Background: Research in Human Resources Management has highlighted that implementing strategies for increasing employees' motivation can be an advantage for organizations because this improves their performance.
Objective: Self Determination Theory (SDT) was used to analyze the mediating role of autonomous vs. controlled motivation on the relationship between organizational factors (perceived organizational support and job autonomy) and work outcomes (affective commitment, job satisfaction, and intent to quit).
Methods: A total of 304 nurses from an Italian hospital participated in the study.
Results: The results supported the importance of the mediating role of autonomous motivation on the relationship between both perceived organizational support (POS) and job autonomy, and work outcomes. Conversely, controlled motivation did not show mediating effects on that relationship. POS was directly related to affective commitment and job satisfaction.
Conclusions: Practical implications for organizations and employees are discussed along with a call for further research in this area.
Keywords: Organizational commitment; intent to quit; job satisfaction; self-determination theory.