Construct and hypotheses | Measurement |
---|---|
Organizational support: extent to which respondents feel supported by their supervisor and coworkers, both technically and emotionally. Hypotheses: (a) Autonomous (intrinsic) types of motivation are closely and positively related to organizational support. (b) Controlled (extrinsic) types of motivation are unrelated to organizational support. | Organizational support was measured with six items partly adapted from [45, 46] (Cronbach’s α = .90) Item examples: “The people I work with are there to help me when I need support.”; “I can absolutely rely on the people I work with.” Response scale: 0 (do not agree at all)–10 (completely agree) with visual aid (analogous to the motivation measure) |
Organizational commitment: extent to which respondent are emotionally attached to their workplace Hypotheses: (a) Autonomous types of motivation are closely and positively related to organizational commitment. (b) Controlled types of motivation are unrelated to organizational commitment. | Organizational commitment was measured with three items partly adopted from [13, 47] (α = .74) Item examples: “I would not want to work for a different health facility.”; “I am proud to be working for this health facility.” Response scale: 0 (do not agree at all)–10 (completely agree) with visual aid (analogous to the motivation measure) |
Intentions to quit: extent to which respondents would like to leave their current position Hypotheses: (a) Autonomous types of motivation are negatively related to turnover intentions. (b) Controlled types of motivation are positively related to turnover intentions. | Intentions to quit were measured with three items partly adopted from [11] (α = .72) Item examples: “I often feel like leaving my job.”; “Accepting to work for this facility was a mistake.” Response scale: 0 (do not agree at all)–10 (completely agree) with visual aid (analogous to the motivation measure) |