Organizations are concerned with attracting employees who will both be highly engaged and want to stay with the organization. This requires ensuring that those who are attracted to working in an organization have their needs met, both in the organization and in the community in which the organization operates. Integrating job embeddedness theory, self-determination theory, and the tripartite model of commitment, a motivational model of the process of attachment to organizations is proposed. Suggestions for empirically testing this model, and for building human resource management practices that would foster organizational attachment, are discussed.
Marylène Gagné and Joshua Howard
John P. Meyer, Marylène Gagné and Natalya M. Parfyonova
Marylène Gagné, Sharon K. Parker and Mark A. Griffin
We propose a framework based on the integration of three theories (SMART work design, self-determination theory and work role performance theory) to explain how changes in work design influence work engagement and work performance in contexts of increasing technology, uncertainty and interconnectedness. This framework that can guide research on the effects of redesigning work to ensure workers will thrive in the future of work.