CoChat
Sign Up
Cited by 750Job Satisfaction and Organizational BehaviorMotivation and Self-Concept in SportsCultural Differences and Values

On the relations among work value orientations, psychological need satisfaction and job outcomes: A self-determination theory approach

Open access
Vansteenkiste, Maarten, Neyrinck, Bart, Niemiec, Christopher P., Soenens, Bart, De Witte, Hans, Van den Broeck, Anja·2007·Journal of Occupational and Organizational Psychology
DOI 10.1348/096317906x111024
Open this paper in CoChat — free accountOpen PDF

Abstract

Using self‐determination theory, two studies found that holding an extrinsic, relative to an intrinsic, work value orientation was associated with less positive outcomes (i.e. less satisfaction with, dedication to and vitality while on the job) and more negative outcomes (i.e. higher emotional exhaustion, short‐lived satisfaction after successful goal‐attainment, and turn‐over intention). These relations were not limited to job outcomes, but also emerged using indicators of employees' general mental health. Moreover, income level did not moderate these relations. Study 2 found that holding an extrinsic, relative to an intrinsic, work value orientation was detrimental to employees' job outcomes because these orientations thwarted the satisfaction of the basic psychological needs for autonomy, competence and relatedness at work.

Integrity signals

Registry

Crossref · 10.1348/096317906x111024

Cites

146 of 146 references verified0 citation errors · 0 not checkable

Statistics

Nothing to recompute.

Claims the paper makes

0 of 67 cited sources checked · 0 supported · 0 flagged

  • Findingown data

    The intrinsic and extrinsic work value subscales were positively correlated at .21, p < .001.

    “The intrinsic and extrinsic value subscales were significantly positively correlated (.21, p , :001)”
    Quote in the paperNot a substantial claim
  • Findingown data

    Across two studies, an extrinsic relative to intrinsic work value orientation was associated with less positive job outcomes, including less satisfaction, dedication, and vitality while on the job.

    “Using self-determination theory, two studies found that holding an extrinsic, relative to an intrinsic, work value orientation was associated with less positive outcomes (i.e. less satisfaction with, dedication to and vitality while on the job)”
    Quote in the paperSubstantial claim
  • Findingown data

    The relations between work value orientation and outcomes were not limited to job outcomes but also emerged using indicators of employees' general mental health.

    “These relations were not limited to job outcomes, but also emerged using indicators of employees' general mental health.”
    Quote in the paperSubstantial claim
  • Findingown data

    With overall work value orientation held constant, extrinsic work value orientation was negatively related to basic need satisfaction.

    “Extrinsic work value orientation was also negatively related to basic need satisfaction, after controlling for overall work value orientation”
    Quote in the paperSubstantial claim
  • Findingown data

    With overall work value orientation held constant, an extrinsic work value orientation was a negative predictor of dedication, job vitality, and job satisfaction.

    “After partialling out overall work value orientation, holding an extrinsic work value orientation negatively predicted dedication, job vitality and job satisfaction”
    • Also stated in: § Implications of employees' work value orientations · plain
      “In both studies, holding an extrinsic, relative to an intrinsic, work value orientation was associated with less positive job outcomes, as measured by job satisfaction, work dedication and job vitality.”
    Quote in the paperSubstantial claim
  • May combine two claims. 30
  • The quote only partly states this claim. 2
  • Classified as probably not a substantial claim. 18

  • May combine two claims.

    Findingown data

    A factor analysis of the eight work value items produced two factors: the four intrinsic items loaded above .67 on the first factor with an eigenvalue of 2.30, and the four extrinsic items loaded above .57 on the second factor with an eigenvalue of 1.48; together the factors explained 47% of the variance.

    “A factor analysis with promax rotation revealed two clear factors; the four intrinsic work value items all had a loading of above .67on the first factor (eigenvalue of 2.30), while the four extrinsic work value items had loadings of above .57on the second factor (eigenvalue of 1.48).Together, these two factors accounted for 47% of the variance.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    Income positively predicted life satisfaction and life happiness, but not job satisfaction.

    “Age positively predicted job satisfaction, whereas income positively predicted life satisfaction and life happiness (but not job satisfaction).”
    • Also stated in: § Results and brief discussion · plain
      “income had a positive relation to life satisfaction and life happiness (but not to job satisfaction).”
    Quote in the paperNot a substantial claim

  • The quote only partly states this claim.

    Findingown data

    In Study 1, after controlling for overall work value importance, age, and education, employees who placed relatively more importance on extrinsic work values reported lower job satisfaction, life satisfaction, and life happiness.

    “While controlling for the overall importance ascribed to work values, holding an extrinsic work value orientation negatively predicted job satisfaction, life satisfaction and life happiness.”
    • Also stated in: § Results and brief discussion · hedged
      “regression analyses revealed that, after controlling for age and educational level, employees who attached relatively more importance to extrinsic work values were less satisfied with their jobs and tended to be less happy with their lives.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    Income level did not moderate the relation between extrinsic relative to intrinsic work value orientation and job or life satisfaction; the negative relation held for employees with both low and high income.

    “Moreover, income level did not moderate these relations.”
    • Also stated in: § Results and brief discussion · hedged
      “none of the interactions between extrinsic work value orientation and income were significant, suggesting that holding an extrinsic, relative to an intrinsic, work value orientation negatively predicted job and life satisfaction, regardless of employees' level of income.”
    • Also stated in: § Results and brief discussion · plain
      “Income did not moderate the effect of extrinsic, relative to intrinsic, work value pursuit: Holding an extrinsic, relative to an intrinsic, work value orientation was detrimental for the job satisfaction and life well-being of employees with a low and a high level of income.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    Men and women did not differ on the three outcome variables or on extrinsic and intrinsic work values.

    “Independent sample t tests indicated that men and women did not differ on the three outcome variables or on the extrinsic and intrinsic work values.”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Findingown data

    The predictors explained between .03 and .05% of the variance in the well-being outcomes, with all p values below .01.

    “The predictors explained between .03 and .05% of the variance in the wellbeing outcomes (all p's , :01).”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Findingown data

    Study 2 found that an extrinsic relative to intrinsic work value orientation was detrimental to employees' job outcomes because these orientations thwarted satisfaction of the basic psychological needs for autonomy, competence, and relatedness at work.

    “Study 2 found that holding an extrinsic, relative to an intrinsic, work value orientation was detrimental to employees' job outcomes because these orientations thwarted the satisfaction of the basic psychological needs for autonomy, competence and relatedness at work.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    Across two studies, an extrinsic relative to intrinsic work value orientation was associated with more negative job outcomes, including higher emotional exhaustion, short-lived satisfaction after successful goal attainment, and turnover intention.

    “and more negative outcomes (i.e. higher emotional exhaustion, short-lived satisfaction after successful goal-attainment, and turn-over intention).”
    Quote in the paperSubstantial claim

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

    Findingown data

    With overall work value orientation held constant, an extrinsic work value orientation was a positive predictor of short-lived satisfaction, work-family conflict, emotional exhaustion, and turn-over intention.

    “First, adopting an extrinsic, relative to an intrinsic, work value orientation negatively predicted positive job outcomes (i.e.satisfaction, dedication and vitality), and positively predicted emotional exhaustion, short-lived satisfaction, the intention to leave the company and work-family conflict.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    Study 2 showed that extrinsically oriented employees felt more exhausted and empty, and experienced positive feelings after goal attainment as less stable and short-lived.

    “Extrinsically oriented employees felt more exhausted and empty, and experienced the positive feelings that typically accompany the attainment of a particular work goal as less stable and more short-lived.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    The negative effect of extrinsic work value orientation was not limited to jobs; extrinsically oriented employees reported lower life satisfaction, less happiness with life, and more work-family conflict.

    “Rather, these negative experiences carried over into employees' life; extrinsically oriented employees reported lower life satisfaction, were less happy with their lives and experienced more conflict between their jobs and their family life.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    Two factors with eigenvalues greater than 1 (2.68 and 2.44) emerged, explaining 29% and 27% of the variance respectively.

    “Two factors with an eigenvalue higher than 1 (2.68 and 2.44) were extracted, with the first explaining 29% of the variance and the second explaining 27% of the variance.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Study design and conductown data

    The intrinsic and extrinsic work value orientation subscales had reliabilities of .64 and .61, respectively.

    “yielded a reliability of .64 and .61for the intrinsic and extrinsic work value orientation subscales, respectively.”
    Quote in the paperNot a substantial claim

  • Classified as probably not a substantial claim.

    Premisecitation

    Within self-determination theory, financial success, power, and status reflect an extrinsic orientation because their importance lies mainly in the anticipated personal admiration and self-worth obtained by realizing them.

    “Within SDT, the pursuits of financial success, power and status reflect an extrinsic orientation because the importance of these values mostly lies within the anticipated personal admiration and self-worth that can be obtained by realizing them”
    Quote in the paperSubstantial claim0 of 3 sources checked
    • cites Kasser & Ryan, 1993

      Not checked in the free run.

    • cites Ryan & Deci, 2000

      Not checked in the free run.

    • cites Richins & Dawson, 1992

      Not checked in the free run.

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

    Study design and conductcitation

    There is evidence for the validity of the one-item assessments of life satisfaction and life happiness.

    “Pavot and Diener (1993) provide evidence for the validity of these one-item assessments.”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites Pavot and Diener (1993)

      Not checked in the free run.

  • May combine two claims.

    Premisecitation

    Studies have repeatedly found that a strong focus on extrinsic relative to intrinsic life values is detrimental to well-being and is associated with greater ill-being and poorer physical health.

    “Studies have repeatedly found that having a strong focus on extrinsic, relative to intrinsic, life values is detrimental to well-being (e.g.lower self-esteem, vitality, self-actualization and social productivity) and is associated with greater ill-being (e.g. higher narcissism, depressive complaints) as well as poorer physical health”
    Quote in the paperSubstantial claim0 of 3 sources checked
    • cites Kasser & Ryan, 1993, 1996

      Not checked in the free run.

    • cites McHoskey, 1999

      Not checked in the free run.

    • cites Vansteenkiste, Duriez, Simons, & Soenens, 2006

      Not checked in the free run.

  • Classified as probably not a substantial claim.

    Premisecitation

    Self-determination theory considers autonomy, relatedness, and competence to be essential nutriments or conditions for growth.

    “SDT considers these three needs to be the 'nutriments or conditions that are essential to an entity's growth' (Ryan, 1995, p. 410).”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites Ryan, 1995

      Not checked in the free run.

  • May combine two claims.

    Premisecitation

    Some studies found a positive relation between intrinsic work value orientation and job satisfaction, while others failed to replicate this result.

    “Some have shown a positive relation between an intrinsic work value orientation and job satisfaction (e.g.Amabile et al., 1994), while others have failed to replicate this result (e.g.Drummond & Stoddard, 1991;Knoop, 1994b)”
    Quote in the paperSubstantial claim0 of 3 sources checked
    • cites Amabile et al., 1994

      Not checked in the free run.

    • cites Drummond & Stoddard, 1991

      Not checked in the free run.

    • cites Knoop, 1994b

      Not checked in the free run.

  • May combine two claims.

    Premisecitation

    The most optimal outcomes are expected when intrinsic values are relatively stronger than extrinsic values because intrinsic values are theorized to allow greater satisfaction of basic psychological needs.

    “As such, the most optimal outcomes are expected when people's intrinsic values are relatively stronger than their extrinsic values because intrinsic values are theorized to allow for greater satisfaction of the basic psychological needs (Kasser, 2002;Kasser & Ryan, 1996).”
    Quote in the paperSubstantial claim0 of 2 sources checked
    • cites Kasser, 2002

      Not checked in the free run.

    • cites Kasser & Ryan, 1996

      Not checked in the free run.

  • May combine two claims.

    Premisereasoning

    To the extent that basic needs are satisfied, people benefit psychologically; to the extent that they are not satisfied, negative psychological consequences follow.

    “Such a conceptualization of needs implies that to the extent that the needs are satisfied, people benefit psychologically, but to the extent that they are not satisfied, negative psychological consequences will follow.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Premisereasoning

    Within self-determination theory, the relation between work values and job outcomes is a direct function of how much the work values allow satisfaction of basic needs; positive outcomes are expected when they do, and diminished positive and emerging negative outcomes are expected when they do not.

    “Within SDT, the predicted relation between work values and job outcomes is a direct function of the degree to which the work values allow satisfaction of the basic needs.To the extent that they do, positive work outcomes are expected, but to the extent that they do not, positive outcomes are expected to be diminished and negative outcomes are expected to emerge.”
    Quote in the paperSubstantial claim

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

    Premisecitation

    Kasser (2002) suggested that extrinsically oriented individuals tend to over-idealize wealth and possessions, making them more likely to continually experience incompetence in attaining their values.

    “Kasser (2002) suggested that because extrinsically oriented individuals tend to over-idealize wealth and possessions, they are more likely to continually experience a sense of incompetence in attaining their values.”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites Kasser, 2002

      Not checked in the free run.

  • May combine two claims.

    Premisecitation

    LaBarbera and Gürhan (1997) provided partial support for their aspiration-theory hypothesis: two materialism subscales interacted with income in predicting general affect, so materialism was unrelated to general affect for high-income respondents.

    “LaBarbera and Gu ¨rhan (1997) provided partial support for their hypothesis derived from aspiration theory: two of their materialism subscales (i.e.nongenerosity and possessiveness; Belk, 1985) interacted with income in the prediction of general affect, so that materialism was unrelated to general affect for those with a high level of income.”
    Quote in the paperNot a substantial claim0 of 2 sources checked
    • cites LaBarbera and Gu ¨rhan (1997)

      Not checked in the free run.

    • cites Belk, 1985

      Not checked in the free run.

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

    Premisecitation

    Malka and Chatman (2003) found that extrinsically oriented individuals were more satisfied with their jobs and life if they earned a high income but not if they earned a low income, although these moderation effects were not found for general positive and negative affect.

    “Malka and Chatman (2003) found that extrinsically oriented individuals were more satisfied with their jobs and life if they earned a high income but not if they earned a low income, although these moderation effects were not found for general positive and negative affect”
    Quote in the paperNot a substantial claim0 of 2 sources checked
    • cites Malka and Chatman (2003)

      Not checked in the free run.

    • cites Diener, Emmons, Larsen, & Griffin, 1985

      Not checked in the free run.

  • May combine two claims.

    Premisecitation

    Intrinsically oriented employees are more likely to seek challenging tasks that allow them to develop new skills, thereby satisfying their need for competence.

    “In contrast, intrinsically oriented employees are more likely to seek out challenging tasks that allow them to develop new skills (Amabile et al., 1994), thereby satisfying their need for competence.”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites Amabile et al., 1994

      Not checked in the free run.

  • May combine two claims.

    Premisecitation

    Extrinsically oriented employees tend to base their self-worth on extrinsic outcomes and are likely to feel pressured by ego-involved demands and stressful interpersonal comparisons, which thwarts their need for autonomy.

    “Since extrinsically oriented employees tend to hang their self-worth on extrinsic outcomes (Kasser, 2002), they are likely to feel pressured by ego-involved demands and stressful interpersonal comparisons (Sirgy, 1998), both of which thwart their need for autonomy.”
    Quote in the paperSubstantial claim0 of 2 sources checked
    • cites Kasser, 2002

      Not checked in the free run.

    • cites Sirgy, 1998

      Not checked in the free run.

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

    Premisecitation

    Nickerson et al. (2003) found that the negative impact of aspiring to achieve financial success on life satisfaction and job satisfaction was diminished for people earning a high income.

    “Using a longitudinal study, Nickerson et al. (2003) found that the negative impact of aspiring to achieve financial success on life satisfaction and job satisfaction was diminished for people earning a high income.”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites Nickerson et al. (2003)

      Not checked in the free run.

  • Classified as probably not a substantial claim.

    Premisecitation

    Aspiration theory asserts that subjective well-being reflects the discrepancy between people's aspirations and their attainments.

    “aspiration theory (Andrews & Withey, 1976;Campbell, Converse, & Rodgers, 1967;McGill, 1967), which asserts that subjective wellbeing is a reflection of the discrepancy between people's aspirations and their attainments”
    Quote in the paperSubstantial claim0 of 3 sources checked
    • cites Andrews & Withey, 1976

      Not checked in the free run.

    • cites Campbell, Converse, & Rodgers, 1967

      Not checked in the free run.

    • cites McGill, 1967

      Not checked in the free run.

  • May combine two claims.

    Premisereasoning

    Intrinsically oriented employees are concerned with developing their talents and potentials, so they are more likely to take initiative and participate in job decisions, facilitating their experience of autonomy.

    “In contrast, because intrinsically oriented employees are concerned with developing their talents and potentials, they are more likely to take the initiative and actively participate in job decisions, thus facilitating their experience of autonomy in carrying out their job tasks.”
    Quote in the paperSubstantial claim

  • Classified as probably not a substantial claim.

    Premisecitation

    The spill-over hypothesis holds that negative experiences at work are likely to carry over and influence how employees experience their life.

    “because negative experiences at work are likely to carry-over and influence the way employees experience their life (i.e.spill-over hypothesis; Spector, 1997).”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites Spector, 1997

      Not checked in the free run.

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

    Study design and conductown data

    The data set was rather heterogeneous with respect to educational level and occupations.

    “The data set was, however, rather heterogeneous as far as educational level and occupations were concerned.”
    Quote in the paperNot a substantial claim

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

    Premisecitation

    The moderation hypotheses conflict with self-determination theory's suggestion that pursuing extrinsic values is harmful for all employees because such an orientation hinders opportunities to satisfy basic psychological needs, which are universally critical for optimal functioning.

    “However, these moderation hypotheses conflict with SDT's suggestion that pursuing extrinsic values is harmful for all employees because such an orientation hinders their opportunities to satisfy basic psychological needs, which is universally critical for optimal functioning (Deci & Ryan, 2000).”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites Deci & Ryan, 2000

      Not checked in the free run.

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

    Study design and conductcitation

    Most of the intrinsic and extrinsic work value items were identical to items used in previous research.

    “Most of the four intrinsic work value items (i.e.'an opportunity to use initiative', 'a job that is interesting', 'a job that meets one's abilities', 'a responsible job') and most of the four extrinsic work value items (i.e.'good pay', 'good job security', 'not too much pressure' and 'generous holidays') are identical to items used in previous research”
    Quote in the paperNot a substantial claim0 of 2 sources checked
    • cites Knoop, 1994b

      Not checked in the free run.

    • cites Ros et al., 1999

      Not checked in the free run.

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

    Study design and conductreasoning

    Because the study used European Values Study data, the choice of measures was limited to those assessed by the EVS.

    “Since we used data from the EVS, the choice of measures was limited to those assessed by the EVS.”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Study design and conductown data

    The sample was representative of the Belgian population, although low-skilled individuals were slightly underrepresented.

    “The sample was representative of the Belgian population, even though a slight underrepresentation of low skilled individuals was noted.”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Interpretationreasoning

    If materialistic work values are more important in employees' work value configuration, they experience more negative job outcomes, less positive job outcomes, and are more likely to intend to leave their jobs.

    “Specifically, if materialistic work values occupy a more important place in employees' entire work value configuration, they experience more negative job outcomes, less positive job outcomes, and they are more likely to intend to leave their jobs.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Interpretationcitation

    Intrinsically oriented individuals more often engage in activities that satisfy their needs for autonomy, competence, and relatedness, which in turn is related to positive job outcomes.

    “Intrinsically oriented individuals, relative to those who are predominantly extrinsically oriented, more often engage in activities that satisfy their needs for autonomy, competence, and relatedness (Kasser, Ryan, Couchman, & Sheldon, 2004) which, in turn, is related to various positive job outcomes.”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites Kasser, Ryan, Couchman, & Sheldon, 2004

      Not checked in the free run.

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

    Premisereasoning

    If the meaning and significance of intrinsic and extrinsic work values for basic need satisfaction differs across cultures, the effects on well-being will also differ across cultures.

    “SDT maintains that if the meaning and significance of intrinsic and extrinsic (work) values for the satisfaction of individuals' basic needs differs across cultures, the effects of these intrinsic and extrinsic (work) values for one's well-being adjustment will also be different in these different cultures.”
    Quote in the paperNot a substantial claim0 of 3 sources checked
    • cites Kasser & Ahuvia, 2002

      Not checked in the free run.

    • cites Ryan et al., 1999

      Not checked in the free run.

    • cites Neyrinck, 2003

      Not checked in the free run.

  • May combine two claims.

    Study design and conductown data

    All data were correlational and cross-sectional, so no causal conclusions can be made.

    “First, all data were correlational and cross-sectional, so no conclusions regarding causality can be made.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Interpretationreasoning

    There is a paradox: making more money enhances well-being, but making money a primary value at work undermines well-being.

    “To us, this seems an intriguing paradox: although people's well-being is likely to be enhanced when they make more money, it is simultaneously undermined when money and financial success become the primary values at work.”
    Quote in the paperSubstantial claim

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

    Interpretationreasoning

    People's needs and work values are better defined separately.

    “On a conceptual level, the results of the present research suggest that people's needs and work values are better defined separately.”
    Quote in the paperNot a substantial claim

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

    Premisecitation

    Atkinson's need for achievement and Winter's need for power are grounded in a conception of needs as learned, with their strength differing between individuals as a result of socialization.

    “For example,Atkinson's (1958) need for achievement andWinter's (1973) need for power are based on a conceptualization of needs as being learned and thus varying in strength among individuals as a function of their socialization histories.”
    Quote in the paperNot a substantial claim0 of 2 sources checked
    • cites Atkinson's (1958)

      Not checked in the free run.

    • cites Winter's (1973)

      Not checked in the free run.

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

    Premisecitation

    Extrinsic work value attainment is less likely to predict well-being and adjustment than intrinsic work value attainment, because it is less likely to be associated with basic need satisfaction.

    “SDT suggests that extrinsic work value attainment is less likely to predict well-being and adjustment, compared with intrinsic work value attainment, because the former is less likely to be associated with basic need satisfaction”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites Kasser & Ryan, 2001

      Not checked in the free run.

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

    Premisecitation

    Self-determination theory's definition of needs is not the same as the definition employed in several other social and organizational theories.

    “It is important to note that the definition of needs, as used within SDT, is different from that used within various other social and organizational theories(Deci & Ryan, 2000).”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites Deci & Ryan, 2000

      Not checked in the free run.

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

    Premisereasoning

    Many theories, including these, conceptualize needs as individual differences in how strong the need is.

    “In other words, these and many other theories view needs in terms of individual differences in need strength.”
    Quote in the paperNot a substantial claim
45 of 45

  • The paper relies on this without support.

    No previous study in industrial and organizational psychology has examined the mechanisms underlying the relations between employees' extrinsic relative to intrinsic work value orientations and job outcomes.

    “To our knowledge, no previous study in industrial and organizational psychology has examined the mechanisms that underlie the relations between employees' extrinsic, relative to intrinsic, work value orientations and job outcomes.”

  • The paper relies on this without support.

    No study has directly examined whether the relation of extrinsic relative to intrinsic work value pursuit to job outcomes can be accounted for by need satisfaction.

    “Unfortunately, no study has directly examined whether the relation of extrinsic, relative to intrinsic, work value pursuit to job outcomes can be accounted for by need satisfaction.”

  • The paper relies on this without support.

    The impact of extrinsic relative to intrinsic work values on outcomes with a more negative tone has been under-explored.

    “because the impact of extrinsic, relative to intrinsic, work values on outcomes that have a more negative tone has been under-explored”

  • The paper relies on this without support.

    No prior study has directly examined the mediating role of basic psychological needs in the relation between extrinsic vs. intrinsic values and well-being/adjustment.

    “but, to our knowledge, no single study to date has directly examined this issue.”

  • The paper relies on this without support.

    In its current form, self-determination theory treats only autonomy, relatedness and competence as basic needs.

    “The current formulation of SDT only considers autonomy, relatedness and competence as basic needs.”

  • The paper relies on this without support.

    Self-determination theory focuses on how differences between individuals and within individuals over time in need satisfaction affect outcomes, and it studies the personality and social-contextual sources of basic need satisfaction.

    “In contrast, SDT looks at the effects of inter-individual (and intra-individual or day-to-day) differences in need satisfaction and examines the personality and social-contextual antecedents of basic need satisfaction.”
6 of 6

Claims other papers make about this one

Each is checked against this paper’s own text: does it say what the citing paper says it does?

  • Similar results have been found in diverse countries and among working adults as well as college students.

    “Similar results have been found in diverse countries and with working adults as well as college students (e.g., Ryan et al., 1999; Schmuck, Kasser, & Ryan, 2000; Vansteenkiste et al., 2007).”

    From The path taken: Consequences of attaining intrinsic and extrinsic aspirations in post-college life (2009) · cites this paper as Vansteenkiste et al., 2007

  • Employees with an extrinsic (relative to intrinsic) work value orientation reported short-lived satisfaction after successful goal attainment and conflict between work and family.

    “Vansteenkiste et al. (2007) reported that employees who held an extrinsic (relative to an intrinsic) work value orientation reported both short-lived satisfaction after successful goal attainment and also conflict between their work and family.”

    From The path taken: Consequences of attaining intrinsic and extrinsic aspirations in post-college life (2009) · cites this paper as Vansteenkiste et al. (2007)

Self-check

Percentages, sums and reported differences re-computed from the paper’s own numbers.

Each contradiction between two passages listed here was confirmed by an independent check.

  • Study 1 is credited with outcomes it did not assess

    Minor

    The discussion describes dedication and vitality as job outcomes measured in both studies. Study 1's stated outcome measures were job satisfaction, life satisfaction, and life happiness.

  • Seven outcomes are described as eight mediation cases

    Minor

    The paper says there were eight cases, but its account of the tested outcomes names three positive and four negative or other outcomes-seven in total.

  • Study 1 variance percentage conflicts with its correlation

    Minor

    The reported income-life happiness correlation is .19. That correlation alone accounts for about 3.61% of life-happiness variance, exceeding the stated upper bound of .05% for the predictors.

3 of 3

Cites

Flagged first, then by citations

Research works printed but not linked: 11

  1. Ben‐Yoav O., 1988, Supervisors' competence and the learning of work values and behaviors during organizational entry, Journal of Social Behavior and Personality, 1, 23
  2. Deci E. L., 1991, Nebraska symposium on motivation: Vol. 38. Perspectives on motivation, 237
  3. Kasser T., 2002, The value of materialism: A psychological inquiry
  4. Khanna S.(1999).Corrosive messages and capitalist ideology: Well‐being objectification and alienation from a cross‐cultural perspective.Unpublished Honors Thesis Knox College Galesburg IL USA.
  5. Neyrinck B.(2003).Verbanden tussen intrinsieke/extrinsieke werkwaarden en zowel job‐ als algemeen welbevinden? Een cross‐culturele studie [Relations between intrinsic versus extrinsic workvalues and job and general well‐being: A cross‐cultural study].Unpublished master's thesis University of Leuven Belgium.
  6. Ryan R. M., 2003, Why we don't need self‐esteem: Basic needs, mindfulness, and the authentic self, Psychological Inquiry, 14, 71
  7. Schaufeli W. B., 2001, Werk en welbevinden: Naar een positieve benadering in de arbeidspsychologie [Work and well‐being: Towards a positive approach of work psychology], Gedrag and Organisatie, 5, 229
  8. Schaufeli W. B., 2003, Utrecht Work Engagement Scale (UWES)
  9. Schaufeli W. B., 2001, Utrechtse burn‐out schaal [Utrecht burn‐out scale (UBOS)], De Psycholoog, 36, 9
  10. Schaufeli W., 1993, Professional burn‐out: Recent developments in theory and practice
  11. Super D., 1968, Work values inventory

Cited by

Sorted by citations

Related

Authors
Vansteenkiste, M., Neyrinck, B., Niemiec, C. P., Soenens, B., De Witte, H., & Van den Broeck, A.
Affiliations
  • Ghent University (BE)
  • KU Leuven (BE)
  • University of Rochester (US)
Corresponding author
Vansteenkiste, Maarten
ORCID
Venue
Journal of Occupational and Organizational Psychology
Publisher
Wiley
Published
2007-06
Volume
80
Issue
2
Pages
251-277
ISSN
  • 0963-1798 (ISSN-L)
  • 2044-8325
DOI
10.1348/096317906x111024
OpenAlex
W2161059643
Cited by
750
References
143
Citations by year
2026: 25 · 2025: 35 · 2024: 29 · 2023: 56 · 2022: 51 · 2021: 46 · 2020: 34 · 2019: 86 · 2018: 46 · 2017: 44 · 2016: 42 · 2015: 48 · 2014: 48 · 2013: 46 · 2012: 32
FWCI
21.62
Type
journal article
Language
en
Open access
Licence
Locations
  • Journal of Occupational and Organizational Psychology (publishedVersion)
  • Lirias (submittedVersion, other-oa)
  • Ghent University Academic Bibliography (Ghent University) (submittedVersion)
Funders
  • Fonds Wetenschappelijk Onderzoek
  • Vlaamse regering
Topics
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
  • Social Sciences › Psychology › Social Psychology › Motivation and Self-Concept in Sports
  • Social Sciences › Psychology › Social Psychology › Cultural Differences and Values
Keywords
intrinsic motivation, extrinsic motivation, self-determination theory, basic psychological needs, job satisfaction, emotional exhaustion, turnover intention, job dedication, autonomy, competence, relatedness, employee mental health, income level

About these checks

Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.

Claims read by deepseek-v4.1-flash under definition version 3 (extract-v3) on 2026-10-05.

Classified by jev-1.13-20260917 (gold-guideline-v0.2) on 2026-10-05.

Statistics and arithmetic are recomputed, not judged.

Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.

What counts as a claim ›How we measure confidence ›How we check this ›

Are you an author, or do you see a problem with this page? Request a review