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

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.