EMPLOYEE AND SUPERVISOR RATINGS OF MOTIVATION - MAIN EFFECTS AND DISCREPANCIES ASSOCIATED WITH JOB-SATISFACTION AND ADJUSTMENT IN A FACTORYSETTING

Research and theory on employee job satisfaction and well-being has in creasingly concentrated on both intrinsic and extrinsic motivational f actors. According to self-determination theory (Deci & Ryan, 1985), au tonomy, relatedness, and competence are three intrinsic psychological needs that, if fulfilled in the workplace, will lead to greater satisf action, performance, and general well-being. This study examines emplo yee and supervisor perceptions of the employee's autonomy, competence, and relatedness in the workplace, as well as the degree arid directio n of discrepancies between employee and supervisor reports. Both emplo yee and supervisor ratings of intrinsic motivational factors were sign ificantly related to work satisfaction, psychological health, and self -esteem, after controlling for the extrinsic factors of pay and job st atus. Results of discrepancy analyses were somewhat supportive of over rating being associated with greater well-being and job satisfaction. Discussion of the results ties this study to relevant research from a self-determination perspective and to the growing literature on discre pancies and self-perception.