Article: Integration of self-determination theory with self-regulated model to understand employee work engagement behaviour and organisational performance Journal: International Journal of Management Concepts and Philosophy (IJMCP) 2022 Vol.15 No.2 pp.134 - 156 Abstract: The present study develops motivational framework to investigate employee behaviour towards work engagement with the integration of self-regulated theory and self-determination theory. For inferential analysis, structural equation modelling (SEM) approach is applied. Results of the SEM revealed that altogether self-reward strategies, self-goal settings, self-talk, natural reward strategies, perceived autonomy, perceived competency and perceived relatedness explained substantial variance R2 76.9% in measuring employee engagement at workplace. The moderating role of intrinsic motivation is confirmed in such a way that the relationship between employee work engagement and organisational performance will be stronger when intrinsic motivation is higher. Finding of the effect size analysis (f2) established that perceived autonomy had the highest effect size in determining employee work engagement. Therefore, importance performance matrix analysis revealed that managers and policymakers must pay attention to employee perceived autonomy, employee intrinsic motivation and employee work engagement to boost organisational performance. Inderscience Publishers - linking academia, business and industry through research

Title: Integration of self-determination theory with self-regulated model to understand employee work engagement behaviour and organisational performance

Authors: Mohammad Ibrahim Kamel Sweiss; Omima Abdalla Abass Abdalatif

Addresses: Industrial Management Department, Faculty of Business and Economics, Technical University-Kadoorei, Tulkarem, Palestine ' Department of Human Resources Management, College of Business, University of Jeddah, Jeddah, Saudi Arabia

Abstract: The present study develops motivational framework to investigate employee behaviour towards work engagement with the integration of self-regulated theory and self-determination theory. For inferential analysis, structural equation modelling (SEM) approach is applied. Results of the SEM revealed that altogether self-reward strategies, self-goal settings, self-talk, natural reward strategies, perceived autonomy, perceived competency and perceived relatedness explained substantial variance R² 76.9% in measuring employee engagement at workplace. The moderating role of intrinsic motivation is confirmed in such a way that the relationship between employee work engagement and organisational performance will be stronger when intrinsic motivation is higher. Finding of the effect size analysis (f²) established that perceived autonomy had the highest effect size in determining employee work engagement. Therefore, importance performance matrix analysis revealed that managers and policymakers must pay attention to employee perceived autonomy, employee intrinsic motivation and employee work engagement to boost organisational performance.

Keywords: self-regulated theory; self-determination theory; intrinsic motivation; work engagement; structural equation modelling; SEM.

DOI: 10.1504/IJMCP.2022.122110

International Journal of Management Concepts and Philosophy, 2022 Vol.15 No.2, pp.134 - 156

Received: 11 Aug 2021
Accepted: 30 Aug 2021
Published online: 08 Apr 2022 *

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Title: Integration of self-determination theory with self-regulated model to understand employee work engagement behaviour and organisational performance

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