish that amotivation is generally more frequent among nurses or attribute it to constant exposure to a range of administrative duties. Page numbers were not supplied for these passages. (LLM, conf=0.87)

  Experimental — accuracy not yet measured

Classified as probably not a substantial claim.

SDT remains limited regarding the expected role of specific work-related factors in maximally supporting self-determination.

“However, SDT itself remains limited regarding the expected role of specific work-related factors in maximally supporting self-determination, beyond noting that importance of work characteristics helping to support employees' need for competence, relatedness and autonomy.This has led Van den Broeck, Ferris, Chang, and Rosen (2016) to encourage researchers to integrate SDT with other major”

• cites Van den Broeck et al., 2016 sourcePartly supported

  The paper identifies autonomy, competence, and relatedness as basic needs (p. 2) and recommends comparing and integrating SDT with other management theories (Recommendation 3, pp. 28–29). It does not say that SDT is limited in specifying which work-related factors would maximally support self-determination; the recommendation instead addresses the lack of research comparing basic needs with other motivational constructs. (LLM, conf=0.78)

  Experimental — accuracy not yet measured

May combine two claims.

The Externally Driven profile shares similarities with the Externally Regulated profile identified by Jansen in de Wal et al. (2014), with the Low Autonomy profile identified by Moran et al. (2012), and with the Poorly Motivated profile identified by Fernet et al. (2020).

“the last profile displayed a less desirable, Externally Driven, configuration, and shared similarities with the Externally Regulated profile identified by Jansen in de Wal et al. (2014), with the Low Autonomy profile identified by Moran et al. (2012), and with the Poorly Motivated profile identified by Fernet et al. (2020).”

• cites Jansen in de Wal et al. (2014) sourceSupported
• cites Moran et al. (2012) sourceNot checked — no full text of the source
• cites Fernet et al. (2020) sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S3 (load-bearing).

Longitudinal research makes it possible to address the joint issues of within-person and within-sample profile stability.

“Indeed, longitudinal research makes it possible to address the joint issues of within-person and within-sample profile stability (Gillet, Morin, & Reeve, 2017;Kam, Morin, Meyer, & Topolnytsky, 2016).”

• cites Gillet, Morin, & Reeve, 2017 sourceSupported
• cites Kam, Morin, Meyer, & Topolnytsky, 2016Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

Probably not a substantial claim: may not pass S3 (load-bearing).

The Mplus statistical package could be used for automated scoring on the basis of the parameter estimates obtained in the present study.

“As noted by Perreira et al. (2018), the Mplus statistical package could be used in such a manner on the basis of the parameter estimates obtained in the present study.”

• cites Perreira et al. (2018) sourceSupported

May combine two claims. The quote only partly states this claim.

Models of dispersion and distributional similarity resulted in lower CAIC and BIC than the partial structural similarity model and were supported by the data.

“From this model, the next models of dispersion and distributional similarity also resulted in lower values on the CAIC and BIC, and were thus both supported by the data.”

May combine two claims.

A model of partial structural similarity (first five profiles constrained equal across all samples; sixth profile equal across Samples 1, 2, and 4 but allowed to differ in Sample 3) resulted in lower CAIC and BIC than configural similarity and was supported by the data.

“We thus re-estimated a model of partial structural similarity in which the structure of the first five profiles was constrained to equality across all samples, while the structure of the sixth profile was constrained to equality across Samples 1 (managers), 2 (hospital workers), and 4 (physiotherapists), but allowed to differ in the nurse sample (Sample 3).This model resulted in lower values on”

May combine two claims.

Profile 1 (Self-Driven Introjected) characterized employees with moderately high global self-determination, moderately high intrinsic motivation, average external regulation, moderately low identified regulation and amotivation, and very high introjected regulation; it corresponded to 20.43% of employees across samples.

“Profile 1 characterized employees with moderately high levels of global self-determination coupled with moderately high specific levels of intrinsic motivation, average specific levels of external regulation, moderately low specific levels of identified regulation and amotivation, and very high specific levels of introjected regulation.This Self-Driven Introjected profile corresponded to 20.43% of”

May combine two claims.

At least five out of six profiles appeared roughly identical across all samples, while the remaining profile appeared different in the nurse sample.

“This examination suggested that at least five out of six profiles appeared to be roughly identical across all samples, while the remaining profile appeared different in the nurse sample (Sample 3).”

May combine two claims.

The five-, six-, and seven-profile solutions were statistically proper and showed a high level of similarity across samples, with some differences in the nurse sample.

“This examination revealed that all of these solutions were statistically proper, and already showed a high level of similarity across samples (with some more obvious differences associated with the nurse sample (Sample 3).”

May combine two claims.

The six-profile solution was retained across samples and formed the baseline model of configural similarity.

“Supporting Hypothesis 1 which led us to expect between four and six profiles, the six-profile solution was retained across samples and formed the baseline model of configural similarity used in tests of profile similarity.”

May combine two claims.

The model of structural similarity resulted in a slightly lower CAIC but higher BIC and ABIC than configural similarity, suggesting the structure of profiles may not be fully identical across the four samples.

“The next model of structural similarity, although it resulted in a slightly lower CAIC value than the model of configural similarity, also resulted in higher values on the BIC and ABIC, suggesting that the structure of the profiles may not be fully identical across the four samples.”

May combine two claims.

Profile 2 (Externally Driven) characterized employees with very low global self-determination, very low intrinsic motivation, low identified regulation, and high introjected regulation, external regulation, and amotivation; it corresponded to 9.27% of employees across samples.

“Profile 2 characterized employees with very low levels of global self-determination, coupled with very low specific levels of intrinsic motivation, low specific levels of identified regulation, and high specific levels of introjected regulation, external regulation, and amotivation.This Externally Driven profile corresponded to 9.27% of the employees across samples and supports Hypothesis 4.”

May combine two claims.

Up to six profiles, each increase resulted in the addition of a meaningful profile; adding a seventh profile only resulted in arbitrary division of an existing profile into smaller ones including five participants or less in two samples.

“Moreover, this examination revealed that up to six profiles, each increase resulted in the addition of a meaningful profile to the solution.In some cases, distinct profiles present in the five-profile solution appeared where they were previously missing when moving to the six-profile solution.In contrast, adding a seventh profile only resulted in the arbitrary division of an existing profile into”

May combine two claims.

The results provide evidence of configural similarity, partial structural similarity, and dispersion similarity across samples, but distributional similarity fails to support Hypothesis 7.

“Globally, these results address our Research Question by providing evidence of configural similarity, partial structural similarity, and dispersion similarity across samples.However, the observation of distributional similarity, in showing that the relative frequency of profiles remains the same across samples, fails to support Hypothesis 7.”

May combine two claims.

Three profiles (Self-Driven Introjected, Value-Reward Self-Driven, and Self-Driven Hedonist) were characterized by moderate to high levels of global self-determination, and one profile (Externally Driven) was characterized by low levels of global self-determination and moderate to high specific levels of introjected regulation, external regulation, and amotivation.

“We identified three profiles characterized by moderate to high levels of global self-determination (Self-Driven Introjected, Value-Reward Self-Driven, and Self-Driven Hedonist), and one profile characterized by low levels of global self-determination and moderate to high specific levels of introjected regulation, external regulation, and amotivation (Externally Driven).”

May combine two claims.

Among Sample 3 (nurses), Profile 6 was characterized by high global self-determination, very high specific intrinsic motivation, high amotivation, average identified motivation, and low introjected and external regulations.

“In contrast, among Sample 3 (nurses), this profile of employee presented high global levels of self-determination, coupled with very high specific levels of intrinsic motivation, high specific levels of amotivation, average specific levels of identified motivation, and low specific levels of introjected and external regulations.”

May combine two claims.

Profile 4 (Highly Intrinsically Motivated) characterized employees with high intrinsic motivation, low external regulation, average amotivation, and was less frequent (10.42%).

“In contrast, Profile 4 presented high specific levels of intrinsic motivation, coupled with low specific levels of external regulation and average levels of amotivation.We thus decided to refer to Profile 3, which characterized 14.82% of the participants across samples, as being Moderately Intrinsically Motivated, and to the more extreme and less frequent (10.42%)Profile 4 as being Highly Intrins”

May combine two claims.

Workers exposed to low levels of perceived colleagues support are subjected to the lowest levels of global self-determination, which exposes them to higher risks of maladaptive functioning.

“Indeed, these individuals are subjected to the lowest levels of global self-determination which expose them to higher risks of maladaptive functioning.”

May combine two claims. The quote only partly states this claim.

Profile 3 (Moderately Intrinsically Motivated) characterized employees with moderately low global self-determination, moderately low identified regulation, low introjected regulation, moderately high intrinsic motivation, and moderately low external regulation and amotivation; it corresponded to 14.82% of participants across samples.

“Profile 3 and 4 were somewhat similar in shape, and characterized employees presenting moderately low global levels of global self-determination, coupled with moderately low specific levels of identified regulation and low specific levels of introjected regulation.Profile 3 also presented moderately high specific levels of intrinsic motivation, coupled with moderately low specific levels of”

• Also stated in: § Profile Description · plain

  “We thus decided to refer to Profile 3, which characterized 14.82% of the participants across samples, as being Moderately Intrinsically Motivated, and to the more extreme and less frequent (10.42%)Profile 4 as being Highly Intrinsically Motivated.”

May combine two claims.

These results partially support Hypotheses 8 and 9.

“Taken together, these results partially support Hypotheses 8 and 9.”

May combine two claims.

Turnover intentions were the highest in the Externally Driven (2) profile, followed by the Value-Reward Self-Driven (5) profile, and then equally by the Moderately Intrinsically Motivated (3), Highly Intrinsically Motivated (4), and Self-Driven Hedonist (6) profiles which did not differ from one another.

“turnover intentions were the highest in the Externally Driven (2) profile, followed by the Value-Reward Self-Driven (5) profile, and then equally by the Moderately Intrinsically Motivated (3) the Highly Intrinsically Motivated (4), and Self-Driven Hedonist (6) profiles which did not differ from one another.”

May combine two claims.

None of the identified profiles displayed a Strongly Motivated configuration, failing to support Hypothesis 2.

“In contrast, none of the identified profiles displayed a Strongly Motivated configuration, thus failing to support Hypothesis 2.”

May combine two claims.

The six motivation profiles were characterized by well-differentiated configurations of motivation, and at least two of them (Self-Driven Introjected and Value-Reward Self-Driven) were characterized by well-differentiated specific levels of introjected and external regulations.

“these six motivation profiles were characterized by well-differentiated configurations of motivation, and at least two of them were characterized by well-differentiated specific levels of introjected and external regulations (Self-Driven Introjected and Value-Reward Self-Driven).”

May combine two claims.

The three sources of social support were moderately correlated with one another and presented similar univariate associations with levels of global self-determination.

“as shown in Table S11 of the online supplements, these sources of social support were found to be moderately correlated with one another and to present similar univariate associations with the levels of global self-determination.”

May combine two claims.

Presenteeism levels were higher, and levels of work performance lower, in the Externally Driven (2) profile than in the Moderately Intrinsically Motivated (3) profile.

“Presenteeism levels were also higher, and levels of work performance lower, in the Externally Driven (2) profile than in the Moderately Intrinsically Motivated (3) profile”

May combine two claims.

Presenteeism levels were the highest, and work performance the lowest, in the Externally Driven (2) profile, followed by the Self-Driven Introjected (1) and Value-Reward Self-Driven (5) profiles which did not differ from one another, and then by the Highly Intrinsically Motivated (4) and Self-Driven Hedonist (6) profiles which also did not differ from one another.

“levels of presenteeism were the highest, and levels of work performance the lowest, in the Externally Driven (2) profile, followed by the Self-Driven Introjected (1) and Value-Reward Self-Driven (5) profiles which did not differ from one another, and then by the Highly Intrinsically Motivated (4) and Self-Driven Hedonist (6) profiles which also did not differ from one another.”

May combine two claims.

Profile 5 (Value-Reward Self-Driven) characterized employees with moderately high global self-determination, moderately high identified regulation and external regulation, moderately low intrinsic motivation and introjected regulation, and average amotivation; it corresponded to 31.69% of participants across samples.

“Profile 5 characterized employees presenting moderately high global levels of self-determination, coupled with moderately high specific levels of identified regulation and external regulation, moderately low specific levels of intrinsic motivation and introjected regulation, and average levels of amotivation.This Value-Reward Self-Driven profile characterized 31.69% of the participants across”

May combine two claims.

The six profiles differed from one another in terms of their global levels of self-determination and specific levels of behavioral regulations, and displayed configurations labeled Self-Driven Introjected, Externally Driven, Moderately Intrinsically Motivated, Highly Intrinsically Motivated, Value-Reward Self-Driven, and Self-Driven Hedonist.

“These profiles differed from one another both in terms of their global levels of self-determination but also in terms of specific levels of behavioral regulations, and displayed a configuration that could be qualified as: (1) Self-Driven Introjected; (2) Externally Driven; (3) Moderately Intrinsically Motivated; (4) Highly Intrinsically Motivated; (5) Value-Reward Self-Driven; and (6) Self-Driven”

May combine two claims.

The goodness-of-fit results support the adequacy of the a priori bifactor-ESEM model underlying the motivation measures and its superiority relative to the ESEM models.

“These results clearly support the adequacy of the a priori bifactor-ESEM model underlying the motivation measures (with all CFI ≥ .95,all TLI ≥ .90, and all RMSEA ≤ .06)and its superiority relative to the ESEM models (ΔCFI = .024to .055;ΔTLI = .37 to .100;ΔRMSEA = .012to .032) which even failed to achieve a satisfactory level of fit to the data in two out of four samples according to the TLI.”

May combine two claims.

Strict invariance was not supported, but a model of partial strict invariance with relaxed uniqueness constraints on two items in Sample 2, five items in Sample 3, and one item in Sample 4 was supported by the data.

“Likewise, strict invariance was not supported, but a model of partial strict invariance in which the equality constraints across groups had to be relaxed on two items uniquenenesses in Sample 2 (i.e., hospital employees), five items in Sample 3 (i.e., nurses), and one item in Sample 4 (i.e., physiotherapists) was supported by the data.”

May combine two claims.

The tests supported the configural and weak invariance of the motivation model, but not its strong invariance.

“The results from these tests, reported in the bottom section of Table S1, supported the configural and weak invariance of the model, but not its strong invariance (∆CFI/TLI ≥ .010).”

May combine two claims. The quote only partly states this claim.

The final measurement models reveal well-defined factors for all constructs considered, with standardized loadings and model-based composite reliabilities in the reported ranges: workload (lambda = .453 to .796, omega = .724 to .828), perceived organizational support (lambda = .486 to .946, omega = .816 to .882), perceived supervisor support (lambda = .630 to .905, omega = .866 to .866), and (d) (

“These results reveal well-defined factors for all constructs considered here: (a) workload (λ =.453 to .796,ω = .724to .828);(b) perceived organizational support (λ =.486 to .946,ω = .816to .882);(c) perceived supervisor support (λ =.630 to .905,ω = .866to .866);(d) perceived colleagues support (λ =.620 to .895,ω = .837to .879);”

May combine two claims.

The nurse sample showed slightly lower variability on most factors, lower global self-determination (-.416 SD lower than in the other samples), and higher specific intrinsic motivation (.772 SD higher than in the other samples).

“These solutions revealed slightly lower levels of variability on most factors among the nurse sample, accompanied by lower levels of global self-determination (-.416 SD lower than in the other samples) and higher specific levels of intrinsic motivation (.772 SD higher than in the other samples).”

May combine two claims.

The bifactor-ESEM results revealed a well-defined G-Factor across groups that provides a clear representation of the hypothesized self-determination continuum with strong positive intrinsic loadings, moderately strong positive identified loadings, small to moderate positive introjection loadings, small or negative external loadings, and moderate negative amotivation loadings.

“The results from the bifactor-ESEM solutions revealed a well-defined G-Factor across groups (ω = .803to .818) that provides a clear representation of the hypothesized self-determination continuum with strong positive loadings from the intrinsic (λ = .524to .688)items, moderately strong positive loadings from the identified (λ = .269to .546)items, small to moderate positive loadings from the intro”

May combine two claims.

Tests of measurement invariance for the predictor and outcome measures supported weak, partial strong, partial strict, partial latent variance-covariance, and partial latent means invariance across samples.

“The tests of measurement invariance conducted on responses to these predictor and outcome measures closely match the results obtained for the motivation model, revealing support for a model of weak, partial strong (equality constraints across samples had to be relaxed on seven item intercepts in total), partial strict (equality constraints across samples had to be relaxed on nine item uniquenesses”

May combine two claims.

Neither the invariance of the latent variances and covariances nor the invariance of the latent means was supported across groups.

“Subsequent steps showed that neither the invariance of the latent variances and covariances or of the latent means was supported across groups.”

May combine two claims.

Prior person-centered investigations have not always considered all key facets of work motivation, have not relied on an operationalization allowing differentiation of employees' global levels of self-determination from the unique quality of each regulation, and have generally resulted in divergent conclusions regarding the relative importance of autonomous and controlled forms of motivation.

“Unfortunately, these prior investigations have not always considered all key facets of work motivation, have not relied on an operationalization of work motivation allowing them to differentiate employees' global levels of self-determination across all types of regulation from the unique quality associated with each unique type of regulation (Howard, Gagné, Morin, & Forest, 2018), and have gener”

• cites Howard, Gagné, Morin, & Forest, 2018Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

Classified as probably not a substantial claim.

Morin, Meyer, Creusier, and Biétry (2016) proposed a way to test the generalizability of profiles identified across subpopulations of participants.

“Morin, Meyer, Creusier, and Biétry (2016) recently proposed a way to test the generalizability of the profiles identified across subpopulations of participants.”

• cites Morin, Meyer, Creusier, and Biétry (2016) sourceNot checked — no full text of the source

Classified as probably not a substantial claim.

Recent studies in work and educational areas have demonstrated that bifactor-ESEM makes it possible to simultaneously obtain a direct estimate of employees' global levels of self-determined work motivation and an equally direct estimate of the unique quality associated with each specific regulation.

“Recent studies conducted in the work (Fernet et al., 2020;Howard et al., 2018) and educational (Litalien, Morin, Gagné et al., 2017) areas have demonstrated that bifactor exploratory structural equation models (bifactor-ESEM; Morin, Arens, & Marsh, 2016) made it possible to simultaneously obtain a direct estimate of employees' global levels of self-determined work motivation and an equally direct”

• cites Fernet et al., 2020 sourceNot checked — no full text of the source
• cites Howard et al., 2018Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Litalien, Morin, Gagné et al., 2017 sourceNot checked — no full text of the source

May combine two claims.

Fernet et al. (2020) was limited to nurses and only considered a limited number of outcomes (emotional exhaustion, in-role performance, and intentions to leave the organization and the occupation), without also considering likely determinants of profile membership.

“However, this research was limited to nurses, and only considered a limited number of outcomes of these motivation profiles (i.e., emotional exhaustion, in-role performance, and intentions to leave the organization and the occupation), without also considering likely determinants of profile membership.”

• cites Fernet et al., 2020 sourceNot checked — no full text of the source

Classified as probably not a substantial claim.

Numerous variable-centered studies have supported the existence of well-differentiated links between types of behavioral regulation and personal and work-related outcomes.

“Numerous variable-centered studies have supported the existence of well-differentiated links between these types of behavioral regulation and a series of personal and work-related outcomes (Deci, Olafsen, & Ryan, 2017).”

• cites Deci, Olafsen, & Ryan, 2017 sourceNot checked — no full text of the source

Classified as probably not a substantial claim. May combine two claims.

SDT does not conceptualize types of motivation as mutually exclusive; instead, regulations are proposed to coexist within individual employees and to follow a self-determination continuum ranging from intrinsic motivation to amotivation.

“SDT does not conceptualize these types of motivation as mutually exclusive.Instead, these regulations are proposed to coexist within individual employees (Howard et al., 2016), and to follow a selfdetermination continuum, ranging from intrinsic motivation to amotivation (Deci & Ryan, 2000).”

• cites Howard et al., 2016Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Deci & Ryan, 2000 sourceNot checked — no full text of the source

Classified as probably not a substantial claim. May combine two claims.

Self-determination theory conceptualizes work motivation as encompassing a series of distinct, yet complementary, forms of behavioral regulation that may coexist within employees, and which together play a role in the emergence of goal-directed behaviors.

“Self-determination theory (SDT; Deci & Ryan, 2000;Ryan & Deci, 2017) conceptualizes work motivation as encompassing a series of distinct, yet complementary, forms of behavioral regulation that may coexist within employees, and which together play a role in the emergence of goal-directed behaviors.”

• cites Deci & Ryan, 2000 sourceNot checked — no full text of the source
• cites Ryan & Deci, 2017Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

Classified as probably not a substantial claim.

Sandrin et al. (2019) showed that workload was positively related to controlled motivation.

“For instance, Sandrin, Gillet, Fernet, Leloup, and Depin-Rouault (2019) showed that workload was positively related to controlled motivation.”

• cites Sandrin, Gillet, Fernet, Leloup, and Depin-Rouault (2019) sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

Although helping people in need is known to be a source of satisfaction and autonomous motivation for health care workers, numerous studies have shown that workload perceptions were positively related to emotional demands.

“Indeed, although helping people in need is known to be a source of satisfaction and autonomous motivation for health care workers (Donoso, Demerouti, Garrosa Hernández, Moreno-Jiménez, & Carmona Cobo, 2015), numerous studies have shown that workload perceptions were positively related to emotional demands (e.g., Andela, Truchot, & Van der Doef, 2016;Gillet, Huyghebaert-Zouaghi, Réveillère, Colomb”

• cites Donoso, Demerouti, Garrosa Hernández, Moreno-Jiménez, & Carmona Cobo, 2015Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Andela, Truchot, & Van der Doef, 2016 sourceNot checked — no full text of the source
• cites Gillet, Huyghebaert-Zouaghi, Réveillère, Colombat, & Fouquereau, 2020Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

May combine two claims.

Fernet et al. (2020) revealed four distinct profiles based on both global and specific levels of motivation: Moderately Motivated, Poorly Motivated, Self-Determined, and Strongly Motivated, with specific characteristics.

“Interestingly, the results from this study revealed more refined distinctions among four distinct profiles based on both global, and specific, levels of motivation.A first, Moderately Motivated, profile displayed moderately high global levels of self-determination, low specific levels of intrinsic motivation, and average specific levels of the other behavioral regulations.A second, Poorly Mot”

• cites Fernet et al., 2020 sourceNot checked — no full text of the source

Classified as probably not a substantial claim. May combine two claims.

Gagné and Forest (2008) argued that higher salaries foster higher levels of autonomous work motivation, partly because of desirable social comparisons and improved perceptions of distributive justice.

“Likewise, Gagné and Forest (2008) argued that higher salaries foster higher levels of autonomous work motivation, partly because of desirable social comparisons and improved perceptions of distributive justice.”

• cites Gagné and Forest (2008) sourceNot checked — no full text of the source

Classified as probably not a substantial claim. May combine two claims.

Contextual, situational, and interventional influences will be more clearly captured by distributional similarity, which should reveal changes in the relative frequency of each profile.

“Indeed, these contextual, situational, and interventional influences will be more clearly captured by the last type of similarity (distributional), which should reveal changes in the relative frequency of each profile as a function of these variations.”

Classified as probably not a substantial claim.

The ability to devise interventions or recommendations that generalize to various types of employees is conditioned on demonstrating that the same set of profiles appears with some regularity (configural and structural similarity).

“As noted above, the ability to devise interventions or recommendations that can be expected to generalize to various types of employees, work contexts, or situations is conditioned on the ability to demonstrate that the same set of profiles would appear with some regularity (i.e., configural and structural similarity).”

Probably not a substantial claim: may not pass S3 (load-bearing).

These studies also supported the additional value of considering the specific regulation factors in prediction.

“However, they also supported the additional value of considering the specific regulation factors in prediction.”

• cites Fernet et al., 2020 sourceNot checked — no full text of the source
• cites Howard et al., 2018Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Litalien, Morin, Gagné et al., 2017 sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S3 (load-bearing).

These forms of similarity are not inconsistent with the acknowledgement that work motivation can be partly situational or context dependent at the individual level.

“Importantly, these forms of similarity are not inconsistent with the acknowledgement that work motivation can be partly situational (Ratelle, Guay, Vallerand, Larose, & Senécal, 2007) or context dependant (Gagné & Deci, 2005) at the individual level.”

• cites Ratelle, Guay, Vallerand, Larose, & Senécal, 2007 sourceNot checked — no full text of the source
• cites Gagné & Deci, 2005 sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S3 (load-bearing).

Some of these studies have also supported the importance of differentiating among more specific types of regulation by identifying profiles characterized by differentiated levels of introjected and external regulations.

“Some of these studies (Gillet, Becker et al., 2017;Moran et al., 2012) have also supported the importance of differentiating among more specific types of regulation by the identification of profiles characterized by differentiated levels of introjected and external regulations.”

• cites Gillet, Becker et al., 2017 sourceNot checked — no full text of the source
• cites Moran et al., 2012 sourceNot checked — no full text of the source

Classified as probably not a substantial claim. May combine two claims.

Kuvaas (2006) showed that higher salaries foster better performance and affective commitment through its positive effect on intrinsic work motivation.

“Yet, Kuvaas (2006) showed that higher salaries foster better performance and affective commitment through its positive effect on intrinsic work motivation.”

• cites Kuvaas (2006) sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S3 (load-bearing).

Numerous studies have established the differential predictive validity of the different types of regulation proposed by SDT for a variety of work outcomes.

“Beyond these considerations of how to best reflect the dual global/specific nature of work motivation, numerous studies have also established the differential predictive validity of the different types of regulation proposed by SDT for a variety of work outcomes (Deci et al., 2017;Gagné & Deci, 2005).”

• cites Deci et al., 2017 sourceNot checked — no full text of the source
• cites Gagné & Deci, 2005 sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S3 (load-bearing).

Research has identified caseload quantity, complexity of patients, constant excessive workload, covering for staff on leave, and staff shortages as major sources of stress for physiotherapists.

“Indeed, research has identified, among others, caseload quantity, complexity of patients, constant excessive workload, covering for staff on leave, and staff shortages as major sources of stress for physiotherapists (Lindsay, Hanson, Taylor, & McBurney, 2008).”

• cites Lindsay, Hanson, Taylor, & McBurney, 2008 sourceNot checked — no full text of the source

Classified as probably not a substantial claim.

The key advantage of this approach is the ability to assess different types of generalizability: configural similarity (number), structural similarity (nature), dispersion similarity (inter-individual differences), and distributional similarity (relative size).

“The key advantage of this approach resides in the ability to assess different types of generalizability, related to the number (configural similarity) and nature (structural similarity) of the profiles, the amount of inter-individual differences among members of a single profile (dispersion similarity), and the relative size of the profiles (distributional similarity).”

• cites Morin, Meyer et al., 2016 sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

Colleagues support has many benefits for nurses and physiotherapists, being associated with higher levels of well-being, quality of care, and staff retention.

“More precisely, colleagues support have many benefits for nurses and physiotherapists, being associated with higher levels of well-being, quality of care, and staff retention (e.g., van der Heijden et al., 2010).”

• cites van der Heijden et al., 2010 sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S2 (checkable), S3 (load-bearing).

These forms of similarity are also not incompatible with the possibility to intervene to modify employees' motivational profiles.

“Likewise, it is also not incompatible with the possibility to intervene in order to modify employees' motivational profiles.”

Probably not a substantial claim: may not pass S2 (checkable), S3 (load-bearing). May combine two claims.

Differences across work settings do not necessarily reflect a limitation, but rather indicate limits to generalizability that may deserve additional investigations.

“However, differences do not necessarily reflect a limitation, but rather indicate limits to the generalizability of a solution that may deserve additional investigations (Morin, Meyer et al., 2016).”

• cites Morin, Meyer et al., 2016 sourceNot checked — no full text of the source

Classified as probably not a substantial claim.

These results remain limited to a single sample of nurses.

“However, these results remain limited to a single sample of nurses, whereas person-centered evidence is known to emerge from the accumulation of research allowing one to better differentiate the core profiles that emerge systematically from those who only reflect sample-specific idiosyncrasies.”

• cites Fernet et al., 2020 sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

These employees are expected to take pleasure in their work, allowing to better sustain continuous efforts, which in turn should allow them to experience more positive outcomes.

“These employees are expected to take pleasure in their work, allowing to better sustain continuous efforts, which in turn should allow them to experience more positive outcomes (Sandrin et al., 2019).”

• cites Sandrin et al., 2019 sourceNot checked — no full text of the source

May combine two claims.

Registered U.S. nurses earned an average annual salary of $73,550 in 2016, while the average annual salary for physical therapists was $88,080.

“More precisely, registered U.S. nurses earned an average annual salary of $73,550 in 2016, while the average annual salary for physical therapists was $88,080 (U.S. Bureau of Labor Statistics).”

• cites U.S. Bureau of Labor StatisticsNot matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

Probably not a substantial claim: may not pass S3 (load-bearing).

Some studies also showed that, contrary to expectations, controlled forms of motivation did not always lead to negative outcomes.

“Yet, some studies also showed that, contrary to expectations, controlled forms of motivation did not always lead to negative outcomes (e.g., Parker, Jimmieson, & Amiot, 2010).”

• cites Parker, Jimmieson, & Amiot, 2010 sourceNot checked — no full text of the source

Classified as probably not a substantial claim.

Morin, Meyer et al. (2016) argued that the only way to support a substantive interpretation of profiles is to embark on a process of construct validation to demonstrate that profiles either meaningfully relate to covariates or can reliably be replicated across samples.

“As argued by Morin, Meyer et al. (2016, p. 233), “the only way to really support a substantive interpretation of the profiles is to embark on a process of construct validation to demonstrate that the profiles either meaningfully relate to covariates, or can reliably be replicated across samples”.”

• cites Morin, Meyer et al. (2016) sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S3 (load-bearing).

De Cooman et al. (2013) showed that unskilled/semi-skilled blue-collar workers tended to report significantly less autonomous motivation than higher-level managers.

“For instance, De Cooman, Stynen, Van den Broeck, Sels, and De Witte (2013) showed that unskilled/semi-skilled blue-collar workers tended to report significantly less autonomous motivation than higher-level managers.”

• cites De Cooman, Stynen, Van den Broeck, Sels, and De Witte (2013) sourceNot checked — no full text of the source

Classified as probably not a substantial claim. May combine two claims.

According to SDT, more self-determined, or autonomously motivated, employees should perceive their job as more stimulating and agreeable, act in accordance with their personal values, and be able to take more decisions in their work.

“According to SDT more self-determined, or autonomously motivated, employees should perceive their job as more stimulating and agreeable, act in accordance with their personal values, and be able to take more decisions in their work.”

• cites Deci & Ryan, 2000 sourceNot checked — no full text of the source
• cites Ryan & Deci, 2017Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

Probably not a substantial claim: may not pass S3 (load-bearing).

These studies have generally supported SDT propositions in showing that autonomous forms of motivation tend to predict more positive outcomes than controlled forms of motivation and amotivation.

“These studies have generally supported SDT propositions in showing that autonomous forms of motivation tend to predict more positive outcomes than controlled forms of motivation and amotivation.”

• cites Deci et al., 2017 sourceNot checked — no full text of the source
• cites Gagné & Deci, 2005 sourceNot checked — no full text of the source

Classified as probably not a substantial claim.

Their approach provides a rigorous method to systematically and quantitatively assess the extent to which a person-centered solution generalizes across samples.

“Their approach provides a rigorous method to systematically and quantitatively assess the extent to which a person-centered solution generalizes across samples, such as in the comparison between four occupational groups conducted in the present study.”

• cites Morin, Meyer et al., 2016 sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S2 (checkable).

The availability of a proper methodological and statistical approach to guide comparisons across samples is fundamental for demonstrating generalizability of results, which would otherwise reflect sample-specific idiosyncrasies.

“The availability of a proper methodological and statistical approach to guide the comparisons of the findings obtained across samples of employees from different occupations is a fundamental aspect of research as it involves the demonstration of the generalizability of results, which would otherwise simply reflect sample-specific idiosyncrasies (Spector, Liu, & Sanchez, 2015).”

• cites Spector, Liu, & Sanchez, 2015 sourceNot checked — no full text of the source

May combine two claims.

When considering studies that considered a broader set of behavioral regulations, despite some variations, results seem to converge on profiles characterized by: (a) high autonomous motivation and low controlled motivation and amotivation (HAu-LC-LAm), (b) high autonomous and controlled motivations and low amotivation (HAu-HC-LAm), (c) low autonomous motivation and high controlled motivation and a

“Still, when we consider these studies as well as those in which a broader set of behavioral regulations has been considered (Gillet, Becker et al., 2017;Gillet et al., 2018;Graves et al., 2015;Howard et al., 2016;Jansen in de Wal et al., 2014;Moran et al., 2012), despite some variations, the results seem to converge on profiles characterized by: (a) high levels of autonomous motivation, and low”

• cites Gillet, Becker et al., 2017 sourceNot checked — no full text of the source
• cites Gillet et al., 2018Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Graves et al., 2015 sourceNot checked — no full text of the source

Classified as probably not a substantial claim. May combine two claims.

SDT positions social support as a key driver of employees' basic psychological need satisfaction, which is the foundation for autonomous forms of motivation.

“When considering social support as a job resource, SDT (Ryan & Deci, 2017) explicitly positions social support as a key driver of employees' basic psychological need satisfaction, seen as the foundation for autonomous forms of motivation.”

• cites Ryan & Deci, 2017Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

May combine two claims.

Fernet et al. (2020) relied on global scores of job demands and resources and did not consider different types of job demands and resources.

“Furthermore, although job demands and resources may differ in nature (e.g., emotional, physical, cognitive), Fernet et al. (2020) relied on global scores of job demands and resources and did not consider the particularities and different types of job demands and resources.”

• cites Fernet et al., 2020 sourceNot checked — no full text of the source

May combine two claims.

The results supported the superiority of a bifactor-ESEM representation of work motivation relative to CFA, bifactor-CFA, and ESEM solutions, and its invariance across samples.

“As in these previous studies, the results reported in the online supplements supported the superiority of a bifactor-ESEM representation relative to comparable confirmatory factor analyses (CFA), bifactor-CFA, and ESEM solutions, as well as its invariance across samples (see Tables S1-S5).”

• cites Tables S1-S5Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

May combine two claims.

Classification accuracy of participants into their most likely profiles ranged from 86.1% to 94.6% in Sample 1, 84.2% to 96.7% in Sample 2, 85.9% to 93.5% in Sample 3, and 88.1% to 95.0% in Sample 4, with entropy .928.

“They reveal a high level of classification accuracy of participants into their most likely profiles, ranging from 86.1% to 94.6% across profiles in Sample 1 (managers), 84.2% to 96.7% for Sample 2 (hospital workers), 85.9% to 93.5% for Sample 3 (nurses), and 88.1% to 95.0% for Sample 4 (physiotherapists), consistent with the high entropy value associated with this solution (.928).”

Probably not a substantial claim: may not pass S3 (load-bearing).

Workload plays an important role in the prediction of poor levels of health and work performance.

“Workload is also known to play an important role in the prediction of poor levels of health and work performance (Baeriswyl, Krause, Elfering, & Berset, 2017;Ilies, Huth, Ryan, & Dimotakis, 2015), possibly due to the resulting depletion of resources (Bakker & Demerouti, 2007).”

• cites Baeriswyl et al., 2017 sourceNot checked — no full text of the source
• cites Ilies et al., 2015 sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S3 (load-bearing).

Employees' job demands negatively predict autonomous forms of motivation.

“The effects of job demands (e.g., workload) have been previously examined and supported in relation to work motivation (Kim & Beehr, 2018;Trépanier, Fernet, & Austin, 2013), showing for instance that employees' job demands negatively predicted autonomous forms of motivation.”

• cites Kim & Beehr, 2018 sourceNot checked — no full text of the source
• cites Trépanier, Fernet, & Austin, 2013 sourceNot checked — no full text of the source

Classified as probably not a substantial claim. May combine two claims.

Autonomous motivation is negatively related to turnover intentions, and controlled motivation is positively related to turnover intentions.

“Gillet, Gagné et al. (2013) also demonstrated that autonomous and controlled motivations were respectively negatively and positively related to employees' levels of turnover intentions.”

• cites Gillet, Gagné et al., 2013 sourceNot checked — no full text of the source

May combine two claims.

Prior investigations failed to explicitly take into account levels of global self-determination, which have been shown in previous variable-centered studies to represent a much stronger predictor of outcomes than specific motivation factors.

“However, these prior investigations also failed to explicitly take into account the levels of global self-determination which have been shown, in previous variable-centered studies (Howard et al., 2018;Litalien, Morin, Gagné et al., 2017), to represent a much stronger predictor of outcomes than the specific motivation factors reflecting the unique quality of employees' work motivation beyond their”

• cites Howard et al., 2018Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Litalien, Morin, Gagné et al., 2017 sourceNot checked — no full text of the source

May combine two claims.

Job demands and resources were strongly correlated in Fernet et al.'s (2020) study, suggesting a balancing act between them.

“However, it is noteworthy that job demands and resources were strongly correlated in the Fernet et al.'s (2020) study, suggesting that a balancing act might be at play between job demands and resources.”

• cites Fernet et al., 2020 sourceNot checked — no full text of the source

The quote only partly states this claim.

The identified regulation subscale had low reliability across samples (Mα = .40).

“identified regulation (three items; e.g.,”

Classified as probably not a substantial claim.

Autonomous motivation is negatively related to absenteeism.

“Likewise, Williams et al. (2014) found negative relations between autonomous motivation and absenteeism.”

• cites Williams et al., 2014 sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

Previous studies have shown that profiles characterized by high autonomous motivation but low controlled motivation and amotivation tended to be associated with the most positive work outcomes, whereas profiles characterized by low autonomous motivation coupled with higher controlled motivation and amotivation tended to be associated with the worst outcomes.

“Consistent with these SDT predictions (Deci & Ryan, 2000;Ryan & Deci, 2017), previous studies (Moran et al., 2012;Van den Broeck et al., 2013) have shown that profiles characterized by high levels of autonomous motivation but low levels of controlled motivation and amotivation tended to be associated with the most positive work outcomes, whereas profiles characterized by low levels of autonomous”

• cites Moran et al., 2012 sourceNot checked — no full text of the source
• cites Van den Broeck et al., 2013 sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

Fernet et al. (2015) showed that only job resources were associated with higher autonomous motivation, whereas job demands were associated with higher controlled motivation.

“On the one hand, Fernet et al. (2015) showed that only job resources were associated with higher levels of autonomous motivation whereas job demands were associated with higher levels of controlled motivation.”

• cites Fernet et al., 2015 sourceNot checked — no full text of the source

May combine two claims.

Job demands are positively related to frustration of psychological needs for autonomy, competence, and relatedness, which in turn leads to higher controlled motivation and lower autonomous motivation.

“More precisely, job demands are positively related to the frustration of psychological needs for autonomy, competence, and relatedness, in turn leading to higher levels of controlled motivation and lower levels of autonomous motivation (De Cooman et al., 2013;Olafsen & Halvari, 2017;Trépanier et al., 2015).”

• cites De Cooman et al., 2013 sourceNot checked — no full text of the source
• cites Olafsen & Halvari, 2017 sourceNot checked — no full text of the source
• cites Trépanier et al., 2015 sourceNot checked — no full text of the source

Classified as probably not a substantial claim.

The job-demands resources model postulates that a process of psychological impairment is activated when excessive job demands are imposed on employees.

“This model postulates that a process of psychological impairment is activated when excessive job demands are imposed on employees.”

• cites Bakker & Demerouti, 2007 sourceNot checked — no full text of the source

May combine two claims.

These results do not support assumptions from either SDT or the job-demands resources model.

“These results do not support assumptions from either SDT (Ryan & Deci, 2017) or the job-demands resources model (Bakker & Demerouti, 2007).”

May combine two claims.

Higher workloads are associated with higher levels of controlled motivation and amotivation, and with lower levels of autonomous motivation.

“More specifically, higher workloads are known to be associated with higher levels of controlled motivation and amotivation, and with lower levels of autonomous motivation, arguably because heavier workloads make it harder for workers to find time to engage in the aspects of their work most aligned with their personal values (Ryan & Deci, 2017).”

• cites Ryan & Deci, 2017Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

Probably not a substantial claim: may not pass S3 (load-bearing).

Fernet et al. (2020) showed that the Poorly Motivated profile was associated with the highest levels of turnover intentions and emotional exhaustion.

“Similarly, Fernet et al. (2020) showed that the Poorly Motivated profile was associated with the highest levels of turnover intentions and emotional exhaustion.”

• cites Fernet et al. (2020) sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

SDT expects workers experiencing higher levels of controlled motivation to be more importantly driven to action via external and/or internal pressures, leading them to see their job as disconnected from personal values, exhaust psychological resources, and experience more negative outcomes.

“Conversely, SDT also expects workers experiencing higher levels of controlled motivation to be more importantly driven to action via the influence of external pressures (e.g., to cope with an authoritarian manager) and/or internal pressures (e.g., to avoid guilt or enhance their self-worth).This less self-determined approach to work means that these workers are more likely to see their job as”

• cites Ryan & Deci, 2017Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

Classified as probably not a substantial claim.

SDT proposes that social factors (e.g., organizational support) are major determinants of workers' motivation.

“SDT proposes that social factors (e.g., organizational support) are major determinants of workers' motivation (Gagné & Deci, 2005).”

• cites Gagné & Deci, 2005 sourceNot checked — no full text of the source

May combine two claims.

The key difference in Profile 6 across samples lies in the higher specific levels of intrinsic motivation and amotivation observed among nurses relative to the higher specific levels of identified regulation observed among managers, hospital workers, and physiotherapists.

“the key difference lies in the higher specific levels of intrinsic motivation and amotivation observed among nurses relative to the higher specific levels of identified regulation observed among managers, hospital workers, and physiotherapists.”

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

Prior variable-centered research has demonstrated that the different types of behavioral regulation proposed by SDT presented moderate to strong inter-correlations generally matching a simplex pattern, while presenting well-differentiated relations with various covariates.

“Prior variable-centered research has demonstrated that the different types of behavioral regulation proposed by SDT presented moderate to strong inter-correlations generally matching a simplex pattern, while presenting well-differentiated relations with various covariates (Deci et al., 2017;Gagné & Deci, 2005;Ryan & Deci, 2017).”

• cites Deci et al., 2017 sourceNot checked — no full text of the source
• cites Gagné & Deci, 2005 sourceNot checked — no full text of the source
• cites Ryan & Deci, 2017Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

May combine two claims.

The Self-Driven Hedonist profile seems to tap into similar processes across samples, although this process involves intrinsic motivation for nurses relative to identified regulation for other employees, and tends to be associated with higher levels of amotivation for nurses.

“Thus, essentially, this Self-Driven Hedonist profile seems to tap into similar processes across samples, although this process involves intrinsic motivation for nurses relative to identified regulation for other employees, and tend to be associated with higher levels of amotivation for nurses.”

May combine two claims.

The Self-Driven Hedonist profile presents a self-driven orientation to work dominated by a desire to conduct activities that are either seen as implicitly satisfying (nurses) or as in accordance with their personal values (other employees), while simultaneously experiencing an average (others) to high (nurses) specific levels of amotivation when completing less stimulating components of their jobs

“This profile thus seems to present a self-driven orientation to work dominated by a desire to conduct activities that are either seen as implicitly satisfying (nurses) or as in accordance with their personal values (other employees), while simultaneously experiencing an average (others) to high (nurses) specific levels of amotivation when completing less stimulating components of their jobs (e.g.,”

Probably not a substantial claim: may not pass S3 (load-bearing).

Perceived organizational support may elicit among employees the belief that the organization expects them to be supportive toward others.

“perceived organizational support may elicit among employees the belief that the organization expects them to be supportive toward others (e.g., Frear, Donsbach, Theilgard, & Shanock, 2017;Shanock & Eisenberger, 2006).”

• cites Frear, Donsbach, Theilgard, & Shanock, 2017Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Shanock & Eisenberger, 2006 sourceNot checked — no full text of the source

Classified as probably not a substantial claim.

The present research shows that it is possible to target workers who are most likely to present an adaptive motivation profile as opposed to those at risk for persistent motivational deficits.

“From an intervention perspective, the present research shows that it is possible to target the workers who are most likely to present an adaptive motivation profile as opposed to those who are at risk for persistent motivational deficits.”

May combine two claims.

The Moderately Intrinsically Motivated and Highly Intrinsically Motivated profiles share similarities with the Moderately Autonomous profile identified by Howard et al. (2016) and with the Self-Determined profile identified by Fernet et al. (2020).

“The next two profiles, presenting Moderately Intrinsically Motivated and Highly Intrinsically Motivated configurations, rather appear to share similarities with the Moderately Autonomous profile identified by Howard et al. (2016) and with the Self-Determined profile identified by Fernet et al. (2020).”

• cites Howard et al. (2016)Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Fernet et al. (2020) sourceNot checked — no full text of the source

May combine two claims.

The Self-Driven Introjected profile shares similarities with the Moderate Autonomous-High Introjected-Moderate External profile identified by Gillet et al. (2018) and with the Moderately Motivated profile identified by Fernet et al. (2020).

“the Self-Driven Introjected profile was found to share similarities with the Moderate Autonomous-High Introjected-Moderate External profile identified by Gillet et al. (2018) and with the Moderately Motivated profile identified by Fernet et al. (2020).”

• cites Gillet et al. (2018)Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Fernet et al. (2020) sourceNot checked — no full text of the source

May combine two claims.

The Value-Reward Self-Driven profile shares similarities with the Moderate Autonomous/Introjected/External profile identified by Gillet et al. (2018), with the Moderate profile identified by Gillet, Becker et al. (2017) and Moran et al. (2012), and with the Moderately Motivated profile identified by Jansen in de Wal et al. (2014).

“The Value-Reward Self-Driven profile was found to share similarities with the Moderate Autonomous/Introjected/External profile identified by Gillet et al. (2018), with the Moderate profile identified by Gillet, Becker et al. (2017) and Moran et al. (2012), and with the Moderately Motivated profile identified by Jansen in de Wal et al. (2014).”

• cites Gillet et al. (2018)Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Gillet, Becker et al. (2017) sourceNot checked — no full text of the source
• cites Moran et al. (2012) sourceNot checked — no full text of the source

Classified as probably not a substantial claim.

The unexpected null effect of supervisor support could possibly be explained by the adoption of a multivariate perspective in which three sources of social support at work were simultaneously considered.

“which could possibly be explained by our adoption of a multivariate perspective in which three various sources of social support at work were simultaneously considered.”

Classified as probably not a substantial claim. May combine two claims.

A key advantage of this approach is that resulting scores will be directly estimated in standardized units, interpretable as a function of the sample mean and standard deviation like normed scores, making it easier to identify the most likely profile membership of employees.

“A key advantage of this approach is that the resulting scores will be directly estimated in standardized units, and thus interpretable as a function of the sample mean and standard deviation, just like normed scores, making it easier to identify the most likely profile membership of employees.”

May combine two claims.

Research in which the two layers of measurement cannot be properly disentangled carries the risk of leading to an overly similar assessment of the relative contribution of each motivation type, making it impossible to clearly identify the unique contribution of each over and above participants' global quantity of self-determination.

“Importantly, research in which these two layers of measurement cannot be properly disentangled carries the risk of leading to an overly similar assessment of the relative contribution of each motivation type, making it impossible to clearly identify the unique contribution of each of them over and above that of participants' global quantity of self-determination (Gillet et al., 2018;Howard et al.,”

• cites Gillet et al., 2018Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Howard et al., 2018Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Litalien et al., 2017Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

Probably not a substantial claim: may not pass S2 (checkable).

The present study demonstrates the importance of incorporating the bifactor perspective into the initial stages of any investigation relying on these constructs to identify global and specific factors.

“The present study demonstrates the importance of incorporating this perspective into the initial stages of any investigation relying on these constructs to identify global and specific factors.”

Classified as probably not a substantial claim. May combine two claims.

Preliminary measurement models were estimated with Mplus 8 using the robust Maximum Likelihood estimator, which provides parameter estimates, standard errors, and goodness-of-fit indices robust to non-normality of the response scales.

“Preliminary measurement models were estimated with Mplus 8 (Muthén & Muthén, 2017) using the robust Maximum Likelihood (MLR) estimator, which provides parameter estimates, standard errors, and goodness-of-fit indices that are robust to the non-normality of the response scales used in the present study.”

• cites Muthén & Muthén, 2017 sourceNot checked — no full text of the source

May combine two claims.

In the present study, the superiority of the bifactor-ESEM solution is obvious from the perspective of model fit and is fully aligned with previous research.

“In contrast, in the present study, the superiority of the bifactor-ESEM solution is obvious from the perspective of model fit, and fully aligned with the results from previous research.”

Probably not a substantial claim: may not pass S3 (load-bearing).

Full Information Maximum Likelihood procedures were used to account for the limited amount of missing responses present at the item level.

“These models were estimated using Full Information Maximum Likelihood (FIML; Enders, 2010) procedures to account for the limited amount of missing responses present at the item level (Sample 1: 0% to 5.2%; Sample 2: 0% to 5.6%; Sample 3: 0% to 4.6%; Sample 4: 0% to 4.6%).”

• cites Enders, 2010Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

May combine two claims.

The early ESEM representation has been superseded by the combined bifactor-ESEM framework because it provides a direct estimate of the global self-determination continuum.

“However, this early ESEM representation has been superseded by the combined bifactor-ESEM framework given its ability to provide a direct estimate of the global self-determination continuum (Gillet et al., 2018;Howard et al., 2008;Litalien et al., 2017).”

• cites Gillet et al., 2018Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Howard et al., 2008Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Litalien et al., 2017Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

Probably not a substantial claim: may not pass S3 (load-bearing), S4 (based).

The ability of person-centered analyses to identify multiple profiles, as well as smaller and yet meaningful profiles, is known to be influenced by sample size.

“Importantly, the ability of person-centered analyses to identify multiple profiles, as well as smaller and yet meaningful profiles, is known to be influenced by sample size.”

Classified as probably not a substantial claim.

Initiatives aiming to increase any one source of social support at work are likely to have widespread benefits.

“Thus, initiatives aiming to increase any one source of social support at work are likely to have widespread benefits.”

Probably not a substantial claim: may not pass S2 (checkable), S3 (load-bearing), S4 (based).

It is unlikely that many professional applications of motivation measurement have sufficient numbers and resources.

“We acknowledge that this is unlikely to be the case for many professional applications of motivation measurement.”

Probably not a substantial claim: may not pass S2 (checkable).

Failure to consider multidimensionality is likely to lead to erroneous conclusions regarding the unique and combined impact of the various dimensions.

“Failure to consider that is likely to lead to erroneous conclusion regarding the unique, and combined, impact of the various dimensions.”

Probably not a substantial claim: may not pass S3 (load-bearing).

The study only looked into the role of demographic characteristics, workload, and social support at work as determinants of employees' work motivation profiles.

“Fourth, we only looked into the role of demographic characteristics, workload, and social support at work as determinants of employees' work motivation profiles.”

Classified as probably not a substantial claim. May combine two claims.

SDT advocates that employees' motivation is characterized by a combination of meaningfully distinct forms of motivation and yet that these behavioral regulations are organized along a single underlying continuum.

“SDT (Ryan & Deci, 2017) has always advocated the apparently ambiguous proposition that employees' motivation was characterized by a combination of meaningfully distinct forms of motivation (i.e., a multidimensional approach), and yet that these behavioral regulations would be organized along a single underlying continuum (i.e., a onedimensional approach).”

• cites Ryan & Deci, 2017Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

Classified as probably not a substantial claim. May combine two claims.

Chi-square difference tests are known to be sensitive to sample size and minor model misspecifications, so recent studies suggest complementing this information with changes in CFIs and RMSEAs in tests of measurement invariance.

“Like the chisquare, chi-square difference tests present a known sensitivity to sample size and minor model misspecifications so that recent studies suggest complementing this information with changes in CFIs and RMSEAs (Chen, 2007;Cheung & Rensvold, 2002) in the context of tests of measurement invariance.”

• cites Chen, 2007 sourceNot checked — no full text of the source
• cites Cheung & Rensvold, 2002 sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S2 (checkable).

The recommendation to adopt a bifactor-ESEM representation is not as easy to transpose to the professional context where practitioners and organizations need to score motivation questionnaires.

“Yet, this recommendation is not as easy to transpose to the professional context where practitioners and organizations need to be able to score motivation questionnaires.”

Probably not a substantial claim: may not pass S3 (load-bearing).

Early research evidence supported the value of ESEM in helping to achieve an improved representation of motivation relative to more classical confirmatory factor analyses.

“Early research evidence has supported the value of ESEM in helping to achieve an improved representation of motivation (i.e., more closely aligned with the continuum hypothesis) in the academic area relative to more classical confirmatory factor analyses (CFA; Guay, Morin, Litalien, Valois, & Vallerand, 2015;Litalien, Guay, & Morin, 2015).”

• cites Guay, Morin, Litalien, Valois, & Vallerand, 2015Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Litalien, Guay, & Morin, 2015Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

Classified as probably not a substantial claim.

Because the chi-square test of exact fit is known to be oversensitive to sample size and minor model misspecifications, sample-size independent goodness-of-fit indices were relied on to describe model fit.

“Given the known oversensitivity of the chi-square test of exact fit (χ²) to sample size and minor model misspecifications (e.g., Marsh, Hau, & Grayson, 2005), we relied on sample-size independent goodness-of-fit indices to describe the fit of the alternative models (Hu & Bentler, 1999): The comparative fit index (CFI), the Tucker-Lewis index (TLI), as well as the root mean square error of approxim”

• cites Marsh, Hau, & Grayson, 2005Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Hu & Bentler, 1999 sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S2 (checkable). May combine two claims.

The results supported the value of interventions designed to increase colleagues support and to help make workloads more manageable as possible ways to nurture more desirable motivation profiles among employees.

“Finally, our results supported the value of interventions designed to increase colleagues support, as well as to help make workloads more manageable, as possible ways to nurture more desirable motivation profiles among employees.”

May combine two claims.

The study design and limitations of the analytical method did not allow assessment of reversed causality, reciprocity, spuriousness, or the possible role of profile membership in predicting changes in outcome levels.

“our study design and the limitations inherent to our analytical method did not allow us to assess reversed causality, reciprocity, or spuriousness, nor the possible role of profile membership in the prediction of changes in outcome levels.”

Probably not a substantial claim: may not pass S3 (load-bearing).

Covariates were defined a priori as predictors or outcomes on the basis of a theoretical rationale drawn from prior research.

“Third, in line with Meyer and Morin's (2016) recommendations, we examined covariates defined a priori as predictors (i.e., workload, as well as perceived organizational, supervisor, and colleagues support) or outcomes (i.e., presenteeism, absenteeism, turnover intentions, and work performance) on the basis of a theoretical rationale drawn from prior research (e.g., Deci et al., 2017;Gagné & Deci,”

• cites Meyer and Morin's (2016) sourceNot checked — no full text of the source
• cites Deci et al., 2017 sourceNot checked — no full text of the source
• cites Gagné & Deci, 2005 sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S2 (checkable). May combine two claims.

This recommendation is limited to the availability of samples of participants and cannot be applied to individual participants.

“However, this recommendation is limited to the availability of samples of participants and cannot be applied to individual participants.”

May combine two claims.

The study relied on four convenience samples of French workers, which cannot be considered representative of the population of French workers.

“Second, the present study relied on four convenience samples of French workers, which cannot be considered to be representative of the population of French workers.”

Probably not a substantial claim: may not pass S2 (checkable), S3 (load-bearing).

This option might be limited to research purposes or to large scale organizational assessment contexts where numbers and resources are sufficient.

“As such, this option might be limited to research purposes, or to large scale organizational assessment contexts where numbers, as well as resources (i.e., financial and statistical) are sufficient.”

May combine two claims.

The nature of the identified profiles supported the idea that the global level of self-determined work motivation and the specific quality of employees' behavioral regulations at work both played a role in defining the profiles and are both important for a comprehensive understanding of employees' work motivation.

“The nature of the identified profiles supported the idea that the global level of self-determined work motivation, as well as the specific quality of employees' behavioral regulations at work, both played a role in the definition of these profiles, and thus were both important to our ability to achieve a comprehensive understanding of employees' work motivation.”

May combine two claims.

The measurement models underlying the study's constructs can be considered roughly equivalent across the four samples, so that similar constructs were estimated in each group.

“These results thus globally show that the measurement models underlying our constructs can be considered to be roughly equivalent across groups, leading to the estimation of similar constructs.”

Probably not a substantial claim: may not pass S3 (load-bearing).

Previous research using the same instrument reported virtually identical or very similar bifactor-ESEM results.

“It is noteworthy that previous research using the same instrument reported virtually identical (Howard et al., 2018) or very similar (Gillet et al., 2018) bifactor-ESEM results.”

• cites Howard et al., 2018Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

• cites Gillet et al., 2018Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

May combine two claims.

The measurement models underlying the constructs can be considered roughly equivalent across groups, leading to the estimation of similar constructs.

“These results globally show that the measurement models underlying our constructs can be considered to be roughly equivalent across groups, leading to the estimation of similar constructs.”

May combine two claims. The quote only partly states this claim.

The partial latent means invariance model was retained as the final measurement model, showing acceptable fit (chi-square = 1077.859, df = 662, CFI = .938, TLI = .936, RMSEA = .047), and factor scores for the main analyses were extracted from it.

“M10.Partial latent means invariance 1077.859(662)* .938.936.047[.042; .052]M8 112.431 (12)* -.009 -.009 +.004”

• Also stated in: § Preliminary Measurement Models: Results · plain

  “The final invariant parameter estimates from the model of partial latent means invariance, from which factor scores were extracted from the main analyses, are reported in reported in Tables S7 (Sample 1), S8 (Sample 2), S9 (Sample 3) and S10 (Sample 4).”

Classified as probably not a substantial claim.

Because bifactor models rely on two factors to explain item-level covariance for each specific item, factor loadings on G- and S-factors are typically lower than their first-order counterparts.

“When interpreting a bifactor-ESEM results, it is important to keep in mind that, because bifactor models rely on two factors to explain the covariance present at the item level for each specific item, factor loadings on G-and S-Factors are typically lower than their first-order counterparts (e.g., Morin et al., 2016).”

• cites Morin et al., 2016Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

Probably not a substantial claim: may not pass S2 (checkable). May combine two claims.

The critical question when interpreting a bifactor solution is whether the G-factor taps a meaningful amount of covariance shared among all items and whether sufficient covariance remains at the subscale level to result in meaningful S-factors.

“As such, the critical question when interpreting a bifactor solution is whether the G-factor really taps into a meaningful amount of covariance shared among all items, and whether there remains sufficient covariance at the subscale level unexplained by the G-factor to result in the estimation of meaningful S-factors.”